PRA SCREEN_SYDNEY

CAPABILITY STATEMENTSYDNEY | MELBOURNE | BRISBANE

2 PRA DIGITAL | CAPABILITY STATEMENT

CONTENTS

Introduction 3

Bios 4

Roles We Recruit For 10

Recommendations 12

Insights 14

Conclusion 20

Key Trends 22

Contact Details BC

1

INTRODUCTION PRA Digital is the natural evolu-tion of the PRA core business. Our dedicated team of highly networked consultants live and breathe everything digital. The combination of passion, knowl-edge and a consultative approach means we are the digital recruit-ment partner of choice for many of our clients. Operating across client side, consultancy, agen-cy and media organisations our team always try to source locally first but are equally skilled at at-tracting global talent to Australia when the situation requires.

We have built a business model that allows us to cope with the fast pace turnaround that digital often throws at you without sac-rificing the quality. Whether you need a MEAN Stack Developer for an aspiring start-up or a Director of Digital, PRA Digital help you hire key individuals to build and scale up your digital capability.

We are a team of senior and ex-perienced consultants that look at recruitment as a partnership. We are here to help, guide and intro-duce you to top talent via estab-lished networks that help to en-hance your brand and company.

We practice what we preach to ensure you have a perfect experience along the process”

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BIOS JAMES MADDOCK | SYDNEY

As part of the new PRA Digital team I have fo-cussed on the UX/UI and front end development market. I’ve found UX/UI is one of the most in-teresting, freshest and dynamic, although not to mention challenging areas in Australia’s IT in-dustry. With the field of UX still in its infancy the adolescent phase is something I want to be part of, contributing to its cultivation. This area spans across industries; in order to succeed companies are starting to adapt and recognise the vital place UX has in their future. The diversity in the roles, whether design or research focused client, agency or start-up keeps the area as vibrant as innovation should be.

After 4 years of recruitment in the UK in the phar-maceutical sector I felt it was time for a change of scenery from a professional and personal stand-point. After doing some travelling around South East Asia, New Zealand and Australia I became part of the cliché that many Brits seem to fall into and decided not go home.

One of my greatest passions is snowboarding and now being in the Southern Hemisphere my to do list includes Queenstown, Japan and Thredbo… feel free to pass on any recommendations.

LLOYD YOUNG | SYDNEY

Being one of the few Aussie born and bred recruit-ers, coupled with over 5 years’ experience in the IT space I bring a unique skill set to my valued cli-ents. My customers describe me as being highly personable, a lateral thinker, able to find high qual-ity candidates and genuinely caring about what I do. I’m not the sort of recruiter that just fills jobs and runs, I want to partner up and help you in the long run. I also frequently stay in touch with can-didates I have placed because I place the type of people who are genuinely great people with the right skills for the job.

I have worked across a number of industries in my career but have recently had success in the Health space from an IT perspective. I also have estab-lished networks in other industries and am capable across most IT positions due to my experience.

I could carry on writing however would prefer to chat to you further, so get in touch! I can tell you about how I’m an excellent rock climber or how I have created my own craft beer line.

JAMES GILDON | SYDNEY

As Manager of the Digital team in Sydney I set out to grow and develop a team of experienced and passionate consultants that share the same ethos as me. My passion and depth of knowl-edge came from University where I studied Multimedia, now called Digital.

I am a skilled recruitment professional focused on delivering high calibre talent to organisations seeking to grow their digital teams and footprint. I have been successful in bridging the gap for clients who wish to evolve their digital roadmap by work-ing on their strategy plan in addition to talent needs. This has created beneficial partnerships throughout my career and has helped me become a known industry figure within Sydney and the Australian market.

Over the past three years PRA Digital have grown from strength to strength and will grow further. I lead a team of five consul-tants who cover all ends of the digital spectrum from Emerging Technology, Marketing, Sales, Design and Media.

Over recent years I have developed a large network of digital professionals, which has helped me build digital teams from the ground up, from small start-ups right the way through to large tier one enterprises. My passion lies within Strategic Design and Innovation and I believe in businesses creating a consistent customer experience to their brand across all touch points pro-viding a profitable business outcome. I will often work end to end across Strategy/Advisory, Experience Design, Product and Commercials and Product Development within the Media and Consultancy space.

