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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.
Client:Our client is a leading organization specialising in the consumer goods space. With a global presence spanning 3 international offices, they have experienced rapid growth, expanding from $60 million to $200 million in just five years. Their commitment to excellence and innovation has positioned them as a market leader, and they continue to set new standards in the industry. Headquartered in Melbourne, Australia, they are on the lookout for a talented and ambitious Senior Financial Accountant to join an uplifting team. Position Overview:As a Financial Accountant, you will be exposed to working closely with the senior leadership team and will have the opportunity to work alongside a highly reputable CFO. This role offers a unique opportunity to gain exposure across various facets of the business and actively participate in shaping the financial landscape of a rapidly expanding company.Responsibilities: Financial Reporting: Prepare and analyze financial statements, ensuring accuracy and compliance with international accounting standards. Generate insightful financial reports for senior management to support strategic decision-making. Month-End Close: Lead month-end and year-end close processes, including reconciliation of accounts and preparation of journal entries. Collaborate with cross-functional teams to ensure timely and accurate financial reporting. Budgeting and Forecasting: Assist in the development of annual budgets and periodic forecasts, providing variance analysis and recommendations. Work closely with department heads to understand and track budget performance. International Accounting: Manage accounting activities for multiple international offices, ensuring compliance with local regulations and statutory requirements. Collaborate with regional finance teams to streamline global financial processes. Audit and Compliance: Coordinate and support external audits, ensuring adherence to audit timelines and addressing audit queries. Implement and maintain internal controls to ensure compliance with financial policies and procedures. Cross-Functional Collaboration: Work closely with departments such as supply chain, sales, and operations to understand business dynamics and contribute financial expertise. Qualifications: Bachelor's degree in Finance, Accounting, or related field; CPA/CA qualification preferred. Proven experience in financial accounting, preferably in a fast-growing international business. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Benefits: Competitive salary and benefits package. Opportunities for career advancement in a rapidly growing organisation. Exposure to a diverse and dynamic international work environment. Ongoing professional development and training opportunities. If you are a proactive and detail-oriented Financial Accountant seeking a challenging and rewarding opportunity, our client invites you on their exciting journey of global expansion and success.
Company: Our client is an effective and innovative manufacturer committed to pushing the boundaries of excellence. They operate in the industrial & trade supplies sector, supplying the market as both a wholesaler & manufacturer, and have built a great reputation through their partnership approach with customers. The team is driven by a passion for delivering high-quality products and services to our customers. As they continue to grow, they are seeking a talented and detail-oriented Financial Accountant to join the finance team. Position Overview: This role will report directly to the COO. This role requires a keen analytical mind, attention to detail, and a deep understanding of financial principles to ensure accurate financial reporting and contribute to the overall success of the organisation. Key Responsibilities:Financial Reporting: Manage all accounting transactions Prepare budget forecasts Publish financial statements on time Handle monthly, quarterly and annual closings Reconcile accounts payable and receivable Ensure timely bank payments Compute taxes and prepare tax returns for external accounting firm Manage balance sheets and profit/loss statements Report on the company’s financial health and liquidity Audit financial transactions and documents Maintaining internal control systems Reinforce financial data confidentiality and conduct database backups when necessary Comply with financial policies and regulations Monitor Pricing and Costs and support management of changes Cost of Goods Sold (COGS) Management: Analyze and monitor the cost components of our products to ensure accurate and up-to-date COGS reporting. Collaborate with cross-functional teams to identify cost-saving opportunities without compromising product quality. Conduct regular cost variance analysis and provide actionable insights to management. Qualifications: Bachelor's degree in Accounting, Finance, or a related field. CPA or CA Proven experience in financial accounting Strong analytical and problem-solving skills. Excellent understanding of accounting principles and financial reporting. Ability to work collaboratively in a fast-paced and dynamic environment. Exceptional attention to detail and accuracy. How to Apply: If you are a motivated and detail-oriented Financial Accountant looking to make a significant impact in a growing company, please submit your resume to wnichols@sharpandcarter.com.au
The Company Join the IT team of one of the largest businesses in WA in a challenging and varied IT support role. The organisation is a tight-knit, people focused business where development is at the heart of everything they do. Our client is located in the Northern Suburbs, 15 mins from the CBD with on-site parking available. We are seeking a dedicated IT Support Officer to become an integral part of their already high performing IT team. The role will offer opportunities to work closely with senior stakeholders across the business. The brand have an excellent reputation in WA and with their superb training and retention of staff, this is a rare opportunity for junior IT professionals in Perth. The Role As an IT Support Officer, you will play a crucial role in providing technical assistance and support to their internal team members, while growing your skillset and assisting in upcoming projects. Your responsibilities will include: Providing L1/L2 support to end-users, troubleshooting hardware and software issues Managing and resolving help desk tickets in a timely manner Assisting in the installation, configuration, and maintenance of IT systems and applications Collaborating with other IT team members to escalate and resolve complex issues Documenting processes, procedures, and resolutions for knowledge sharing Assisting in upcoming projects surrounding ticket analysis and automation processes Skills and Experience Bachelor's degree in IT, Computer Science, or Software Engineering Proven experience in a Service Desk or Technical Support role Strong knowledge of MS Basic understanding of networking concepts Excellent problem-solving and communication skills Ability to work independently and in a team-oriented environment What’s on Offer Dynamic and supportive work environment with a collaborative team spirit Opportunities for professional development and growth Opportunities to support project work with senior engineers from time to time Company benefits and flexible working arrangements How to apply? If you are interested please click the link below or send an updated resume to mmcveigh@sharpandcarter.com.au.
