Our Story
Primus Recruitment was born out of a passion to provide a more comprehensive and caring service to match great candidates with the right businesses, ensuring a successful outcome for all parties.
After a successful career spanning several industries, Primus Recruitment founder Simon Power was previously the head of recruitment for the country’s largest real estate network, providing an in house recruitment service and developing a deep understanding of the dynamics at play in this unique industry which has one of the highest staff turnovers of any in Australia.
It became clear to Simon early in this role that refining the recruitment process and adding in a variety of targeted psychometric benchmarking tools would be critical to limit the number of costly resignations and staff terminations inherent in this market. Simon’s ultimate process had a significant impact in many businesses, reducing turnover and increasing job satisfaction for candidates seeking a real estate career.
Leaving this role to launch his own business, Primus Recruitment, Simon continued to work closely with his ex-employer and its large network of independently owned offices, strong relationships that continue to endure to this day.
Now servicing Australian and New Zealand offices from brands and independents in the real estate industry, including Ray White, LJ Hooker, First National, Raine and Horne, Upstate, LNL Property Services, Moxham Commercial, Kitome, Harcourts and Dexus, the team at Primus Recruitment now comprises five experienced recruitment specialists, all of whom share Simon’s passion for service in the field of talent acquisition.
Our Values
Our promise to all of our clients is to do what we say we will.
This simple premise is the primary reason our business has grown so rapidly. Our approach is quite different to mainstream employment agencies in that we nurture both candidates and businesses, working with each party to find the best fit. Like any relationship, the only way to ensure great outcomes over the long term is to make sure values and expectations of both parties align. Establishing what these are for each side and that they match before any offer is made is the only way to reduce the negative impact of high staff turnover.
In a world where increasingly, slick marketing is a cover up for a lack of substance, we like to keep things simple and practice what we preach – doing a good job is the best way to your next job!