The Workforce Partner · Recruitment · Onboarding, induction and training records · The pool
We build and back your workforce. And we answer for the file.
The Workforce Partner is one of two offers. It runs the worker lifecycle for Australian NDIS, home care and aged care providers as a continuous function rather than a series of transactions: recruitment for your own team, onboarding administration, induction and training records kept current, and a pool of pre-screened independent workers behind it. Every hiring decision stays yours.
Surfaced, approved by you, evidenced. The engagement has its own record.
The decision
Before you add another coordinator or another placement fee, see what the workload actually costs you. Your numbers, not industry claims.
Sound familiar?
Recruiting never stops, and it restarts from zero every time somebody resigns.
Nobody owns itA placement fee lands every time you use an agency, and you are still the one doing the interviews.
Nobody owns itOnboarding paperwork is chased by whoever has a spare hour, which means it is chased late.
Nobody owns itInduction and training records live in three places and nobody is certain which one is current.
Nobody owns itThe 4am gap arrives, your own people are exhausted, and there is nobody left to ring.
Nobody owns itWhat you're buying
Managed operations
Not staff. Not software. A function somebody answers for.
Every engagement is three layers, and you can see all three. That is the difference between handing over a function and buying hours or buying a tool.
The platform
Recruitilon, our own platform, holds the workforce evidence. It verifies screening and credentials, tracks induction and training to completion, surfaces who is available and current, and records the evidence of every engagement as it happens. It is why a worker's file is current on the day somebody asks for it, rather than assembled the week before an audit.
The people
Named coordinators, onshore, with worker screening clearances held wherever participant contact is plausible. They run the recruitment function for your own team, chase what needs chasing, and own the judgment calls: the candidate worth a second look, the credential about to lapse, the gap at 4am.
The worker file
Screening verified before a shift is ever offered. Credentials current. Induction and training evidenced. Every pool engagement generating its own record. And one named Australian company answerable for the file. What we warrant is the work and the record, set out in your services agreement.
Automation makes the evidence. People make the decisions.
The lifecycle
The worker lifecycle, run as one continuous function.
Most providers run these four as separate scrambles owned by whoever is free. The Workforce Partner runs them as one function with one owner, and the evidence assembles itself along the way.
Recruitment
A standing pipeline of care worker candidates, sourced and screened against your criteria for your own workforce. Not a burst of activity when somebody resigns. Every hiring decision is yours, and the worker joins your team, not ours.
Onboarding administration
The checks, the paperwork and the records that turn a hired worker into an engageable one. Chased to completion by somebody whose actual job it is, and recorded as it goes rather than reconstructed later.
Induction and training administration
Scheduling, completion tracking, and the records maintained so every worker's file is current. When a credential is approaching its expiry, that is surfaced before it lapses, not after.
The pool behind it
Pre-screened, credentialed independent workers available for the moments a shift cannot be filled from your own people. Described in full in the next section, because how it works is the part that matters.
The pool
When your own people cannot cover it
A pool of screened workers, engaged by you, evidenced by us.
Cover always starts with your own team, against your own rules. The pool exists for the moment after that: when the shift cannot be filled from your own people and the alternative is a manager on the phone at 4am working through a list. Every worker in it holds a current NDIS Worker Screening clearance, checked before anything is offered.
Pool workers are independent businesses operating on their own ABN. They are not our employees, we do not manage their performance, and we do not run their payroll.
Every engagement is a direct service agreement between you and the worker. You approve it against your own criteria, and you pay the worker directly.
Screening and credentials are verified on our platform before a shift is ever offered, and every engagement generates its own record.
No fill is ever guaranteed. Availability is availability, and anyone in this sector who promises you otherwise is selling something they cannot deliver.
Access to the pool is charged separately from the engagement, and we walk you through exactly how on your Workforce Review.
Scope
Back office only
Back office only, by design.
We run the function that surrounds your workforce, never the care itself. Onshore team; worker screening clearances held wherever participant contact is plausible; your data stays in your own systems.
Your duty of care does not transfer. Nothing we do reduces it, and nothing in our agreement says otherwise.
BoundaryEvery hiring decision is yours. We source, screen and administer; you decide who joins your workforce.
YoursWe never employ the workers in the pool, never manage their performance and never run their payroll. Your agreement is with the worker.
NeverWe never deliver supports or care, and we never hold the participant relationship.
NeverWe never make a clinical decision, and we never prescribe, administer or authorise medication.
NeverDeciding whether a worker is suitable for a particular participant stays with you. We surface who is screened, current and available; the match is your call, under your own rules.
Stays with youAccountability
The task can be offshored. The accountability cannot.
A lot of providers in this sector use offshore administrative teams, and for genuine back office work that is lawful. This is not an argument against it. It is the part of the picture that almost nobody puts in writing.
Worker screening
NDIS worker screening applies to risk-assessed roles: delivering supports, or more than incidental contact with participants. A worker outside Australia cannot hold an NDIS Worker Screening clearance, so any role that drifts toward participant contact is closed to them. That is why this function does not leave the country.
NDIS Commission, worker screening requirements
APP 8 and section 16C
When a provider discloses personal information to an overseas recipient, it must take reasonable steps to ensure that recipient does not breach the Australian Privacy Principles, and it can be held accountable for what the recipient does as though it had done it itself. Worker records carry personal information too.
Privacy Act 1988 (Cth), APP 8 and section 16C
Records
The seven year retention duty for worker and service records sits with the provider, whoever does the typing.
NDIS legislation, 2026
In a sector where the regulator now asks who holds your workforce together, this offer's answer is a named party, with the file to prove it.
If you already have an offshore administrative team
Keep them. We are not asking you to move anyone. We run the screening, the onboarding records and the training evidence, we run quality assurance over the administrative work that comes back, and we assemble the file to the standard your audit will apply, the offshore work included. You keep the arrangement you built. The function becomes one somebody answers for.
This isn't a proposal
Our desk already operates for Australian care providers every night of the year, inside their systems and to their protocols, with a structured handover waiting every morning.
That operating capability is the credibility base for both Partners. It is the same team and the same discipline.
How it starts
Four steps.
01
The review
We map your hiring pattern, your onboarding and training obligations, and where your worker records currently live. Then we put that next to what the next placement fee or coordinator salary actually costs you.
02
The handover plan
Your criteria, your approvals and your systems access, documented and agreed before we do anything.
- The criteria a candidate has to meet before they reach you.
- Who approves a hire, and who approves a pool engagement.
- Access to the systems you already run.
- Worker screening clearances confirmed for anyone whose role makes participant contact plausible.
03
The baseline
Before we change anything we measure what is happening now: time to hire, how many files are current, what is chased late and what is missing. That measurement is the only benchmark we ever report against.
04
The function runs
Recruitment runs continuously, the records stay current, the pool sits behind your roster, and the monthly report shows every outcome against your baseline.
Questions
Straight answers.
No. Recruitment is one of the functions we run for you, not a category we belong to. We source and screen candidates against your criteria for your own workforce, and every hiring decision is yours. The worker joins your team, and there is no placement fee, because we are not paid per hire.
Book
Book a workforce review.
We will map your hiring pattern, your onboarding and training obligations and where your worker records live today, and show you exactly what we would measure in your first 30 days.