Client Overview A leading private healthcare provider, specialising in surgical and outpatient care. The organisation employs specialist staff across multiple departments and prides itself on delivering high-quality, patient-centred care. The Challenge The client needed a confidential executive search for a Director of Nursing. Their existing DON was relocating interstate, and the organisation required a seamless transition with minimal disruption to operations and patient care. Finding a candidate with the right leadership experience, cultural alignment and clinical credibility was critical. Our Approach Conducted an in-depth job briefing with the two owners to define essential skills, leadership attributes and cultural fit. Developed a targeted job ad and social media collateral in collaboration with the client. Initiated a strategic headhunting campaign, leveraging our national network of senior nursing leaders. Maintained regular, transparent updates with the client, ensuring alignment at every stage of the process. The Impact 4 days to deliver a shortlist of high-calibre candidates. 2 weeks total turnaround from brief to placement. 100% compliance checks completed before the candidate started. Zero operational disruption reported during the transition. A highly skilled Director of Nursing was successfully placed, bringing immediate leadership impact and cultural alignment. The client could focus on their clinical responsibilities, confident that the transition was managed seamlessly. Client Feedback: The two owners, both surgeons, praised the process as efficient, low-disruption and professionally managed end-to-end. They highlighted our proactive communication and sector expertise as key factors in the successful outcome.
The Brief A longstanding healthcare client urgently required coverage for 54 critical registered nursing shifts across NSW, VIC and QLD, all within two weeks. With tight compliance requirements and zero room for error, they needed a recruitment partner with proven speed, scale and precision. Key considerations: Multi-state logistics: Coordinating placements across three states with varied workforce availability. Speed and volume: Meeting a high-volume request with limited lead time. Strict compliance: Ensuring every nurse met specific credentialing requirements before deployment. The Challenge Filling dozens of critical shifts on short notice is always complex, especially across multiple states. In this case, the client needed fast action without compromising compliance, consistency, or care. Limited lead time to avoid disruption to services National scale requiring seamless logistics High compliance standards for all placements Demand for reliable, ready-to-go healthcare professionals Our Approach We immediately activated our national network of pre-screened nursing professionals. With deep experience in high-pressure, time-sensitive environments, the team: Mobilised resourcing and compliance within minutes of the request. Matched qualified and available registered nurses to the required shifts within 24 hours. Ensured all placements were fully vetted and aligned with the client’s specific compliance and credentialing requirements. Maintained open and responsive communication throughout the process to keep the client informed and confident. The Impact The outcome was fast, compliant and seamless. All 54 shifts filled within 24 hours - across multiple states 100% compliance with client onboarding and credentialing requirements Zero disruption to patient care or internal operations Strong client feedback, praising the speed, professionalism and fit of candidates. Client Feedback “MAYDAY Healthcare is an exceptional agency. Recently, we had an urgent need for registered nurses across various locations, and they impressively filled the roles in less than 24 hours with outstanding candidates. Siobhan and her team are always professional and a pleasure to work with. Despite our unique, fast-paced environment and short turnaround times, they consistently provide excellent service and truly understand our needs.”
Client Overview A leading private healthcare provider, specialising in surgical and outpatient care. The organisation employs specialist staff across multiple departments and prides itself on delivering high-quality, patient-centred care. The Challenge The client needed a confidential executive search for a Director of Nursing. Their existing DON was relocating interstate, and the organisation required a seamless transition with minimal disruption to operations and patient care. Finding a candidate with the right leadership experience, cultural alignment and clinical credibility was critical. Our Approach Conducted an in-depth job briefing with the two owners to define essential skills, leadership attributes and cultural fit. Developed a targeted job ad and social media collateral in collaboration with the client. Initiated a strategic headhunting campaign, leveraging our national network of senior nursing leaders. Maintained regular, transparent updates with the client, ensuring alignment at every stage of the process. The Impact 4 days to deliver a shortlist of high-calibre candidates. 2 weeks total turnaround from brief to placement. 100% compliance checks completed before the candidate started. Zero operational disruption reported during the transition. A highly skilled Director of Nursing was successfully placed, bringing immediate leadership impact and cultural alignment. The client could focus on their clinical responsibilities, confident that the transition was managed seamlessly. Client Feedback: The two owners, both surgeons, praised the process as efficient, low-disruption and professionally managed end-to-end. They highlighted our proactive communication and sector expertise as key factors in the successful outcome.
