PRA SCREEN_SYDNEY

CAPABILITY STATEMENT
SYDNEY | MELBOURNE | BRISBANE

2 PRA DIGITAL | CAPABILITY STATEMENT
CONTENTS
Introduction 3
Bios 4
Roles We Recruit For 10
Recommendations 12
Insights 14
Conclusion 20
Key Trends 22
Contact Details BC
1

INTRODUCTION
PRA Digital is the natural evolu-
tion of the PRA core business.
Our dedicated team of highly
networked consultants live and
breathe everything digital. The
combination of passion, knowl-
edge and a consultative approach
means we are the digital recruit-
ment partner of choice for many
of our clients. Operating across
client side, consultancy, agen-
cy and media organisations our
team always try to source locally
first but are equally skilled at at-
tracting global talent to Australia
when the situation requires.
We have built a business model
that allows us to cope with the
fast pace turnaround that digital
often throws at you without sac-
rificing the quality. Whether you
need a MEAN Stack Developer for
an aspiring start-up or a Director
of Digital, PRA Digital help you
hire key individuals to build and
scale up your digital capability.
We are a team of senior and ex-
perienced consultants that look at
recruitment as a partnership. We
are here to help, guide and intro-
duce you to top talent via estab-
lished networks that help to en-
hance your brand and company.
We practice what we
preach to ensure you have
aperfectexperiencealong
the process”
3PRA DIGITAL | CAPABILITY STATEMENT2 PRA DIGITAL | CAPABILITY STATEMENT

BIOS JAMES MADDOCK | SYDNEY
As part of the new PRA Digital team I have fo-
cussed on the UX/UI and front end development
market. I’ve found UX/UI is one of the most in-
teresting, freshest and dynamic, although not
to mention challenging areas in Australia’s IT in-
dustry. With the field of UX still in its infancy the
adolescent phase is something I want to be part
of, contributing to its cultivation. This area spans
across industries; in order to succeed companies
are starting to adapt and recognise the vital place
UX has in their future. The diversity in the roles,
whether design or research focused client, agency
or start-up keeps the area as vibrant as innovation
should be.
After 4 years of recruitment in the UK in the phar-
maceutical sector I felt it was time for a change of
scenery from a professional and personal stand-
point. After doing some travelling around South
East Asia, New Zealand and Australia I became
part of the cliché that many Brits seem to fall into
and decided not go home.
One of my greatest passions is snowboarding and
now being in the Southern Hemisphere my to do
list includes Queenstown, Japan and Thredbo…
feel free to pass on any recommendations.
LLOYD YOUNG | SYDNEY
Being one of the few Aussie born and bred recruit-
ers, coupled with over 5 years’ experience in the
IT space I bring a unique skill set to my valued cli-
ents. My customers describe me as being highly
personable, a lateral thinker, able to find high qual-
ity candidates and genuinely caring about what I
do. I’m not the sort of recruiter that just fills jobs
and runs, I want to partner up and help you in the
long run. I also frequently stay in touch with can-
didates I have placed because I place the type of
people who are genuinely great people with the
right skills for the job.
I have worked across a number of industries in my
career but have recently had success in the Health
space from an IT perspective. I also have estab-
lished networks in other industries and am capable
across most IT positions due to my experience.
I could carry on writing however would prefer to
chat to you further, so get in touch! I can tell you
about how I’m an excellent rock climber or how I
have created my own craft beer line.
JAMES GILDON | SYDNEY
As Manager of the Digital team in Sydney I set out to grow and
develop a team of experienced and passionate consultants that
share the same ethos as me. My passion and depth of knowl-
edge came from University where I studied Multimedia, now
called Digital.
I am a skilled recruitment professional focused on delivering
high calibre talent to organisations seeking to grow their digital
teams and footprint. I have been successful in bridging the gap
for clients who wish to evolve their digital roadmap by work-
ing on their strategy plan in addition to talent needs. This has
created beneficial partnerships throughout my career and has
helped me become a known industry figure within Sydney and
the Australian market.
Over the past three years PRA Digital have grown from strength
to strength and will grow further. I lead a team of five consul-
tants who cover all ends of the digital spectrum from Emerging
Technology, Marketing, Sales, Design and Media.
Over recent years I have developed a large network of digital
professionals, which has helped me build digital teams from the
ground up, from small start-ups right the way through to large
tier one enterprises. My passion lies within Strategic Design
and Innovation and I believe in businesses creating a consistent
customer experience to their brand across all touch points pro-
viding a profitable business outcome. I will often work end to
end across Strategy/Advisory, Experience Design, Product and
Commercials and Product Development within the Media and
Consultancy space.
54 PRA DIGITAL | CAPABILITY STATEMENT PRA DIGITAL | CAPABILITY STATEMENT

