All posts in News


Refer A Client, We Donate To Charity

Every great business is built on word of mouth growth. When you receive a great service, you talk about it. When you provide one, you hope your customers and clients share their experience.

We’ve seen this first-hand, with referrals driving a huge proportion of our growth at RecruitLoop. Almost everyone has experienced pain during the hiring process – whether as a client, candidate, or recruiting professional. So our vision for a new recruiting model, that’s fair for everyone involved, resonates with almost everyone who experiences it. Read More…


Introducing Sourcing as a Service

We’re thrilled to announce the launch of a new product at RecruitLoop – Sourcing as a Service. It’s an entirely new product for us as a company, developed in response to a clear market need and feedback from both sides of our marketplace. We’ve been testing it privately over the past few months, and the response has been phenomenal. Read More…

Meet the New RecruitLoop

Meet the New RecruitLoop

We’re so excited to start the new year with a big announcement, and share what our team has been working on for the past few months. Our goal is to fix recruiting – for everyone involved, at every touchpoint. Today we’ve taken another big step in that direction, with the new RecruitLoop. Read More…

5 Tips to Make Your New Year Resolutions Actually Happen

5 Tips to Make Your New Year Resolutions Actually Happen

Failure is not an option.

It’s a new year and if you’re like most people, you’ve probably made a bunch of resolutions – I know I have. Get fit, lose weight, give up alcohol, give up smoking, spend less, fall in love and be kinder are some of the most popular.

In fact about half of the population in both America and Australia make New Year resolutions. But according to the University of Scranton, published in the Journal of Clinical Psychology, only about 8-12 % of us actually achieve them. I admit I am one of the 88%. In fact I don’t think I have ever achieved a single resolution that I have made during the euphoric period of seeing an old year out and a fresh, un-blotted, unstained new one in. Despite this, I, and most of us, keep doing it. People are, after all, mostly optimistic. Read More…

InfluenceHR- the Good, the Bad, and the Ugly

InfluenceHR: the Good, the Bad, and the Ugly

Last week, our CEO and I went to InfluenceHR in San Francisco. Michael participated in a panel on “How Emerging Companies and Products Are Disrupting the HCM Sales and Marketing Status Quo”, and I attended courtesy of Influitive, the advocate marketing experts (and many thanks to them!). There’s already been an excellent recap posted, so we’ll just talk about our experience there and the good, the bad, and the ugly. Read More…

NPA, #NPANOLA, Sticky IT, egrabber, Monster, Mike Ramer, Neil Lebovitz

Recap: NPA 2014 Global Conference – New Orleans Louisiana

Mardi GrasThe street cleaners made their way through New Orleans’ French Quarter sweeping away thousands of multi coloured beaded necklaces, crazy masks and other bizarre remnants of Mardi Gras. Meanwhile we encountered random jazz bands meandering along Bourbon Street in unusually cold weather as we headed to our first NPA Global Conference as an alliance partner.


Here’s a bit of a recap

First and foremost … hats off to NPA President Dave Nerzall the NPA staff and Board for putting on such a great conference.

It’s never easy to please a group of recruiters coming together from all corners of the world but these guys did it … exceptionally well. The energy, enthusiasm and camaraderie from all the owners and members was awesome.

A great line up of speakers

No matter how long a recruiter has been in the industry, you can never stop learning. And with a line up of speakers and industry leaders including Mike Ramer, Neil Lebovitz, and Maureen Sharib, I have no doubt that every delegate would have left New Orleans with some great tips, new ideas or at least some refreshers to implement in their businesses right away.

Our fellow alliance partners

The recruitment industry is constantly evolving, and there are some great software and service providers out there making recruiters’ jobs (and lives) so much easier. We were fortunate enough to be exhibiting alongside some of these businesses helping recruiters attract and select great talent. Check out e-Grabber, Sticky IT, and Monster when you have a chance. Between our Elastic Recruiting guns, the little ‘sticky’ spiders, and scary green stuffed toy monsters, NPA members were not only well informed, but certainly kept amused when talking to suppliers and partners.

Our theme: ‘Monetize Your Downtime’

As an alliance partner we were presenting a new opportunity to NPA members whereby they can ‘monetize their downtime’ by working on additional recruitment projects provided to them by RecruitLoop.

We were excited to see one NPA member from the Bay Area actually register her interest during one of our presentations, another NPA member receive her first potential project at the conference, along with several members from the USA, Canada, Australia, Hong Kong, China, South Africa, Korea and the Philippines eager to align themselves with RecruitLoop.

Recognising one of our own Aussie recruiters

It was great to see one of our own Australian ‘RecruitLoopers’ Jason Elias receive the NPA Chairman’s Award for his contribution to NPA over many years. I’ve known Jason for a long time and it was great to see him recognised by his NPA peers. His wife Jackie (who I’ve known even longer than I have known Jason) was so proud to be there to see Jason receive this honour. Congratulations again, Jason!

