Every great team starts somewhere.
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Buried in the wrong CVs
The wrong hire sticks
The people you want are not looking
Specialist reach, delivering when it matters.
From first conversation to the right person placed, a recruitment process built to get it right, not just get it done.
Discovery audit
Access the passive market
The right hire
Structured support
Results that speak louder than a pitch.
The questions worth asking first.
How do you know a candidate actually fits the tech and the seniority, not just the job title?
Titles are the least reliable thing on a CV. A senior engineer at a product company and one at a bank are doing very different jobs. So every candidate is screened and interviewed, covering what they built, what they owned, and where they sit between hands on and leading. References and the network confirm the rest.
We already have an internal talent acquisition team. Why would we use an external recruiter?
Because the two jobs aren't the same. Internal teams are built for volume and for roles the market will come to. Senior and specialist technology roles work differently. The people you want are employed, well paid, and never see the ad. SearchMann works alongside internal teams on the small number of roles that need headhunting rather than advertising, so your team isn't sorting through hundreds of applicants for a role that was never going to be filled that way.
Who actually does the work on my role?
Felix does. Every brief, every search, every conversation with a candidate. There's no handover to a junior consultant after the first call and no team of resourcers working from a keyword list. It’s why SearchMann commits to a focused portfolio of roles, ensuring each one gets genuine attention.
Do you only recruit in Perth?
Perth and WA are home, and that's where the market knowledge runs deepest. But searches aren't limited to it. SearchMann has recruited across Australia and Europe, which matters when a skill set genuinely doesn't exist locally and the search has to go interstate or offshore to find it.
Is there a guarantee period if the hire doesn't stay?
Yes. Every permanent placement comes with a three month guarantee. If the hire leaves or doesn't work out inside that window, SearchMann finds the replacement at no additional fee. In practice it rarely gets used, because the work that prevents a bad hire happens before the shortlist, not after the invoice. The relationship doesn't end when the three months does. If something surfaces in month four, you'll still get a call back.
Do you work with startups or only established companies?
Both. SearchMann has built application teams from scratch for scale-ups, and supplied contractors into global enterprise projects. The approach doesn't change with company size, though the conversation does. An early-stage team hiring its first Solutions Architect needs different advice to an enterprise adding a fifth.
