I place the nurse whose clinical credibility
is the reason you want them.I'm Michelle Mexted. Twenty-two years in recruitment, including with two of the largest agencies in the world. The last seven on my own.Clinical educators and clinical specialists for the companies selling into healthcare. Directors of nursing, clinical governance, quality, telehealth and case management for the providers who answer for the outcome.

The job goes to the boards under Sales, or Education, or Technical, because that's where your careers site files it. Nurses don't look there. Nurses look under Nursing. So the people you actually want never learn the role exists.

The people who do apply have read the position description and can talk about it. Put them in a room with a nurse unit manager and it falls apart in four minutes. They can present the product. They can't hold a clinical conversation, and the customer knows it before the meeting is over.

Then the role sits open another two months and someone decides the market is tight. The market isn't tight. The advert is in the wrong place and the screen is testing the wrong thing.

That is the projected national undersupply of full time equivalent nurses by 2035. Advertising harder is not a strategy against a number like that. Finding the people who are already looking for a way off the roster is.

Source: Department of Health and Aged Care, Nursing Supply and Demand Study 2023 to 2035.

If you are a supplier, a territory with no clinical specialist is revenue you can name to the month. You already know the number.

If you are a provider, a facility with no director of nursing is agency rates you did not budget for, documentation slipping quietly, and a problem nobody sees until it surfaces at audit. By then it is not a staffing issue. It is a finding, and it has your name on it.

Both cost more than the fee. That is not a sales line, it is arithmetic you can do yourself.

Most agencies will not tell you what they charge until you are on a call with them. Mine is on the site, and so are the terms behind it.

15% of first year base salary, plus the compulsory super on it. Nothing else counts. Not car, not bonus, not commission, not relocation. Payable seven days after the person starts, not the day they sign. Plus GST.

18% for directors of nursing, executive and senior clinical appointments. Retained, split in three: a third to start, a third at shortlist, a third on start date.

Your own advert stays yours. I screen every applicant who comes through it, phone them, and tell you which two are worth your time. No charge, and I never claim those people as mine.

If the search fails it costs nothing. No fee, no admin charge, no cancellation clause.

Six months, and I replace rather than refund. If the nurse leaves inside six months I run the search again from scratch at no charge. I do not do cash back, on any search, and I would rather tell you that here than have you find it in the terms later.

If you already have a preferred supplier agreement. Most of the time that agreement covers ward and agency staffing, not the roles on this page, and there is a clause in it that lets you go outside the panel for a specialist search. Send me the agreement and I will tell you whether I can work inside it. If I cannot, I will say so rather than waste your procurement team's afternoon.

Published rate, current as at September 2026. Full terms of business.

A healthcare supplier that trains hospitals on infection control needed nurse educators at $110,000 plus super. Not salespeople who had learned the product. People who had run infection control on a ward and could stand in front of clinicians who had been doing it for fifteen years.

Another agency had already tried and failed. I shortlisted every one of those roles inside two weeks, and placed three.

I will not tell you who they are, and that is the point. I do not put my clients on my website, in a case study, or on LinkedIn, and I will not put you on any of them either.