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GUY NARDO | SYDNEY

I was lucky enough to join the new PRA Digital team with the vision and responsibility to develop the Digital Marketing and Ad tech space. Building a market from scratch is not for the faint hearted, much like my passion and former professional golfing career that took me abroad to the States at a young age. This experience has grounded me, and has given me the drive and determina-tion to be the best at what I do in Recruitment. I am passionate about Recruitment and customer experience; this and my interest in digital market-ing as a whole is a perfect fit. Knowing the lack of specialist recruitment experts in Search (SEO, SEM), Programmatic, and PPC including the ad-vertising/media space I have made it my mission to be the leader in this field.

With the digital marketing and media industry growing rapidly and moving at a fast pace, my in-tegrity and openness creates a positive candidate and client experience. I am skilled at identifying talent for your business that aren’t in the usual tal-ent pools.

When I’m not in the office or meeting clients you can find me either on the golf course, watching nu-merous sporting events or working on my online apparel sports luxe brand.

LINDA STEPHENS | SYDNEY

Candidate search and management is my passion, I get a kick out of assisting companies of all sizes solve their business problems and helping candi-dates to progress their careers.

My areas of specialty are Project Services, web de-velopment, mobile development, UX and UI roles. My network is international, and growing dramati-cally on a daily basis.

I pride myself on my consultative approach to re-cruitment and feel it is a key factor in my success. I am not here to do spot business but to build long lasting relationships with candidates and clients alike, allowing me to solve business problems and progress careers on a long term basis. Essential to this approach is my network, which I utilise across multiple channels to fulfil requirements.

I have recently engaged in placing digital profes-sionals into permanent, contract and freelance positions mainly within the telecoms, media and agency markets.

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CARRAH JORDAN | BRISBANE

I have been working as a Brisbane based Account Manager across the IT and digital industry for 5 years. I have developed a devoted candidate base and loyal client following through my com-mitment to tailoring resource solutions specific to both parties requirements. My proficiency lies in identifying best candidate and client fit by not only considering technical capabilities and re-quirements, but also in ensuring best cultural and team fit.

During my time in technical recruitment I have found that the more I know, the more passionate I become about the people I work with and the cli-ents I deliver for. The work that is being conducted in the digital space is ever evolving, and not only does it keep me on my toes, it allows me to con-nect with some of the brightest minds in Brisbane. The way that technology affects all of us is greater than any of us can ever know, and that fact alone drives me to continually learn, grow, and deliver best practice to the industry as a trusted recruiter.

The way that technology affects all of us is greater than any of us can ever know

Specifically, I match my clients with exceptional Web Developers, Digital Business Analysts, Project Managers, Designers, Consultant & Digital Market-ing specialists. Candidates appreciate my proac-tive approach to unlocking opportunities for their career advancement.

GEORGINA HUBBARD | MELBOURNE

I have been with PRA for over 2 years. Originally from the UK I moved to Melbourne 4 years ago and have worked within recruitment ever since.

I specialise within the digital space and over my career have built up an extensive network of over 1000 contacts. You will see me regularly at networking events meeting new talent, gaining knowledge and contacts in my area of expertise which include; UX,Digital Designers ,Web, software developers & Front End Developers

On a day to day basis I meet with top talent often referred to me through my network. My passion and knowledge of my market drives my success. I am diligent and thorough in all aspects of the re-cruitment process. I am always looking to grow my network and I do this by asking for referrals, linked in, and network events.

I don’t like to do business over the phone so when I can I always try and meet with hiring managers; to pick up detailed job briefs and get a feel for the culture. From there I will short list the best candi-dates for the job and move quickly as top talent doesn’t stay on the market for long! Through the process I manage candidates and client’s expec-tations so that when an offer is made both parties are happy.

With over 4 years’ experience recruiting for IT pro-fessionals I can offer the best service to my clients and candidates by having extensive knowledge of my market. I fill both contract and permanent op-portunities. I now focus my energy in the Digital Market and really enjoy recruiting in this space.

