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We have recently created a brand new Mission Statement to reflect our commitment to ushering in a transformative era of work.
In today's dynamic landscape, characterised by rapid technological advancements and evolving workplace dynamics, we recognise the paramount importance of prioritising people. With the firm belief that organisations thrive when they place their people at the forefront, we aim to be the catalyst for this paradigm shift.
By fostering environments where individuals are valued, supported, and empowered to reach their full potential both inside and outside of the workplace. We envisions a future where businesses not only succeed but also contribute positively to society. Our new Mission Statement reaffirms our dedication to driving meaningful change and shaping a workplace culture that places human well-being and growth above all else.
Permanent full-time position Work amongst a fun, friendly & supportive team Flexible working – 3 x days p/w office based About the Company Our client is one of Australia's oldest and largest law firms, with offices in six cities, nearly 200 partners, and a full range of legal services for large private sector and government clients. They are on the lookout for a Billing Coordinator to join the Finance team based in Melbourne. Working in a dedicated and supportive team you will be responsible for providing a service in pre-billing, billing, client reporting and administration. Responsibilities This varied and exciting role will see you: Loading and managing invoices via ebilling databases Managing ebilling timekeeper rate approvals and purchase orders Managing and uploading ebilling client matter budgets and monthly accruals Attending to billing requests such as bill cancellations, write offs and time edits Assemble and send invoices for centralised client dispatching Working on all aspects of invoicing including write-offs, cancellation, managing billing team inbox(s) and dispute resolution Maintaining, tracking and reporting on ebilling uploads and issues Assisting Partners and Practice Administrators with day to day billing queries and requests Assisting in general finance duties for Melbourne office, as required Complying with billing procedures and processes Liaising with other team members to provide updates on ebilling issues and resolutions The Ideal Candidate To be successful in this role, you will have: At least 2 years' experience in a billing role Strong analytical skills Excellent attention to detail The ability to work through high volumes with great accuracy (especially at month end) Strong communication skills A willingness to take on any task with flexibility Intermediate MS Excel (desirable) and competent with other Microsoft Office programs How to Apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Emily O’Brien at eobrien@sharpandcarter.com.au
Lead all data, analytics & insights programs for this Cool B2C Big Data Brand Newly created role | Build the insights & analytics platform from scratch $140,000 + Super + Bonus | North Sydney | Top 10 best places to work About the roleReporting to the Head of Commercial, you will be responsible for delivering their Analytics and Insights strategy so that they prioritise key commercial opportunities and unlock future growth through customers. This is a strategic and hands-on role where you will also nurture and develop a bright team of data analysts. You are curious in nature and love to test hypotheses of what could be. It's a brand new division in an awesome new entertainment platform they are launching soon so now is a great time to jump on board and be part of this exciting journey.What you will be doing Strategy and Execution - Analyse large, complex datasets to reveal underlying patterns, correlations and trends with a mix of both quantitative and qualitative research. You will have a test and learn approach to everything you do and have a continuous improvement mindset Set up, Develop, automate and maintain business intelligence dashboards and reports to a high standard Stakeholder management - Work collaboratively with cross functional teams to drive analytics & business cases to come up with new ideas for promotions and campaigns Investigate performance of current products and translate insights into specific improvement suggestion & new feature proposals Reporting - Develop and maintain dashboards and reports linking customer lifecycle stages, related campaign performance and overall revenues and subscribers. About you Strong experience in a campaign analytics environment coming from another B2C Big data brand like technology, financial services, telco or loyalty A proven track record of using insights to drive both a better customer experience but also drive a better commercial outcome Outstanding data extraction and manipulation skills, with a proven understanding of database interrogation using a range of software tools (Alteryx, Adobe Experience Cloud, Redshift, Tableau, Jupyter Notebooks and Kubeflow) Ability to translate high level business problems into objective, concise and logical requirements and present them to influence the business. Data mining, statistical analysis, A/B testing, development of data marts that drive business value. Why you may want to work here Amazing salary of $140,000 base + super + bonus North Sydney location Amazing perks like free products and discounts to a range of their services Great team environment - one of the top 10 places to work in Australia Work flexibility - great work/life balance and WFH options too How you can applyInterested in this role? Please Click the APPLY button and follow the instructions.
