Eight stages, start to finish, and Joe runs every one himself.
Between the stages is where the legwork sits. A tool or an AI does that part, and each one is named below, with what it does and what it doesn't.
The white-glove bit is just that: nothing skipped, nothing rushed, however straightforward the role looks.
Eight stages, start to finish.
Every move goes the same way, from our first chat to long after you've found your feet in the new role.
Joe runs every stage himself, and the tools that help in between are named below.
We get to know your business and where you're taking it, and we'll tell you honestly if hiring isn't actually the answer right now.
In the gap
Claude briefs Joe on your business before he walks in. CoRecruit records the call on Teams, and the transcript, never the summary, is the record. Your recruitment pack is built with you in Canva, the proposal goes out through Better Proposals, and your one-page card is refreshed every weekday from here on.
Joe
Runs every discovery meeting himself, and decides with you whether hiring is the answer at all.
We map everyone worth knowing for the role before anyone is approached, and you watch the whole list build in your own Spott login.
In the gap
LinkedIn Recruiter and Seek Talent Search, the database behind the ads, come first. Hyreflow finds and enriches the people who aren't on either, or haven't touched their profile in six months. Grok matches people already in Spott with the evidence beside each name, and builds Joe a context pack on your business and the role.
Joe
Nobody goes on the long list without his yes.
We start real conversations with those people, no CV blasts, and a steering call every week shows you what moved and what the market said back.
In the gap
First contact follows where we found them, then a follow-up, then a phone call. Once Joe approves a sequence, Lemlist runs the follow-ups on their own, and the hard roles get a personal video from him. The steering call is on video, fifteen to thirty minutes, same day every week, booked through Calendly.
Joe
Headhunts, works his network, asks every person for a referral and sends every pitch himself.
We interview properly, with a skills assessment run by an external training and development business where the role warrants it, so the only people you meet genuinely want to be there.
In the gap
CoRecruit records the interview, and Claude builds the submission pack from the recording in one pass: the two-page profile, the screening summary and the cover email. The shortlist is one to four people, never padded.
Joe
Every screen and every interview himself. Nobody is AI screened in or out.
We prep both sides so the interview goes well, then debrief the same day so nothing loses momentum.
In the gap
Before each call Claude writes Joe a brief from your card, and Grok runs the diary. Debriefs on Teams are recorded, so the feedback is checked against what was said, and your card is updated the same day.
Joe
Preps you, preps them, and debriefs everyone the same day.
We handle the offer from go to whoa: references sorted, the counter-offer seen coming, no nasty surprises at the eleventh hour.
In the gap
The package is modelled in our income calculators, PAYG and self-employed, before anyone names a number. References are taken by phone and in writing, Claude writes them up, the counter-offer is pre-empted, and the contract is signed in DocHub.
Joe
The offer conversation is his, with the candidate's authority to accept in hand before anything is sent, and he sends the offer email himself.
We stay close to your new hire through their notice period, which is where things tend to wobble, so they actually turn up on day one.
In the gap
Marking the role filled in Spott wakes Grok, which drafts the placement invoice in Xero and starts the aftercare ask, both for Joe to approve, so the admin never eats into the calls.
Joe
Coaches your hire from signed contract to start date.
We don't disappear once they start. The check-ins are booked before day one, so the hire settles and grows the way you both planned.
In the gap
When the role is marked filled, Grok reads your card and drafts the ask: with you and your hire, or your hire only. Each person gets their own two-page document. You get four check-ins in the first year, your hire gets fourteen over two years, then one every six months for good, fifteen minutes on a Friday.
Joe
Every check-in conversation.
In the gap, stage 1 of 8
CoRecruitClaudeCanvaBetter Proposals
Live
Discovery call, TeamsRecording
JoeYouJoeYou
Your one-page card, refreshed every weekday
Who decidesWhy they're hiringWhat never to get wrong
Then Claude builds the pack from the recording, in one pass
Candidate profile, 2 pages
Screening summary
Cover email
"We don't AI screen people in or out at FinTalent."