ANDREW MURRAY | BRISBANE

Being fortunate to join the PRA team after work-ing with a larger agency I have embraced our per-sonalised service and genuine care for clients and candidates. I have enjoyed building strong part-nerships within the Brisbane market and helping clients to find the best talent within IT and Digital markets. I like to help clients and candidates bet-ter understand the market and continue to add value throughout the recruitment process.

I like to take a consultative approach to our re-cruitment and understand the needs to better deliver a great customer service. Using our great supportive team to work together and change as many lives as possible. We have established a rep-utable and strong workforce full of great talent to ensure our clients have great outcomes and high performance teams.

The areas of focus for me are around Develop-ment, Design, Digital Marketing, Business Analysis, Senior Technology and Digital Managers and Dig-ital Sales specialists. By taking an honest friendly and no-nonsense approach we are able to ensure our clients and candidates go away happy and confident that they are in capable hands.

When I am not busy in the office you will find me playing sports including Aussie Rules and golf, networking throughout Brisbane, at the gym or having a Pale Ale or two.

SARA BEGLEY | MELBOURNE

After relocating from Glasgow to Melbourne I joined the team to focus on building our Digital Marketing arm here in Melbourne. Operating in a market that can be very “candidate dry” my focus has been on developing an excellent candidate network. My areas of focus include providing talent to Digital and Media agencies in Melbourne across all areas from Account Management, Digi-tal Marketing, SEO/SEM to Social Media.

I have 2.5 years’ experience providing the best tal-ent in the market to my clients ranging from short term contractors to long term senior appointment placements. I also have partnered with clients in order to build teams for specific projects and have placed teams in excess of 15 resources.

I have a passion for providing a positive recruit-ment experience for both candidates and clients. I strive to find candidates the ideal position and also partner with my clients to provide a bespoke service. I am a great believer in finding the best cultural fit for both candidates and client’s. I im-merse myself in my clients business to ensure I present them with the best candidates who are suited both technically and culturally.



ROLES WE RECRUIT FOR SENIOR ROLES:

• Chief Digital Officer / CxO / GM

• Director of Digital

• Head of Digital

TECHNOLOGY:

• Digital Project Managers / SCRUM Masters

• Digital BA

• EP’s/ Digital Producers

• IPTV Specific – Video

• Solution / Enterprise / Mobile Architect

• Development Managers

• Front/Back end Developers

• Full Stack Developers (MEAN)

• Open Source

• iOS

• Android Developers

• W7/8

• Digital Analyst

• Data Scientist

• Dev Ops

DESIGN & INNOVATION:

• Strategic Design

• UX/CX/Service Design

• UX Research / IA

• Visual / Brand / Motion / Interaction Design / User Interface

• Product / Programme / Portfolio Managers

• Creative Directors

• Art Director

MEDIA:

• Account Directors

• Account Managers

• Multi-Channel Marketing

• Media Buying

• Strategic Planners

• Digital Accounts Executive to Director

COMMS & MARKETING:

• Community Manager

• Copywriters

• Social Media

• Digital Marketing

• SEO/SEM/PPC

• Web Anlytics

• Programmatic Trading

• Brand

• Buying



RECOMMENDATIONS

Any designer will tell you good design talent is hard to find. Over the years James and the digital team at PRA have successfully placed a number of design roles for teams, which I’ve led. The team at PRA seem to have a knack for understanding the skills and capabilities of design professionals. It’s this ability that means I’ll continue to work with PRA in the future..

Abdul

Carrah is hands-down one of the best recruiters in Brisbane. She has helped me numerous times finding top-talent with exactly the skills and experience needed. I highly recommend her”.

Martin

PRA have been a great partner for finding digital candidates specific to product ownership. James is very knowledgeable about the digital space and leverages his networking abilities to ensure we are put in touch with the right candidates. His willingness to help with any of our needs is a credit to the company and himself.