Looking forward to next year in Denver Colorado

The details for next year’s global conference have been revealed. NPA members from around the world will gather in Denver, Colorado from March 19th – 21st – against the backdrop of the Rocky Mountains. We look forward to seeing everyone there!

On a personal note, I managed to sample my first ever fried alligator and jambalaya. Oh … and I might have even had a sneaky giant ‘Hurricane’ over in the Big Easy!

For any NPA members who were unable to attend the conference who are keen to learn more, check out more information here.

Love to see you

Welcome to RecruitLoop’s New San Francisco Headquarters

RecruitLoop HQWe feel like we’re growing up a bit with the announcement of our new San Francisco headquarters. Until now, we’ve been in coworking spaces both in Sydney and San Francisco. Our experiences at Fishburners and Runway were fantastic, but the crazy collaborative (and often loud) environments were starting to wear on some of us. We were also starting to have some growing pains with the spaces. It was hard to plan for our trips back and forth from AU, and we were also starting to collect lots of stuff, like conference banners and rubber band guns, that was tough to store in wide open spaces.

Looking for startup-priced and styled office space in San Francisco, however, was super challenging. I probably visited 30 different spaces, and I dragged my team to at least 15 of them. We saw all sorts of coworking arrangements, exorbitant private offices, and the occasional frightening place that smelled of raw sewage. San Francisco office space is at a huge premium at the moment.

In the end, though, we found a space that was about as perfect as we could get for a team with widely varying requirements. Our landlords love Australia, which helped us get something we could afford in a place that didn’t make anyone’s commute royally suck (or become dangerous).

We’re stoked to announce that our new headquarters are at 466 8th St., Suite 102 in San Francisco.

Inside the office

We needed a few different rooms so that our developers and salespeople didn’t decide to have rubber band gun shootouts at 10 paces, but we also wanted natural light. Three glass offices = perfect! We put our growth team in the big front room, our developers in the 2nd biggest room, and we even have room for beanbags in the middle (essential for our Head of Growth’s creative process, she claims).


Behind the offices, we have a big shared space that we’re still working on decorating, but we have hopes for a couch and a videoconferencing setup to make our cross-continent meetings easier. The shared space has a well-stocked kitchen (well, if tea, almonds, beer, and wine = well-stocked), and we’re slowly populating the appliances.

back of the office

If you’re in the neighborhood, stop by! We’d love to see you.

Love to see you


4 Things the WhatsApp Acquisition Teaches Us about Treating Candidates

One of the big headlines around the WhatsApp $19 billion acquisition by Facebook is that one of the cofounders was rejected by Facebook (and Twitter) back in 2009.

What we find interesting in this isn’t necessarily the $19 billion or the rejection itself. We are more interested in what this might teach us about how to treat candidates. Here are our four big takeaways:

1. Leave them with a good impression

Yeah, we harp on this one a lot. Because you know what? You really need to leave candidates – ALL candidates – with a good impression of your company and people. By leaving folks with a good impression, you…

  • Protect your employer brand
  • Leave yourself open to the possibility of having them work for you in the future (I’ve seen it happen!)
  • Get them to refer their friends
  • Leave open the possibility of acquiring their company for billions of dollars in the future 🙂

2. Have fantastic people

One remarkable thing about Brian’s tweet was that he talked about connecting with some fantastic people at Facebook. I have to wonder whether that influenced his decision to go to the negotiating table with them later on. After all, wouldn’t you want to sell your company to a place with fantastic people?

This means, of course that you have to hire carefully for culture fit (and then, of course, be nice to those people who don’t fit) and make sure that you keep your people happy enough for them to come across as fantastic in an interview. Kudos to Facebook for doing so in 2009.

3. Remember that they’re not dead to you

We live in a tiny, tiny little world. Industry verticals and places like the Bay Area make it even tinier. A candidate who once interviewed with your company can and will come around again. Maybe they’ll be a supplier. Maybe an acquisition target. Heck, maybe you’ll meet them on the other side of the interview desk! In any case, a candidate – especially one in your industry – will never truly leave your world.

4. Money might buy you out of grudge, but do you have $19 billion lying around?

“Hey – I wouldn’t care HOW a company treated me. I’d be nice to anyone for $19 billion.” Is that what you thought when you first heard about the acquisitions and rejections? I have to admit that it’s what I thought. Then my next thought, though, is how much money it would take me to get over a bad experience such that I could have a good working relationship in the future. I don’t hold grudges much, so it’s not prohibitively expensive to buy my love. Some people who do hold grudges, though? Well, I know that most SMEs don’t have that kind of money lying around, so we can’t count on buying someone out of grudge. And some folks can NEVER be bought.

We’re really happy for WhatsApp and its record-setting exit. We’re even happier, though, that Facebook did the right thing in their recruitment process with a rejected candidate and won big in the future as a result.