This page speaks mainly to employers, because that’s who commissions a recruitment search — but if you’re a skilled professional exploring Australian job opportunities, the process below is exactly what happens on your side of it too: pre-screening, skill verification, matching against real roles, and, where a visa is involved, an in-house migration team working your case from the same organisation that found you the role. If you’d like to register your interest directly, see Register with MYAC.
How we recruit
Recruitment done well is a discipline, not a database search. MYAC runs a structured process across every placement — screening, matching, documentation and, critically, the follow-through that most recruiters don’t budget time for: making sure the hire actually stays. That process has been refined over years of placing people into roles where the visa dimension makes a bad match far more costly than it would be for a purely domestic hire. Get the match wrong on a sponsored role, and the cost isn’t just a resignation — it’s a stalled sponsorship, a compliance question, and a workforce gap that can take months to close again.
Our candidate network
MYAC maintains a pre-screened database of more than 10,000 candidates spanning trades, hospitality, healthcare, engineering and a range of other skilled occupations. “Pre-screened” is doing real work in that sentence: every candidate in our network has already been assessed for genuine skill level, relevant experience and, where the occupation calls for it, practical competency — not just interviewed once and filed. When you engage MYAC for a role, you’re not starting a search from zero; you’re drawing on a network we’ve already done the qualifying work on.
Talent acquisition and screening
Before any candidate enters our active database, they go through an intensive screening process. For
many occupations, that includes documentation and reference verification; for hands-on trades and
hospitality roles, it can mean a genuine practical assessment — a chef demonstrating their skills in a
working commercial kitchen is a materially better test of competency than a CV claim. This is the
foundation every subsequent stage of the process depends on, and it’s the step that’s easiest to cut
corners on when speed is the only priority. We don’t cut it.
Matching to the role, not the job title
A genuine understanding of the client’s needs comes first — the specifics of the role, the team it sits in, and the working environment a candidate needs to succeed in, not just a generic position description. From there, we go back into our vetted talent pool and identify the individuals who actually align with that profile, rather than the closest superficial keyword match.
Interview coordination
Interviews are arranged in whatever format genuinely suits the situation — face-to-face, virtual, or
through one of MYAC’s international recruitment roadshows, where employers can meet multiple
shortlisted candidates from our overseas networks in a single, structured event. For roles where
international sourcing is the only realistic option, roadshows materially compress the timeline compared
to running individual virtual interviews across time zones
Offer management
Once a candidate is selected, MYAC helps structure and extend the offer, and manages the negotiation so both sides land on terms that actually work — which, for a sponsored role, has to account for salary threshold requirements as well as market competitiveness. Getting this step wrong — an offer that looks reasonable but sits under the relevant income threshold, for instance — can derail a nomination before it’s even lodged.
Visa sponsorship, handled in-house
This is where MYAC’s model diverges most clearly from a standard recruitment agency. Once an offer is
accepted, our in-house OMARA-registered migration team takes over the visa and sponsorship process
directly with the Department of Home Affairs — assessing eligibility, confirming the correct visa pathway,
and managing the application end to end. You’re not coordinating between a recruiter and a separate
migration adviser on the same hire, comparing notes and hoping nothing falls through the gap between
them.
Integration and onboarding support
A visa grant isn’t the finish line. MYAC provides orientation and settling-in support so a new hire isn’t left
to work out Australian workplace culture, systems and expectations entirely on their own — covering
everything from basic workplace norms to the practical logistics of relocating.
Ongoing engagement and retention
We stay involved after someone starts. Regular touchpoints with both employer and employee mean
small issues get identified and addressed before they become resignation-level problems, and we work
with employers directly on the retention strategies that keep sponsored employees satisfied, committed
and productive well beyond the first few months — which matters as much for the employer’s return on
the sponsorship investment as it does for the employee’s settlement.
The MYAC recruitment process, step by step
- Talent acquisition and pre-screening — candidates are vetted before they ever enter our active database, setting the standard for everything that follows
- Skill verification — skills are assessed against the specific requirements of the role, including practical evaluation for hands-on occupations.
- Initial consultation — we take the time to understand your specific role, team and operating environment before we start sourcing.
- Tailored talent matching — your requirements are matched against our vetted talent pool to identify genuinely aligned candidates.
- Interview coordination — arranged face-to-face, virtually, or through a recruitment roadshow, whichever fits.
- Offer management — we help structure and negotiate the offer so both parties land on workable, compliant terms.
- Migration and visa processing — our in-house OMARA-registered team manages sponsorship and the Department of Home Affairs application directly..
- Integration support — orientation and onboarding so new hires understand Australian workplace culture from day one.
- Ongoing engagement — regular check-ins with employer and employee to catch problems early.
- Retention initiatives — long-term strategies built with the employer to keep good hires committed.
FAQ
Frequently Asked Questions
That’s why we’ve compiled answers to the most common questions we receive to make your experience as smooth as possible.
Can MYAC recruit for a role that doesn't need visa sponsorship?
Yes. A significant share of our recruitment work is entirely domestic, matching Australian-based candidates
to Australian employers with no migration component at all. The same screening and matching discipline
applies regardless.
What industries does MYAC recruit for?
Our strongest track record is in hospitality, aged care, trades and engineering, with growing placement
activity across healthcare and other skilled occupations — broadly, the sectors where Australia’s skills
shortage is most acute.
How does MYAC verify a candidate's skills before putting them forward?
It depends on the occupation. For trades and hospitality roles, that can mean a practical, hands-on
assessment. For other occupations, it means structured reference checks, documentation verification and,
where relevant, confirmation of formal qualifications or skills assessments.