Chrissie

I have had a recent opportunity to interact with Sara and have been genuinely impressed with her professionalism and enthusiasm to provide the best service. Sara is very thorough with all aspects of the project she is dealing with and you are kept fully informed with timely updates that leave no room for any confusion. I have dealt with numerous recruitment personnel over the years (both as an employer and a candidate) and have to say Sara comes far ahead of every one of them in being trustworthy, reliable and capable of achieving results in tight timelines. I would thoroughly recommend Sara if you are looking to recruit/ find a new role

Anoop

Lloyd played a pivotal role in having me employed at my current company as their new Customer Support Manager. Not only through his excellent interpersonal skills and professional nature but by way of exemplifying integrity through his actions and believing in what’s best for his candidates. Lloyd believes in catering for the needs of his candidates and will go the extra mile to ensure that their skill set is directly translatable to the right role. I would highly recommend Lloyd to my friends and colleagues should they seek the services of an excellent recruitment consultant.

Wayne

Linda was great from the first time we spoke. She took the time to understand my old role, my skill set and ensure that the roles shown to me were actually a match to what I wanted and my experience. Great at keeping in contact and keeping me updated with progress on roles.

Divya

Guy and PRA have been great to work with, very attentive and have really taken the time to understand the needs of the business along with understanding the digital industry.

Catherine


UX IS CHANGING SO SHOULD YOU! - BY JAMES GILDON

Over the last three years there has been a massive shift within digital and even more so within design, including UX, CX, Service design, In-dustrial design, Human Centric design and Interaction design. We have moved to a world where the user now has more touch points than ever before. Below are a few observations to keep you ahead:

INSIGHTS

THE CUSTOMER COMES FIRST AND THE EXPERI-ENCE THEY HAVE WILL DETERMINE THE SUCCESS OF THE BRAND:

Over the past 5 years we have seen a massive shift towards customers voicing their opinions. With the aid of Smartphones/Tablets and Social Media Apps, customers can share their thoughts on a ridiculous scale and can hit audiences across the globe more than ever before.

The days are gone where you can solely just rely on your brand or product. If the user has a bad ex-perience, you can be sure you will know about it through one of the social channels. The brand only becomes a brand when the user has an experience with it, be it positive or negative. Businesses need to make sure the customer always has a positive experience across all touch points.

YOU NEED TO TAKE RESPONSIBILITY FOR THE TOTAL EXPERIENCE:

You have a great product and company… is that all you should care about? Think again...

Talked about all the time, Apple is the one of the ex-perience innovators of bringing the customer into the store. They already had amazing products but their in-store experience is what had people talking. Have you ever wondered (before it was common) why Apple offered free Wi-Fi? Ask yourself another question; are you more likely to go into a shop where there are lots of people interacting with the product or a shop that is empty? Whether you are in there as a serious buy-er or simply in there to check your emails, Facebook account or simply just piggybacking off the free Wi-Fi you are naturally drawn into the store through your curiosity or the familiarity and comfort. Or even that feeling of being surrounded by other people doing the same, hanging around, engaging with the product and becoming a brand advocate.

This process is simply mapping the customer’s jour-ney from end to end and making sure you have ex-plored every touch point the user goes through, be it digital or bricks and mortar. Customers like that wow factor or surprise so make sure you let them ex-perience this across all channels. Companies, Brands, UXD’s need to make sure they think in spaces, not just pages and sites.

BE A LEADER NOT A FOLLOWER:

A few years ago I held an event on Digital innova-tion; one of the main points that came from the Q&A was, in Australia we tend to have one leader and a lot of followers.

One interesting change that is occurring is the start-up model being introduced within existing businesses. Both large and small companies are pushing for innovation as the start up model al-lows you to disrupt and become a leader in a core field quickly. You don’t need to be as big as the CBA bank to innovate and get ahead of your com-petitors. Small to medium companies can be game changers and cause digital disruption in their in-dustry sectors. Good things sometimes come in small packages; it is wise to keep an eye out for talented business like these to grow your service offering.


PAID SEARCH VS ORGANIC SEARCH - BY GUY NARDO

WEARABLES AT THE POINT OF BOOM – WHY YOU NEED TO LEARN SWIFT NOW - BY LLOYD YOUNG

Whilst wearable technology in some form has been around for decades, the industry is very much on the cusp of its boom stage.

