Method Recruitment marks 10 years with a refreshed brand, new website, and a renewed focus on trust, impact and delivering exceptional recruitment experiences.

Interviews aren’t just about ticking boxes. They’re about connect ion, clarity and showing someone why you. And while it’s easy to get caught up trying to have the “perfect” answers, the people who stand out are usually the ones who are prepared, but still human. Here’s how to get that balance right. 1. Do your homework (properly) Not just a quick skim of the website. Look at what the company actually does, where they’re heading, what they’re talking about publicly and how they position themselves. It gives you context and it shows. 2. Know your own story This is where most people fall short. You know your experience, but can you explain it clearly? Can you connect it to this role? Simple, structured answers (like STAR ) help. But more importantly, be able to explain: what you’ve done why it mattered what impact you had Confidence comes from clarity, not rehearsed scripts. 3. Focus on connection, not perfection Your CV got you in the room. The interview is about whether people can see themselves working with you. Be natural. Be engaged. Have a conversation. You don’t need to be overly polished, just present, interested and easy to talk to. 4. Shift your mindset - You’re not just being assessed This is a two-way conversation. Yes, they’re evaluating you. But you should also be working out if this role, team and company are right for you. Ask questions. Be curious. Take control of the conversation where it makes sense.

Starting a new job? Learn how to make a strong first impression with practical, no-nonsense tips to help you settle in, build relationships and show up with confidence.

Method Recruitment delivered two senior sales hires in under two weeks, strengthening leadership capability and accelerating growth for a global premium brand in Australia.

Method Recruitment delivered a CEO appointment for a regulated organisation, combining governance expertise, stakeholder leadership and cultural alignment - without executive search delays.

Method Recruitment helped PartsCheck appoint a Head of Finance quickly, delivering SaaS and private equity expertise to support growth, governance and commercial strategy.

Method Recruitment helped Housing Choices Australia secure a Head of IT faster and more cost-effectively than traditional executive search.

Contracting gives you something most permanent roles can’t: control. Control over what you work on, who you work with and how your career evolves. But the contractors who thrive long term in Melbourne’s temporary job market aren’t just technically strong. They’re known. Trusted. Requested. If you want clients to ask for you by name (and recruiters to call you first when the right role lands) these are the habits that make the difference. Work with a consultant who actually gets your space The right recruiter isn’t just filling roles. They’re helping you build a body of work. When your consultant understands your niche, your strengths and where you want to go next, they can open doors you won’t see advertised. They position you strategically with clients, help shape your narrative and connect you to opportunities that make sense rather than just what’s available. At Method Recruitment, many of our contractors have worked with us across multiple engagements, different clients and over many years. That continuity isn’t accidental. It comes from understanding where you add the most value and making sure the market sees it too. Treat your LinkedIn like your shopfront Before anyone speaks to you, they’ll look you up. Your LinkedIn profile should make it immediately clear: what you specialise in what problems you solve and where you’ve delivered real impact This isn’t about posting every day. It’s about clarity. Make sure your recent roles show outcomes, not just responsibilities. Share project wins. Stay visible. The strongest contractors don’t disappear between roles, they stay present. Your reputation is built between contracts, not just during them Technical capability gets you in the door. How you show up determines whether you get asked back. The contract employees clients remember are the ones who: communicate clearly integrate quickly with teams take ownership and make life easier, not harder These things sound simple, but they’re what turn a one-off contract into repeat work, referrals and long-term demand. Key leadership hires & skills upliftt The market moves. The best contractors move with it. Pay attention to what skills are becoming more valuable in your field. Stay close to industry conversations. Invest in certifications or training where it makes sense. Even small, consistent upgrades to your skillset compound over time. This isn’t about chasing trends. It’s about staying relevant, capable and ready for what’s next. Protect yourself by staying informed Contracting gives you independence; but it also means understanding how to operate as a professional contractor. Make sure you have clarity around your tax obligations , structure and financial setup. Speak with a qualified advisor if needed. When the foundations are solid, you can focus fully on your work and your growth. The contractors who succeed long term are never accidental They build strong relationships. They deliver consistently. They stay visible. And they partner with people who actively support their career. If you are looking for your next contracting opportunity or you are looking to hire a contractor, we would be happy to assist. Get in touch with Method to start the conversation.

