Powering Opportunity
Through Connection

Your Partner for Technology 
& Transformation Talent

At Marlin Human Capital, we support our customers to build high-impact teams that drive business success. Our research-driven, partnership-led approach connects you with mid-to-senior level technology and transformation talent who create lasting impact.

Powering Opportunity
Through Connection

Your Partner for Technology 
& Transformation Talent

At Marlin Human Capital, we support our customers to build high-impact teams that drive business success. Our research-driven, partnership-led approach connects you with mid-to-senior level technology and transformation talent who create lasting impact.

Why Marlin?

At Marlin Human Capital, we deliver a high-touch, white-glove service that treats every assignment as a unique challenge to be solved, and each interaction as an opportunity to grow . Leveraging our research-led approach, and deep understanding of our customer's requirements, we conduct thorough market mapping and tap into our extensive networks to identify the best possible career opportunities and candidates in market.


As trusted advisors, we act with honesty, integrity, and a deep understanding of the technology and transformation landscape. Our focus is on building genuine partnerships, delivering reliable and timely results, and providing a seamless, quality-led and positive customer experience.

Research-led

We treat every assignment as a unique problem to be solved

Trusted Advisors

We are experts in our market. We put partnership first, acting with honesty and integrity

Quality Outcomes

Transparent, efficient, thorough and reliable recruitment, tailored to your needs.

Great To Deal With

We pride ourselves on being friendly, approachable, pragmatic and easy to do business with.

Practice Areas


Expertise That Drives Transformation

We specialise in Technology & Transformation recruitment, connecting businesses across a range of sectors with the talent they need to navigate change, drive innovation, and deliver strategic outcomes.


Our expertise spans Leadership Hiring, Program Delivery, Cloud & Infrastructure, Data & Engineering, Applications & Architecture and Cybersecurity. Marlin ensures that organisations have the best people in place to execute critical initiatives. Whether building high-performing teams or advancing careers, we provide tailored solutions that create lasting impact.

Strategy & Leadership

Where technology drives your business, leadership shapes its success. We engage with high-calibre leadership talent who understand how to align cutting-edge technology to deliver your long-term business goals. These are leaders who show up everyday and inspire engagement, growth, innovation and success.

Strategy & Leadership

When technology drives your business, leadership shapes its success. From CIOs and CTOs to Heads of IT Operations and Engineering, we source visionaries who understand how to align cutting-edge technology with your long-term business goals. These are leaders who don’t just manage but inspire growth, innovation, and transformation..

PMO & Delivery

Complex projects demand seamless execution. Marlin connects you with the best program and project professionals who excel in delivering outcomes. Our candidates are skilled at navigating the intricacies of scope, timelines, and stakeholder engagement, ensuring that your transformation initiatives are completed successfully.

PMO & Delivery

Complex projects demand seamless execution. Whether you need a PMO Lead, Change Manager, or Business Analyst, we connect you with professionals who excel in delivering outcomes. Our candidates are skilled at navigating the intricacies of scope, timelines, and stakeholder engagement, ensuring your initiatives are completed successfully.

Cloud & Infrastructure

Modern business relies on resilient, flexible, secure and scalable IT infrastructure. We specialise in finding Cloud & Infrastructure talent to optimise your operations, systems and platforms, positioning your organisation to adapt and thrive in the digital age.

Cloud & Infrastructure

Modern business relies on resilient, scalable IT infrastructure. We specialise in finding Cloud Architects, Infrastructure Engineers, and DevOps professionals who optimise your operations and position your organisation to adapt and thrive in the digital age.

Data & Engineering

Modern business relies on resilient, scalable IT infrastructure. We specialise in finding Cloud Architects, Infrastructure Engineers, and DevOps professionals who optimise your operations and position your organisation to adapt and thrive in the digital age.

Data & Engineering

Modern business relies on resilient, scalable IT infrastructure. We specialise in finding Cloud Architects, Infrastructure Engineers, and DevOps professionals who optimise your operations and position your organisation to adapt and thrive in the digital age.

