For Employers
Federal government recruiting
Attract right-fit candidates for your agency – then screen and engage them in line with APS hiring requirements.
Supplying the agencies that keep Australia running.
Source candidates for roles in IT, project management, and other technical domains. We’ll use bias-controlled screening to quickly surface strong-fit matches during the selection process.
Quickly scale your agency’s capacity by contracting us to supply temporary staff – ideal for customer service, administration, and other high-volume, short-term roles.
Support a merit-based hiring process by including one of our APS scribes on your selection panel. They’ll take notes, organise checks, and help keep your recruiting compliant.
Sample — replace before launch
We needed five APS6 analysts before end of financial year. Face2Face put a compliant shortlist in front of our panel within a fortnight - every one worth interviewing.
Rebecca M.
Director, Federal government department
Government recruits at its own tempo – a tempo that can clash with private sector ‘best practices’.
Work with a partner who understands exactly what you need across multiple panel arrangements.
APS recruitment is shaped by legal non-negotiables.
We make sure your hiring process is merit-based, diversity-led, and fully compliant.
Our brand, our revenue, and our reputation are built on one thing: successfully placing candidates for federal agencies.
With no private sector fallbacks, we deliver our best, always.
Your hiring initiatives are assessed against 3 things:
Most recruiting agencies only focus on the first criterion.
We know, though, that compliance and value-add aren’t checkboxes.
They’re a fundamental part of government recruiting – the building blocks that enable best-fit candidates to step up and succeed.
We use a blend of automation and human-led decision making to help you find the people your agency needs, on time and on budget.
Recruiting for IT roles is no different to hiring in other technical roles:
The more domain expertise your recruiting agency has, the better-quality candidates they’ll deliver.
Our candidate database includes hundreds of prequalified IT practitioners, ranging from L1s to specialists in fields like cybersecurity, cloud infrastructure, and data analysis.
More importantly, we’ve been screening IT candidates for over 2 decades.
That experience means we know the difference between an on-paper fit and a candidate that’s actually role-suitable.
Sample — replace before launch
We needed five APS6 analysts before end of financial year. Face2Face put a compliant shortlist in front of our panel within a fortnight - every one worth interviewing.
Rebecca M.
Director, Federal government department
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Get in touch with us to discuss the roles you want to fill.
If you think we’re the right recruitment partner for you, contract us under the appropriate panel arrangement.
We’ll begin advertising your roles through channels like APSJobs and the PS Gazette, as well as sourcing candidates from our internal database.
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Through a combination of software-based and human-led screening, we’ll work with your selection panel evaluate each candidate’s fitness and check their referees.
If we’ve attracted multiple, equally fit candidates, we’ll provide advice around making a merit-based choice.
We may also recommend forming a merit pool or list, which helps cut down hiring costs for similar future roles.
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Once your selection panel has decided to offer the role to a specific candidate, we’ll help you set any conditions of engagement and draft a letter of offer.
If your preferred candidate accepts, we’ll check in with you at multiple points throughout the onboarding process to see how they’re progressing.
We’ll also work with your selection panel to provide constructive feedback to non-selected candidates.
Merit-based hiring is the guiding principle in APS recruitment. It’s informed by 2 underlying concepts: the APS employment framework and the APS Values, both of which are specified in the Public Service Act 1999 (Cth).
The 5 tenets of the employment framework are:
Each of those principles has specific, underlying criteria that needs to be addressed. For example, if you use automated tools to screen candidates, you need to be aware of exactly what traits those tools are screening for – and whether their screening methodologies are introducing algorithmic biases.
Keep in mind that your entire hiring process must be merit-based. If you outsource parts to an external recruitment agency (like us), you’re still ultimately responsible for ensuring that their activities are compliant. Make sure your recruiter of choice fully understands their responsibilities under the Public Service Act and has the ability to deliver on them.
Yes, we can. If you’ve opened a vacancy with an affirmative measure – disability employment, Aboriginal and Torres Strait Islander employment, or RecruitAbility – we’ll use a combination of database contacts and targeted advertising to attract suitable candidates. That includes Identified positions, which typically require more comprehensive screening measures than other roles.
It depends on the role and the clearance level. In most cases, we recommend that candidates obtain the relevant clearances once they reach a specific point in the selection process; unsuitable candidates won’t progress any further, which helps save both you and them time. In certain scenarios, we may suggest that obtaining clearance be a condition of engagement, particularly if you’re concerned about losing the candidate to another employer.
No, we don’t. We solely supply to federal agencies through panel arrangements.
We supply candidates for all APS levels, including:
We’re more than happy to supply evidence of past candidates we’ve placed at a specific level. You’re also welcome to explore our case studies , which break down how we’ve supported different agencies.