GUY NARDO | SYDNEY
I was lucky enough to join the new PRA Digital
team with the vision and responsibility to develop
the Digital Marketing and Ad tech space. Building
a market from scratch is not for the faint hearted,
much like my passion and former professional
golfing career that took me abroad to the States
at a young age. This experience has grounded
me, and has given me the drive and determina-
tion to be the best at what I do in Recruitment. I
am passionate about Recruitment and customer
experience; this and my interest in digital market-
ing as a whole is a perfect fit. Knowing the lack
of specialist recruitment experts in Search (SEO,
SEM), Programmatic, and PPC including the ad-
vertising/media space I have made it my mission
to be the leader in this field.
With the digital marketing and media industry
growing rapidly and moving at a fast pace, my in-
tegrity and openness creates a positive candidate
and client experience. I am skilled at identifying
talent for your business that aren’t in the usual tal-
ent pools.
When I’m not in the office or meeting clients you
can find me either on the golf course, watching nu-
merous sporting events or working on my online
apparel sports luxe brand.
LINDA STEPHENS | SYDNEY
Candidate search and management is my passion,
I get a kick out of assisting companies of all sizes
solve their business problems and helping candi-
dates to progress their careers.
My areas of specialty are Project Services, web de-
velopment, mobile development, UX and UI roles.
My network is international, and growing dramati-
cally on a daily basis.
I pride myself on my consultative approach to re-
cruitment and feel it is a key factor in my success.
I am not here to do spot business but to build long
lasting relationships with candidates and clients
alike, allowing me to solve business problems and
progress careers on a long term basis. Essential to
this approach is my network, which I utilise across
multiple channels to fulfil requirements.
I have recently engaged in placing digital profes-
sionals into permanent, contract and freelance
positions mainly within the telecoms, media and
agency markets.
7PRA DIGITAL | CAPABILITY STATEMENT

