We did not start RecruitSync because we saw a market opportunity. We started it because we lived the problem.

This is the story.

The conversation that started it

It began with a conversation between two people who had spent their careers in the two halves of the puzzle nobody had put together.

Ez had spent 15 years building, running, training and selling recruitment agencies in Australia. He had coached more than 4,000 recruiters and watched the same hiring problem repeat across hundreds of agencies. Local hires were getting more expensive. Senior billers were losing time to training. Offshore options either underdelivered or felt risky.

Jon had spent two decades running large-scale operations and complex commercial deals across Westpac, Macquarie, CBA, Optus and Allianz. He had lived in the Philippines for two years building offshore infrastructure for tier-one brands. He knew what good offshore looked like and, more importantly, what bad offshore looked like.

When we started talking about the offshore space for recruitment specifically, one thing became obvious. Nobody was doing it properly.

What Ez was seeing inside agencies

Founders were hitting a ceiling. They could not keep adding $80,000 resourcers in Sydney and Melbourne to feed their senior billers without inflating fixed costs to a point that broke margin.

They had tried VAs. They had tried offshore admin support. The work always came back wrong because the people doing it did not understand recruitment.

The owners who managed to scale were the ones who had quietly figured out offshore. The ones who had not were stuck.

What Jon was seeing inside offshore

The offshore industry was set up for finance, IT, accounting and customer service. Massive infrastructure. Strong compliance. Genuine scale. But almost none of it built for recruitment.

The big BPOs treated recruitment like any other admin function. The smaller operators ran without proper compliance and put their clients at risk. A handful of one-man-band operators were placing individual offshore workers with no payroll structure, no HR and no continuity. When something went wrong, the client carried it.

The three problems we kept hearing

Generic offshore. They send people. The training, if any, is generic productivity content. The hires arrive untrained, ramp slowly, and produce inconsistent work.

One-man-band offshore. No compliance framework. No Australian management layer. No continuity if something goes wrong. Cheap on paper, expensive when it falls over.

Established offshore providers without recruitment focus. Scale and process, yes. Recruitment understanding, no. They treat recruitment like any other vertical, because to them it is.

The gap

There was no offshore provider in Australia built specifically for recruitment agencies. No curriculum. No system onboarding. No founder team that could speak the language of both sides of the business.

We had the training infrastructure on one side and the offshore operations playbook on the other. So we put them together.

What we built differently

Every hire we place completes a bespoke recruitment-specific course curriculum built by Hume Scope before they start. They are onboarded on the client’s exact systems before day one. The account team is Australian. Payroll, HR and compliance sit with us so the client carries no risk.

We only work with recruitment agencies, which means every module, every conversation and every process is shaped around how recruitment actually works.

Why recruitment only

Specialisation matters. We saw it in the agencies we admired most. The best ones did one thing properly. So we do too.

We are not the cheapest offshore option in the market. We are not trying to be. We compete on standard. The agencies that buy from us are the ones who understand the difference.

That is why we started RecruitSync.

Want to talk to us directly? Book a consultation with Ez or Jon and find out if we are the right fit for your agency.