ClaudeCoRecruitGrok
Teams calls are recorded, mobile calls aren't
Your prep
Their prep
InterviewDebrief
Income calculatorsClaudeDocHub
Claude drafts when Joe asks
The offer, modelled before anyone names a number
BaseTrail splitCommissionCounter-offerTalked through before the offer goes in
SpottXeroGrok
Partly automated
Signed contract to day one
SignedWeek 1Week 2Week 3Day one
GrokCalendlyTeamsCoRecruit
Partly automated
The check-in rhythm, first two years
Your hire
You
Day one1 year2 years
Weekly three times, fortnightly four times, monthly three times, quarterly twice, then twice a year.
We sit down and work out what you actually want next, not just the title or the pay rise.
In the gap
CoRecruit records and transcribes the call, so nothing you said gets lost, and Claude keeps one running chat about your move.
Joe
Runs the conversation himself.
We show you everything that's out there for someone like you, including roles you'd never have heard about otherwise.
In the gap
Our own system catches new broking ads across Australia as they go up, with agency ads labelled, and Hyreflow maps the businesses that aren't advertising.
Joe
Tells you which ones are worth your time, and why.
We bring you the few that genuinely fit, so you're not wasting calls on roles that aren't you.
In the gap
You pick the businesses from a shortlist deck first. Each one you pick then gets an anonymised two-page profile of you and a cover note, staged for Joe to send.
Joe
Sends every one himself, only to the businesses you picked.
We give you the inside word on each brokerage: the money, the culture, the plans, the real picture.
In the gap
Every business we work with has a one-page card: who decides, why they're hiring and what never to get wrong. It's refreshed every weekday, so the inside word is current.
Joe
Gives you the straight read, including the bits a job ad leaves out.
We get you ready for what they'll actually ask, and what to ask back, and the team already knows your name, so you're not walking in cold.
In the gap
This one's mostly Joe. The business's card means the prep starts from what they care about.
Joe
Preps you for what they'll ask and what to ask back, and briefs them on you.
We handle the offer and the negotiation for you, so you don't have to do the awkward bit.
In the gap
Your package is modelled in our income calculators before anyone names a number, with base, trail and commission side by side.
Joe
Handles the negotiation, so you don't have to do the awkward bit.
We help you through resigning and working out your notice. It's the nervy stretch, so we take the edge off it.
In the gap
Nothing runs here on its own. This stretch is phone calls.
Joe
Talks you through resigning, the counter-offer and the notice.
We stay in touch for months after you start, because the move only really counts if it works out.
In the gap
Claude builds your own aftercare document, with the check-in rhythm in it.
Joe
Every check-in conversation.
In the gap, stage 1 of 8
CoRecruitClaude
Live
First conversationRecording
JoeYouJoeYou
Our market trackerHyreflow
Live
What runs here
Our market tracker
Hyreflow
ClaudeSpott
Live
You pick the businesses first
Each business you pick gets its own pack, staged for Joe to send
Shortlist deck
Anonymised profile, 2 pages
Cover note
Client cardClaude
Live
Each business, on one pageRefreshed every weekday
Who decidesWhy they're hiringWhat never to get wrongThe moneyThe cultureThe plans
Every fact on it keeps its source.
Client card
Mostly Joe
Your prep
Their brief on you
InterviewDebrief
Income calculatorsClaude
Live
Your package, modelled before anyone names a number
BaseTrail splitCommissionCounter-offerTalked through before you resign
All Joe
Resignation to day one
SignedWeek 1Week 2Week 3Day one
SpottClaude
Partly automated
The check-in rhythm, first two years
You
Your new employer
Day one1 year2 years
Weekly three times, fortnightly four times, monthly three times, quarterly twice, then twice a year.
Roles we place
11 seats we search for, from the broker's desk to head of lending.
Mortgage Broker
Commercial Finance Broker
Residential Credit Analyst
Commercial Credit Analyst
Credit Manager
Head of Lending
Senior CSM
BDM
Development Finance Broker
Asset Finance Broker
Equipment Finance Broker
Joe & FinTalent have been very prolific in supporting our clients through their recruitment journeys.
He has proven his commitment and support not just with helping our clients find their next hire, but also to ensure that each hire has benefited our clients businesses.
Thanks Joe for your commitment and support.
From the get-go, Joe was like a supportive friend who really wanted to see you succeed.
We had lengthy conversations to figure out where I would be best placed and it really felt as if there was a lot of attention to detail to ensure I landed the perfect role for me.