Data & Engineering

In today's fast-paced business world, data and engineering expertise is crucial in achieving competitive advantage and delivering actionable insights. Marlin engages with the brightest domain talent to support the development of your software, operations, security and analytics capabilities.

Data & Engineering

Modern business relies on resilient, scalable IT infrastructure. We specialise in finding Cloud Architects, Infrastructure Engineers, and DevOps professionals who optimise your operations and position your organisation to adapt and thrive in the digital age.

Applications & Architecture

The strategic design and implementation of enterprise-level technology architecture, and cutting-edge software applications, drives the delivery of business objectives. We partner with a skilled community of technical experts who bring your technology vision to life.

Applications & Architecture

The strategic design and implementation of enterprise-level technology architecture and cutting-edge software applications drives the delivery of business objectives. We partner with the technical experts who bring your technology vision to life.

Cyber Security

In a world of evolving threats, protecting your organisation is a non-negotiable. Marlin's Cyber Security recruitment practice connects you with the professionals who proactively shield your business from risk and ensure resilience against attacks.

Cyber Security

In a world of evolving threats, protecting your organisation is non-negotiable. Our cybersecurity recruitment services connect you with Security Architects, SOC Managers, and Information Security Analysts who proactively shield your business from risk and ensure resilience against attacks.

Succeeding Together

Succeeding Together is our guiding principle at Marlin Human Capital. We believe that success is built on mutual trust, collaboration and shared ambition. We work in true partnership, with our clients, candidates and one another, to achieve outcomes that create lasting impact. By fostering a culture of integrity, respect and mutual growth, we aim to ensure that every success is a collective one. It is our fundamental belief that when we work together, we go further.

Integrity

Trust is earned, not assumed. We are transparent, honest and ethical. We strive to do the right thing, always.

Relationships
First

We believe in building long-term partnerships with our customers. Everyone that we engage with deserves the same consideration, attention and respect that we would wish for ourselves.

Gratitude

We value every client, candidate, colleague, and our respective achievements. We are thankful for the opportunities we receive to support our partners.

Positive Intent

We bring our best every day, and approach every challenge and opportunity with optimism.

Our Clients

Meet Our Experts

At Marlin Human Capital, we believe that each and every interaction has the potential to power opportunity through connection - for both our clients, candidates, vendors and employees alike.


Led by Umesh Chauhan and Scott Blakemore, our team brings together over 50 years of industry expertise. We have a deep understanding of technology, business transformation and strategic talent acquisition, and a commitment to building genuine partnerships that drive collective success.

Joining Marlin means being part of a high-performance, collaborative environment where you’ll work alongside market-leading recruiters, gain specialist expertise, and have the opportunity to make a real impact.

Whether you’re an experienced recruitment professional, or looking to step into the industry, we provide the tools, mentorship, and growth opportunities to help you thrive and succeed.


Let’s succeed together.

Umesh Chauhan, Founder and Director of Marlin Human Capital, brings over 25 years of expertise in Technology and Transformation recruitment. Guided by Marlin's core values of integrity and building lasting partnerships, Umesh has built a legacy of connecting businesses with transformative technology talent.

Umesh has impressive knowledge and experience in the execution of C-Suite and Executive mandates, as well as the delivery of Project Services and Business Change professionals. Umesh brings in-depth domain expertise in the executive search space across Corporate, Finance, Government, Private Equity, Not-For-Profit, IT Consulting and Professional Services.

Umesh Chauhan

Founder And Director
0434 861 037 umesh.chauhan@marlinhc.com

Umesh Chauhan

Founder And Director

Umesh Chauhan, Founder and Director of Marlin Human Capital, brings over 25 years of expertise in IT leadership and technology recruitment. Guided by Marlin's core values of integrity and relationship-first approaches, Umesh has built a legacy of connecting businesses with transformative tech talent.

