We support organisations across contract, temporary, permanent recruitment, executive and board appointments, RPO, project recruitment, workforce advisory, and transition support.

How we work depends on the role, level of risk, and organisational priorities. For complex, senior, or hard-to-fill roles, we typically work under an exclusive search model. For other roles or defined hiring needs, alternative models may be more appropriate.

We’ll always recommend the approach that best fits the situation not a one-size-fits-all model.

Yes. We regularly support organisations operating in regional, remote, and decentralised environments.

This includes utilities, councils, infrastructure operators, and asset-intensive organisations where location, attraction challenges, and community impact are key considerations.

Our approach reflects the realities of regional recruitment rather than applying a metro-centric model.

For certain engagements, yes.

Exclusive search engagements include a commencement fee, which confirms the engagement and allows work to begin. This fee enables us to commit the time, resources, and diligence required to deliver the search properly.

A commencement fee is not a monthly retainer and does not continue beyond the agreed search.

A commencement fee is an upfront portion of the total recruitment fee, agreed before work begins.

It reflects:

• The exclusivity of the engagement

• The depth of search and assessment required

• The time and resources committed from the outset

Remaining fees are structured in stages aligned to progress and outcomes, rather than charged as an ongoing subscription.

Fees and guarantee periods vary depending on the engagement type and are agreed in writing before work begins.

In broad terms:

• Permanent placements attract a placement fee based on the agreed remuneration package

• Exclusive search engagements involve a commencement fee followed by staged payments

• Contractor and temporary engagements are billed based on agreed rates and timesheets

Guarantees apply to permanent placements and vary by engagement model. Full details are confirmed prior to engagement.

An exclusive search with a commencement fee is not an ongoing retainer and is not the same as RPO.

• Exclusive search is a defined engagement for a specific role or appointment

• RPO involves embedded recruitment support over a longer period, often across multiple roles

We’ll always clarify the difference upfront so expectations are clear before any work begins.

Yes. Contingent recruitment has its place, particularly for lower-risk or time-sensitive roles.

We work across:

• Multi-agency contingent recruitment

• Exclusive contingent recruitment

• Exclusive search with a commencement fee

Each model serves a different purpose. We’ll discuss the options and recommend the approach that best aligns with the role, risk profile, and expectations.

Yes. As our business has grown so have our options, as of early 2026, we are supporting organisations with temporary and contract recruitment where short-term capability, continuity, or flexibility is required.

This may include:

• Short-term operational support

• Leave coverage

• Project or program-based roles

• Interim or fixed-term appointments

Temporary and contract recruitment is approached with the same care as permanent appointments ensuring role clarity, appropriate engagement structures, and compliance from the outset.

No, Telos does not act directly as the employer of record.

Where contractor or temporary engagements require an employer of record, we work with approved third-party providers and assist clients in coordinating the appropriate structure.

We’ll confirm the most suitable arrangement upfront based on role requirements and compliance considerations.

Yes. We regularly support organisations operating in regional, remote, and decentralised environments.

This includes utilities, councils, infrastructure operators, and asset-intensive organisations where location, attraction challenges, and community impact are key considerations.

Our approach reflects the realities of regional recruitment rather than applying a metro-centric model.

Temporary and contract arrangements are structured to suit role requirements, risk profile, and compliance obligations, with the appropriate engagement model confirmed upfront.

If a contractor introduced through Telos is later offered a permanent role, a conversion fee applies in line with the agreed terms.

This is discussed transparently at the outset of contractor engagements and confirmed formally.

Confidentiality is fundamental to our work.

Candidate information, search activity, and engagement details are treated as confidential and shared only with authorised stakeholders. This is particularly important for executive, board, and sensitive appointments.

Confidentiality obligations are formalised and upheld throughout every engagement.

We understand that priorities, scope, or timing can change.

Where circumstances shift, we work with clients to assess the impact and agree on the most appropriate way forward. Any changes to scope, delivery, or fees are discussed and confirmed in writing.

Clear communication early helps avoid unnecessary disruption.

We may not be the right fit if:

• Speed at any cost is the priority

• There is no appetite for exclusivity on complex roles

• Decision-making authority is unclear

• Recruitment is treated purely as a transactional exercise

We’re upfront about fit and would rather step away than deliver an outcome we’re not confident in.

Every engagement begins with a considered conversation.

This allows us to understand the role, operating environment, risk profile, and expectations before recommending an approach or providing formal terms.

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