Attractive salary of $75,000 + Superannuation Work close to home in Melbourne's western suburbs Ability to work in a supportive working environment | Facilitate your growth The Organisation Our client is a market leading organisation that is recognised on a global scale, who are seeking a highly motivated and skilled accounts receivable officer on a full-time permanent basis in Melbourne's western suburbs of Altona North. The ResponsibilitiesThe duties of the role will consist of the following, however not limited to: Credit applications and notes Financial reporting Issuing and generating invoices Allocate & Receipt payments Customer related queries & concerns Collections Other ad hoc duties The Ideal CandidateThe successful candidate will obtain the following attributes, however will not be limited to: Has previous experience within a similar accounts receivable role Has previous studies within accounting & finance Is looking to continue their growth within the accounting space Has the ability to work within a team environment and work collaboratively High attention to detail What's On Offer? Attractive salary of $75,000 + Superannuation Work close to home in Melbourne's western suburbs Ability to work in a supportive working environment | Facilitate your growth Take the next step within your accounting career For further information, please contact Durras Seccull at dseccull@sharpandcarter.com.au
The Company Our client is an instantly recognised global retail group who is undergoing exponential growth. They are one of the key leaders in their specialist field. Backed by their listed European parent company, recent investments in their brand has seen their market share take off, growing to well over 300 stores nationally with further expansion plans in place. This role best suits someone who is an ambitious, go-gotten looking to advance their career in a capable, high performing team with a strong possibility for permanency. The Responsibilities Reporting to the Finance Manager, your responsibilities will include (but are not limited to): Prepare and review month end processing including reconciliations and journal entries. Consolidate monthly, half-year and year end accounts and report packs cashflow forecasting Identifying and implementing process improvements Maintain control analysis and provide commentary and insights on consolidated P&L Assist with budgeting and forecasting Preparation of Income tax including FBT and BAS Review and maintain internal controls Assist with External Auditors Review and assist with process improvements Skills and Experience Prior experience in a large, complex Retail/FMCG/Manufacturing experience will be highly regarded Strong technical acumen & cross functionally collaboration with a 'solution' mindset CA/CPA qualified or working towards Excellent communication and interpersonal skills Ambitious and eager to learn - our client is big on mentorship & coaching! Additional Benefits Value add role with high level of exposure to senior management Parking on-site Friendly and collaborative team environment How to Apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Anchal Sachdeva at asachdeva@sharpandcarter.com.au, quoting AAS2579
Why should you apply? As the National Logistics Manager, you will play a pivotal role in shaping and executing the strategic direction of the supply chain operations and business growth. Your leadership will directly impact the short and long term success of the business by delivering efficiency, cost-effectiveness, and quality outcomes. This is a rare opportunity to join the executive team of a dynamic National food manufacturer that is embracing technology and automation to maintain their place as Australia's number one supplier within its category. More information about the company This Australian-based company focuses on the production and distribution of high quality food products. As one of Australia's most trusted companies, they are known for their commitment to providing healthy nutritional products to millions of families across the world. With a head office based in Regional VIC, they supply products through domestic retail, wholesale and international markets. Further details about the role The National Logistics Manager will provide executive leadership and specialist Logistics expertise to the organisation, as it embarks on a new phase of transformation and growth. Key responsibilities include: Develop and execute a comprehensive Logistics strategy aligned with business objectives and industry best practices. Lead and inspire a high-performing Logistics team, fostering a culture of collaboration, innovation, and continuous improvement. Driven best in class logistics operation to ensure seamless and efficient distribution of food products to both domestic and international markets. Drive operational excellence, cost-effectiveness, and quality improvements throughout operation Cultivate and manage strong relationships with Logistics providers and the broader operation, including Manufacturing, S&OP, Sales & Marketing, Finance etc Negotiate contracts, terms, and agreements to maximize value and mitigate risks. Identify opportunities for process optimization and cost reduction Implement best practices and innovative solutions to enhance overall performance of operation The ideal candidate for this position will have experience in the following: Proven experience in a Senior Logistics (warehouse and transport) leadership role (open to industry) A track record of improving productivity across the chain, including DIFOT Experience consolidating domestic sub-contractor network to reduce operating costs and improve efficiencies Strong leadership skills and demonstrated experience of coaching, developing and succession planning Excellent analytical, problem-solving, and decision-making skills. Exceptional leadership and team management abilities. Effectively navigate ambiguity with resilience. To apply online, please click on the apply function. Alternatively, for a confidential discussion, please contact: Lewis Ironside on 0435 824 108 or lironside@sharpandcarter.com.au
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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