About: This client is an esteemed Australian company specialising in crafting high-quality culinary delights that captivate the taste buds of consumers and chefs alike. Their offerings encompass a diverse range of gourmet creations meticulously prepared with a key ingredient that embodies rich flavour and versatility. Embracing a commitment to excellence, they prioritise sustainable sourcing and ethical practices to ensure the utmost quality and freshness in every product. With a focus on innovation and culinary expertise, they continue to elevate the dining experience, making them a trusted choice in kitchens across the globe. The role: As a Procurement Specialist reporting to the Chief Finance & Commercial Officer, you will play a pivotal role in strategically procuring goods and services to enhance profitability. Your responsibilities will include developing procurement strategies, conducting market tests, managing supplier relationships, and ensuring compliance with procurement policies and procedures. Duties and Responsibilities: Develop and execute a strategic sourcing methodology to achieve cost savings across various procurement categories. Lead the preparation and evaluation of RFTs, RFQs, EOIs, and market scans to secure value-for-money solutions. Implement a fit-for-purpose procurement policy tailored to the needs of the business. Manage the purchase order process and framework to ensure compliance with procurement requirements. Analyse procurement data and produce reports to support business decision-making. Negotiate terms with suppliers to optimise pricing, quality, and service expectations. Plan and negotiate the commercial aspects of contracts to deliver business results and savings. Collaborate with internal stakeholders to determine business needs and contracting frameworks. Successful Applicants will hold: Minimum 4 years' procurement experience, preferably in FMCG. Tertiary qualifications in a related field and/or contract management and commercial management. Strong knowledge of contracts and procurement, with effective negotiation and critical thinking abilities. Excellent communication, interpersonal, and stakeholder engagement skills. Attention to detail and ability to manage multiple projects simultaneously. What you’ll get in return: In return you can expect a supportive and collaborative work environment that fosters professional growth and development. Located in the inner-city suburbs of Melbourne, they are close to public transport making them easily accessible from various locations. Moreover, you will have the chance to work alongside passionate individuals who share a commitment to excellence and innovation in the culinary industry. To apply online, please click on the apply function. Alternatively, for a confidential discussion, please contact Arielle Stavropolos on 0450 559 101 or email astav@sharpandcarter.com.au.
About the role We are on the lookout for a dynamic Customer Service Officer to join our team. This role is pivotal in delivering exceptional customer service across various channels, including phone, email, and sales support. If you're passionate about customer satisfaction and thrive in a fast-paced environment, we want to hear from you! Key Responsibilities Handle inbound calls and email inquiries promptly and professionally Process invoicing and purchase orders with precision Collaborate with operations and supply chain teams to address customer challenges Work closely with the Sales team on opportunities, quotations, and customer queries Provide comprehensive sales and office administration support Resolve customer complaints effectively and ensure timely follow-up for resolution Coordinate with internal departments to resolve customer issues efficiently Assist with in-house business reporting as required Undertake ad hoc duties as necessary Requirements Demonstrated experience in customer support or client service roles Exceptional phone handling skills and active listening abilities Excellent written and verbal communication skills Familiarity with CRM and ERP systems, preferably SAP Strong multitasking, prioritization, and time management skills Proven team player with meticulous attention to detail About our Client With a team of 14 employees based in Melbourne, our client boasts a global presence spanning 43 years. Renowned for partnerships with industry giants like Coca-Cola and BMW, they enjoy a stellar reputation in the market. Despite being a small team, they offer stability, onsite parking, ongoing training, and an employment wellbeing program. Monthly team building activities and bonuses foster a positive work culture. With sales representatives frequently on the road, the Finance & Operations team predominantly occupies the office space. Additionally, the team embraces diversity, welcoming individuals from various backgrounds. To apply please follow the link below or for a confidential discussion please contact Sarah Gee at SGee@sharpandcarter.com.au
The Position As a Commercial Analyst, you will play a critical role in a high-performing team and will be responsible for a broad range of business partnering, reporting and analytical activities. You will also be engaging extensively with key operational stakeholders, providing advice and commercial guidance to balance operational objectives with financial discipline. Specifically, your duties will include: Finance business partner to multiple operational departments Support business case approvals, analysis of margin and profitability Assist with business decisions making through value-add analysis Support the consolidation and reporting of the financials Assist with the preparation of milestone papers for senior leadership Support Business Plan and Budget processes with cost input and reconciliation Report financial status and variances versus targets Support cost reduction idea generation and tracking to help achieve financial targets Co-ordinate the calculation and analysis of non-Bill of Material cost data Manufacturing Labour & Overhead reporting Involvement in other related cost and investment analysis Ad hoc financial modelling, analysis and reporting as required The Candidate To be successful in this role, you will have a commercial background, ideally within a large manufacturing or consumer goods business supporting various divisions. It is imperative you have advanced Excel (financial modelling) skills, accounting, analytical, communication skills and an interest in systems and AI will be advantageous. The Organisational This instantly recognisable large multi-national business has a strong balance sheet, impressive growth profile, and reputations as dynamic work environment. Known as market leader and with an innovative approach they have consistently delivered impressive performance results over the last five years and are well positioned to continue their current growth path as they consolidate revenue streams from their new operations outside of Australia. To Apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Jonathon Prince.