Umesh has impressive knowledge and experience in the execution of C-Suite and Executive mandates, as well as the delivery of Project Services and Business Change professionals. Umesh brings in-depth domain expertise in the executive search space across Corporate, Finance, Government, Private Equity, Not-For-Profit, IT Consulting and Professional Services.

Scott Blakemore, Director at Marlin Human Capital, leads our Research, Sourcing and Recruitment Delivery operations. Scott brings over 24 years of expertise in strategic talent acquisition and executive search, having led major global recruitment programs across a number of regions and industry sectors.

Having worked across RPO and in-house as a trusted advisor and member of various P&C leadership teams over the past 15 years, Scott has a deep understanding of the challenges facing organisations in competing for talent, and a keen insight into how we can better partner with our customers to support the achievement of their strategic talent objectives.

Scott Blakemore

Director

0450 313 496

scott.blakemore@marlinhc.com

Scott Blakemore

Director

Scott Blakemore, Director at Marlin Human Capital, leads our Research, Sourcing and Recruitment Delivery operations. Scott brings over 24 years of expertise in strategic talent acquisition and executive search, having led major global recruitment programs across a number of regions and industry sectors.

Having worked across RPO and in-house as a trusted advisor and member of various P&C leadership teams over the past 15 years, Scott has a deep understanding of the challenges facing organisations in competing for talent, and a keen insight into how we can better partner with our customers to support the achievement of their strategic talent objectives.

Umesh Chauhan

Umesh Chauhan, Founder and Director of Marlin Human Capital, brings over 25 years of expertise in Technology and Transformation recruitment. Guided by Marlin's core values of integrity and building lasting partnerships, Umesh has built a legacy of connecting businesses with transformative technology talent.


Umesh has impressive knowledge and experience in the execution of C-Suite and Executive mandates, as well as the delivery of Project Services and Business Change professionals. Umesh brings in-depth domain expertise in the executive search space across Corporate, Finance, Government, Private Equity, Not-For-Profit, IT Consulting and Professional Services

Scott Blakemore

Scott Blakemore, Director at Marlin Human Capital, leads our Research, Sourcing and Recruitment Delivery operations. Scott brings over 24 years of expertise in strategic talent acquisition and executive search, having led major global recruitment programs across a number of regions and industry sectors.


Having worked across RPO and in-house as a trusted advisor and member of various P&C leadership teams over the past 15 years, Scott has a deep understanding of the challenges facing organisations in competing for talent, and a keen insight into how we can better partner with our customers to support the achievement of their strategic talent objectives.