CARRAH JORDAN | BRISBANE
I have been working as a Brisbane based Account
Manager across the IT and digital industry for
5 years. I have developed a devoted candidate
base and loyal client following through my com-
mitment to tailoring resource solutions specific
to both parties requirements. My proficiency lies
in identifying best candidate and client fit by not
only considering technical capabilities and re-
quirements, but also in ensuring best cultural and
team fit.
During my time in technical recruitment I have
found that the more I know, the more passionate I
become about the people I work with and the cli-
ents I deliver for. The work that is being conducted
in the digital space is ever evolving, and not only
does it keep me on my toes, it allows me to con-
nect with some of the brightest minds in Brisbane.
The way that technology affects all of us is greater
than any of us can ever know, and that fact alone
drives me to continually learn, grow, and deliver
best practice to the industry as a trusted recruiter.
The way that technology affects all of us is greater
than any of us can ever know
Specifically, I match my clients with exceptional
Web Developers, Digital Business Analysts, Project
Managers, Designers, Consultant & Digital Market-
ing specialists. Candidates appreciate my proac-
tive approach to unlocking opportunities for their
career advancement.
GEORGINA HUBBARD | MELBOURNE
I have been with PRA for over 2 years. Originally
from the UK I moved to Melbourne 4 years ago
and have worked within recruitment ever since.
I specialise within the digital space and over my
career have built up an extensive network of
over 1000 contacts. You will see me regularly at
networking events meeting new talent, gaining
knowledge and contacts in my area of expertise
which include; UX,Digital Designers ,Web, software
developers & Front End Developers
On a day to day basis I meet with top talent often
referred to me through my network. My passion
and knowledge of my market drives my success. I
am diligent and thorough in all aspects of the re-
cruitment process. I am always looking to grow my
network and I do this by asking for referrals, linked
in, and network events.
I don’t like to do business over the phone so when
I can I always try and meet with hiring managers;
to pick up detailed job briefs and get a feel for the
culture. From there I will short list the best candi-
dates for the job and move quickly as top talent
doesn’t stay on the market for long! Through the
process I manage candidates and client’s expec-
tations so that when an offer is made both parties
are happy.
With over 4 years’ experience recruiting for IT pro-
fessionals I can offer the best service to my clients
and candidates by having extensive knowledge of
my market. I fill both contract and permanent op-
portunities. I now focus my energy in the Digital
Market and really enjoy recruiting in this space.
ANDREW MURRAY | BRISBANE
Being fortunate to join the PRA team after work-
ing with a larger agency I have embraced our per-
sonalised service and genuine care for clients and
candidates. I have enjoyed building strong part-
nerships within the Brisbane market and helping
clients to find the best talent within IT and Digital
markets. I like to help clients and candidates bet-
ter understand the market and continue to add
value throughout the recruitment process.
I like to take a consultative approach to our re-
cruitment and understand the needs to better
deliver a great customer service. Using our great
supportive team to work together and change as
many lives as possible. We have established a rep-
utable and strong workforce full of great talent to
ensure our clients have great outcomes and high
performance teams.
The areas of focus for me are around Develop-
ment, Design, Digital Marketing, Business Analysis,
Senior Technology and Digital Managers and Dig-
ital Sales specialists. By taking an honest friendly
and no-nonsense approach we are able to ensure
our clients and candidates go away happy and
confident that they are in capable hands.
When I am not busy in the office you will find me
playing sports including Aussie Rules and golf,
networking throughout Brisbane, at the gym or
having a Pale Ale or two.
SARA BEGLEY | MELBOURNE
After relocating from Glasgow to Melbourne I
joined the team to focus on building our Digital
Marketing arm here in Melbourne. Operating in a
market that can be very “candidate dry” my focus
has been on developing an excellent candidate
network. My areas of focus include providing
talent to Digital and Media agencies in Melbourne
across all areas from Account Management, Digi-
tal Marketing, SEO/SEM to Social Media.
I have 2.5 years’ experience providing the best tal-
ent in the market to my clients ranging from short
term contractors to long term senior appointment
placements. I also have partnered with clients in
order to build teams for specific projects and have
placed teams in excess of 15 resources.
I have a passion for providing a positive recruit-
ment experience for both candidates and clients.
I strive to find candidates the ideal position and
also partner with my clients to provide a bespoke
service. I am a great believer in finding the best
cultural fit for both candidates and client’s. I im-
merse myself in my clients business to ensure I
present them with the best candidates who are
suited both technically and culturally.

ROLES WE RECRUIT FOR
SENIOR ROLES:
• Chief Digital Officer / CxO / GM
• Director of Digital
• Head of Digital
TECHNOLOGY:
• Digital Project Managers / SCRUM Masters
• Digital BA
• EP’s/ Digital Producers
• IPTV Specific – Video
• Solution / Enterprise / Mobile Architect
• Development Managers
• Front/Back end Developers
• Full Stack Developers (MEAN)
• Open Source
• iOS
• Android Developers
• W7/8
• Digital Analyst
• Data Scientist
• Dev Ops
DESIGN & INNOVATION:
• Strategic Design
• UX/CX/Service Design
• UX Research / IA
• Visual / Brand / Motion / Interaction Design /
User Interface
• Product / Programme / Portfolio Managers
• Creative Directors
• Art Director
MEDIA:
• Account Directors
• Account Managers
• Multi-Channel Marketing
• Media Buying
• Strategic Planners
• Digital Accounts Executive to Director
COMMS & MARKETING:
• Community Manager
• Copywriters
• Social Media
• Digital Marketing
• SEO/SEM/PPC
• Web Anlytics
• Programmatic Trading
• Brand
• Buying