The Position As a Finance Analyst - Costing, you will play a critical role in a high-performing team and will be responsible for a broad range of costing, reporting and analytical activities. You will also be engaging extensively with key operational stakeholders, providing advice, business partnering and commercial guidance to balance operational objectives with financial discipline. Specifically, your duties will include: Provide finance business partnering support to the operational stakeholders Provide financial analysis to support cross-functional analysis Support budget and forecast processes with cost input and reconciliation Manage the Bill of Material (BoM) Support the costing and pricing process to ensure assumptions are accurate Complete review and analysis of proposed changes and supplier cost updates Support the setting up and monitoring of the financial targets and program budgets Support idea generation and tracking for cost/investment reduction to help achieve financial targets. Analysing and presenting business cases to senior management involving design and sourcing changes. Support financial reporting to Senior Management regarding financial status and variance explanations. Support business decisions on vehicle content through Internal Rate of Return and profitability analysis Material Planning and Logistics (freight, duty, taxes) Ad hoc queries/projects from the business and Finance The Candidate To be successful in this role, you will have a commercial background, ideally within a large manufacturing or consumer goods business supporting various divisions. It is imperative you have advanced Excel (financial modelling) skills, accounting, analytical, communication skills and an interest in systems and AI will be advantageous. The Organisational This instantly recognisable large multi-national business has a strong balance sheet, impressive growth profile, and reputations as dynamic work environment. Known as market leader and with an innovative approach they have consistently delivered impressive performance results over the last five years and are well positioned to continue their current growth path as they consolidate revenue streams from their new operations outside of Australia. To Apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Jonathon Prince.
What is workplace diversity? Diversity in the workplace is about hiring employees who bring diverse identities to an organisation, reflecting an intersection of ethnicities, religions, physical abilities, races, sexual orientations, educations, life experiences and more. Workplace diversity isn’t merely a trendy term or optional feature within your organisation; it is an essential priority that influences the way your business operates, the community it fosters, and what your brand image looks like. Why is it important? Having a diverse workplace should be a core value ingrained in your organisation, as it allows employees to feel comfortable to share ideas, collaborate and feel respected at work. There are many benefits that result from workplace diversity: Enhanced creativity:By hiring diverse employees, you will gain fresh perspectives and unique ideas that set you apart from other organisations. Better customer understanding: A diverse workplace can more effectively engage with and understand a varied customer base, boosting customer satisfaction. Improved brand reputation:Being recognised as an employer that prioritises diversity will enhance your brand reputation and foster an inclusive reputation. Expanded talent pool: Hiring staff from differing cultures and backgrounds will naturally create a larger talent pool and extend attraction to a diverse range of talent. How to improve diversity in your workplaceThere is no quick fix that will single handedly elevate your diversity and inclusion efforts, but taking stock of your current staff demographics and prioritising a broad range of employees is a great start. Ensure that you connect your employees with personalised opportunities to increase job satisfaction and promote a diverse range of development options.Focus on creating a diverse leadership team to ensure that you lead from the top, and make sure to celebrate differences within your organisation. This will increase employee retention and promote an inclusive and comfortable workplace environment.