Insights

By Scott Blakemore June 16, 2023
The last 12 months have seen a notable shift in hiring trends across Sydney and Melbourne. Job seekers demand greater work/life balance and seek more meaningful work. Employers need to deliver on business critical transformations against rising costs and financial pressures. Essential for both is flexibility. Amidst this evolution, the true engine of change and innovation remains constant: People. Their talent is the lifeblood that keeps businesses ahead of the curve. So, how can organisations thrive in this dynamic? Contract recruitment. It meets the demands of a changing workforce seeking flexibility and varied experiences and for employers, it underscores a strategic move towards agility and immediate expertise. However, imminent changes to the regulations governing fixed-term contracts, commencing 6 December 2023, will significantly impact the hiring of contractors in 2024 and beyond. Fixed-term contracts will be limited to a maximum of two years, including renewals and extensions, barring a few exceptions. For organisations in the throes of business transformation, embracing contract recruitment isn't merely about staying current; it's about harnessing the power of specialised skills on-demand and adapting swiftly to market shifts. In fact, the latest data from the Bureau of Statistics has revealed 390,000, or 3.4 per cent, of Australian workers are employed on contracts. The question is not whether contract recruitment is valuable, but rather, how organisations can swiftly adapt to these new regulatory changes. 1. The Growing Importance of Contract Recruitment in Technology & Business Change Transformation isn’t just about adopting new technologies or processes – it's about navigating a volatile, uncertain, complex, and often ambiguous environment. This calls for talent that can adapt quickly and bring in fresh perspectives. With global transformation spending expected to reach over $2.3 trillion by the end of 2023, according to the International Data Corporation, businesses are increasingly recognising the need for specialised skill sets to navigate these transitions. The dynamic nature of transformation projects means demand for very particular skills is often sudden – and once a project is complete, those skills may no longer be needed. Companies like Telstra, for instance, have tapped into contract recruitment to facilitate their shift from traditional telecommunications to modern IT services, bringing in expertise on a project-by-project basis. Success hinges on a nimbleness in sourcing the right talent. According to the Australian Bureau of Statistics, the contingent workforce, which includes contract workers, has seen a growth of over 15% in the past five years The meteoric rise of Australian FinTech firms is a prime example. As they pivot towards offering cutting-edge digital solutions, they have consistently relied on contract recruitment to bring in niche experts from global markets, who can integrate advanced technologies and then move on once the project concludes. This is where contract recruitment shines. But what are the tangible benefits of this approach under the new changes to fixed term contract regulations? 2. Benefits of Contract Recruitment for Business Transformation Contract recruitment remains an important employment avenue for organisations. Beyond expertise on-demand, it offers numerous benefits, including speed, flexibility, access to specialised skills, cost efficiency, risk mitigation, and wealth of experience from various industries, offering fresh viewpoints that can disrupt the status quo and foster innovation. Under the new regulations, employers will need to be more strategic in utilising fixed-term contracts, ensuring they align with the specified exemptions, such as engaging employees for distinct tasks involving specialised skills or covering peak demand periods. While the benefits of contract hiring are many and notable, the regulatory change mandates a more strategic approach in utilising contract recruitment, especially for longer-term transformation projects. According to the Australian Bureau of Statistics, the contingent workforce, which includes contract workers, has seen a growth of over 15% in the past five years, showcasing the increasing reliance on temporary skilled talent in the Australian business landscape. Let’s take the tech industry as a case in point. As tech giants in Australia scramble to integrate Artificial Intelligence into their solutions, they need experts who can work on these projects for 6-24 months. These are often roles that didn’t exist a few years ago, and the rush to get the best talent is fierce. It's a double-edged sword: while the potential benefits are tremendous, the pitfalls can be significant. So, what should businesses be wary of when they tap into contract recruitment under the forthcoming legislative changes? 