RECOMMENDATIONS
Any designer will tell you good design talent is
hard to find. Over the years James and the digital
team at PRA have successfully placed a number
of design roles for teams, which I’ve led. The team
at PRA seem to have a knack for understanding
the skills and capabilities of design professionals.
It’s this ability that means I’ll continue to work with
PRA in the future..
Abdul
Carrah is hands-down one of the best recruiters
in Brisbane. She has helped me numerous times
finding top-talent with exactly the skills and
experience needed. I highly recommend her”.
Martin
PRA have been a great partner for finding digital
candidates specific to product ownership. James
is very knowledgeable about the digital space and
leverages his networking abilities to ensure we are put
in touch with the right candidates. His willingness to
help with any of our needs is a credit to the company
and himself.
Chrissie
I have had a recent opportunity to interact with
Sara and have been genuinely impressed with her
professionalism and enthusiasm to provide the
best service. Sara is very thorough with all aspects
of the project she is dealing with and you are kept
fully informed with timely updates that leave no
room for any confusion. I have dealt with numerous
recruitment personnel over the years (both as an
employer and a candidate) and have to say Sara
comes far ahead of every one of them in being
trustworthy, reliable and capable of achieving
results in tight timelines. I would thoroughly
recommend Sara if you are looking to recruit/ find
a new role
Anoop
Lloyd played a pivotal role in having me employed
at my current company as their new Customer
Support Manager. Not only through his excellent
interpersonal skills and professional nature but by
way of exemplifying integrity through his actions
and believing in what’s best for his candidates.
Lloyd believes in catering for the needs of his
candidates and will go the extra mile to ensure that
their skill set is directly translatable to the right
role. I would highly recommend Lloyd to my friends
and colleagues should they seek the services of an
excellent recruitment consultant.
Wayne
Linda was great from the first time we spoke.
She took the time to understand my old role,
my skill set and ensure that the roles shown to
me were actually a match to what I wanted and
my experience. Great at keeping in contact and
keeping me updated with progress on roles.
Divya
Guy and PRA have been great to work with,
very attentive and have really taken the time to
understand the needs of the business along with
understanding the digital industry.
Catherine

UX IS CHANGING SO SHOULD YOU! - BY JAMES GILDON
Over the last three years there has been a massive shift within digital
and even more so within design, including UX, CX, Service design, In-
dustrial design, Human Centric design and Interaction design. We have
moved to a world where the user now has more touch points than ever
before. Below are a few observations to keep you ahead:
INSIGHTS
THE CUSTOMER COMES FIRST AND THE EXPERI-
ENCE THEY HAVE WILL DETERMINE THE SUCCESS
OF THE BRAND:
Over the past 5 years we have seen a massive shift
towards customers voicing their opinions. With the
aid of Smartphones/Tablets and Social Media Apps,
customers can share their thoughts on a ridiculous
scale and can hit audiences across the globe more
than ever before.
The days are gone where you can solely just rely
on your brand or product. If the user has a bad ex-
perience, you can be sure you will know about it
through one of the social channels. The brand only
becomes a brand when the user has an experience
with it, be it positive or negative. Businesses need
to make sure the customer always has a positive
experience across all touch points.
YOU NEED TO TAKE RESPONSIBILITY FOR THE
TOTAL EXPERIENCE:
You have a great product and company… is that all
you should care about? Think again...
Talked about all the time, Apple is the one of the ex-
perience innovators of bringing the customer into the
store. They already had amazing products but their in-
store experience is what had people talking. Have you
ever wondered (before it was common) why Apple
offered free Wi-Fi? Ask yourself another question; are
you more likely to go into a shop where there are lots
of people interacting with the product or a shop that
is empty? Whether you are in there as a serious buy-
er or simply in there to check your emails, Facebook
account or simply just piggybacking off the free Wi-
Fi you are naturally drawn into the store through your
curiosity or the familiarity and comfort. Or even that
feeling of being surrounded by other people doing the
same, hanging around, engaging with the product and
becoming a brand advocate.
This process is simply mapping the customer’s jour-
ney from end to end and making sure you have ex-
plored every touch point the user goes through, be
it digital or bricks and mortar. Customers like that
wow factor or surprise so make sure you let them ex-
perience this across all channels. Companies, Brands,
UXD’s need to make sure they think in spaces, not
just pages and sites.
BE A LEADER NOT A FOLLOWER:
A few years ago I held an event on Digital innova-
tion; one of the main points that came from the
Q&A was, in Australia we tend to have one leader
and a lot of followers.
One interesting change that is occurring is the
start-up model being introduced within existing
businesses. Both large and small companies are
pushing for innovation as the start up model al-
lows you to disrupt and become a leader in a core
field quickly. You don’t need to be as big as the
CBA bank to innovate and get ahead of your com-
petitors. Small to medium companies can be game
changers and cause digital disruption in their in-
dustry sectors. Good things sometimes come in
small packages; it is wise to keep an eye out for
talented business like these to grow your service
offering.