From the humble calculator watch in the 1970’s to the GPS tracking systems used in professional sports, wearable technology has always been with us but only recently has it captured the imagina-tion of the mass consumer market.

The industry has grown from strength to strength as the digital age has developed and matured, with products tracking heart rates and enabling digital payments very much part of modern life and not just a James Bond fantasy.

However, as with a number of industries this de-cade from MP3 players to smartphones, it has tak-en an Apple product to really kick-start the market.

The Apple Watch has been no different. After ini-tial scepticism, the ditching of the famous ‘i’ and a longing for failure from the anti-Apple crowd the watch has greatly surpassed all expectations from a sales perspective. On top of this it has greatly in-creased the value of the overall wearables market in the process.

At the core of the watch is the Swift programming language, put together purely for the development of apps on the device. This isn’t a shrunken iPhone on your wrist, it is an entirely new product. Having only been fully released in April this year Swift is still a relatively new technology in the market and a limited skill amongst development professionals.

With the device still awaiting its killer app, an An-gry Birds or Whatsapp that takes the market by storm, now is the prime time to be learning Swift as the world figures out how the Apple Watch best integrates into modern day society.

With a market that’s ready to boom and a lack of Swift savvy candidates what better time do delve further into the platform?

Who knows, you could create the app worlds next big thing.

Many people in the market these days debate what works better, Organic or Paid search? And to most industry professionals this seems like a simple enough question, but ultimately it is more complex than many of us think. Both methods have specific benefits and drawbacks, knowing these will allow you to get the best possible return from your search marketing investment.

Organic Search: Organic search results are the listings of Web pages returned by the search engine’s algorithms that closely match the search string of keywords. Marketers commonly use SEO and con-tent assets to get high search engine rankings. The goal is to be on the first page and then move into the top three rankings for specific keywords over a period of time.

ORGANIC SEARCH POSITIVES

• Trust and credibility: With high search engine rank-ings comes a perception of credibility on the part of searchers. High search rankings imply industry authority and leadership, this perception translates into more trust and a greater likelihood to click through to the site.

• Ranking: Once you get high rankings, it’s easier to keep those rankings. You get authority status and build the trust of users and search engines.

• Click through rates: For “top of funnel” search terms or also known as inbound efforts, for exam-ple social media, email, blog posts, SEO, and white pages don’t show immediate purchase intent, the click through rates are better for organic search re-sults. This top of the funnel method helps to attract the future prospects, leads and contacts into the funnel to then close them on the product.

• Inbound marketing: An organic search strategy re-quires marketers to develop the content assets to achieve it. This is important for higher involvement purchases. Users interact with content as they move down the purchase funnel.

ORGANIC SEARCH NEGATIVES

• Time: Depending on the competitiveness of the keywords involved, it may take months or years to get high rankings. Can you wait that long?

• Resources: Getting high rankings requires both cre-ating content and using SEO tactics to achieve it. That can be difficult, frustrating and time consum-ing. Either internal staff or external contractors are needed for both these functions.

• Paid Search (PPC): Paid search results are adver-tisements. The ads are typically displayed above and to the right of organic search results. The ex-act placement of the ads is determined by both a bidding process and quality score. The advantages and drawbacks of paid search are often the oppo-site of organic listings.

PAID ADS (PPC) POSITIVES

• Targeting: PPC campaigns can be tailored to reach specific audiences. Examples of segmentation in-clude geo-targeting, income, age, educational lev-el, marital status, industry, etc.

• Click through rates: Searches using terms that denote high purchase intent such as product or brand-specific keywords will get more clicks than organic results.

• Time: Unlike organic search rankings that can take months or years, paid results are placed at the top of rankings as soon as you pay for ad placement.

PAID ADS (PPC) NEGATIVES

• Cost: The more competitive the keyword, the more the bid price is for each click on the displayed ad. Paid search requires a level of expertise to manage these campaigns. Otherwise a lot of money will be spent to attract unqualified traffic.

