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Do You Need Affordable Recruitment Services?

Pay Half Of The Recruitment Fees Three Months Later

Effective recruitment is essential, but can be incredibly challenging for small and medium businesses. They often don't have the same resources as larger organisations and may not want to do recruitment themselves, as it involves committing a lot of time and energy to a rigorous recruitment process. They may also lack experience and confidence with recruitment. But recruiters are expensive...


This is where we come in.


We're committed to partnering with SME business owners to grow their teams and want to make recruitment fees affordable for them. The usual recruitment practice is to pay the fee in full on the first workday.


We knew that more of the same would not empower our clients to grow their teams because it's too expensive for many business owners to use recruiters. Something had to change.


So we devised a plan to break away from business as usual.


We made three significant changes that resulted in a sensible small and medium business recruitment fee solution for our clients:

1.  They pay 50% less than our standard fees; and

2.  They pay half of the fees on the 3-month work anniversary; and

3.  They don't pay a cent on the 3-month mark if the employee has left, no matter the reason

Our unique small business recruitment fee structure adds extraordinary value:

(Full terms and conditions apply)

50% of the fee is paid on the placement's first day of work, and the remaining 50% is on their 3-month work anniversary. If the new employee has left before 3 months for any reason, you don't pay the remaining 50%, no questions asked.

Small and Medium Businesses pay half of our standard recruitment fees:

1 month's salary + GST for Small and Medium Businesses with fewer than 100 employees
2 months' salary + GST for Businesses with more than 100 employees = Standard Fee


These fees are as low as we can, and even our friends pay the same fees. There's only one little snag because we need to live, too: we need an upfront deposit to cover advertising and admin. But don't worry; you will still pay only one or two months' salary because we'll deduct the deposit from the first workday payment.

We did all this to partner with ambitious SME Business Leaders to build Soul Singing Teams.

We recruit a broad spectrum of roles, from administrative and support staff to leadership and prospective partners. We also recruit board members and franchisees.


We take the time to get to know your business and what you're looking for in an employee. This allows us to find the people that will complement your company culture and increase your business efficiency.


We use cutting-edge technology merged with a personalised approach, and go beyond the CV. We search, find and recruit people with a good dose of common sense and emotional intelligence because small business owners don't have time for nonsense. It's hard work for us to take time and find out who will fit you, your team and your business best, but we've perfected our 25-step recruitment process. ​

You have only three touchpoints in the whole process when we manage your recruitment for you, namely:


1.  Decide whom you want to interview - we send you suitable candidate profiles with reference checks

2.  Interview the candidates - we can join you to interview the candidate if you so wish

3.  Decide whom you want to employ - we get the employment contract signed for you

Our job is to get the new staff member's employment contract signed for you.


Contact us today to learn more about our services and how we can help you find the best people for your business.

Recruitment Case Studies

How the RDL candidate profile made me look at the applicants differently

RDL recruited one of our leadership roles. They presented the candidates to me to consider whether they were suitable for me to interview. In truth, I would not have considered this one person if he had applied to us directly.

However, RDL compiled a complete profile of the potential candidate, which changed my mind. The profile included thorough reference checks and all the necessary information. The RDL profile and reference checks helped me to see this candidate in a new and more positive light.

As a result of the RDL profile, I agreed to interview this candidate. I could then offer this person a leadership role because I had followed the RDL process, without which we would have missed out on hiring this talented individual.

Why I was going to advertise for a role I could not manage myself and how RDL changed my mind
I thought that I needed assistance and that by hiring a salesperson my problems would be solved. I therefore approached RDL and we had a meeting to explore possibilities of working together.
As it turned out however, RDL advised that now was not the right time to be recruiting for this role. They showed me that I had no framework in place to be able to offer a complete training system, and on top of that I had no process in place to be able to manage a salesperson. I would essentially be setting up this person for failure.
But RDL did not just leave it there, they guided me to then plan so that I was able to recruit for this role in future.
I had two candidates, one was exactly what I asked for, and the other was precisely what I needed.
RDL gave me two candidates to interview. One was to a "T" what I described I wanted, but wait there's more. The second candidate was totally different, but precisely what I needed to achieve the desired business outcomes.
RDL merely presented the candidates, highlighting their skills, character and strengths. I was dumbstruck asking "Who should I appoint?!"
RDL still didn't advise... simply asking. Imagine the role is filled. After one week what is the outcome you need the candidate to achieve?
Okay... now who will that person be. The answer was glaringly obvious. RDL gave me both what I asked for, but expertly presented what my business and I needed. 
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"Most team problems persist because people don't talk to one another"


— Mirinda du Plessis, CEO of RDL

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