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P.J. Recruitment and Executive Search

Name: P.J. Recruitment and Executive Search
Address: Suites 1&2, Level 1, 951/957 Pacific Highway, Sydney, NSW, 2073, AU
Telephone: +61291444544

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P.J. Recruitment and Executive Search

We find specialist talent for residential and home care services, retirement living, disabilities an We find the best talent, allowing people to be their best.

We provide executive search, recruitment and career counselling services for the aged care and disabilities sectors.

31/08/2026

Your journey matters to us 🌟 We're here for the two-way conversations, the honest check-ins, and the support that goes both ways. Because recruitment isn't just about filling a role, it's about understanding people. That's the P.J. way.

27/08/2026

When you look back on the last few senior leaders your organisation appointed, how similar are they?

Same sector background. Same career path. Same general profile.

For a lot of organisations, the honest answer is yes. And it's rarely a deliberate choice. It's just the path of least resistance. Hiring from a known talent pool feels safe. It's defensible to a Board. It reduces the risk of the unknown.

But it comes with a cost most organisations don't recognise until it shows up in their culture.

Burnt-out leaders. The same reform weariness. The same systems fatigue. Same shift, different walls.

There's another way - and our latest blog makes the case for it.

We explore why the care sector's best appointments often come from the people nobody thought to look for. The leader from banking or insurance who brings fresh energy and transferable skills. The genuine diversity of thought that helps organisations see round corners the rest of the sector walks straight into. And how a good recruitment partner makes "different" feel safe enough for a Board to say yes.

Because in this moment, with reform, workforce pressure and rising expectations, competent sameness is no longer enough.

Different isn't risky. Same same is.

Give it a read. I'd love to know whether it resonates with what you're seeing in your own organisation. 🔗 bit.ly/3S9NuSG

24/08/2026

We recently put a CFO candidate in front of a CEO for a coffee. Informal, low-pressure, just to gauge fit. It went beautifully.

Then we put the same candidate in a formal interview with the CEO and an HR Director and things fell apart. The person who showed up was almost unrecognisable from the one who'd had coffee a week earlier.

It's a reminder of something we hold firm to: you cannot truly assess a person through a phone screen and a resume alone.

Some agencies present candidates they've never actually laid eyes on. We don't. One of our long-standing mantras is that no candidate goes forward until we've done the eyeball screen - virtual or, wherever possible, face to face.

Here's why it matters so much in the care sector specifically:

▫️ So much of communication is non-verbal. Body language, eye contact, warmth, and presence tell you things words don't. They can also surface a candidate who isn't quite speaking their truth.

▫️ This sector is fundamentally about people. Compassion, patience and emotional intelligence can't be assessed on paper. They reveal themselves in conversation.

▫️ Cultural intelligence is essential. Leaders in care must connect across every level of an organisation, from the kitchen and cleaning staff to the executive team. Meeting someone in person tells you whether they genuinely can.

▫️ It's the start of a relationship, not just a transaction. A senior appointment is the beginning of what should be a long, trusting partnership. That foundation is built face to face.

Technology has made recruitment faster and more efficient, and that's a good thing. But in the care sector, the personal connection isn't a nice-to-have. It's the cornerstone of getting it right.

If you want a recruitment partner who actually knows the people they put in front of you, let's talk.

📩 [email protected]

18/08/2026

What if one act of kindness could spark change across lives?

Today, we honour those who show up with courage, compassion, and presence.

Every gesture matters. Every life touched matters. Every voice lifted matters.

14/08/2026

When a leadership role suddenly falls vacant, the instinct is often to look inward. Promote someone. Redeploy. Ask a capable person to "hold the fort" until a permanent leader is found.

It feels like the practical choice. Often, it's the costly one.

Stretching an internal person into a role they're not quite ready for can lead to burnout, dented morale and a team absorbing the strain. And it rarely gives the organisation the breathing room it really needs to find the right permanent leader.

There is another way.

A purpose-fit contractor. An experienced care sector leader who does this deliberately, as a career. Someone who steps in, reads the situation quickly, stabilises the team and holds the standard, while you take the time to get the permanent appointment right.

The value goes well beyond filling a gap:

▫️ Specialised leadership from day one with no lengthy ramp-up

▫️ An objective perspective, free from internal politics

▫️ Continuity of care and leadership when it matters most

▫️ A stable foundation for the incoming permanent leader to build on

▫️ The gift of time so the permanent search is thorough, not rushed

Continuity of leadership in any sector directly affects organisations. In purpose-led sectors where quality of care is well measured, that leadership stability isn't a luxury. It's a strategic advantage.

We have contractors available now - senior clinicians, Facility Managers, and CEO/CFOs - for assignments from one to six months.