PAID SEARCH VS ORGANIC SEARCH - BY GUY NARDO
WEARABLES AT THE POINT OF BOOM – WHY YOU NEED TO
LEARN SWIFT NOW - BY LLOYD YOUNG
Whilst wearable technology in some form has been
around for decades, the industry is very much on
the cusp of its boom stage.
From the humble calculator watch in the 1970’s
to the GPS tracking systems used in professional
sports, wearable technology has always been with
us but only recently has it captured the imagina-
tion of the mass consumer market.
The industry has grown from strength to strength
as the digital age has developed and matured, with
products tracking heart rates and enabling digital
payments very much part of modern life and not
just a James Bond fantasy.
However, as with a number of industries this de-
cade from MP3 players to smartphones, it has tak-
en an Apple product to really kick-start the market.
The Apple Watch has been no different. After ini-
tial scepticism, the ditching of the famous ‘i’ and a
longing for failure from the anti-Apple crowd the
watch has greatly surpassed all expectations from
a sales perspective. On top of this it has greatly in-
creased the value of the overall wearables market
in the process.
At the core of the watch is the Swift programming
language, put together purely for the development
of apps on the device. This isn’t a shrunken iPhone
on your wrist, it is an entirely new product. Having
only been fully released in April this year Swift is
still a relatively new technology in the market and
a limited skill amongst development professionals.
With the device still awaiting its killer app, an An-
gry Birds or Whatsapp that takes the market by
storm, now is the prime time to be learning Swift
as the world figures out how the Apple Watch best
integrates into modern day society.
With a market that’s ready to boom and a lack of
Swift savvy candidates what better time do delve
further into the platform?
Who knows, you could create the app worlds next
big thing.
Many people in the market these days debate what works better, Organic or Paid search? And to most
industry professionals this seems like a simple enough question, but ultimately it is more complex than
many of us think. Both methods have specific benefits and drawbacks, knowing these will allow you to
get the best possible return from your search marketing investment.
Organic Search: Organic search results are the listings of Web pages returned by the search engine’s
algorithms that closely match the search string of keywords. Marketers commonly use SEO and con-
tent assets to get high search engine rankings. The goal is to be on the first page and then move into
the top three rankings for specific keywords over a period of time.
ORGANIC SEARCH POSITIVES
• Trust and credibility: With high search engine rank-
ings comes a perception of credibility on the part
of searchers. High search rankings imply industry
authority and leadership, this perception translates
into more trust and a greater likelihood to click
through to the site.
• Ranking: Once you get high rankings, it’s easier to
keep those rankings. You get authority status and
build the trust of users and search engines.
• Click through rates: For “top of funnel” search
terms or also known as inbound efforts, for exam-
ple social media, email, blog posts, SEO, and white
pages don’t show immediate purchase intent, the
click through rates are better for organic search re-
sults. This top of the funnel method helps to attract
the future prospects, leads and contacts into the
funnel to then close them on the product.
• Inbound marketing: An organic search strategy re-
quires marketers to develop the content assets to
achieve it. This is important for higher involvement
purchases. Users interact with content as they
move down the purchase funnel.
ORGANIC SEARCH NEGATIVES
• Time: Depending on the competitiveness of the
keywords involved, it may take months or years to
get high rankings. Can you wait that long?
• Resources: Getting high rankings requires both cre-
ating content and using SEO tactics to achieve it.
That can be difficult, frustrating and time consum-
ing. Either internal staff or external contractors are
needed for both these functions.
• Paid Search (PPC): Paid search results are adver-
tisements. The ads are typically displayed above
and to the right of organic search results. The ex-
act placement of the ads is determined by both a
bidding process and quality score. The advantages
and drawbacks of paid search are often the oppo-
site of organic listings.
PAID ADS (PPC) POSITIVES
• Targeting: PPC campaigns can be tailored to reach
specific audiences. Examples of segmentation in-
clude geo-targeting, income, age, educational lev-
el, marital status, industry, etc.
• Click through rates: Searches using terms that
denote high purchase intent such as product or
brand-specific keywords will get more clicks than
organic results.
• Time: Unlike organic search rankings that can take
months or years, paid results are placed at the top
of rankings as soon as you pay for ad placement.
PAID ADS (PPC) NEGATIVES
• Cost: The more competitive the keyword, the more
the bid price is for each click on the displayed ad.
Paid search requires a level of expertise to manage
these campaigns. Otherwise a lot of money will be
spent to attract unqualified traffic.
• Momentary: The ads disappear as soon as you stop
paying for them.
• Distrust: Consumers don’t always trust paid ads
and often avoid them. They place more trust in or-
ganic rankings.
Still unsure of what works best for you? Whether
you opt to use the organic search method or paid
search it will be entirely dependable on your busi-
ness’s needs. If you still question what works for
you, together is always better. Businesses benefit
from using both organic and paid search methods,
the benefits of using this are that the business
gains credibility through organic rankings and is
provided with immediate top of the page listings
with the paid search (PPC).