To attract top-tier talent for your company, a thoughtfully crafted job advertisement is essential. 90% of employers struggle to identify qualified candidates (Flynn 2023), which unfortunately stems from weak ads deterring strong applicants. It is important to understand why a job ad might not be grabbing the attention of strong candidates. Here are some reasons for the problem: Vagueness in job descriptions and necessary skills Creating an intimidating prospect by overemphasising job requirementsNeglecting career growth opportunities Lack of visual appeal To combat these issues, it is essential to know how to craft an ad that will appeal to your target candidates. Here are some strategies: 1. Create a compelling job titleTo capture a candidate's attention, avoid using generic titles and instead use descriptive words that highlight the unique selling points of the job. 2. Write an engaging job descriptionNot only must the title be captivating, but so must the introduction for the role. Start by highlighting the main aspects of the position and follow with the benefits and opportunities available. This will set an optimistic precedent for the candidate, indicating that the job is not just a tick-box role, but rather a developmental position. 3. Use key words effectivelyEnsure that you strategically include words that are industry specific, and intertwine these within the title, description, and qualifications sections.4. Showcase company values and culture In today’s landscape, candidates not only look for the perfect job, but also an aligning culture. Devote a section to highlight the company’s mission and values to help candidates understand the organisations culture and whether it is the right fit for them. 5. Format for visual appeal Ensure that you lay out the content in digestible sections, using bullet points, subheadings, and bolded words. This will draw attention to key details and visually entice candidates.6. Enhance with visualsIt can be overwhelming to look at a job ad that is purely word-based, so be sure to include relevant images that represent the role and company to increase visual appeal.Dedicating time and energy in crafting engaging job ads with these tips will make the advertised role stand out and and ensure recruitment success. Reference:Flynn, J. (2023) 20+ essential hiring statistics [2023]: Everything you need to know about hiring, Zippia. Available at: https://www.zippia.com/advice/hiring-statistics/#:~:text=90%25%20of%20employers%20struggle%20to%20find%20skilled%20candidates (Accessed: 04 March 2024).
Our recent 15-year milestone served as a celebration of our people and the business we have built together. Everyone has played a crucial part in creating this special organisation - from our Partners, Consultants and Graduates to our ESAs, Marketing Team, Finance Team, IT Support, and Commercial and Wellbeing Teams. We have all contributed to living and championing our culture and values, leading us to where we are today. Our CEO and Managing Partner, Stephen Carter, believes that “we are a group of people who are doing things differently. We are proving that care, trust, generosity, humility, and excellence lead to an incredibly successful place” as evidenced by our annual growth of 40%. To acknowledge this commitment and our purpose, we feel it is important to encapsulate our organisation's ‘Why?’ into a new Mission Statement. A statement that answers the questions, ‘Why do we exist?’ and ‘What do we hope to add to the world beyond the traditional foundations of recruitment?’.After much consideration and refinement, we present Sharp & Carter’s new Mission Statement: ‘To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.’We aim to set an example for the world by demonstrating that a culture of uncommon care is the key to unlocking the potential of both organisations and people. Not only are we passionate about our own team, but also about everyone that is involved with our company, making us an organisation that brings humanity and understanding to recruitment. We are immensely proud of our people for their efforts in creating this catalyst for a new era of work and recruitment.
Get ready to celebrate International Women’s Day (IWD) on March 8th! It’s that time of the year when we come together to honour the incredible achievements of women within S&C and reaffirm our commitment to diversity, equity, and inclusion within our business.This year’s theme is ‘Inspiring Inclusion’. Inclusion is how well and easily people can fully connect and engage with people across all types of differences. Practically, it is how businesses, leaders, and individuals provide ways that allow everyone across multiple types of differences, to participate, contribute, have a voice, and feel that they are connected and belong, all without losing individual uniqueness or having to give up valuable identities or aspects of themselves.Inspiring action is not just a statement—it's a call to action that aligns with our values. It reminds us that gender equality is a journey, not a destination, and each one of us plays a vital role in creating a more inclusive workplace. Let’s use this day to amplify the voices of women, challenge stereotypes, and advocate for equal opportunities in every sphere of life. We want YOU to be a part of the action. Here’s how:Make sure you attend your in office IWD celebration. By coming together, you not only show your support for gender equality but also acknowledge the unique talents, perspectives, and leadership that women bring to S&C. This sends a powerful message of appreciation and encouragement to the women who inspire us all. It is an opportunity to talk about their experience of workplace equality, breaking down barriers, and the importance of male allies.Making commitments to ‘inspiring inclusion’ is just the beginning; it's our actions that truly make a difference. We are asking teams to think of one practical action they can take to foster a more inclusive environment. Whether it is being aware of and managing our unconscious biases, ensuring all voices are heard when making critical decisions, or organising a community outreach event, every effort counts! You may want to on the commitments made during IWS 2023.We want someone passionate within teams to lead and keep the focus on this throughout the year. That person maybe a partner, director, manager or consultant – we all have a part to play. Email your team’s goals to HR by March 18th, 2024. Let’s make this International Women’s Day one to remember!We will share a resource to help you to create those commitments and action on our journey towards greater inclusivity and equality.How aware are you of your own unconscious bias?Unconscious bias refers to attitudes or stereotypes that influence our understanding, actions, and decisions in an unconscious manner. Being aware of it is crucial because it helps us reduce its impact on our decisions and behaviours. By acknowledging our biases, we can make more fair and objective judgments, leading to better outcomes in areas such as hiring, promotion, and overall interactions with others. Check out the Ted Talk of Gail Tolstoi Miller, an American recruiter and career coach with over 20 years industry experience and over 15,000 job placements. She shares her own personal story of unconscious bias in her recruitment decisions and how she now practically challenges. Cheers to the incredible women, at work, home and in our community who inspire us every day!
