What it does: Intro Recruitment Solutions partners with great private companies and well-respected public sector clients to recruit in the construction and infrastructure industry.
Mission: We aim to offer tailored, realistic, and comprehensive recruitment solutions, on time and on budget.
Size and presence: We have a presence in major cities of Australia like Brisbane and Cairns.
Best known for: We are collaborative when it comes to relationships, comprehensive when it comes to seeking the right personnel, and communicative throughout the entire process.
The good bits: Management is very cooperative.
The not-so-good bits: Work-life balance is not that good.
Reaching an anniversary or business milestone is cause for celebration, especially considering that 60 percent of small businesses don’t make it past five years and eight out of ten recruitment companies fail within their first year.
So, it’s no surprise why we are proud to celebrate five years of Intro Recruitment Solutions.
Intro’s founding directors, Michael and Brendan come from the big names in recruitment. They know what works. But in 2015 they decided that maybe they could make it work better…
Beginning with a phone call between two friends, Michael and Brendan discovered they were both at a crossroads. They weren’t happy with how the recruitment industry was being run and began discussing ways they could improve it. The pair then started thinking about getting their show on the road.
Michael and Brendan brainstormed Intro in Brendan’s backyard passing a footy. They called clients and contacts to glean advice and support while checking the cricket score at Michael’s place. They were done with the daily grind of the CBD. Ready to change direction, they hit the ignition and started up on their own.
Equipped with only an iPhone, a whiteboard, and a solid recruitment ideology, they kicked off in traditional fashion working from their kitchen benches.
The team has since gone from strength to strength, with the inclusion of some more rough heads welcomed in the office and a veteran third director, Lyndon.
With more than 40 years of combined experience recruiting in the construction and infrastructure industry, Michael, Brendan, and Lyndon set up Intro differently. They split the business into blue and white-collar sections managed by Brendan and Lyndon respectively, with Michael as GM.
The trades and professional recruitment models differ from one another, so separating work streams mean our consultants are solely focused on their respective job markets. Intro staff has more direct tools and experience to better serve our clients with their in-depth industry knowledge and understanding of candidate availability.
teams work closely with clients to identify the skills, experience, and attitude required for a candidate to be successful in a role. Our innate desire for recognition starts at a very young age, from parents, teachers, and friends. Positive affirmation is so deeply ingrained in our psyche, especially during developmental phases, that we can even see a neutral reaction as a negative one. This is why it is so important for management to utilize positive reinforcement. The holiday workplace event is the perfect opportunity to present awards and encourage ongoing high performance in your staff.
Recruiting for public and private infrastructure projects – of all shapes and sizes – Intro specializes in civil, commercial, and residential construction, shop/office fit-outs, and transport. Talent is our business. Great construction and infrastructure personnel are yours.
⛔ Bonus annual leave
✅ Bonus parental leave
✅ Unpaid extended leave
✅ Permanent employee
✅ Signing bonus
✅ Annual bonus
⛔ Stock options
⛔ Full remote work
✅ Partial remote work
✅ Flexible working hours
⛔ Child care
✅ Free gym
⛔ Pet-friendly office
✅ Mental health days
⛔ Hospital
⛔ Outpatient
⛔ Dental
⛔ Maternity
⛔ Free breakfast
⛔ Free lunch
✅ Free tea & coffee
✅ Free snacks
✅ Free dinner
Gender inequity in public sectors exacerbates skills shortages, reduces economic productivity, and limits the innovative capacity of businesses.
As a business in the industry, we have recognized this under-representation and noticed how many women appear to be discouraged from applying. Many women believe there is no opportunity for career growth. This under-representation is only further intensified by the notable pay gap, highlighted in a 2021 survey.
We believe this issue risks a flow-on effect for future talent sectors, with a lack of pursued education and inaccessibility.
We have made it our mission in recent years to critically review workplace cultures, leadership, and business practices to identify areas that may be hindering the ability to attract and retain female talent.
We developed our operating model, recruitment process, remuneration/incentive packages, and workplace flexibility policies to dissolve factors that lead to the underrepresentation of women.