• Momentary: The ads disappear as soon as you stop paying for them.

• Distrust: Consumers don’t always trust paid ads and often avoid them. They place more trust in or-ganic rankings.

Still unsure of what works best for you? Whether you opt to use the organic search method or paid search it will be entirely dependable on your busi-ness’s needs. If you still question what works for you, together is always better. Businesses benefit from using both organic and paid search methods, the benefits of using this are that the business gains credibility through organic rankings and is provided with immediate top of the page listings with the paid search (PPC).


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WHAT IS ACTUALLY PAID FOR IN RECRUITMENT? - BY JAMES MADDOCK

Find someone who fits this job description, how hard can it be? On the surface due to the level of connec-tivity we now enjoy you would think no problem.

“They need this skill, experience in leading teams and are able to code in this language. Our compa-ny culture is collaborative and encourages a good work/life balance. Salary is X with potential for pro-gression in Y”. Just type in a few of the buzz words into linked in, send some emails and see what comes back, CVs across, interview and placement. Simple.

If I was in the position of a hiring manager and found out that the process was that simple I don’t think I would even be prepared to pay the “Recruiter” the cost of their internet subscription. The rise of Linke-dIn has created a tool giving employers the option to do a large portion of the recruitment process themselves. The online networking giant is now ap-proaching 400 million users globally - you would think with some certainty that the right person for the job can be found. It’s no secret and many com-panies have recognised this, bringing recruitment in-house looking to reduce costs and essentially getting their team to trawl the networks connecting, in-mailing and finding the right skill-sets.

This method has not just been adopted by the inter-nal corporate teams; many agency recruiters have taken to this being their primary method of contact with candidates, picking up a job and hitting the “connect” button hard. What this has led to is the generic mass spamming by thousands of recruiters worldwide, to those not even looking for a position but simply registered on LinkedIn.

I am sure anyone from a professional background who has signed up to LinkedIn has experienced the scenario of being approached by multiple recruit-ers however many times a day all saying the same generic introduction. After a period of time of the same bombardment, the urge to open let alone re-spond to any of these emails will almost certainly reduce to zero. For those in more senior and niche positions that are highly sought after the level of at-tention must become annoying and many have tak-en the option of removing their LinkedIn accounts altogether. How can the “LinkedIn Recruiter” exter-nal or internal interact with the people they are look-ing for?

In ancient times the recruitment professional/head-hunter was the primary avenue that employ-ers utilised as a means of hiring mid to senior-level and niche talent. They were hiring these head hunt-ers not just due to the large networks of talent they had access to but for everything else that can only come with in depth knowledge of the people they are representing. The industry they are working in and the advice they can provide, thus ensuring the right person not only accepts the offer but also stays in the position.

The network (or know how many LinkedIn connec-tions someone has) really is just the tip of the ice-berg and it is only as good as the information held on it. The professional recruiter would not just expand their connections but develop and fill it with details about these people, not just salary bandings and skill sets but further detail. The ability to relocate, the concerns around doing so, consideration of oth-er family members, pets, costs of living, motivations for leaving their current roles – the list goes on. The recruiter would know their candidates, what type of people they are and what type of companies they would fit well into. It was and still is this information that is truly valuable. Recognising the talent, nurtur-ing that relationship and being able to guide them to the ideal opportunity in as seamless a process as possible is the essence of the professional recruiter.

The only way to develop these relationships is by talking to people, and picking up that vital piece of kit, the phone. These relationships are not built over the course of a single job search they can be years in the making, recognising talent, taking note of their interests and finding the right company is not something that is always done over a few weeks. The chances are that the talent, whilst recognised, is not looking to leave their current job at that partic-ular time (unless the recruiter has a vastly superior opportunity). It is unlikely the role will be enough to tempt someone into risking their career and changing employer, unless they are already unhappy in their current position. Only by knowing enough people in enough detail can a service worth the fees charged by agencies be justified. This comes from both quality and quantity of information and is de-veloped with the “proactive model”. Even with this information, it is the ability to manage both parties in the process that is valuable. Advising and consulting both the employer and the employee through the recruitment phase and beyond is a successful place-ment made. The breadth and depth of the profes-sional recruiter’s network is what saves their clients time and makes the investment worthwhile. This re-mains as true now as ever.

