EMPLOYER SERVICES
At Cox Purtell, we provide both permanent and temporary recruitment services.
Our recruitment process is designed to be structured and transparent, allowing you to engage as much or as little as you prefer.
We stand behind our process with a full Money Back Guarantee or a Free Replacement if the candidate we place does not meet your expectations during the trial period.
RECRUITMENT SERVICES
What are the benefits of Temporary/Contract and Permanent Recruitment Services?
| Temp/Contract Recruitment | |
|---|---|
| Flexibility | Ideal for short-term projects or seasonal work |
| Cost Effective | Reduces long-term employment costs |
| Quick hiring | Fills urgent vacancies within hours |
| Skill access | Brings in specialised skills for specific needs |
| Trial run | Allows businesses to assess fit before offering permanent roles |
| Reduced risk | Temp staff can be managed based on project needs |
| Adaptability | Easily adjust staff levels without long-term commitments |
| Fresh perspective | Temporary workers often bring in new ideas and approaches |
| Business continuity | Fill roles during permanent employee absences, like parental or sick leave |
| Reduced training time | Temps are often experienced and need minimal training |
| Permanent Recruitment | |
|---|---|
| Stability | Creates a more stable workforce, contributing to long-term goals |
| Cultural fit | Permanent staff integrate better into company culture |
| Loyalty | Permanent roles typically yield more commitment and engagement. |
| Talent Development | Enables investment in training and development |
| Career progression | Employees grow with the company, fostering leadership potential |
| Higher productivity | Long-term employees tend to work more efficiently over time |
| Reduced turnover | Minimises the cost and disruption of frequent hiring |
| Strong relationships | Builds continuity in client and team relationships |
| Knowledge retention | Permanent staff maintain institutional knowledge and expertise |
| Brand advocacy | Permanent employees often become brand ambassadors, |
To help you recruit permanent employees, we offer two full-service options: NON-EXCLUSIVE and RETAINED.
Our NON-EXLUSIVE option runs in parallel with your own in-house recruitment campaign, supporting you in all the key areas like position description development, candidate search, interviewing and selection.
RETAINED is an end-to-end service unlike any offered by our competitors. We exclusively run a complete recruitment service for your vacancy, operating as an extension of your team so that you have as much control and input into the process as you need.

It includes longer guarantee periods, post-employment reviews at 3 and 6 months, plus preferential fees and payment terms, so it’s great value for money too (see below comparison).
| Non-Exclusive | Retained | |
|---|---|---|
| Comprehensive Role Profiling | âś” | âś” |
| Bespoke candidate sourcing strategy development (including free advertising on most major online platforms.) | âś” | âś” |
| Complete shortlist Development (screening candidates, comprehensive interviewing, candidate overviews.) | âś” | âś” |
| Skills Testing (over 900 tests available) | âś” | âś” |
| Reference checking (minimum 2) | âś” | âś” |
| Offer negotioation management | âś” | âś” |
| 12 week replacement guarantee OR replacement guarantee | âś” | âś” |
| Extended Pay Terms | âś” | |
| Reduced Fees | âś” |
OUR GUARANTEE
We are very, very good at getting the match between you and your new staff member right first time—we don’t believe in wasting your time, or the candidate’s time by trying to force a square peg into a round hole.
In recruitment we are dealing with people, and occasionally things don’t go according to plan. If that happens, we won’t leave you out of pocket or in the lurch – it’s why we have our unique Money Back Guarantee and Replacement Guarantee.
PERMANENT PLACEMENTS
We give you a full refund or a free replacement if your new staff member doesn’t work out within 12 weeks.
TEMPORARY/CONTRACT PLACEMENTS
We give you a full refund or a free replacement if your new staff member doesn’t work out within four hours if the placement is less than a week, or within one day if the placement is more than a week.
POLICIES
Click to view Cox Purtell’s Quality of Service Policy, Work Health & Safety (WHS) Policy, Environment Policy, Privacy Policy, Diversity & Inclusion Policy and Equality of Opportunity Policy.
CONDITIONS AND FEES
TERMS OF BUSINESS
We operate according to our standard Terms of Business, which outline the high level of recruitment services and value that we offer.
