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Recruiting

  • Focused on offshore senior developers or local junior developers
  • Starting at 15% of first year salary
  • HR gateway available for offshore developers

Finding the right talent for your IT projects is crucial for success. Our recruiting service aims to connect you with top-notch professionals who possess the skills and experience you require. We offer comprehensive pricing structures and packages to ensure you find the best fit for your team.

We understand that every hiring process is unique. Therefore, we provide customized pricing structures and packages tailored to your specific recruiting needs. Our pricing may include a combination of the following components:

  • A percentage-based fee of 15% of the team member’s salary for the first year, paid monthly for up to 12 months.
  • Additional service available (e.g., technical interviews: $100 for 30-minutes and $150 for 1 hour; access to engineering mentor)

Offshore vs. Local — Which Route Fits You?

Two distinct hiring routes, one shared goal — the right developer on your team. Here's how to choose between them.

Offshore Senior Developers

Best for: production builds, full-stack ownership, scaling existing teams.

  • 1+ hour daily overlap with Australian business hours
  • Vetted by our Technical CEO before any introduction
  • HR Gateway — we handle contracts, payroll and onboarding (no international entity needed)
  • Significantly lower cost than equivalent Australian senior rates

Local Junior Developers

Best for: building in-house teams, on-site collaboration, mentorship-ready hires.

  • Full Australian timezone alignment
  • Standard local contracts — no cross-border compliance overhead
  • Right fit when proximity, office presence or training pathways matter
  • Lower base salary band suited to entry-level roles

HR Gateway — Hire Offshore Without the Overhead

Hiring developers from overseas usually means setting up an international entity, navigating local labour laws, and managing cross-border payroll yourself. With our HR Gateway service you don't have to — we sit between you and your offshore team. They're on your team day-to-day; we handle the paperwork.

What's included:

  • Local employment contracts — drafted to comply with the developer's country of residence
  • Monthly payroll — paid to your developers in their local currency on the right schedule
  • Tax & statutory obligations — income tax, superannuation/social security and similar contributions handled in-country
  • Onboarding paperwork — equipment setup guidance, IP & confidentiality agreements, work-from-home contracts
  • Single AUD invoice — you receive one consolidated invoice from Scaleup Consulting, no FX juggling
  • Direct collaboration stays direct — your developer reports to your team; HR Gateway is invisible to the day-to-day workflow

You get the talent and cost advantage of offshore hiring without the entity setup, the compliance risk or the payroll headache.

Why Scaleup Recruiting Is Different

Our Technical CEO personally interviews every senior candidate. Most recruiters can't tell a great developer from a good one — we can. Before any senior developer reaches your inbox, they've been through a hands-on technical conversation with someone who builds production systems for a living.

That means fewer mis-hires, faster onboarding, and senior engineers who can hit the ground running on day one.

Our Recruitment Process

A four-stage process built to surface the right hire — and protect both sides if something doesn't click.

  • Sourcing — We tap our network of senior offshore and local junior developers actively looking for the right team. No spray-and-pray job ads.
  • Screening — A first pass for cultural fit, English-language clarity, time-zone match, and availability. Only candidates that align move forward.
  • Tech vetting — Our Technical CEO runs a hands-on technical interview (live problem-solving, code review, architecture discussion). You receive a written assessment before you meet the candidate.
  • Onboarding — Once you select, we handle contract templates, payroll setup (HR gateway for offshore), and a 30-day check-in to ensure the engagement is on track.

For Applicants:

We have a blog section with tips for applicants. Please see our first article on writing a cover letter. A brief summary:

  • Keep it short – You only have a few seconds of your reader’s attention.
  • Keep it relevant – Your reader cares about what you can do for them, not what you have done for others.
  • Be specific – Anyone can say they’re a senior developer.

For Employers:

We have a blog section with tips for employers. Please see our first article on screening candidates. A brief summary:

  • Ask screening questions based on real-world scenarios.
  • If you have a screening test, make sure it is relevant to the job.
  • If you have a screening test, make sure it is short and tell applicants the median time to completion.