3. Navigating Challenges with New Fixed-Term Contract Regulations The need to align with the new regulations shouldnt be viewed as a barrier, rather employers should plan and prepare for these changes. Employers must ensure compliance by providing a Fixed Term Employment Information Statement and adhering to the contract length limitations and renewal restrictions. Effective strategies to manage this include partnering with recruitment agencies and fostering a contractor-friendly work environment. In some cases, these changes may result in the termination of employment. In this instance, organisations can mitigate the risks associated with termination by focusing on creating an inclusive work environment, and consistently communicating the importance of the contractor's role until the contract concludes. Preparation for Contract Changes: Review Current Fixed Term Contracts: Assess each contract to determine the impact of new rules on extension or renewal possibilities. Evaluate Exemptions: Identify possible exemptions for extending or renewing contracts and seek legal advice if necessary. Plan for Employee Futures: Decide on future steps for employees whose contracts cannot be extended or renewed. Options include contract termination or permanent employment. Employee Consultation: Discuss potential impacts with affected employees, especially those accustomed to regular contract renewals. Assess New Fixed Term Contracts: Consider the feasibility of engaging new employees on fixed-term contracts. This is generally viable for employment needs up to two years, beyond which exemptions should be considered. 4. Consequences of Not Extending/Renewing Fixed Term Contracts Businesses unable to extend or renew a fixed-term contract, and without an exemption, face two primary options: allow the contract to end or transition the employee to permanent status. Ending the contract: If no exemption is likely to be applicable, the business will need to consider what the future plans are for the relevant employees. It would be best practice to consult with any employees that are likely to be affected by the changes, especially those employees who are used to being given periodic new fixed-term contracts each year. The complexities surrounding claims for unfair dismissal, redundancy pay, or notice at contract termination require specialised advice. For contractors transitioning to permanent status employers should consider: Integration into Company Culture: There's a myth that contractors, given their short tenure, might find it more challenging to integrate into the company culture on a permanent basis. To properly assimilate them into the company culture, comprehensive onboarding programs are essential, engage them in team-building exercises, and maintain open communication lines. Overcoming these challenges requires a multi-faceted approach, ensuring the optimal benefits of contract recruitment. 5. Strategies for Successful Contract Recruitment Within Regulatory Framework As businesses prepare for the road ahead, it's paramount to harness strategies that not only address these challenges but also set the stage for successful business transformation via contract recruitment. Clearly Define Roles and Expectations: It's imperative to outline clear deliverables and the scope of work from the outset. Cultivate Strong Relationships with Recruitment Agencies: Seek agencies specialising in your industry. Over time, a strong partnership with these agencies can ensure a steady flow of quality talent. Foster a Contractor-friendly Work Environment: Beyond the paycheck, offer contractors tools, resources, and a conducive environment to ensure they feel valued and integrated. Regular Reviews and Feedback Sessions: Keep the lines of communication open. Regularly check-in to ensure that both parties are aligned with the transformation goals and make adjustments based on feedback. The landscape of business transformation is rife with challenges, but with the right talent strategy, companies can navigate these forthcoming changes with agility and precision. Contract recruitment, with its plethora of benefits, remains a potent tool in an employer's arsenal. For Australian businesses on the cusp of transformation, it's time to rethink talent strategies under the New Fixed-Term Contract Regulations. Embrace contract recruitment, not as an alternative but as an essential part of your transformation journey.
By Scott Blakemore May 25, 2023
There’s no better example of outstanding customer service than the Zappos flower incident. It all started when Zaz Lamarr was looking to return a pair of shoes to Zappos, when she was met with the sudden passing of her mother. Instead of nagging their customer about returning their product, Zappos responded with empathy. The company took the initiative to arrange the pickup procedure of Zaz’s shoes and even sent a bouquet as a sign of condolences. Their customer service team went above and beyond for their customers—and it worked. To emulate Zappos’s example, you need not just stellar employees, but a company culture that rewards that. And to find the best talents, you need to have an extensive hiring process. However, all HR departments know that this is easier said than done. According to LinkedIn studies, 89% of talent are more likely to join a company if recruiters contact them. This goes to show that conventional recruitment isn't cut out for today's new hires. So, how do you find new talent? If you can't rely on traditional means, you will need to adapt and improvise. For instance, 88% of global companies use AI to find new hires. Using unconventional or innovative means to find new hires can prove lucrative for your continued business. But that’s just one way to break the mold. Here’s a list of creative hiring strategies to use in your business for long-term success. 5 Strategies to Find the Brightest Talents Conventional recruitment techniques like newspaper ads are passé these days. Tapping into LinkedIn is a viable option, but it’s getting far more saturated. Everyone gets recruitment offers from LinkedIn in their inbox, so separating the real opportunities from the scams is harder than ever. To captivate your potential recruits, here are 5 of the best hiring strategies today. 