When presented with this question, the interviewer is seeking insights into your professional goals, and envisioning your future, dreams, and ambitions. They are interested in understanding whether your career aspirations align with the company's vision and structure. Ensure that your answers are meaningful, sincere, concise, and both aspirational and realistic. Demonstrate how your professional goals are interconnected with the value you can contribute to the company. The importance of career aspirations:Companies value your aspirations and motivations. Clearly expressing your career goals and commitment to improvement showcases your enthusiasm and direction in your professional journey. This not only strengthens your candidacy but also underscores your readiness to work diligently and enhance your skills—a quality highly prized by employers. Identifying your career aspirations:Discovering your true career aspirations involves a journey of self-reflection and growth, requiring an understanding of your interests, strengths, and values.Here are 3 tips on how to discover and pursue your career aspirations:Self-Reflection: Identify and acknowledge where your strengths, skills, and talents lie to align your aspirations with areas in which you excel.Exploration and Research: Explore various industries, job roles, and professions through resources like career websites and informational interviews.Goal Setting and Guidance: Establish short and long-term career goals, outlining the skills and experiences needed to fulfil these. So… the most important stage; how you answer the question, "What are your career aspirations?" When asked about your career aspirations in an interview: 1. Express Enthusiasm: Begin with enthusiasm and gratitude for the opportunity.Short-Term and Long-Term Goals: Share immediate career goals aligned with the position and briefly discuss long-term vision.Align with Company:Connect your aspirations to the company's goals and values.Emphasise Learning: Express eagerness to learn and grow professionally.Commitment: Conclude by highlighting your commitment to contributing meaningfully. Remember to keep your responses concise and tailored to the specific job and company. Personalising your answer demonstrates your genuine interest in the job.
As Sharp & Carter celebrates its 15-year anniversary this month, founder Stephen Carter shares 15 insights that have been instrumental in shaping the company's success. From the foundational importance of culture to the transformative power of trust, Stephen delves into the core principles that have guided Sharp & Carter's journey. Through anecdotes, reflections, and wisdom gleaned from years of experience, he offers a compelling narrative on topics ranging from leadership and employee engagement to the deeper purpose of business in today's world. Join Stephen as he explores 15 things he has learnt in 15 years that have contributed to Sharp & Carter’s success. 1. It all starts and ends with culture.The success we have enjoyed at Sharp & Carter has been primarily due to our culture of: Trust; Care; Generosity; Humility and Excellence. We have all heard the expression “Culture eats strategy for breakfast” and this has been very true for us. Over the past 15 years our culture has been a starting point in how we interact with our most important asset – our people, and it provides guidance when it comes to making decisions within the business. 2. What is and isn’t commercial?One of my favourite interview questions for C-level staff is “Tell me what the word commercial means to you?”. 99% of people talk about profitability, most talk about cost management, the better ones talk about value, but it always surprises me how few of them talk about sustainability. Over the past 15 years, we have found that the more decisions you can make that benefit the long-term sustainability of the business even if there is a short-term cost or downside, the commercially better off you are. 3. How do you ensure that your customer experience is excellent?Most senior executives are not front-line staff in dealing with customers. So how do you ensure that the people who are dealing with your customers are providing an outstanding experience? I like what Simon Senik and Richard Branson say on this and their approach has been the reason why we have won industry awards for our customer experience: “Customers do not come first. Employees come first. If you take care of your employees, they will take care of your customers”. Like it or not, no matter how much training you do, your customer experience is directly linked to your employee experience. 4. The importance of trust.In trying to run and control your business you will need to decide whether you prioritise policies and procedures or whether you prioritise trusting your people. At Sharp & Carter, we have policies and procedures, but we prioritise trust. We have found it a much more effective way to control the business and whilst it has similar downsides to policies and procedures it has delivered way more upside. 5. I am not the Oracle. "Psychological safety is the shared belief that it is safe to speak up in the workplace and take risks without fear of being blamed or criticised. Employees who feel psychologically safe are more likely to test the status quo, admit mistakes, view failure as a growth opportunity, and be their authentic selves". Your business will be so much more successful if you as a CEO or leader are not the sole source of ideas. More often than not the best ideas are going to come from your people and for them to share those ideas you need an environment where people feel valued, trusted, and secure. 