We can solve your recruitment pain points.
Executive Search
We search the globe and find top tech talent using our comprehensive signature search and selection process. We are passionate about what we do. Our success is founded on the long-lasting relationships we build and our unique ability to bring clients’ stories to life to secure the best talent for your organisation.Tech & Product Experts
With over ten years’ experience working in the tech scene, you’ll be impressed by our industry knowledge and technical expertise. We help disruptive start-ups and growing organisations scale their tech teams. We love working across the entire product lifecycle from ideation to development, right through to product launch.Brand Ambassadors
From the very beginning we’re interested in getting to know your culture and the way your business works. We’re incredibility hands on, effectively acting as an extension of your business. We will pitch your brand to secure the best talent. Our unique approach ensures a world-class candidate experience every time.Trusted Networks
You’ll have total confidence in knowing that we have established a track record and a reputation of finding the best talent there is. Our strength is being able to identify passive candidates through our well developed and highly trusted global networks to help tech start-ups grow and iconic organisations digitally transform.engaging Middleton executive will be the best business decision you make
“Jade made the process of finding a new job so easy by helping me find the right company, then guided me through the interview stages to ensure I was prepared.”
Jessica McLeod-Dryden
Release Project Manager, PaperCut Software“Jade offers all the recruiter qualities you want when you’re the ‘prospective employee’. She promptly found answers to my queries, she chased down paperwork and gave me encouragement and support.”
Elizabeth Gibson
Lead Technical Writer, Whispir“Jade is one of the best recruiters I have dealt with. She is a very experienced and knowledgeable person with exceptional people skills. Thanks again for your assistance…you were awesome!”
Giovanni Arsénius
Lead Automation & Continuous Delivery Engineer, OdeceeFrom the Blog
The Top 26 Tech Apps for Remote Teams
By Georgia Hart Technology has made the world such a small place. If COVID has taught us anything in tech, it’s that work CAN be done from anywhere in the world – as long as you have the right tech tools for the job. But with so many options to choose from, where to start?! As a product and tech recruitment specialist I have daily conversations with tech leaders and tech professionals about their preferred tools that make remote working a breeze. So I’ve reached out to my tech and product network, and conducted some of my own research to come up with a recommended list of tech apps to make your remote work life simpler. Here are a few favourites to check out… Tech for everyday communication: Slack is the obvious one but here are some other alternatives: Glip – allows screen sharing; Fleep – offers the ability to assign and track tasks; Flock – offers a whole bunch of different features and my personal favourite for engineering teams; MatterMost – great for enterprise companies; RocketChat – has a real-time translation feature; TandemChat – has 40+ integrations! Tech to help recreate ‘small talk’ in the office: Brightful – featured on Product Hunt as the top remote working tool; Donut (Slack plug-in) – tour virtual watercooler! Tech to help replace
7 Ways to Avoid Accepting the Wrong Job
By Georgia Hart Starting a new job only to realise soon after that it was a wrong decision can be a deflating and sometimes humiliating experience. Many times I’ve spoken with IT professionals who have left a job they’ve just started, often with similar reasons. Reasons including: “I was mis-sold the role.” “The role wasn’t what I expected.” “The company changed direction.” “The skills required didn’t match my experience.” When you want something or someone enough, such as a new job role or a particular job applicant, it’s easy to see the situation with rose-coloured glasses meaning red flags are missed or are sometimes overlooked. It’s important to keep in mind that a job interview is a two-way street; an opportunity for both the jobseeker and the employer to qualify, as much as possible, the potential fit for the role. There is only so much you can research you can do to qualify a company or job role, so how do you open up the job interview conversation to enable an objective assessment? I’ve compiled a list of questions to assist you in qualifying a prospective job role and employer; questions that will also help to demonstrate to your interviewer your level of interest in the company, and how serious you are about the job opportunity. Here are seven things
Is Your Remote Hiring Strategy Up To Task?
By Jade Bennett COVID-19 has accelerated a change in pace for recruitment and we need to ensure that our current remote hiring strategies are up to the challenge. The future of work has irrevocably changed and we will see an increase in companies adopting a remote-first approach. As such, we on the front line of talent acquisition, people ops and HR need to be ready. To start, we must applying Design Thinking principles, creating a hiring process that considers the people we’re creating it for. To do this, here are the key areas that I recommend you consider and focus on. Strengthen your EVP (Employer Value Proposition) The misnomer that we’re now in a candidate-rich market, and will have our pick of top candidates, simply isn’t accurate in Product and Tech. More than ever, companies should focus on showcasing the company’s culture and benefits to potential candidates if we want to secure the ‘A-players’. We also need to facilitate a recruitment process that allows potential employees to feel at ease during a virtual hiring process. Ask yourself: does your online process ensure candidates can feel comfortable accepting an employment offer? Have they been provided with all of the relevant job, organisation and on-boarding information to make that decision? Consider including video in your candidate attraction and hiring process. Video is
How Airwallex Maximises Team Performance During COVID-19
With a large proportion of the workforce being thrust into remote working so abruptly, we’ve been exploring how teams are set up for success, specifically in Product Management. Who better to discuss distributed teams with than Rylan Dawes, VP of FX Product at Airwallex. Airwallex was named by KPMG as Australia’s highest ranked Fintech in the 2019 Fintech100 report, and their products are taking the world by storm. They seem to have read the play early when they launched their borderless cards product earlier this year, just before our borders literally closed. Embracing remote working during COVID-19 Middleton Executive Director, Jade Bennett, spoke with Rylan about how this high-growth fintech unicorn is supporting their remote teams during this challenging pandemic. Here’s what Rylan had to say about Airwallex’s approach to embracing remote working and how they’re supporting their teams with this transition. Jade: What has been Airwallex’s stance on working from home? Rylan: At Airwallex, flexible working arrangements have always been extended to our employees depending on their circumstance or need. Whether someone needs to tend to a sick child, oversee house maintenance or needs a different environment to focus on deep work, the option to work from home for the day is available to them. However, having a few team members occasionally work from home isn’t quite the same