WE CONNECT

exceptional people

Find a job

you will love!

Favourite search
Save
Search Details
Refine Search

We are Recruit I.T.

exceptional people!

Recruit I.T. is a leading Kiwi-owned and operated recruitment provider at the heart of the biggest and most innovative digital communities in New Zealand. Established in 2006, Recruit I.T. has continuously expanded its operations, and is now one of the top recruitment agency in Auckland, Wellington, and Christchurch. We have also been an All of Government (AoG) recruitment provider since AoG’s inception in 2012. 


We connect exceptional people through our mission of building authentic relationships, one conversation at a time. Locally owned, Recruit I.T. brings a global mindset to our talent solutions, applying a customer-centric philosophy to provide agile and innovative solutions, keeping authenticity at the heart of what we do.   


We work collectively as a team to deliver results, working as a service-led business, so candidates and clients alike benefit from a single point of contact, backed by specialised delivery resources. You’ll have the whole team working on your end goal – think of a bunch of recruiters forming a peloton.   


Our history of providing talent to the NZ market through both local and international recruitment solutions means you’ll have access to not only deep NZ-based talent pools, but also the global network of highly skilled tech talent that our Recruit I.T. Global Talent Solutions model offers. 

 

We aim to amplify our customer’s voice in a crowded marketplace, making clients’ roles and businesses stand out in a candidate-short market, and help candidates build and promote their personal brands, so they stand out as sought-after, top talent.   


We help shape and transform businesses with talent, and we do this through a blend of process, people, Kiwi ingenuity, and big-picture thinking, delivering a tailored recruitment solution. 


Whether you are looking for a recruitment agency in Wellington, Auckland, or Christchurch to help you with hard-to-fill IT jobs and roles, or you are an IT jobseeker or contractor looking for job opportunities in New Zealand, Recruit I.T. is your partner. We have a range of permanent, contract, and managed service recruitment offerings along with a wide range of jobs from scaling start-ups to well-established enterprise organisations. 


Get in touch

Keep up to date with us

News and Resources!