6. Generosity.Lots of owners, entrepreneurs and leaders often criticise staff for being takers. “They just come in, do as little as possible and take their paycheck – their attitude is unbelievable!!” In fact, in most cases these people are “matchers” – they just match the generosity that they have received from the employer. If you want your people to “give” – “give extra effort”, “give extra time”, “give extra care” then it starts with the leaders and the business to be generous and be “givers” first. Lots of companies proudly proclaim that they need their people to do more with less. It is hardly surprising when this proves to be either unsustainable or a mirage. 7. You are leadership.As a leader, it is really helpful if you live your life in a way that other people are comfortable emulating. If you work 100 hours a week, and never see your children or your partner, then for lots of people that is not a price for leadership they will be willing to pay. Consequently, people will leave you because they don’t want that future. Additionally, if you are rude to the waiter, and talk about people behind their backs, then people won't respect what you do outside of work and will leave you because they don’t respect you. Who you are is a huge part of the effectiveness of your leadership. 8. Employee cost.Almost every organisation in the world says a version of “Our people are our most important asset”. But 95% of these organisations will also analyse their employee costs. Which is it? A cost or an asset/investment? Many fail to understand that when they reduce their employee costs they are reducing the investment in the most important part of their business. Any reduction in investment should be done very very carefully. 9. Talent acquisition.Your ability to attract quality people into your organisation will be the fuel for your future growth. Yet so many organisations do not spend nearly enough time on differentiating themselves as employers. When taking job briefs, we ask about the culture of the organisation and an unhealthy number of organisations say a version of “We have a supportive and caring culture where everyone works as a team”. It might be true, but it does not differentiate that organisation when talent is deciding who they are going to join. 10. Strategy is not a growth plan.Too often organisations confuse their growth plans as strategy. “We have a strategy to double our turnover to be $100 mill in the next 5 years”. This is not strategy. Strategy is better defined as “the continuous improvement of your competitive advantage”. The Sharp & Carter strategy is that we continually improve how we retain and support our people. From that strategy, we have grown at 40% p.a. for 10 years. 11. Feeling overwhelmed?Calmness is a word we use a lot at Sharp & Carter when talking about leadership. But in order to be calm you need to know where you are, whilst you try to undertake the confusing task of setting the direction of where you want to go. Tell the truth, be yourself, and at least you will always know your starting point even if the future direction is uncertain. 12. Embrace ownership.Stop blaming and deflecting. Everything that happens in your team or your business is your fault. The problem exists because you didn’t train correctly, you didn’t communicate clearly, you didn’t set the right culture etc. etc. If you take accountability for everything it empowers you to fix it. If it is someone else’s fault, then you are powerless. 13. Why does your business exist?If your business exists to make returns for shareholders it is unlikely to be enough for Gen Y onwards who want to contribute more to the world than making rich shareholders richer. You need to exist for bigger things that your people can get behind. At Sharp & Carter, we exist “To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.” 14. Greed kills businesses.Along with our culture, the other most significant factor in our success has been our Partnership structure. Essentially, we are an employee-owned business - there are 35 equity owners (all of whom work within the business) in Sharp & Carter. As an example of the power of not being greedy - in 2022 I owned 100% of a Supply Chain, Engineering and Operations recruitment business....... that didn't exist. I now own 17% of an incredibly successful one that does. Too often businesses try to take as much as possible in the deal and our experience underscores that having an ‘abundance mindset’ is incredibly powerful. 15. Businesses' responsibility goes beyond work hours.The predominant force of our time is business. It is no longer the church, the crown, or the government. Every business has a responsibility to their people, their customers, and their society. We have been able to drive a competitive advantage with our people by trying to help them navigate the inevitable challenges that happen outside of work. It has resulted in better engagement, lower turnover levels, and much higher productivity in our people. Our appointment of a qualified psychologist as our Head of Wellbeing and High Performance is tangible evidence of this approach. If anyone is reading this and wants to discuss culture and leadership, please do not hesitate to give me a call on 0411 543 833.
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