Our Founder
talking about
our 'Why'
Our Services
We help you assess, secure and onboard the right talent for your business and teams. We have a variety of engagement models that we tailor to your needs. From executive search assignments, to scalable onsite talent acquisition and advisory solutions, or part services utilising some depth of expertise and assessment tools.
Our Process: How we are Different.
Right Match
Client Briefing
We begin with a comprehensive briefing process with the key stakeholders associated with the role. We determine the right competencies, skills, experience to be successful.
Combined with an understanding of your Employer Value Proposition so we can accurately communicate the benefits and opportunity of your role and business.Behavioural / Workstyle Match
We utilise two profiling tools depending on your industry and requirements. Engaging trained psychologists, the manager of the new hire is profiled and debriefed of their profile. From this profiling process, we are able to use this as a guide for matching with final stage candidates in the process.
Our Process: How we are Different.
Tailored Search & Process
Clear Timeframes & Stages
We define a clear process with recommended time frames for shortlist, interview stages, offer and placement to ensure you have success in appointing the right person.
Defining this upfront ensures you manage the talents expectations and you dont lose talent in the process.Recommended Shortlist Size
We feed our market knowledge of the role and nature of your requirements into the process so you can feel confident you are comparing everyone at the same time to make a clear decision on who should progress forward.
Client Resources
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clients
The Value of Temporary Staffing for Supply Chain and Manufacturing
Australia’s supply chain and manufacturing industries are evolving rapidly with fluctuating demands, technological advancements, and global disruptions. To stay agile, many companies rely on temporary white-collar staff, such as logistics analysts, procurement specialists, and supply chain coordinators. Recruitment agencies play a key role in quickly sourcing skilled professionals, offering flexibility and cost-efficiency. 1. Flexibility and Scalability Temporary staff help manage demand surges, seasonal peaks, and project rollouts without long-term commitments. Agencies provide skilled professionals, ensuring smooth operations during busy periods or when scaling back. 2. Maximise Workforce with Tight Budgets Temporary staffing offers a cost-effective way to add talent without increasing permanent headcount. Agencies manage payroll and compliance, allowing businesses to allocate resources strategically. 3. Cost-Effectiveness Recruitment agencies reduce administrative burdens by handling sourcing, onboarding, payroll, and compliance. Temps provide essential expertise without the long-term overheads of full-time employees. 4. Try Before You Hire Temporary roles allow businesses to assess candidates’ skills, performance, and cultural fit. Suitable temps can transition into permanent roles, reducing hiring risks. 5. Continuity During Gaps Temporary staff fill critical roles during planned leave or sudden vacancies, ensuring operations run smoothly while businesses search for permanent replacements. 6. Reduced Risk and Compliance Management Agencies handle employment contracts, payroll, and compliance with workplace laws, minimising legal risks. Temps also offer greater flexibility with shorter notice periods. 7. Access to Specialised Skills Agencies provide quick access to niche professionals—such as data analysts or project managers or SAP specialists —on a short-term basis, helping businesses complete critical projects efficiently without committing to long-term hires. Reimagine Talent: Delivering Seamless Temporary Staffing Solutions At Reimagine Talent, we understand the fast-paced demands of the supply chain, logistics, and manufacturing sectors. That’s why our temporary staffing services are designed to provide businesses with quick, reliable, and compliant workforce solutions. With a commitment to operational excellence, we partner with People 2.0, a global leader in workforce management, to ensure our clients enjoy world-class support. Here’s what sets Reimagine Talent apart:•3-Day Turnaround to Fill operational Roles: We understand the urgency of filling vacancies. Our commitment ensures your temporary staffing needs are met within 3 days, helping you maintain operational continuity.•Global Compliance and Automation Powered by People 2.0: Stay compliant with state and federal regulations. We manage payroll and workforce compliance using advanced systems that simplify processes and reduce risks.•Access to Specialised Talent for Supply Chain Challenges: Whether you need an SAP specialist, logistics coordinator, or supply chain analyst, we connect you with skilled professionals to meet specific project demands.•Easy-to-Use Platform for Real-Time Data and Reporting: Our platform provides instant access to essential data—track employee hours, generate reports, and manage assignments with a few clicks, ensuring you stay in control.•Candidate App for Smooth Communication and Assignment Management: Candidates benefit from an intuitive app that allows them to manage timesheets, track assignments, and access essential information for a seamless placement experience.In an environment where supply chain and manufacturing demands are constantly shifting, temporary staffing offers businesses the flexibility and expertise needed to adapt and thrive. By partnering with trusted recruitment agencies, organizations can manage fluctuations, reduce costs, and maintain continuity without long-term commitments. Temporary roles also present an opportunity to bring in specialised talent for critical projects, ensuring businesses stay competitive and efficient. With the right support in place, companies can navigate workforce challenges while maintaining focus on growth and innovation.TestimonialsSearch JobsAsk A Question
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clients
International Women's Day 2024