The Brief A longstanding healthcare client urgently required coverage for 54 critical registered nursing shifts across NSW, VIC and QLD, all within two weeks. With tight compliance requirements and zero room for error, they needed a recruitment partner with proven speed, scale and precision. Key considerations: Multi-state logistics: Coordinating placements across three states with varied workforce availability. Speed and volume: Meeting a high-volume request with limited lead time. Strict compliance: Ensuring every nurse met specific credentialing requirements before deployment. The Challenge Filling dozens of critical shifts on short notice is always complex, especially across multiple states. In this case, the client needed fast action without compromising compliance, consistency, or care. Limited lead time to avoid disruption to services National scale requiring seamless logistics High compliance standards for all placements Demand for reliable, ready-to-go healthcare professionals Our Approach We immediately activated our national network of pre-screened nursing professionals. With deep experience in high-pressure, time-sensitive environments, the team: Mobilised resourcing and compliance within minutes of the request. Matched qualified and available registered nurses to the required shifts within 24 hours. Ensured all placements were fully vetted and aligned with the client’s specific compliance and credentialing requirements. Maintained open and responsive communication throughout the process to keep the client informed and confident. The Impact The outcome was fast, compliant and seamless. All 54 shifts filled within 24 hours - across multiple states 100% compliance with client onboarding and credentialing requirements Zero disruption to patient care or internal operations Strong client feedback, praising the speed, professionalism and fit of candidates. Client Feedback “MAYDAY Healthcare is an exceptional agency. Recently, we had an urgent need for registered nurses across various locations, and they impressively filled the roles in less than 24 hours with outstanding candidates. Siobhan and her team are always professional and a pleasure to work with. Despite our unique, fast-paced environment and short turnaround times, they consistently provide excellent service and truly understand our needs.”
Hiring in aged care and community services isn’t one-size-fits-all. Residential aged care, home care and NDIS services may sit under the same umbrella, but the skills, mindset and workforce risks in each are very different. Getting this wrong doesn’t just impact rosters. It affects continuity of care, compliance, client outcomes and team morale. Here’s what hiring managers need to know when building teams across each model. Residential Aged Care: Consistency, Clinical Confidence & Team Fit Residential aged care runs on structure, routine and teamwork. Staff are caring for residents with higher acuity needs, often in regulated, fast-paced environments where clinical confidence and reliability are non-negotiable. What matters most when hiring: Experience in residential or acute-style settings Strong medication management and documentation skills Comfort working within strict policies, procedures and accreditation standards Ability to collaborate under pressure as part of a larger care team Common hiring mistakes: Prioritising speed over experience Assuming home care or disability backgrounds will automatically translate Underestimating the importance of shift reliability and roster stability The right hire here is steady, structured and clinically confident, not just caring. Home Care: Independence, Emotional Intelligence & Trust Home care is deeply personal. Your staff are entering clients’ homes, often working alone and building one-on-one relationships over time. Success here relies less on task execution and more on judgment, communication and consistency. What matters most when hiring: Proven ability to work autonomously Strong communication and interpersonal skills Respect for client independence, privacy and routine Reliability - missed visits have a direct impact on client wellbeing Common hiring mistakes: Hiring clinically strong candidates who struggle without team oversight Underestimating the emotional labour involved Overlooking cultural fit and values alignment In home care, trust is everything and the wrong hire is felt immediately. NDIS: Adaptability, Boundaries & Person-Centred Thinking NDIS roles require a very specific skill set. Support workers need to balance flexibility with professionalism, compassion with boundaries, and client choice with compliance. No two participants are the same and neither are their support needs. What matters most when hiring: Experience with diverse needs and behavioural support Clear understanding of professional boundaries Strong documentation and reporting habits Adaptability across different participants, schedules and environments Common hiring mistakes: Assuming “support worker” experience is transferable across all participants Underestimating the complexity of participant-led care Not screening for resilience and emotional regulation NDIS hiring is about mindset as much as skill. Why the Care Model Should Shape Your Hiring Strategy Many workforce challenges stem from misaligned recruitment, hiring good people for the wrong environment. Residential, home care and NDIS services each require: different screening criteria different onboarding approaches different retention strategies Treating them the same increases turnover, burnout and service disruption. How MAYDAY Healthcare Supports Smarter Hiring At MAYDAY Healthcare, we don’t just recruit “aged care staff.” We recruit for the care model you operate in. Our consultants understand: compliance and accreditation requirements acuity differences workforce pressures unique to each setting what success actually looks like on the floor We tailor our sourcing, screening and shortlisting to ensure the people we place are: technically capable culturally aligned job-ready from day one Hiring across Residential, Home Care or NDIS? Let’s talk about the workforce model that fits your service, not just your vacancy. [Submit Vacancy] [Talk to MAYDAY Healthcare]
