AUREX GROUP
Specialist recruitment. Your business, moving forward.

Put the people in place to deliver your plan.

You need a leader who can carry the mandate. A specialist who can take work off your team. Or a workforce ready for the next stage of your project.

Start with what your business needs to achieve. Find the hiring support that fits.

Discuss your hiring needs Find your starting point

Your brief can start with a role, a deadline or the problem holding you back.

  • Real estate
  • Infrastructure
  • Natural resources
Looking for your next role?
The work behind the vacancy

You’re carrying more than an open role.

You may be covering the work yourself. Asking an already stretched team to do more. Or planning a project around people who are not yet in place.

More résumés won’t resolve that on their own.

You need to know whether someone can do the work, whether the appointment makes sense and what it will take to get them started.

The result you’re working toward

The capability your business needs, and a hiring decision you can stand behind.

Wall of client voices

When your plan depends on people in place.

A time-critical team build. A difficult technical brief. A large recruitment programme. These clients describe what delivery meant in their assignments.

Client-reported project result

700+

roles delivered in six months

“exceeding our expectations”
Executive Manager LSE Listed, Global Energy Company
Workforce build-out

A team against a tight deadline.

An outsourced team recruited and onboarded during business realignment.

“a very tight timeframe”
Head of Human Resources ASX Listed Development Company
Technical project hiring

A difficult brief, fulfilled.

Project recruitment involving hard-to-fill technical roles.

“fulfilled our brief to an impressive standard”
Project Director Global EPC Company

Selected excerpts published by Aurex Group. Individual names and engagement dates are not provided. These accounts are company-selected. The numerical result is client-reported, not independently verified or a forecast of your results.

Start with your situation

What are you trying to get done?

You don’t need to know which recruitment service to ask for. Choose the outcome you need. Explore the relevant support, then bring that priority into your enquiry.

01 / Leadership Selected You need to make a senior appointment. Put someone in place who can take responsibility for the mandate. Explore leadership hiring 02 / Capability Selected You have a specialist role that remains unfilled. Close the capability gap and get the work moving. Explore specialist hiring 03 / Team delivery Selected You have a team to build against a deadline. Turn a headcount plan into people ready for the required stages. Explore project hiring 04 / Flexible capacity Selected You need cover without making every role permanent. Maintain capacity through a transition, project or change in demand. Explore flexible staffing 05 / Market decisions Selected You need to understand the market before you commit. Make informed decisions about talent, remuneration or expansion. Explore hiring intelligence 06 / Selection and transition Selected You need more confidence in an appointment or a new hire’s start. Examine suitability and identify where transition support is needed. Explore assessment support

Your situation spans more than one path? Bring the whole requirement to the conversation.

Explore a combined approach
The support behind your outcome

Choose the support around the result you need.

Start with the work that needs to happen. Use a focused service for a defined need, or discuss a combination for a wider requirement.

View Aurex’s service overview
01 / Leadership hiring

Put a leader in place who can carry your mandate.

Executive Search & Leadership Consulting

Your appointment needs to work beyond the interview. You need someone who understands the responsibility, can earn the team’s confidence and has relevant experience for what comes next.

Explore executive recruitment and leadership consulting around the demands of the role, including specialist and hard-to-fill appointments.

Your goal

A leadership decision backed by a clear view of the mandate and the person’s suitability.

Discuss your leadership appointment
02 / Assessment and transition

Understand suitability. Support the start afterward.

Psychometric Testing

You need more to work with than a strong interview. Consider what additional assessment could clarify, where a new hire may need support and how the transition should be handled.

Available support includes assessment, onboarding, coaching and relocation assistance.

Your goal

A better-informed appointment and a considered transition into the business.

Discuss assessment and transition support
03 / Specialist recruitment

Get the missing capability into your team.

Contingent Recruitment

You have work that needs doing and a role that needs filling. Your priority is finding relevant people without spending more of your week running the search yourself.

Explore network-led recruitment, with advertising where appropriate, for full-time and contract positions.

Your goal

Close the capability gap with someone suited to the work.

Discuss your open role
04 / Team build-outs

Build the team your next milestone depends on.

Multi-Hire & Project Recruitment

You are not managing one vacancy. You are working out who needs to be in place, in which sequence, for a project or business change to proceed.

Discuss recruitment planning and delivery for multiple appointments and workforce build-outs.

Your goal

A hiring plan connected to the stages your business needs to reach.