How METHOD helped iGoDirect hire their first Engineering Manager and build a high-performing, scalable team. Engineering growth challenges iGoDirect , a fast-growing loyalty platform, needed stronger engineering leadership to support rapid scaling and maintain platform reliability. Key challenges included: A team structured around individual contributors rather than delivery leadership Lack of dedicated people management and performance oversight Delivery bottlenecks across multiple concurrent initiatives Rapid product growth placing pressure on platform stability Inconsistent processes and cross-functional alignment Objectives : To address these challenges, iGoDirect aimed to: Appoint their first Engineering Manager within 6–8 weeks Establish clear ownership, accountability, and team structure Free up senior engineers to focus on technical execution Improve collaboration between Engineering, Product, and Leadership Create a scalable foundation to support continued growth How we delivered Strategic Consultation: Defined success metrics for delivery, leadership, and culture. Targeted Talent Search: Mapped senior leaders experienced in scaling SaaS teams. Curated Shortlist & Selection: Focused on leadership, execution, and transformation experience. Offer & Onboarding Support: Ensured early impact and long-term retention. Key leadership hires & skills upliftt Engineering Manager – SaaS / Platform People leadership and team performance optimisation Agile delivery & sprint execution Scalable team structure & hiring roadmap Cloud-native engineering (AWS / Distributed Systems) Business impact & results First Engineering Manager appointed on time, avoiding delivery bottlenecks Structured leadership improved team accountability, morale and delivery cadence Senior engineers freed to focus on technical execution, boosting productivity Stronger collaboration across Engineering, Product and Leadership Clear foundation for future growth with cultural alignment.

Method Recruitment delivered two senior sales hires in under two weeks, strengthening leadership capability and accelerating growth for a global premium brand in Australia.

Method Recruitment delivered a CEO appointment for a regulated organisation, combining governance expertise, stakeholder leadership and cultural alignment - without executive search delays.

Method Recruitment helped PartsCheck appoint a Head of Finance quickly, delivering SaaS and private equity expertise to support growth, governance and commercial strategy.

Method Recruitment helped Housing Choices Australia secure a Head of IT faster and more cost-effectively than traditional executive search.

How METHOD helped iGoDirect hire their first Engineering Manager and build a high-performing, scalable team. Engineering growth challenges iGoDirect , a fast-growing loyalty platform, needed stronger engineering leadership to support rapid scaling and maintain platform reliability. Key challenges included: A team structured around individual contributors rather than delivery leadership Lack of dedicated people management and performance oversight Delivery bottlenecks across multiple concurrent initiatives Rapid product growth placing pressure on platform stability Inconsistent processes and cross-functional alignment Objectives : To address these challenges, iGoDirect aimed to: Appoint their first Engineering Manager within 6–8 weeks Establish clear ownership, accountability, and team structure Free up senior engineers to focus on technical execution Improve collaboration between Engineering, Product, and Leadership Create a scalable foundation to support continued growth How we delivered Strategic Consultation: Defined success metrics for delivery, leadership, and culture. Targeted Talent Search: Mapped senior leaders experienced in scaling SaaS teams. Curated Shortlist & Selection: Focused on leadership, execution, and transformation experience. Offer & Onboarding Support: Ensured early impact and long-term retention. Key leadership hires & skills upliftt Engineering Manager – SaaS / Platform People leadership and team performance optimisation Agile delivery & sprint execution Scalable team structure & hiring roadmap Cloud-native engineering (AWS / Distributed Systems) Business impact & results First Engineering Manager appointed on time, avoiding delivery bottlenecks Structured leadership improved team accountability, morale and delivery cadence Senior engineers freed to focus on technical execution, boosting productivity Stronger collaboration across Engineering, Product and Leadership Clear foundation for future growth with cultural alignment.