1. Highlight Workplace Flexibility One good thing that came out of the COVID-19 pandemic is the normalisation of remote work. In fact, based on a report from Owl labs, 57% of workers prefer working from home. In addition, the same report showed that 55% of employees are more productive when working remotely. The report mentioned above also highlighted that only 16% of companies are fully remote. However, a study by Mercer showed that 70% of employers plan to adopt a hybrid workflow that embraces both office and remote work. So, to entice new hires, it’s a good idea to highlight workplace flexibility. By offering flexible working conditions, both you and your employees will reap several benefits like: Improved work efficiency Reduced hiring costs Lower office operating costs Access to a broader range of talents Competitive offers when compared to business rivals Improved employee satisfaction However, work flexibility is just one strategy for tapping into the best talent pool. 2. Promoting Diversity In today’s climate, inclusivity is a must for every work environment. For Millennials and Zoomers, employee diversity is expected in their ideal workplaces. In fact, a Glassdoor survey showed that a diverse workforce is an essential consideration for 76% of employees and job-seekers . But diversity isn’t just about appealing to the younger generations. Inclusion and diversity can also benefit the business as a whole. By having a diverse workforce, you benefit from having unique perspectives throughout the entire work environment. You can get insights on: How to boost employee morale How to accomplish goals efficiently How to tackle a project Tips for Promoting Diversity in the Workplace To promote an inclusive environment, companies can take these steps to: Recalibrate the criteria for an “ideal” employee Build a diverse HR team Create inclusive job descriptions Encourage feedback Assess and examine company policy Through diversity, you not only attract potential hires but also improve the company overall. 3. Embrace Freelancers A 9-to-5 job isn’t as commonplace for many employees. Truth be told, 50% of Millennials in the workforce are freelancers. Add to that, 44% of Zoomers are independent contractors. The current generation of employees doesn’t share the same sentiments on work as the older generations. Work stability isn’t as crucial to the current generation of employees compared to flexible working conditions. To attract the brightest individuals to join your company, you need to consider other avenues aside from just hiring employees. Independent workers are a vital resource that companies should adopt, especially if you need short-term assistance before you fill a full-time role. Plus, working with freelancers comes with several benefits. Salaried employees can focus on essential tasks without being distracted by one-off projects. One-off projects can access highly skilled talents outside your workforce. Companies save money due to contractors not needing employee benefits, insurance, vacation leave, and retirement plans. But, your hiring strategy shouldn’t stop at freelancers. You can include additional hiring techniques as well. 4. Adopt Networking In a 2016 report filed by LinkedIn, companies hired 70% of employees through connections. Not to mention 80% of professionals consider networking vital to future success. Finding the best minds for your company can be easier said than done. It could be that a competitor has already hired your ideal employee, or they might be unaware of your job posting. Therefore, you should leverage your current talent pool for the recruitment process. You can potentially find the exact talent that your company requires through referrals. To start networking through your employees, you can employ the following steps: Incentivise networking through a reward program that recognises successful referrals. Employ social media by having your employees blog or post about their work experience. Invite team members into the recruitment and interview process. Update Your Hiring Process Companies must have a hiring process that respects their potential new hires. Because talent is in-demand across all industries, job-seekers can be more particular about what company to join. To stand out, you need to provide a stellar recruitment process to incentivise new hires. For instance, 75% of employees are more likely to stay with their current employer if they have a lucrative benefits package. So, it’s a wise idea to highlight your benefits package when posting job offers. To update your hiring process, you can take steps like: Update job descriptions that highlight benefits and future growth potential Create a simple application process Provide feedback to unsuccessful applicants By providing an exemplary hiring process, you can captivate the brightest talents. 5. Expand Your Talent Pool With Smart Strategies Having the perfect employee walk into an interview is just not going to happen by chance. Every company is looking for the best employees, so finding your ideal talent is easier said than done. So, you need to explore alternative strategies to get the cream of the crop. Newspaper ads and LinkedIn posts aren’t enough to get you the person you need. Instead, consider leveraging tactics like networking or promoting your diverse workplace initiatives to attract the best employees for your company. With tools like Marlin’s Executive Search, you can gain a competitive advantage over the opposition. Executive Search leverages Marlin’s extensive network of connections to help you find the best hires the first time. With these strategies, you can improve the likelihood of hiring outstanding talent. Need help hiring rockstar talent for years to come? Marlin Human Capital can help you find and manage your employees to their full potential. Get in touch with us today to start building your high-performance team.
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