International Women's Day has really gained momentum in the last five years. I often hear the question, “How can we, as Supply Chain leaders, get more involved in International Women’s Day?”As a result I thought I would provide some ideas on how Supply Chain leaders can get more involved in International Women's Day.International Women's DayInternational Women's Day (IWD) is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity. The 2024 theme for IWD is ‘inspire inclusion: collectively we can all play a part.’Much progress is still required for advancing gender equity in the workplace. A 2023 Women in the Workplace study by McKinsey & Company and Lean In, found that one of the biggest barriers to women’s advancement in their careers and in the workplace is at the critical first step in entry-level to manager. The study found ‘that for every 100 men promoted from entry-level to manager, 87 women are promoted. And this gap is trending the wrong way for women of colour: this year, 73 women of colour were promoted to manager for every 100 men, down from 82 women of colour last year.’A further recent 2023 report by the Australian Workplace Gender Equality Agency states that the current gender pay gap in Australia is 21.7%.For Supply Chain why does the above figure matter, other than making sure our sector has a level playing field? The main reason is that it can have a big positive impact on your supply chain function. We have found that most managers are prioritising influencing and relationship building skills when assessing candidates for their vacancies. We have found through using our psychometric assessment tool (Talogy) to assess hundreds of candidates, that females in Supply Chain bring overall stronger natural abilities in their area. The Women in the Workplace study also revealed that bias contributes to women being passed over for jobs and promotions, and almost 60% of women regularly experience microaggressions at work. On a positive note, 87% of companies are highly committed to gender equity, which often comes from senior leaders, management and male employees. This is a huge increase from 56% in 2012.So what are the benefits of getting involved in IWD other than “it's a nice thing to do.”A Harvard Business Review study found that gender diversity leads to more productive companies. Gender diversity increases innovation, ideas and creativity and diverse teams build stronger connections with clients and customers. The study also found that diverse and inclusive company cultures lead to more satisfied employees. Happy employees are more productive, more likely to stay at the company for longer, and more likely to recommend the company to others as a great place to work.Women bring another diverse skill-set to Supply Chain. In the same way that more diverse Supply Chains are more successful, a more diverse workforce makes a business more successful. At Reimagine Talent we conduct work style assessments when candidates register with us. We have found some core skill sets that female candidates tend to score higher in, male candidates tend to score lower in, in comparison. These skill sets are:Influence and persuasion Planning and priority setting Another Interesting point of difference between male and female candidates is that males score higher with ‘Directing’ leadership styles and females score higher with ‘Leading and Coaching others’.These skill sets are vital to have within Supply Chain teams and hiring a more diverse team can provide a balance of these skill sets to help the function perform at its optimal level.How can you practically contribute to IWD? There are many types of events and activities happening on IWD, and anyone anywhere can hold an IWD event. Here are some ideas for the Supply Chain industry:Attending an industry specific event - attending and even inviting (or taking) a female colleague to an event like this is a great way to get involved. Hold a breakfast/lunch or morning tea at your office - you could ask a female colleague to share their experience working and building their career in Supply Chain Review your Supply Chain for opportunities to further support women-led small businesses Organise a fundraiser for charities that support women With this all in mind, how can you work towards having a more diverse, inclusive and equitable workforce?
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clients
Supply Chain Workforce Planning for 2024
Why now is the time to start planning and taking action for 2024 to acquire, develop and retain top talentAs we step further into the last quarter of the year, and Christmas holiday season draws near, both businesses and individuals will be planning for the following year. Businesses will be setting objectives and budgets. However, for individuals, this is a time many start reflecting on their career and what they want this to look like for the following year ahead. This is a time many individuals start to consider or take action in making career changes. The Christmas break and subsequent return in the New Year present the highest resignation rate of any time during the year. Thus, it is vital that you start forward thinking a strategic approach to acquiring, developing and retaining top talent. There can be a number of reasons individuals have a big career change of mind during this period, including:They have outgrown their position and have not been provided any opportunities for growth and development. This is why businesses need to be more agile with options for lateral moves across the business, providing new opportunities and career paths for their employeesThey are looking for a change in work / life balance. Conversations around the pros and cons of flexible / hybrid working arrangements are still ongoing amongst jobseekers, and whilst this doesn’t work for all role types and businesses, it’s a good time as a company to decide what your policies are here, particularly when having conversations with flight risks or potential new employees.They are looking for a salary increase. Your agency partners can provide you with information on the market including salary benchmarking and benefits packages on offer for active jobseekers.When thinking about workforce planning it is important to take into consideration who your flight risks are, and manage this risk accordingly. Before heading into the Christmas break is an opportune time for Supply Chain leaders and talent acquisition to meet and discuss workforce risks and plan for how to mitigate this risk.Below are tips and advice to ensure you are not left under-resourced coming into 2024:Book a meeting with any ‘flight risks’ before Christmas and have a discussion around performance, intentions and their plan for 2024. The aim of this meeting is to understand if you feel that the person will be committing to their role well into 2024. This will either confirm your gut feel they are considering leaving, or secure them for the following 6 months. The result is you will understand your team members' commitment, or be in a better position to be proactive if they do resign before the Christmas break, so you are not left under-resourced in the new year (or earlier).Even if the individual is a flight risk but hasn’t resigned before the Christmas break, you can begin to plan with your HR &/or Talent Acquisition team to put in place a proactive plan for a position replacement when that time comes.The last quarter of the year is a great time to speak to your agency partners about the workforce market and what to expect for 2024. This is a great opportunity to get a general gauge on the market, as well as current available talent, and salary ranges. Important things to keep in mind:Almost all businesses are in this same situation at the start of the year, which means more competition for talent if you find yourself hiring prior to the Christmas break or into the new year. Plan for a proactive approach. Reacting only when an individual resigns will leave you in a position of; Having no hand over;Having to make quick decisions with a more limited talent pool;Putting more pressure on you and your remaining team.For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.
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