Delivering four specialist Architects in under six weeks, combining retained search with deep market intelligence to de-risk a critical transformation phase. Architecture growth challenges A newly appointed Head of Architecture was tasked with building an entirely new function from scratch. The business required immediate capability uplift, but there was: No existing architecture team structure No defined role clarity across Enterprise and Solution domains Urgency to scale quickly without compromising quality Limited visibility into the available architecture talent market The challenge wasn’t just hiring — it was designing the right structure and securing the right blend of capability from day one. Objectives : Hire four Architects, each with a distinct focus area Gain detailed market insights and mapping across the architecture landscape Create clarity around role definitions and team structure Deliver a seamless, well-managed process from definition through to onboarding Reduce hiring risk while building a long-term foundations How we delivered Strategic Role Definition : Conducted two in-depth consultations with the Head of Architecture to clarify gaps, define capability requirements, prioritise hiring order, and refine job descriptions. Detailed Market Mapping : Completed comprehensive market mapping across all four roles. Delivered a transparent tracking spreadsheet outlining: Who was contacted Through which channel Candidate response and availability This provided full market visibility and informed decision making. Targeted Search & Network Leverage : Leveraged deep architecture networks, referrals and LinkedIn Recruiter to identify high-calibre Enterprise and Solution Architects. High-Touch Screening & Shortlisting : Conducted thorough face-to-face interviews with all suitable candidates, delivering curated shortlists aligned to technical depth, stakeholder capability, and long-term fit. End-to-End Process Management : Coordinated interviews, managed detailed stakeholder feedback, and handled all offer negotiations to ensure a smooth and consistent candidate experience. Key hires & skills uplift Enterprise Architect Solution Architect – Data Solution Architect – Integration Solution Architect – Infrastructure Business impact & results All four roles placed within 4–6 weeks Exceptional feedback from both client and candidates Full transparency into the architecture talent market Reduced hiring risk through structured retained search methodology Long-term team stability; all hires remained with the organisation for a significant tenure.

How Method partnered with AARNet to place four senior Project Managers and Business Analysts, strengthening delivery across cyber, network and infrastructure initiatives. The project delivery challenges AARNet operates in a highly specialised technology environment, delivering national cyber, network and infrastructure programs. Over an 18-month period, they faced critical hiring needs for their Projects & Product portfolio. Key challenges included: Securing high-calibre project delivery talent in a competitive market Filling multiple priority roles across cyber security, network, and infrastructure Ensuring hires were technically capable and culturally aligned Minimising hiring risk while supporting business-critical transformation initiatives Objectives : To address these challenges, iGoDirect aimed to: Recruit experienced Project Managers and Business Analysts for critical delivery roles Strengthen capability across cyber, network and infrastructure portfolios Identify professionals who could thrive in a collaborative, values-driven environment Build a trusted recruitment partnership to support ongoing talent needs How we delivered Discovery & Consultation Worked closely with leadership to understand: Program delivery requirements and priorities Cultural expectations and team dynamics Strategic importance of each role within the broader portfolio Market Mapping & Targeted Sourcing Leveraged specialist technology networks to identify candidates with: Proven experience across infrastructure, cyber, and network programs Strong stakeholder engagement capability Alignment with AARNet’s mission and collaborative culture Candidate Engagement Consultative conversations to ensure: Technical and behavioural suitability Clear communication and expectation management Strong representation of the AARNet employer brand Selection & Delivery Managed end-to-end hiring: Shortlisting and interview coordination Feedback loops with stakeholders Offer management and smooth onboarding Post-Hire Support Ongoing check-ins to ensure integration, alignment, and long-term retention. Key hires & skills uplift 2 x Project Managers – SOC & Network Delivery 2 x Business Analysts – IDAM & Technical Infrastructure Each hire contributed immediate value to AARNet’s critical technology programs. Business impact & results Four high-impact permanent hires across business-critical programs Strengthened delivery capability across cyber, network and infrastructure initiatives Reduced hiring risk through strong cultural and values alignment Established a trusted advisory recruitment partnership with ongoing leadership engagement  Each placed individual has made a strong impact within AARNet’s technology delivery environment.

