_NOLOGISTS ON DEMAND

INTERVIEW AND HIRE FROM OUR READ-TO-WORK TALENT POOL

SELECT TRAINED CANDIDATES TO INTERVIEW

We provide a shortlist of candidates who have completed training and are ready to start employment. Your team run culture and technical interviews to determine suitability.

OFFER AND SOW

Verbal offers given to your dream candidates and contracts drawn up. (This is our favourite part of the process!)

ONBOARDING

_nology support onboarding expereince to set them up for success.Background checks, setting expectations, and any relevant technical upskilling while they wait for their start date.

REGULAR PERFORMANCE REVIEWS

Scheduled one to ones with _nologists and their line managers to ensure satisfactory progress and develop action plans for continued progression and growth.

ONGOING SUPPORT AND UPSKILLING

_nology covers the cost of holiday & sick leave, payroll tax, insurance, training, background checks, tech certifications, Pluralsight subscriptions and superannuation. They receive regular ongoing technical and professional skills training from our coaches and support team.

TYPICAL CONTRACT TERMS:

18 MONTH DURATION. DAILY RATE. 4 WEEK NOTICE PERIOD.

ELEVATING TEAM PROFICIENCIES

CASE STUDY

Macquarie is Australia’s largest investment bank and is known for their market leading emerging talent programs. With _nology, they have been able to supplement existing initiatives and build a heightened focus on diversity, professional maturity and transferable skill sets to elevate proficiencies in their engineering teams.

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EMPOWERING CRITICAL DATA TEAMS

CASE STUDY

As a global entertainment leader, data is the bedrock of Sportbet’s business. We supported their Data Platforms team to free up senior talent so they could focus on the high-value and complex components of a major data modernisation project.

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BUILD TALENT, DON’T BUY TALENT

CASE STUDY

Lendi was finding it extremely costly to find specialised engineers and developers for their Salesforce team in a candidate-short market. They wanted a recruitment avenue that wasn’t as expensive or risky, and they wanted to grow team diversity. Our solution for Lendi advocated our core principle – build talent, don’t buy talent.  

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BUILDING A PIPELINE OF EMERGING TALENT

CASE STUDY

QBE is a global insurance company with offices spanning 27 countries, and an HQ in Sydney. We’ve created an ongoing pipeline of Software and Cloud Engineering employees who are skilled in their tech stack and who align to their social impact commitments.

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