21
WHAT IS ACTUALLY PAID FOR IN RECRUITMENT? - BY JAMES MADDOCK
Find someone who fits this job description, how hard
can it be? On the surface due to the level of connec-
tivity we now enjoy you would think no problem.
“They need this skill, experience in leading teams
and are able to code in this language. Our compa-
ny culture is collaborative and encourages a good
work/life balance. Salary is X with potential for pro-
gression in Y”. Just type in a few of the buzz words
into linked in, send some emails and see what comes
back, CVs across, interview and placement. Simple.
If I was in the position of a hiring manager and found
out that the process was that simple I don’t think I
would even be prepared to pay the “Recruiter” the
cost of their internet subscription. The rise of Linke-
dIn has created a tool giving employers the option
to do a large portion of the recruitment process
themselves. The online networking giant is now ap-
proaching 400 million users globally - you would
think with some certainty that the right person for
the job can be found. It’s no secret and many com-
panies have recognised this, bringing recruitment
in-house looking to reduce costs and essentially
getting their team to trawl the networks connecting,
in-mailing and finding the right skill-sets.
This method has not just been adopted by the inter-
nal corporate teams; many agency recruiters have
taken to this being their primary method of contact
with candidates, picking up a job and hitting the
“connect” button hard. What this has led to is the
generic mass spamming by thousands of recruiters
worldwide, to those not even looking for a position
but simply registered on LinkedIn.
I am sure anyone from a professional background
who has signed up to LinkedIn has experienced the
scenario of being approached by multiple recruit-
ers however many times a day all saying the same
generic introduction. After a period of time of the
same bombardment, the urge to open let alone re-
spond to any of these emails will almost certainly
reduce to zero. For those in more senior and niche
positions that are highly sought after the level of at-
tention must become annoying and many have tak-
en the option of removing their LinkedIn accounts
altogether. How can the “LinkedIn Recruiter” exter-
nal or internal interact with the people they are look-
ing for?
In ancient times the recruitment professional/
head-hunter was the primary avenue that employ-
ers utilised as a means of hiring mid to senior-level
and niche talent. They were hiring these head hunt-
ers not just due to the large networks of talent they
had access to but for everything else that can only
come with in depth knowledge of the people they
are representing. The industry they are working in
and the advice they can provide, thus ensuring the
right person not only accepts the offer but also stays
in the position.
The network (or know how many LinkedIn connec-
tions someone has) really is just the tip of the ice-
berg and it is only as good as the information held on
it. The professional recruiter would not just expand
their connections but develop and fill it with details
about these people, not just salary bandings and
skill sets but further detail. The ability to relocate,
the concerns around doing so, consideration of oth-
er family members, pets, costs of living, motivations
for leaving their current roles – the list goes on. The
recruiter would know their candidates, what type of
people they are and what type of companies they
would fit well into. It was and still is this information
that is truly valuable. Recognising the talent, nurtur-
ing that relationship and being able to guide them
to the ideal opportunity in as seamless a process as
possible is the essence of the professional recruiter.
The only way to develop these relationships is by
talking to people, and picking up that vital piece of
kit, the phone. These relationships are not built
over the course of a single job search they can be
years in the making, recognising talent, taking note
of their interests and finding the right company is
not something that is always done over a few weeks.
The chances are that the talent, whilst recognised, is
not looking to leave their current job at that partic-
ular time (unless the recruiter has a vastly superior
opportunity). It is unlikely the role will be enough
to tempt someone into risking their career and
changing employer, unless they are already unhappy
in their current position. Only by knowing enough
people in enough detail can a service worth the fees
charged by agencies be justified. This comes from
both quality and quantity of information and is de-
veloped with the “proactive model”. Even with this
information, it is the ability to manage both parties in
the process that is valuable. Advising and consulting
both the employer and the employee through the
recruitment phase and beyond is a successful place-
ment made. The breadth and depth of the profes-
sional recruiter’s network is what saves their clients
time and makes the investment worthwhile. This re-
mains as true now as ever.
Whilst LinkedIn is an undeniably helpful tool in the
arsenal, the fact is that nothing will ever replace the
art of conversation, whether face to face or over the
phone people are going to want interaction and ad-
vice in their search for a new career. An email just
doesn’t cut it. The personal touch is what is un-
doubtedly what separates the bad and middling
recruiter to the search professional, the Consultant.
For those with niche skill sets in high demand and
short supply there will always be the need for the
professional consultant able to provide advice and
guidance. For the volume roles that a LinkedIn ad-
vert can be placed for there seems to be a dim and
short lived future.