Discuss your team build Read the project-hiring client voices
05 / Hiring intelligence

Know what is realistic before you commit.

Competitive Insights

Before you approve a hire, set a package or enter a market, you need a clearer view of your options. Investigate the assumptions that could change the decision.

Explore pay benchmarking, succession research, diversity talent mapping and market-entry studies.

Your goal

Make a talent decision with evidence behind it.

Discuss your research question
06 / Flexible workforce

Keep work covered while your needs change.

AXG — Interim & Contract Solutions

You may need temporary cover, specialist input for a project or capacity for a defined period. A permanent appointment may not be the right answer for every requirement.

AXG, an Aurex Group company, provides contract, contract-to-hire, direct placement and payrolling services.

Your goal

Put capacity in place while keeping the longer-term workforce decision deliberate.

Discuss your flexible workforce needs Explore AXG
Bring the whole requirement

Your plan may need more than one service.

Research before a search. Interim cover during a permanent appointment. A project team with different employment arrangements. Discuss the requirements together.

You’re entering a new market.

Test your assumptions before building the leadership and wider team your plan requires.

  1. Understand the talent market Competitive Insights
  2. Appoint the lead Executive Search
  3. Build the team Multi-Hire Recruitment
Discuss your market-entry plan

You’re preparing for a project milestone.

Connect the hiring sequence to the work ahead, including where flexible capacity could fit.

  1. Define the workforce requirement Project hiring discussion
  2. Plan the hiring sequence Multi-Hire & Project Recruitment
  3. Assess permanent and contract needs Aurex recruitment + AXG support
Discuss your project requirement

You’re managing a leadership transition.

Consider immediate cover alongside the permanent decision and the new leader’s start.

  1. Explore immediate cover AXG Interim Solutions
  2. Make the permanent appointment Executive Search
  3. Plan the transition Assessment and onboarding support
Discuss your leadership transition

These are illustrative service combinations, not completed client cases or fixed packages. The right mix depends on your requirement. Scope, responsibilities, fees and availability should be agreed before work begins.

Your next step

Start with what needs to happen.

You don’t need to arrive with a finished job description or a chosen recruitment model. Bring the role, project or decision you are working through.

Discuss your hiring needs
Before you enquire

A clearer next step.

Understand where support could fit and what needs to be agreed before an assignment begins.

You already have an internal recruitment team. Where would external support fit?

Start with the gap your team needs help closing. That might be a specialist appointment, additional hiring capacity or a research question. Define the external scope around that gap, alongside the work your team already owns.

You’re not sure whether you need permanent or contract support.

Start with how long the work is expected to last, the responsibility involved and the continuity required. Discuss the available arrangements for your location before deciding.

Is contingent recruitment the same as contract staffing?

No. Contingent recruitment describes a recruitment approach; contract staffing concerns the work arrangement. Aurex’s contingent offering includes full-time and contract roles. AXG provides dedicated contract and related workforce services.

How quickly could your requirement be filled?

That needs to be assessed against the role, location, available talent and your decision process. Share the date that matters so the feasibility and dependencies can be discussed before the assignment begins.

What will it cost?

Request fees for the proposed scope. Review the charging basis, included services and applicable terms before authorising work.

Your requirement is sensitive. What should you share?

Flag that at the outset. Keep the initial enquiry at the level of the role or business need, and agree how sensitive information will be handled before supplying names or personnel details.

Put your next move in motion

What could move forward once the right people are in place?

Your next milestone. Your team’s capacity. A leadership decision that has been waiting.

Start with the hiring requirement behind it.

A conversation, not an assignment

You are requesting a discussion about your needs. You are not authorising recruitment work by making an enquiry.

Looking for your next role? Follow the candidate path

Discuss your hiring needs.

Prefer another route?
info@aurexgroup.com
Use Aurex’s contact page

For your next career move

Make a move worth making.

Your next role should make sense for the work you want to do, the responsibility you want to take on and the direction you want your career to go. Start with what you want to change.

Company fit
“the right companies”
Project Director — Construction Tier 1 Contractor, Australia
Career guidance
“absolute trust”
Vice President — Investment Real Estate Private Equity Firm, APAC
A new direction
“more sustainable future pathway”
Senior Trader Global Renewable Energy Corporation, USA

Selected candidate excerpts published by Aurex Group. Individual names and dates are not provided. These are company-selected accounts, not a representative satisfaction survey.