We started because
recruitment was broken.
We're still here to fix it.
GoHeadHunt is Australia's only candidate-led recruitment marketplace. Built by a business owner who couldn't find good people through the old way — now powering employment outcomes for thousands of Australians across every state.
"I couldn't find good people. Not because they didn't exist — but because the system made it impossible to find them."
2018
He didn't set out to build a tech company. He set out to solve a problem he was living: the recruitment industry was built around volume and transactions, not outcomes. Candidates were invisible. Employers were guessing. And the real cost — people in the wrong roles, early turnover, wasted time — was invisible to the systems designed to prevent it.
With the experience of Peter Nisbet — a seasoned headhunter who had seen the industry from the inside for decades — and the corporate and technology lens of Martin Goodrich, GoHeadHunt was incorporated with a single premise: what if the candidate was the product, not the problem?
Registered with the Australian Government, recognised by Advance Queensland, and built from the start to be compliant and credible — not just clever. A small team. A big problem. A platform that still has something to prove.
From a frustrated Brisbane business owner to Australia's employment outcomes infrastructure.
We didn't build a better job board. We built something different entirely.
Candidate-led — talent leads, employers follow
On GoHeadHunt, candidates create rich profiles with video introductions and verified credentials. Employers search and discover — not the other way around. This is why it works for busy workers who don't have time to write a hundred cover letters.
01
Social talent acquisition — passive candidates are the best candidates
The best workers aren't on job boards. They're on Instagram and Facebook. GoHeadHunt runs geo-targeted social campaigns that reach passive talent in the suburbs employers actually operate in — culture-driven, algorithmically refined, compounding over time.
02
Post-placement support — we stay when others leave
Most recruiters finish at the placement. GoHeadHunt continues — regular wellbeing check-ins through the first 90 days on every placed candidate, early risk detection, and intervention before turnover happens. The placement is the start, not the end.
03
Employment Services infrastructure — not just B2C
GoHeadHunt works alongside Employment Services Providers — Workforce Australia, DES, and VRS — as both a technology platform and placement partner. Employment outcomes infrastructure, not a volume job board.
04
Talent pooling — the pipeline compounds, not resets
Every verified candidate who enters a GoHeadHunt pipeline stays permanently. Tagged by role, credentials, location, and availability. Volume employers search their pool before advertising. The advantage deepens with every campaign cycle.
05
Compliance-first — built for regulated industries
Childcare, aged care, NDIS, and nursing all require credential verification before anything else happens. GoHeadHunt verifies WWCC, AHPRA, police checks, and industry-specific credentials at the platform level — not after the offer is made.
06
We exist for the people who do work that actually matters.
GoHeadHunt's mission is to create employment outcomes that work for everyone — the candidate who needs a career, not just a job, and the employer who needs a person, not just a placement.
We believe the industries that care for children, the elderly, people with disability, and the communities we all live in deserve better employment infrastructure than what they've had. That's who we're building for.
Big ambition. Everyone here because they believe the problem is worth solving.
Built credibly.
Recognised
independently.
Research consistently identifies the same drivers of attraction and retention in aged care. The employers who keep their teams deliver on all four — not just one.