Advertise everywhere at once.
One ad, every board, one click. A listing per site.
Hiring support workers
Your support worker just resigned. From Monday, about $2,000 a week of funded hours goes unclaimed*
Your ad live on multiple job boards today. Every applicant screened for the clearances and the temperament the work actually takes. A shortlist worth interviewing inside a week.
Built by recruitment veterans. Money back if the shortlist isn't worth interviewing.
Sound familiar?
Two workers left in the same fortnight.
Same participants, same hours, and the roster now has holes your coordinator is filling herself.
You won a package you can't staff.
Funding approved, plan agreed, family waiting. The hours sit there unclaimed until someone's hired.
The last hire lasted eleven weeks.
Lovely in the interview. Two complaints and a resignation later, you're onboarding again and paying for it again.
You've just re-posted the same ad.
Same ad, same board, same forty CVs, most of them already working two casual jobs and after a third.
The maths
~$2,000
a week of funded hours unclaimed per vacant full-time roster line
8 to 12 weeks
to fill a support worker role in tight markets
17 to 25%
of the workforce turning over every year
$2,130 to $3,320
to onboard one hire, paid again every time one doesn't stick
Modelled on 30 billable hours a week at the standard weekday NDIS price limit. Fill times from Jobs and Skills Australia and Sydney provider data; turnover and onboarding from the NDS Workforce Census. Sources on "The Roster You Can't Bill".
Most businesses lose money on work that might have come in. You lose it on work that's already funded. The one lever you control is how many weeks the line stays empty.
How most providers hire now
A worker hands in notice. The coordinator re-lists the old ad on SEEK between shifts, because that's where the last one came from.
Forty applications land in a week. Availability gets checked first. Clearances second. Temperament never, because there's no time and no way to.
Whoever can start Monday starts Monday. The real screening happens on shift, in front of a participant.
It works often enough that nobody fixes it. Then a complaint lands, and the seat is empty twice.
You've run this play before. The worker who was warm in the interview and couldn't cope with a hard afternoon. The one you kept too long because an unstaffed shift was worse. Somewhere along the way you started to wonder whether the good ones are all already taken.
The interview can't see hour six of a hard shift.
You're hiring the way everyone without a recruitment team hires. A CV that says they can work Tuesdays, a clearance check, and a twenty-minute chat.
The chat tells you who's pleasant for twenty minutes. The roster needs someone steady at hour six, when the participant isn't having a good day and nobody's watching.
The fix is a personality profile of the job itself, built before you advertise, with every applicant measured against it instead of against how they came across on the day.
We watched rosters get filled for twenty-five years before building this.
The team behind GrowMyTeam has built recruitment software since 2000, trusted by thousands of recruiters, a good many of them staffing care.
Twenty-five years of watching which workers stayed and which didn't is why the platform profiles for temperament, not just tickets. GrowMyTeam is that lesson, pointed at providers that do their own hiring.
The first week with GrowMyTeam
Every step below exists so the person who can start Monday doesn't win by default.
Day 1, afternoon
Define what good looks like.
The platform asks about the role in plain language and builds the ideal candidate from your answers: the clearances the role needs and the temperament it takes. Steady under a hard day, patient with repetition, calm when a participant isn't. Decided before a single CV arrives.
Day 1, still
The ad writes itself from the ideal candidate.
Job description and ad generated from that profile, in your words after a quick edit, written to attract someone who'll last rather than anyone who's free. No 2021 ad with the award rate changed.
Day 1, evening
Live on multiple job boards in one click.
SEEK, Indeed, LinkedIn, Adzuna, Glassdoor and the rest, from one screen. Multi-site services get a listing per suburb. The workers who never open SEEK see your ad on the board they do use.
Days 2 to 7
Every applicant answers screening questions on the way in, and the AI reads all of it.
Worker screening check, working with children check, first aid, licence and own car, availability across the roster, longest placement held and why it ended. The answers, the CV and the ideal candidate go through the AI together. It scores every applicant, ranks them, flags the strongest and pushes the ones missing clearances to the bottom with the reason attached. Sixty applications become twelve worth your time. You read twelve.
Days 2 to 7, in the background
Nobody gets ghosted.
Acknowledgement inside the hour. Status updates when the shortlist is set. In a market where the applicant who waits nine days for a call has taken shifts elsewhere by day four, that's your pipeline protected.
Days 5 to 7
The shortlist takes a ten-minute personality profile.
The twelve worth your time complete a DISC profile. The platform matches each one against the temperament the job takes and tells you, in plain language, how they handle pressure, whether they'll follow a care plan or freelance it, and where they'll struggle. The warm one and the right one are not always the same person.
Day 8
Interview five people instead of forty.
A structured interview guide for each candidate, built from their profile and the gaps in their CV, so you compare answers instead of impressions. Reference checks sent and returned in writing. Every ranking, decision and referee answer on file, which is the record you'll want the day the Commission asks how this person was chosen.
Then you make the call. The platform never hires anyone. It makes sure the person you put on a participant's roster earned the place.
Hiring support workers, screen by screen
The first week above, one screen at a time.
Screen automatically.
AI scoring against the ideal candidate, with the reasons attached.
Answer every applicant.
Acknowledgements and status updates, sent for you.
Profile for temperament.
A DISC profile of the job, then of every shortlisted candidate.
Interview with a guide.
The same structured questions for every candidate.
Reference checks and the record.
Written references, and who decided what, on file.
Day eight, from where you're sitting.
Five interviews booked, all against the same questions. You already know which two you'd roster before they walk in.
The line is filled inside the month. And when the new worker is still there a year on, and the incident log stayed quiet, you know why. You hired the temperament, not the availability.
Who this is for
This is for you if
- You run funded, rostered care. NDIS, aged care, home care, early learning.
- Thirty to three hundred staff and no HR team. The office manager does hiring as her second job.
- Hiring is always on. Two or three support worker ads a quarter, every quarter.
- You'd rather own the process than hand it to a labour-hire agency and pay the margin forever.
It isn't if
- You want the platform to make the decision for you. It ranks and explains. It never hires.
- You need someone on a shift by Friday. The first week is fast, but it is still a week.
- You only ever staff from an agency casual pool. This is for building your own team.
The cost comparison
Labour hire or agency
An hourly margin on every shift, forever, or 15 to 20 percent of package per permanent placement. You still interview everyone, and the worker's loyalty is to the agency.
Do it yourself
Free, if your coordinator's evenings are free. The process from the top of this page, with the same odds and the same incident log.
GrowMyTeam
Your first month, with the first hire done with you, for less than a fortnight of unclaimed hours. Every board, every applicant screened, structured interviews, and a record of every decision.
The Kick-start
Your first support worker hire, done with you.
The Kick-start is your first month on the Essentials plan. We set the system up for you and run the first hire with you on three one-hour online calls, the way the first week above describes. Then you run two more yourself, in the same month.
- Your first month on the Essentials plan, every feature included
- Your account, ideal candidate profile and first role set up for you
- Three one-hour online calls with our team: setup, screening and selection
- Two more job credits to run yourself in the same month
- Unlimited applications, DISC profiles, interviews and reference checks
After the first month, we'll help you pick the plan that fits your roster. No pressure.
Once off
$499
USD, excl. local taxes
No risk
Money back guarantee
If the shortlist isn't worth interviewing, tell us within seven days of your screening session and the $499 comes back. You decide, not us.
Kick-starts are limited. We take a small number each month.
Related reading
FAQ
Got a roster line sitting empty right now?
Every week you wait is another two thousand dollars of funded hours you can't claim. Start the first hire now, and if the shortlist isn't worth interviewing, you get your money back.