We went to him on LinkedIn. He and Zain already knew each other from earlier in their careers, and Ryan flagged it himself rather than let us find out.
Money nearly stopped it. He held one number through three conversations and never asked for more, which is how we knew he was moving for the work.
He came into broking through a law firm's settlements desk, and had twice been the one who built the credit process and the CRM behind it.
He watched the founder's platform video before they met and turned up with questions. The client's read afterwards was that this was someone who could one day take over.
Seven years in a major bank's lending team, ranked its number one home lending specialist across Sydney and Melbourne.
He came off a separate mortgage broker search. He found 28Watt himself: bigger Sydney names were hiring, and his verdict on them was "just another brokerage".
Accreditation was the one thing that could have stopped it, so we got it answered.
Final year of a commerce degree, a year of lending behind a credit union counter, and no broking accreditation. The original brief would have filtered him out on the first line.
Nobody suggested it, but he reached out to Sahil himself to find out what the business was really like.
A decade in the Australian Defence Force, and he paid for the Diploma himself while still serving. He came to broking as a frustrated client, not a career guess.
He offered to work a trial if the first meeting went well. He had a letter of offer a week later instead.
An accountant out of business banking, running his own broking brand and generating every deal himself. All the technical skill, none of the lead flow, and he knew it.
We found him on LinkedIn and rang him cold. They wanted him for commercial knowledge none of their other brokers had.
Each one earned its spot, and you'll see it in how we actually work.
01
Transparency
We're upfront about what's realistic and what isn't, and what it'll actually take.
We sort out whether a brief is doable before it turns into a project, and the tricky conversations happen at the start, not once something's already gone sideways.
We're upfront about what's realistic and what isn't, and what it'll actually take.
The honest chat happens before any introductions, not once you're three rounds deep into something that was never right.
02
Unwavering Optimism
We'll take on briefs other people would call too narrow, too senior or too specific.
The right person nearly always exists.
The work is in finding them, not in talking you into lowering the bar.
We'll back moves other people would call too sideways, too senior or too specific.
The right role nearly always exists. The work is in finding it, not in talking you into settling.
03
Abundance
We share market data, salary intel and process advice without putting it on the invoice.
The relationship's worth more than any one placement, and the maths works itself out over time.
We share market data, salary intel and advice without making it transactional.
The relationship's worth more than any single placement, and the maths works itself out over time.
04
Accountability
We judge ourselves on who stays, not who we filled.
We follow every placement through long after the invoice is paid, and if we got something wrong, we'll tell you.
We judge ourselves on who stays, not who moved.
We follow every move through long after the offer's signed, and if we got something wrong, we'll tell you.
Let's make sure this fits.
The brokerages we click with treat hiring as a proper decision, not a box to tick.
A good hire builds your book for years. The wrong one can cost you a year just getting back to where you started.
The people we click with treat their next move as a proper decision, not just a browse.
A good move builds your career for years. The wrong one can cost you a year you don't get back.
How to get the best from us
You're hiring for a specialist mortgage or finance lending role.
You'd rather meet three to five people genuinely worth your time than wade through a stack of CVs.
You're happy to run it as an executive search, so we can put everything we've got into it.
You want good people quickly, inside a fortnight, before the rest of the market gets to them.
You'll be straight with us about the brief, the money and the culture.
Not the right brief for us?
If we're not the right fit for your role, we'll say so, and point you towards whoever or whatever is, whether that's a specialist, a tool or another way to go about it.
You'll still walk away with a straight read on the market and the package.
We care too much about this industry to send you off with nothing.
How to get the best from us
You're a broker, credit analyst or finance specialist with real numbers behind you.
You're moving for the right reasons, not just chasing a few extra grand.
You're happy to back two or three roles that genuinely fit rather than firing your CV everywhere.
You'll be straight with us about what you actually want next.
You're treating this as a real career decision, not an idle scroll.
Nothing that fits right now?
Maybe we haven't got the right move for you today, or your patch sits outside what we do.
Either way, you'll get a straight read on where you stand, what you're worth, and your smartest next step, even if that's with someone other than us.
We won't ghost you and we won't waste your time.
We got into this to help good people in the industry land well, and that doesn't switch off just because we can't place you.
Tell us who you're hiring for.
Tell us where you're heading next.
No forms, no back and forth. Grab a time that suits and we'll take it from there.