Whilst LinkedIn is an undeniably helpful tool in the arsenal, the fact is that nothing will ever replace the art of conversation, whether face to face or over the phone people are going to want interaction and ad-vice in their search for a new career. An email just doesn’t cut it. The personal touch is what is un-doubtedly what separates the bad and middling recruiter to the search professional, the Consultant. For those with niche skill sets in high demand and short supply there will always be the need for the professional consultant able to provide advice and guidance. For the volume roles that a LinkedIn ad-vert can be placed for there seems to be a dim and short lived future.


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CONCLUSION:

PRA digital has come a long way and we truly believe our passion and drive to succeed has helped us build some of the best Digital teams in Australia. With our consultative approach you can be guaranteed you will get expert knowledge on both the market and the best talent for you and your business.

Below are PRA Digital’s core values that represent who we are and what we offer to our clients:

ACCOUNTABLE

We have exclusive roles to keep you ahead of your competition, we guarantee transparent communica-tion throughout a confidential process.

INNOVATIVE

Recruitment is evolving … so are we. As recognised thought leaders, we engage with our networks past the traditional transactional approach. Across our events, literature and web presence, you stay ahead of the curve via the opportunity to network with your peers and chance to gain relevant industry knowledge.

COLLABORATIVE

Through our local knowledge and mature approach, you can depend on us as a partner to your business.

MOTIVATED

We take the time to understand your business to deliver a competitive advantage.

CONSULTATIVE

Our consultants are talented, caring and honest. This combination gives our customers an experi-ence on a personal level leading to successful, long lasting relationships.

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KEY TRENDS

WHERE OUR CANDIDATES COME FROM:

Headhunts 50% Referrals 20%

Existing Network 20%

Adverts 10%

“The time has changed and we have moved into a world where recruiters need to rely on their network more so than ever before. Gone are the days of just putting up an ad and sending out in-Mails and seeing what comes through (thank god). We may be in a upward turn but you are only as good as the network you have as speed is of the essence. With most companies increasing their head-count, it is the Digital space that is really seeing the greatest change and increase. With projects getting the green light there has been a spike to hirer at the Senior/Lead end to help manage the increase in projects resulting in overall growth underneath and a further increase in contract hires”

THE TYPES OF COMPANIES PRA DIGITAL WORK WITH

WHERE PRA DIGITAL ARE PLACING CANDI-DATES

Digital Agencies 20%

Start-ups 5%

Banking & Finance 5%

Marketing 10%

Technology 10% Media 30%

Consultancies 20%

Senior / Lead 55%

Director Level / CXO 12%

Mid Level 13%

Junior 15%

Grad 5%


MOTIVATION IN WHAT CANDIDATES LOOK FOR:

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Whilst salary and benefits are a key motivator it is the company culture that has seen the biggest increase and driver in candidates decision making.

Flexibility in working hours has seen an increase in work place motivation; appealing to not only the family conscious candidate, but those with other professional or personal pursuits.

SYDNEY L10 50 Margaret Street Sydney NSW 2000 PH: +61 2 8234 3500

MELBOURNE L13, 356 Collins Street Melbourne VIC 3000 PH: +61 3 8637333

BRISBANE L4, 225 Montague Road West End QLD 4101 PH: + 61 3071 7222

PRA DIGITAL CONTACT LIST:

SYDNEY James Gildon - 02 8234 3521 [email protected]

Lloyd Young – 02 8234 3530 [email protected]

James Maddock 02 8234 3551 [email protected]

Guy Nardo – 02 8234 3522 [email protected]

Linda Stephens - 02 8234 3511 [email protected]

MELBOURNE Georgina Tite – 03 8637 3341 [email protected]

Sara Begley – 03 8637 3342 [email protected]

BRISBANE Andrew Murray - 07 3071 7212 [email protected]

Carrah Jordon -07 3071 7201 [email protected]

PRA SCREEN_SYDNEY

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