20 years of meeting your permanent, temp, contract and bulk employment needs
We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work
Listening and understanding first, whether you are a job seeker or employer, our experienced team are passionate about matching people with people. Responsive, intelligent, empathetic, and human-centric, we will find your fit be it short or long term, immediate single and bulk resource fills or individual career placements. Our business is to understand you and what you are looking for; our reward is finding your perfect match.
20 years of meeting your permanent, temp, contract and bulk employment needs
We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work
We specialise in sourcing talent, finding each candidate’s best fit, and end to end recruitment.
Employers
If you’re an employer, we can help you source the best talent to build your team. Employer services also include:
Talent sourcing
Contract + Temp talent
Bulk recruitment
Permanent placements
Job Seekers
Looking for your next perfect role? With connections to employers across a broad range of industries, we can help you find your next best fit.
Talent placement
Contract + Temp roles
RPO
Our recruitment process outsourcing partners with you to support all or parts of your talent acquisition strategy. From position descriptions to onboarding, we have professional, experienced consultants and end to end outsourced HR capabilities.
Whether you’re searching for a new position or looking for your ideal temp, contract or permanent candidate, we can help.
We value our clients and candidates alike and take pride in giving the best possible customer experience every time.
Recruitment is about people, meet our team who take your employment needs as personally as you do
We’re trusted
Our clients are among the best and brightest around Australia. We’ll work with you to find the best solution for wherever you find yourself now, whether you’re a jobseeker or on the hunt for talent.
Numbers in action
Striving to deliver the best results for our clients and candidates.
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Ready to start the journey?
Search positions or find talent online, or get in touch with us via email. We can’t wait to meet
Our core values
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On the blog
By Michelle Wood
•
March 20, 2026
In 2026, strong planners, schedulers, coordinators and supply chain analysts in Sydney have options. They know their skills are in demand, so they’re no longer impressed by title and salary alone. What they really want to know is: “Will I actually be able to do my job properly here?” That means a clear scope instead of a catch‑all role, realistic targets instead of wishful KPIs, systems and data they can trust, and a genuine voice in decisions rather than being asked to justify them after the fact. When those things are missing, even your best people start quietly looking elsewhere. And when a good planner walks, you don’t just lose a headcount. You lose the person who can explain why the forecast moved, not just that it did. You lose stability in S&OP and inventory decisions, as calm planning gives way to noisy meetings and short‑term firefighting. You also lose months to rehire and re-onboard that capability, while the rest of the team shoulders more work, more risk, and, in some cases, more doubt about their own future with you. The true cost isn’t just recruitment fees or time-to-hire. It shows up in eroding confidence in the plan, pressure on frontline teams, and decisions made with patchy insight instead of informed judgment. So, if you lead a supply chain function, it’s worth asking: “If my best planner resigned tomorrow, would I genuinely be surprised?” If the honest answer is “not really”, the message is already there – in one‑on‑ones where people say they’re “tired but fine”, in engagement scores that are “okay”, and in meetings where planners are talked at, not listened to. By the time someone hands back their laptop, you’re not getting a new message – you’re getting the final one. The opportunity in this market is to listen earlier: to how your planners, schedulers, coordinators and analysts describe their day, their blockers and their future with you. They do have options in 2026. The real question is whether staying with you still feels like the best one. Michelle Wood, Supply Chain Recruitment Specialist
By Michelle Wood
•
March 20, 2026
In 2026, strong planners, schedulers, coordinators and supply chain analysts in Sydney have options. They know their skills are in demand, so they’re no longer impressed by title and salary alone. What they really want to know is: “Will I actually be able to do my job properly here?” That means a clear scope instead of a catch‑all role, realistic targets instead of wishful KPIs, systems and data they can trust, and a genuine voice in decisions rather than being asked to justify them after the fact. When those things are missing, even your best people start quietly looking elsewhere. And when a good planner walks, you don’t just lose a headcount. You lose the person who can explain why the forecast moved, not just that it did. You lose stability in S&OP and inventory decisions, as calm planning gives way to noisy meetings and short‑term firefighting. You also lose months to rehire and re-onboard that capability, while the rest of the team shoulders more work, more risk, and, in some cases, more doubt about their own future with