How Method delivered 31 specialist contractors in four weeks to power RACV’s digital transformation. The transformation challenges Method partnered with RACV during a critical digital transformation phase. Their ambition was bold: Shift from a largely informational website to a true digital commerce platform Increase digital revenue from 10% to 50% within three years Consolidate 35 microsites into one unified experience Bring all products in-house onto Adobe Experience Manager (AEM) Build a more agile, product-led, innovation-driven culture The immediate priority? Build a fully functioning Digital Technology team. Objectives : To address these challenges, iGoDirect aimed to: Rapidly scale a high-performing contract digital team Secure niche technical and product capability across multiple workstreams Ensure quality, alignment, and cultural fit despite compressed timelines Deliver the foundational team within the first 6 months of transformation How we delivered This was a rigorous, high-touch contractor scale-up. Within 4 weeks, we delivered: 31 specialist contract placements Across engineering, product, architecture, delivery, design and change We worked closely with Digital leadership, Talent Acquisition and hiring managers to: Map required capability across multiple streams Move quickly without sacrificing screening depth Manage offer processes at scale Maintain candidate engagement during a high-pressure rollout Every contractor underwent thorough screening to ensure both technical depth and alignment to RACV’s evolving agile environment. Key hires & skills uplift This wasn’t a single team. It was a full digital capability engine. iOS & Android Developers and Tech Leads Platform Managers (Magento & Mobile) Integration Architect Solution & Process Architects Test Lead & Automation / Manual Testers UX Lead, UX & UI Designers Product Owners & Product Managers Agile Coach & Release Train Engineer Strategy Delivery Manager Engagement Manager Change Manager & Business Analysts Content Producer AEM, Magento & Salesforce Specialists Business impact & results 31 contractors placed in 4 weeks Delivered foundational capability for RACV’s digital transformation roadmap Enabled consolidation of 35 microsites into a unified platform Supported the shift toward a product-led, agile operating model Built momentum toward increasing digital revenue to 50% Following the initial engagement: Method became the exclusive partner for Digital Technology contract roles An additional 28 contractors placed Ongoing high-touch relationship maintained across contractors and leadership Long-Term Partnership Approach We didn’t stop at placement. To maintain engagement and performance: Held regular on-site morning teas with hiring managers, Talent teams and contractors Maintained continuous feedback loops Proactively addressed alignment or performance considerations Strengthened connection between contractor workforce and brand This ensured stability, retention and delivery continuity during a complex transformation.

How Method delivered a Head of Sales and Business Development Manager in under two weeks to stabilise leadership and accelerate national growth. Commercial growth challenges A global premium appliance brand was entering a critical growth phase in Australia and needed an immediate uplift in commercial capability. Two urgent leadership gaps emerged at the same time: No senior sales leader to act as a true 2IC to the Managing Director No dedicated Business Development presence in Victoria A late-stage senior candidate withdrawal increased urgency and internal pressure The Managing Director required operational sales leadership support to focus on broader strategic expansion The business needed to build structured sales capability quickly, without compromising quality, alignment or long-term scalability. Objectives : To stabilise and accelerate growth, the client required: Parallel hire of two critical roles: Head of Sales (2IC) Business Development Manager – Victoria Strengthen both retail and commercial channel performance Secure talent with hybrid experience across premium retail, architectural, trade, and commercial environments Deliver a rapid, high-quality process during a compressed pre-Christmas timeline Reduce risk following the late-stage candidate withdrawal How we delivered Strategic Discovery : Conducted a deep dive with the Managing Director to understand team structure, capability gaps, commercial priorities, and cultural dynamics. Mapped how both roles needed to complement each other strategically and operationally. Targeted Market Search : Leveraged specialist networks across premium appliances, retail, commercial, design, and architectural channels. Focused on hybrid talent with immediate market credibility. High-Touch Candidate Engagement : Consultative interviews, transparent expectation management, acted as brand ambassador for the client and positioned both roles as part of a cohesive growth strategy. Parallel Delivery & Alignment : Managed two senior searches simultaneously, coordinating: Multi-stage interviews Cross-role alignment discussions Stakeholder feedback loops Offer negotiations Post-Hire Support : Regular check-ins with both new hires and the MD to support onboarding, alignment, and early performance traction. Leadership hires & commercial capability uplift Head of Sales (2IC) Senior sales leadership Strategic planning and execution Team capability uplift Retail & commercial channel oversight Business Development Manager – Victoria Territory ownership Hybrid retail + commercial selling Dealer, retail partner & specifier engagement Growth across design, architecture and commercial pipelinesr Business impact & results Two critical hires delivered in under 2 weeks (pre-Christmas period) 30% reduction in time-to-offer vs industry benchmarks for senior commercial roles 100% in-person interview process to ensure premium cultural alignment Candidate experience rated 5/5 across clarity, communication and support Established a structured sales leadership foundation Enabled the MD to shift focus toward strategic expansion Reduced future hiring risk by building an ongoing commercial talent pipeline