Meet Zhai (or just Z) — we come with a curated AU talent pool already pre-screened and ready to interview this week. You spend your time meeting people who fit, not reading CVs that don't. Need someone we don't have yet? Z runs sourcing across Seek, Jora, LinkedIn and Indeed in parallel.
Same brief, two weeks of work compressed into an afternoon. The boring parts of recruiting are done — by Zhai, between your meetings.
Four steps. The first one is yours. The next three are Z's. Everything Z does is logged and you can step in any time.
Tell Z about the role like you'd tell a recruiter. One question at a time, assumptions named out loud.
Z checks the curated AU pool first. Most briefs start with intros to candidates already pre-screened and ready to interview this week.
If the pool doesn't have the right fit, Z opens a campaign on Seek, Jora, LinkedIn and Indeed in parallel. Optional, not the default.
Z runs the screen as a conversation (or re-confirms fit for pool candidates) and hands back 3–5 ranked profiles with notes, flags and interview windows. You book.
Every action is logged, every assumption is named. No mystery box — if Zhai skips a platform or filters a candidate, you'll see why.
Read in 30 seconds. One-line pitch, evidence, risk flags surfaced honestly, Zhai's notes from the call.
Zhai writes the kind of summary a senior agency recruiter would write before calling you — specific, evidenced, and honest about what's uncertain.
A form asks you to know what you want. A good recruiter helps you figure it out. Zhai is the second one.
Candidates talk to the same Zhai. 15 minutes, conversational, never spammed afterwards. Their profile only goes to roles they explicitly opt into.
We've hired in Sydney, scaled teams in Melbourne, watched US tools pretend Australia is a region. It's a market.
"The existing tools weren't built for here. They get the platforms wrong, the pay rates wrong, and the city networks wrong. We're starting where we can be the best — not the biggest."
We're not pre-announcing vapourware. Here's what's shipped, what's mid-build, and where we're pointed. We'll keep this honest — slipped dates and all.
Two founders, one Brunswick café, a hand-written brief for a sous chef. Five days of phone calls. We knew there had to be a better way.
Quit our jobs. First commit to the Zhai monorepo: a single chat surface that can take a brief and run a screen.
End-to-end product surfaces locked: the brief chat, the activity feed, the de-identified candidate summary, the per-role consent flow. Ready to build against.
An end-to-end placement, brief to signed offer, without a recruiter touching a CV. Senior Data Engineer, briefed and shortlisted in 36 hours, hired on day 9. The model works.
Multiple briefs running in parallel across hospitality, tech, and care. Stress-testing match quality, screen depth, and award compliance at volume.
Working through the preview waitlist. Each invite is hand-vetted: real role, real team, real intent to hire. Quality of the cohort decides quality of the launch.
Selected employers and candidates go live. We watch every brief, every screen, every shortlist. Tighten the loop before opening the doors.
Open signups. Hospitality, retail, trades, allied health, tech. Sydney, Melbourne, Brisbane, Perth, Adelaide. The whole thing, in your hands.
Subscription, not commission. We charge a flat monthly fee per company — never a placement fee, never per-hire. First three hires free, no card required.
We'd rather lose the deal than oversell. If something below sounds off, that's a signal either we or you might not be the right fit yet.
We onboard 10 employers a fortnight. The brief itself is how we triage — if Zhai can deliver in your city this quarter, you're in.