you. The true cost isn’t just recruitment fees or time-to-hire. It shows up in eroding confidence in the plan, pressure on frontline teams, and decisions made with patchy insight instead of informed judgment. So, if you lead a supply chain function, it’s worth asking: “If my best planner resigned tomorrow, would I genuinely be surprised?” If the honest answer is “not really”, the message is already there – in one‑on‑ones where people say they’re “tired but fine”, in engagement scores that are “okay”, and in meetings where planners are talked at, not listened to. By the time someone hands back their laptop, you’re not getting a new message – you’re getting the final one. The opportunity in this market is to listen earlier: to how your planners, schedulers, coordinators and analysts describe their day, their blockers and their future with you. They do have options in 2026. The real question is whether staying with you still feels like the best one. Michelle Wood, Supply Chain Recruitment Specialist
By Danijela Negro
•
March 6, 2026
In today’s market, a strong finance team isn’t just support; it’s your competitive edge. When conditions change quickly, the quality of your finance function will decide whether you react late or move early and with confidence. From Reporting to Direction The days of finance as a back-office function are over. Back-office accounting functions are predominantly managed by offshore teams, and the best teams are helping leaders answer complex and challenging business questions, fast! Questions like… Can we afford to grow, hire or expand? Where are we leaking profit? What happens to cash if the market turns? A strong finance team doesn’t just tell you what happened last month. They help you plan for the future. Cutting Through the Noise Leaders are flooded with data, rising costs and constant change. A great finance team acts as a filter. They bring to your attention the metrics that matter, translate complexity into clear options, and bring a calm, objective voice when pressure is high. That clarity is what turns numbers into real decisions. It All Comes Down to People Technology matters, but people make the difference. High-performing finance teams are curious, commercially minded and able to communicate with non-finance stakeholders. You’re not only hiring technical skills, but you’re also hiring judgement, challenge and partnership. A Quick Self-Check Ask yourself: Do I see my finance team as true strategic partners? Do I feel more focused and confident after speaking with them? If the answer is “not really” or “not yet,” that’s your opportunity. With the right structure and the right people, your finance team can shift from a reporting function to a real engine for growth. If you’d like a sounding board on what that next-level team could look like in your organisation, I’d be glad to have that conversation. It’s the work I love to do, helping leaders build finance teams that quietly power everything else.
By Michelle Wood – Senior Recruitment Consultant (Supply Chain and Logistics)
•
October 1, 2025
Sustainability in Australian supply chains is more than just a talking point in 2025; it’s central to business strategy and recruitment. The push to “go green” is influencing not only how organisations operate, but also the qualities and skills they seek in logistics professionals. Impact on Hiring Trends Many companies are now prioritising candidates with expertise in decarbonisation strategies, circular economy design, and sustainable procurement to help meet emissions reduction targets and comply with evolving regulations. Roles in fleet management, warehousing, procurement, and logistics require increasing knowledge of energy-efficient technologies, emissions analytics, and compliance with green policies. There is growing demand for dedicated sustainability and ESG (Environmental, Social, and Governance) specialists who are responsible for developing and implementing green supply chain programs, tracking performance, and reporting results to stakeholders. Why Sustainability Now Matters in Logistics With transport responsible for nearly one-fifth of Australia’s emissions, logistics companies and retailers are under new scrutiny from both regulators and customers. Moving goods quickly is no longer enough; employers now want team members who can also deliver sustainable outcomes. Sustainability skills are also no longer “nice to have.” Logistics candidates who show a genuine record in green practices, emissions reduction, or eco-friendly innovation are prioritised in the hiring process. The New Must-Have Green Skills Employers are now looking for: Carbon tracking and ESG reporting skills, even at operational levels. Hands-on experience with green technology such as electric vehicles, route optimisation, and recyclable packaging. Supplier sustainability oversight and the ability to work within strict compliance standards. Change management and the confidence to drive projects—like transitioning suppliers to greener alternatives. Leadership and culture-building to embed sustainability into everyday operations. Looking Ahead As emissions standards tighten and industry expectations shift, green credentials will increasingly influence advancement in logistics and supply chain careers. If you’re seeking logistics specialists with green skills, or want advice on upskilling and recruitment in this fast-evolving market, reach out to me today on (02) 9659 4411 or michelle@alexanderappointments.com.au.