For Employers

Need to find staff, fast? Frontline is here to help.

Using modern tech to run my business

What are the benefits of working with a recruitment agency?

As specialists in hospitality recruitment, we understand the ins and outs of your industry – and we take the time to understand your specific job requirements too. With a huge pool of talent to draw from, you can count on us to give you the best choice of quality candidates.

Consider the following when recruiting for yourself…the costs of phone calls, writing ads and paying for advertising space, time spent sifting through resumes, data entry, interviewing appropriate candidates, writing position descriptions, reference checking, negotiating, and managing the process with multiple candidates and internal stakeholders. At Frontline, we handle every aspect of the process, from placing advertisements to arranging interviews, reference checks and follow-ups. At every stage we’ll give you honest, realistic advice on the ever-changing talent market.

I have my own HR team, why would I need to use a recruitment agency?

We understand companies with their own internal recruitment teams do most of their recruiting themselves. We only help when companies cannot find people, have confidential roles, when they are swamped with applications and need help with the volume or when they just need us to supplement their own recruiting for example this may occur when they are expanding. Frontline has strong candidate sourcing channels and is dedicated to finding you the best candidates. It’s all that we do. We very often work hand-in-hand with HR departments to find the best options for you.

What fees are involved?

Our fees are calculated as a percentage of the successful candidate’s salary package, and this is stated on our contracts which are signed by each company – to ensure that everyone is aware of the costs up-front. Listing a role with us and asking us to put forward candidates for your job vacancies is free – you only have to think about cost if we present you with someone that you actually want to hire.

What happens if the new employee doesn’t work out?

We guarantee our services, so if things don’t work out with a candidate within the guarantee period (usually 90 days after placements), you can feel secure knowing we’ll find you an alternative.

Our approach to poaching candidates

This is a major point of differentiation for us from other recruiters. We pride ourselves on our ethical approach and we have a policy against poaching. Our goal is simply to find the exact person you need, exactly when you need them.

Download our brochure for hospitality employers

Feedback from our clients

“Dealing with your company makes our life a lot easier and much more time efficient.”

Gavin Pitts, Gracemere Hotel

“I’ve thoroughly enjoyed working with Frontline Hospitality. They take the time to understand our frustrations and are incredibly empathetic. We have a working relationship built on integrity, and that means a great deal when working with an agency.”

Belinda Dos Santos, Hospitality

“Frontline Hospitality was excellent, they maintained regular communication to ensure we were constantly aware of the progress and also called onto the campus to ensure their understanding of our needs was accurate.”

Jos Lamb, Griffith University Food Services

“Frontline Hospitality has provided efficient and reliable service. Their team is focused on what is required and professionally worked with us to find the best candidates for our needs. ”

Bernard Glaude, Frangos and Frangos


Do you charge for advertising?

No, we cover the cost of advertising unless you wish to specifically brand an advertisement.

How long do you spend interviewing candidates?

The average interview takes approximately 45-60 minutes, however this can differ depending on the role.

How much information do I need to provide when briefing you?

Our consultants know what questions to ask. A face-to-face meeting with your consultant is preferable as we want to understand the key “selling points” the role has to offer so we can attract the right candidates. We can also arrange for more in depth job profiling to explore the competency requirements of the role and we can compare this to your shortlisted candidates. These assessments are an extra expense conducted by a third party, and they will require input from some of your current staff.

What’s your screening process? How do you decide when to send a resume to me?

Our screening process is thorough. We are evaluating not only the specific skill sets and experience you’re after, but also the candidate’s character, background, and personality traits that we uncover during the interview process. Because our recruiters have such extensive industry knowledge they can accurately assess who will fit your job requirements BEFORE you take the time to meet the candidate.

What happens when your consultant presents candidates to me?

If it is the first time you have worked with the consultant be realistic there will be a need for detailed discussion about the candidates before you interview them. This is to check that the consultant understands your needs and has found you appropriate candidates. As soon as you have decided you should proceed to interview, we will organise it as soon as possible.

How can I get the most from my Recruitment Consultant?

Communication is the key; use your consultant as your advisor. Be honest with your consultant about the type of candidate you need in your business. Your consultant is operating in your market and will be able to advise you on realistic salary levels and requirements. As the market changes your needs may change, and your consultant needs to know as soon as this happens. Your consultant’s role is to find the right fit for your business and negotiate on behalf of both parties. This means that there needs to be frequent, open and honest communication between you and your consultant.

Where do you advertise?

We are one of the largest advertisers on the top Internet job boards, and we also use our own website and print media to source candidates.

How much of the advertising, responding, interviewing and hiring process do you handle for me?

Your consultant will:

  • Prepare and place all ads
  • Manage all responses
  • Conduct relevant searches
  • Interview all candidates
  • Present a shortlist of candidates.
  • We organise these interviews on your behalf
  • Prepare candidates for their interviews
  • Follow up on candidates after the interviews
  • Inform unsuccessful candidates
  • Arrange second or third interviews with you and or other members of your company
  • Conduct all reference checks
  • Conduct negotiations on your behalf
  • Prepare letters of offer if required
  • Manage start date

Your consultant will present you with a shortlist of candidates, and you will need to decide on whom you want to interview. We’ll do the rest!

I’m not sure our salary structure is appropriate for this job. Can you help?

Yes. We make it our job to know what’s going on in the market, both from the candidate and employer perspective. You can also read our latest salary guides to stay up to date with market trends.

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