If you're facing a leadership gap and want to talk through your options, let's have a conversation.

📩 [email protected] | 📞 (02) 9144 4544

11/08/2026

Recruiting a CEO is like setting the compass of a ship. The direction you choose determines the entire voyage.

Get it right, and a brilliant CEO can transform an organisation. Which is exactly why it's not a decision to rush.

A few things we've learned in our 40+ years of combined recruitment experience:

▫️ It takes time. A genuine CEO search is typically 3-4 weeks in the market. That's before notice periods, which can stretch to three months. The right leader is worth the wait.

▫️ The resume is just a snapshot. A brilliant CEO is far more than their titles. Behavioural insight, psychometrics, and how they've led through crisis and change tell you far more than a CV ever will.

▫️ The human side matters as much as the vision. Could you happily sit next to this person on a long-haul flight? It sounds light-hearted, but vision without empathy, communication and genuine connection only takes an organisation so far.

▫️ The best candidate might come from outside the sector. Most Boards we work with are open to it and we've had real success placing out-of-sector leaders into care sector CEO roles.

▫️ Demand is high, supply is tight. Exceptional care sector CEOs hold real power at the negotiation table right now. Remuneration should reflect the value they bring, not just market pressure.

If you're thinking about a CEO appointment - now or on the horizon - the earlier the conversation starts, the better positioned you are to secure the right person.

Let's talk, confidentially.

📞 (02) 9144 4544

06/08/2026

Today is Aged Care Employee day, where we recognise the people who make this sector what it is.

The carers, nurses, cleaners, cooks, allied health staff, coordinators and leaders who show up, day in and day out, for some of the most vulnerable people in our communities.

It's easy to talk about aged care in terms of reform, funding and compliance. But strip all that away and the sector comes down to something much simpler - people looking after people.

The work is hard. It's often invisible. And it rarely gets the recognition it deserves.

So today we want to say it plainly - thank you.
For the skill and patience the job demands.
For the dignity you protect.
For the difference you make in moments most people never see.

To everyone working in aged care, we see you and we're grateful for you.

29/07/2026

A shortlist that doesn't land is rarely a market problem.

It's almost always a brief problem.

A few years ago, I presented four strong candidates for a CEO role. They were experienced, credible and diverse. The feedback stopped me in my tracks.

"Same same. Not innovative enough."

My first instinct was to go back to market. Find more candidates. But I sat with it and realised that without understanding what had actually gone wrong, I'd just produce more of the same.

The candidates weren't the problem. The brief was. Specifically, it had come from one person, with one perspective, when it needed to come from many.

It's one of the most common and most costly mistakes we see in executive recruitment. And it's almost entirely avoidable.

In my latest blog, I cover:

▫️ Why a brief built from one perspective sets a shortlist up to miss
▫️ What a good debrief looks like when a shortlist doesn't land, and why going straight back to market is rarely the answer
▫️ The four things worth examining before you start a re-search
▫️ How to get the brief right the first time so the shortlist has the best possible chance of landing.

The conversation that happens before recruitment starts is the one that determines whether it succeeds.

🔗 Read the full blog, bit.ly/3T3E7E0

22/07/2026

Your journey matters to us. 🌟 There's nothing more rewarding than knowing a coaching session sparked something new. We're cheering you on every step of the way, and we're honoured to be part of the ride. That's what the P.J. way is all about.

17/07/2026

More candidates won’t make the decision easier. Sometimes they make it harder.

We’re seeing it more and more. Clients who’ve met impressive people, received a strong shortlist and are still asking for more.

In the meantime, the role sits open. The team absorbs the pressure. And the candidates who showed up, prepared, and put themselves forward are left waiting in limbo.

There’s a point where being thorough becomes being stuck. And in leadership recruitment, the cost of stalling is rarely visible until it’s too late.

Here’s what we know after 23 years in the care sector:
▫️ The right shortlist isn’t the longest one, it’s the most considered one
▫️ Too much choice creates comparison fatigue, not clarity
▫️ The best candidates don’t wait indefinitely. The market keeps moving whether you’re ready or not.
▫️ A shortlist that covers a range of experience, style, background and sector gives you everything you need to make a confident decision.

Our job isn’t to hand you a stack of resumes and wish you luck. It’s to present a range that’s purposeful, help you weigh what matters most and keep the process moving forward in a way that respects everyone’s time.

When you’ve seen the right candidates, you’ll know. And if you’re not sure, that’s a brief conversation, not a reason for another round.

How long is too long in your recruitment process? I’d love to hear what you’re seeing. 👇

Address

Suites 1&2, Level 1, 951/957 Pacific Highway
Sydney, NSW
2073

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+61291444544

Website

http://www.pjconsulting.com.au/

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