We also provide a set of terms for our Premium Exclusive recruitment product. To view these terms, please contact your recruitment specialist or our offices.
Click through to request a copy our standard Terms of Business.
FAQS
What are the benefits of using an agency?
With our industry and recruiting expertise we can find better people for you reliably and quickly. We save you time and money; once you add up the costs of phone calls and advertising, and the time you spend writing position descriptions, sorting through the applicants, shortlisting, reference checking … well, we think your efforts are better spent working on your business!
What areas do you specialise in?
We have three specialist divisions –
Corporate Support (HR & Talent Acquisition, Sales & Marketing, Accounting & Finance, Office Support) Our Corporate Support division recruits across all industries.
Technology & Projects
Government (Local, State & Federal)
Do you charge for advertising?
No. The cost of advertising is included in our success fee, unless you want to brand the advert.
How long do you spend interviewing candidates?
The average interview takes approximately 45 minutes to 1 hour, however this can differ depending on the role.
How much information do I need to provide when briefing you?
We encourage you to meet with us face-to-face (or over Teams/Zoom where lockdowns are in place) so that we can find out everything we need and get to know you properly. Our recruitment specialists know the right questions to ask to understand your brief, saving you time in the long run.
What happens when candidates are presented to me by my recruitment specialist?
Great candidates are in high demand, so we recommend that as soon as your recruitment specialist presents candidates to you, you interview them as quickly as possible. Your recruitment specialist will work to keep the candidate interested and up to date as you get the process rolling.
How can I get the most from my recruitment specialist?
- Be Clear About Your Needs: Start by providing a detailed job description, including required skills, experience, and the ideal culture fit. The clearer you are, the better your recruitment specialist can target candidates who meet your expectations.
- Establish Open Communication: Keep lines of communication open throughout the process. Regular check-ins help address any shifts in requirements or feedback on candidates, which can save time and streamline the recruitment process.
- Trust Their Expertise: Recruitment specialists have extensive industry knowledge and insight into the candidate market. Leverage their expertise and trust their judgment, especially on trends, market conditions, and candidate availability.
- Give Constructive Feedback: After interviews, offer honest, constructive feedback on candidates. This feedback will help your recruitment specialist better understand what you’re looking for and fine-tune the search to match your preferences.
- Engage as a Partner: Treat your recruitment specialist as a strategic partner rather than just a service provider. By collaborating closely, you can create a more tailored and effective recruitment strategy that aligns with your company’s goals and culture.
These steps ensure a smoother, more efficient recruitment process and improve the chances of finding the perfect match for your team.
What happens if the candidate does not work out?
If a candidate does not work out for whatever reason within their probationary period, we will replace them free of charge, or refund your fee. For permanent staff the probationary period is 12 weeks, for temporary staff it’s one day if the assignment is more than a week, or four hours if the assignment is less than a week.
Where do you advertise?
We use a range of social media, search tools, networks, our database and head-hunting to find quality candidates. We also receive a large number of referrals from our existing clients and candidates.
What geographical locations do you service?
Our strength is across the greater Sydney area given our head office is here, however we also place roles across Melbourne, Brisbane, Canberra & Perth CBDs and suburbs.
How much will a temporary staff member cost me?
This will vary depending on the skills you need the candidate to have. An overview of our fees is outlined in our pricing section and includes all costs such as Superannuation, payroll tax, insurance, and GST.
How long can I have a temporary staff member for?
There is a minimum callout of 4 hours for temporary staff. You can take a temp on from a ½ a day assignment to an ongoing assignment.
How are candidates skills tested?
The standard tests we ask candidates to perform include data entry, typing and specific computer software testing. We can also tailor skills testing to meet your requirements—we have over 900 available.
What happens if a temporary candidate does not work out?
We’ll check in with you in the first 4 hours of an assignment to make sure you’re happy with your new team member. If not, and the assignment is less than a week, we will refill the role free of charge, or refund your fee. For assignments of more than one week, we will provide a full refund for time worked and an immediate replacement with a day’s notice.
Will I be charged for public holidays and annual leave?
No, you are only charged for the hours the temporary staff member works.
ACCREDITATIONS & AFFILIATIONS