23
CONCLUSION:
PRA digital has come a long way and we truly believe our passion and drive
to succeed has helped us build some of the best Digital teams in Australia.
With our consultative approach you can be guaranteed you will get expert
knowledge on both the market and the best talent for you and your business.
Below are PRA Digital’s core values that represent who we are and what we
offer to our clients:
ACCOUNTABLE
We have exclusive roles to keep you ahead of your
competition, we guarantee transparent communica-
tion throughout a confidential process.
INNOVATIVE
Recruitment is evolving … so are we. As recognised
thought leaders, we engage with our networks past
the traditional transactional approach. Across our
events, literature and web presence, you stay ahead
of the curve via the opportunity to network with
your peers and chance to gain relevant industry
knowledge.
COLLABORATIVE
Through our local knowledge and mature approach,
you can depend on us as a partner to your business.
MOTIVATED
We take the time to understand your business to
deliver a competitive advantage.
CONSULTATIVE
Our consultants are talented, caring and honest.
This combination gives our customers an experi-
ence on a personal level leading to successful, long
lasting relationships.
20

KEY TRENDS
WHERE OUR CANDIDATES COME FROM:
Headhunts 50% Referrals 20%
Existing Network
20%
Adverts 10%
“The time has changed and we have moved
into a world where recruiters need to rely
on their network more so than ever before.
Gone are the days of just putting up an ad
and sending out in-Mails and seeing what
comes through (thank god). We may be in a
upward turn but you are only as good as the
network you have as speed is of the essence.
With most companies increasing their head-
count, it is the Digital space that is really
seeing the greatest change and increase.
With projects getting the green light there
has been a spike to hirer at the Senior/Lead
end to help manage the increase in projects
resulting in overall growth underneath and a
further increase in contract hires”
THE TYPES OF COMPANIES PRA DIGITAL
WORK WITH
WHERE PRA DIGITAL ARE PLACING CANDI-
DATES
Digital Agencies 20%
Start-ups 5%
Banking & Finance 5%
Marketing 10%
Technology 10%
Media 30%
Consultancies 20%
Senior / Lead 55%
Director Level / CXO 12%
Mid Level 13%
Junior 15%
Grad 5%

MOTIVATION IN WHAT CANDIDATES LOOK FOR:
25PRA DIGITAL | CAPABILITY STATEMENT24 PRA DIGITAL | CAPABILITY STATEMENT
Whilst salary and benefits are a
key motivator it is the company
culture that has seen the biggest
increase and driver in candidates
decision making.
Flexibility in working hours has
seen an increase in work place
motivation; appealing to not only
the family conscious candidate,
but those with other professional
or personal pursuits.

SYDNEY
L10 50 Margaret Street
Sydney NSW 2000
PH: +61 2 8234 3500
MELBOURNE
L13, 356 Collins Street
Melbourne VIC 3000
PH: +61 3 8637333
BRISBANE
L4, 225 Montague Road
West End QLD 4101
PH: + 61 3071 7222
PRA DIGITAL CONTACT LIST:
SYDNEY
James Gildon - 02 8234 3521
james.gildon@pra.com.au
Lloyd Young – 02 8234 3530
lloyd.young@pra.com.au
James Maddock 02 8234 3551
james.maddock@pra.com.au
Guy Nardo – 02 8234 3522
guy.Nardo@pra.com.au
Linda Stephens - 02 8234 3511
linda.stephens@pra.com.au
MELBOURNE
Georgina Tite – 03 8637 3341
georgina.tite@pra.com.au
Sara Begley – 03 8637 3342
sara.begley@pra.com.au
BRISBANE
Andrew Murray - 07 3071 7212
andrew.murray@pra.com.au
Carrah Jordon -07 3071 7201
carrahj@pra.com.au

PRA SCREEN_SYDNEY

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