The story
Where this came from
AussieTechTalent started with a frustration. After years recruiting technology talent in London - a market where every agency is fighting for the same candidates and shortcuts get exposed within weeks - Filip kept seeing the same problem appear in Australia. Businesses paying significant recruitment fees and receiving a service that felt transactional. Candidates being treated as inventory. Hiring managers being handed stacks of resumes instead of a shortlist of genuinely relevant people. The standard agency model is built for volume. It is not built for accuracy.
The answer was less, not more. Less spam. Less volume. Less pretending every candidate is the right fit for every job. We decided to spend more time understanding the business behind the vacancy and more time understanding what actually motivates the candidates we represent. Three exceptional people instead of fifteen average ones. That sounds obvious, but it is surprisingly uncommon in the way tech recruitment is actually practised in Australia. We also decided to be honest. Sometimes the right answer is that we are not the right agency for this search right now. Better to say that clearly than to waste everyone's time on a search we cannot do justice.
Today we work with growing Australian technology businesses across the country. Startups making their first technical hires, SaaS companies scaling engineering teams, and established businesses strengthening their technology capabilities. The common theme is growth - clients investing in technology and understanding that hiring the right people directly drives business outcomes. We run searches across software engineering, DevOps and platform, data engineering, mobile, security, and technology leadership. We are still early, building deliberately, and focused on doing fewer things better.
Filip Cijurg
Founder, AussieTechTalent
Filip Cijurg founded AussieTechTalent after several years recruiting technology talent in London, one of the most competitive recruitment markets in the world. His agency career was built across technology specialisms - software engineering, DevOps and cloud, cybersecurity, product, and technical leadership - in environments where performance was measured daily and only delivery mattered. The London years taught him how to build genuine relationships with senior technical operators in fast-moving markets, and how to run searches with enough rigour to get them right. He relocated to Australia and started AussieTechTalent to bring that standard to the local market.
How we operate
Our principles
We only submit candidates we would hire ourselves
Every candidate on a shortlist has been interviewed by Filip and validated against the role requirements. We do not submit to hit a volume target. If we cannot find three candidates we believe in, we tell you that rather than pad the shortlist.
We are direct about what we know and what we do not
The recruitment industry runs on false confidence. 'We have candidates' when you have not spoken to anyone yet. 'Great feedback' when the client passed. We will tell you the honest state of your search, including when a role is harder to fill than you expected and why.
Candidate relationships are not disposable
We do not treat engineers as transactions. Engineers we place or speak to are likely to be future clients, referral sources, or candidates again. We return calls, give honest feedback, and do not ghost people. The reputation compounds in both directions.
Specialist knowledge is the product
We can have a real conversation about your engineering problems because we have spent time understanding the technical landscape across the specialisms we recruit for. That is what makes a headhunter useful rather than a search engine with a phone.
We work with companies we would join ourselves
We are selective about who we work with. Companies where the engineering culture is not something we would endorse to a candidate are companies we politely decline. This protects our candidates and, ultimately, our reputation.
Anti-patterns
What we do not do
Run a high-volume, low-quality submission model
Submit candidates without speaking to them first
Work with companies we would not recommend to a candidate
Use junior resourcers to screen candidates for senior roles
Negotiate candidate salaries down on behalf of clients
Promise timelines we cannot deliver
Pad shortlists to look busy
Work with us
Whether you are looking to hire or looking for a role, start with a conversation.