Seek posting for Australian desks, with the compliance fields on the record

In most markets a recruitment desk spreads adverts across several boards and measures which one performs. In Australia, Seek carries a share of the market that no other board approaches, and the practical question is usually not which board but whether the Seek advert is written well enough and priced at the right ad product.

That concentration has two consequences for a CRM. First, the posting workflow has to be good rather than merely present, because it is the advertising channel rather than one of six. Second, source attribution matters in a different way: when nearly everything comes from one board, the useful comparison is Seek against your own database and your own referrals, not Seek against a rival board.

That second report is worth building a habit around. A desk that has been running two years frequently finds a meaningful share of its placements came from candidates already on file, which is an argument for capturing every applicant properly rather than for buying a larger ad package.

Labour-hire licensing in Australia is administered state by state, with separate schemes and separate requirements, and an agency supplying workers across state lines can be dealing with more than one at a time. Keeping that in a spreadsheet held by one person in operations is how a lapse gets discovered by a client rather than by you.

Surhires holds labour-hire licensing fields by state on the record, with expiry dates and reminders, so the information sits where the placement is being made rather than in a document nobody opens. A licence approaching expiry raises a task instead of a surprise.

The precise wording matters here. The product captures the fields, stores the dates and raises the reminders. Whether your agency holds the right licence in the right state for the work you are doing is your responsibility and your legal advice, not a status we can confer. Any vendor telling you their software makes you licensed is selling you a problem.

A large share of Australian temporary and contract placements involve candidates on a visa, and the visa class determines what work is permitted, for how long and under what conditions. A record that says work rights: yes is not useful. A record that carries the visa class, the document, the expiry date and a reminder ahead of it is.

So working-rights fields are structured on the candidate record: visa class, document captured, expiry date, and a stage rule that can require the capture before the candidate is submitted to a client. The expiry reminder fires ahead of the date rather than on it, because a contractor whose rights lapse mid-placement is a client problem before it is a paperwork problem.

As with licensing, the product supports the workflow rather than performing the verification. The check against the government system is something you run, and the judgement about whether a candidate may do a particular piece of work is yours. We store what you captured and when, so the record reconstructs the decision.

Australian agencies frequently run casual and temporary placement alongside permanent, and the two have different data shapes. A permanent placement is a fee, a start date and a guarantee window. A casual or temp placement is a rate, an on-hire relationship, timesheets somewhere, and a candidate who may be placed again next month with a different client.

The pipeline supports both without pretending they are the same. Stages differ by job type, the placement record carries rate or salary as appropriate, and a candidate who has been placed before keeps that history so the consultant can see the whole relationship rather than the current row.

Surhires is recruitment software, not an HRIS or a payroll system, so timesheet capture and pay runs sit outside it. That boundary is deliberate and it is stated on the pricing page as well: we would rather be sharp on candidate relationships, submittals and the placement pipeline through to the first invoice than be shallow across everything.

Post on Seek as you do now. Route the application emails into a requisition inbox, where each one parses into a structured record, is checked against your existing database, and lands on the requisition in the applied stage with Seek recorded as the source.

Load your history too. Bulk resume import takes a folder of past applications and CVs and runs the same parsing and the same duplicate rules, which is usually how an Australian desk discovers it already holds several hundred people it was about to advertise for.

None of that is temporary scaffolding. When partner enrolment is confirmed, the posting and ingest legs become automatic and everything already in the database, including the source history the reporting depends on, stays exactly where it is.

No partnership is announced here, no enrolment is implied as granted, and no logo right is claimed. We are building against a published integration path and applying for enrolment through the process Seek operates.

If enrolment is not granted, or the terms do not work for a product at this price, the state on this page changes and says so. The alternative, which is leaving an in-build badge on a connector nobody is building any more, is exactly the behaviour this site was set up to avoid.