By Kaleb Leeming 11 Mar, 2024
Field at Present: From a Director’s Perspective Generally, we have seen a slow start to the year, continuing the trend we saw in the latter half of 2023. Despite feedback from the market that suggested a stronger bounce back, we have yet to see this in the market at present. There are pockets of activity - primarily back-fills to existing hires. As we gear towards the backend of the government’s 100-day plan, we should see the firming up of new projects and programmes, which will likely require capability to deliver these pieces of work. Unfortunately, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times, and we’ve even seen this in the recruitment industry itself.
By Kaleb Leeming 14 Feb, 2024
With the dynamic business landscape, many companies are embracing flexibility and adaptability as they navigate the ever-changing market. As someone who has worked in the technology and recruitment sector for a while, I’ve come across a common misconception that I’d like to address: the perception that contractors are significantly more expensive than permanent employees. I'd like to give light to the true cost of hiring a contractor and explore why it might be more budget-friendly than you think. Let’s start by acknowledging the elephant in the room – the hourly rate. It’s no secret that contractors often come with an hourly rate that seems higher than what you’d pay a permanent employee. But here’s the thing: an employee salary is just the tip of the iceberg. When you hire an employee, there’s a whole set of additional costs and overheads that can significantly impact on your bottom line. Let’s break them down: 1. ACC (Accident Compensation Corporation) When you employ a permanent employee, you’re obliged to contribute to ACC levies. These can add up and represent a substantial ongoing cost to your business. Contractors, on the other hand, handle their own ACC payments, freeing you from this financial burden. As I write this it sits at approx. $0.63 per $100 of payroll. Example being, a $100K Salary = $630 per annum. 2. Kiwisaver Permanent employees are entitled to Kiwisaver contributions from their employers. While it’s a great benefit for them, it’s an added cost for your business. Contractors manage their own retirement savings, releasing you from this expense. At the minimum contribution of 3% that is $3,000 based on a salary of $100,000 per annum. 3. Training and Development Investing in the professional growth of your employees is essential. However, it can be costly and time-consuming. Contractors typically bring their existing skills and experience to the table, minimising the need for extensive initial training and ongoing development programs. Various benchmarks have this between 1% - 5% of an individual’s salary. Based on a $100,000 per annum this could be between $1,000 - $5,000 per annum. 4. Fringe Benefit Tax Providing certain benefits to your employees can trigger fringe benefit tax liabilities. Contractors are not subject to this tax, which means you can offer perks without worrying about additional financial implications. 5. Benefits Permanent employees often receive benefits such as health insurance, paid annual leave, and more. While these are important for staff retention, they can substantially increase your personnel expenses. On the other hand, contractors manage their own benefits and extras, giving you more predictability in your budget. 6. Insurance A business is responsible for looking after professional indemnity and public liability insurance which cover their permanent employees. On the flip side, contractors typically have their own insurance coverage, reducing your insurance-related costs. 7. Overheads Beyond the salary, permanent employees come with a host of overheads like office space, equipment, and administrative support. Contractors usually operate independently, sparing you from these additional expenses. 8. Productivity It is not as simple as multiplying a contractor’s rate by the number of hours in a week, and then extrapolating that out for the year. They only get paid for the hours they work, which doesn’t include any annual leave, sick leave, or public holidays. You only pay them based on what the hours they actually worked. So, what’s the bottom line? Hiring contractors can be a cost-effective choice when you consider the bigger picture. While the hourly rate may seem higher, it’s essential to factor in the myriad of savings associated with not having to manage all the costs and overheads that come with permanent employees. Don’t get me wrong – permanent employees are valuable assets to any organisation. They bring stability, commitment, IP retention, and a sense of belonging to your team. But the key is understanding the differences between contractors and permanent employees and leveraging them to your advantage. Think of hiring contractors as a strategic move that provides the flexibility to scale your workforce up or down as needed, without long-term financial commitments. It’s not about one being better than the other; it’s about making informed choices that align with your business objectives. So, the next time you consider bringing in a contractor, remember the true cost isn’t just about the hourly rate- it’s about the holistic value they bring to your organisation.
12 Feb, 2024
Intro to Recruit I.T. GTS Recruit I.T. GTS is the brainchild of Directors Kaleb Leeming and Ben Allen. Established in 2006, Recruit I.T has been offering contract and permanent resources to the technology community in New Zealand for many years, and has helped organisations to deliver their business goals in a timely and cost-efficient manner. More recently, and prior to COVID, Recruit I.T. has been managing and onshoring capability and talent into the New Zealand market to help address growing talent shortages and fill specific technology skillsets that our customers need to scale their business and deliver numerous products and projects to their customers. At present, Recruit I.T. has employed and migrated over 50 international candidates to New Zealand - this has resulted in projects being delivered on time along with significant cost savings. Recruit I.T. Global Talent Solutions aims to bring high-skilled tech talent to your company quickly, affordably, and effectively. We have successfully created a global network of highly adept and intelligent I.T. professionals that can help scale your business scale for success. Everything you need to know about Recruit I.T. GTS Learn more about Recruit I.T. Global Talent Solutions through these Frequently Asked Questions (FAQs). 1. How does RIT GTS work? GTS offers bespoke solutions to cater to every business need. We can help relocate candidates to New Zealand or we can onboard candidates remotely using our partners around the globe. We’ve been running this model since 2014 so we are well-versed at finding a solution to every resourcing problem!  2. How is it different from other recruitment offerings in NZ? Recruit I.T. utilises international talent to fill the gaps when the local market is talent-short or lacks niche skillsets. We follow and curate a model that is both efficient and cost-effective, and low risk. Reach out to our Director Kaleb Leeming to know more about our scope of work and services. 3. What skills can the clients access/roles can they fill with GTS that they can’t through traditional recruitment? There really isn’t an I.T. role that can’t be filled! NZ has a smaller pool of talent than other countries, so when you start looking for staff in specific areas of I.T., it’s easy to falter . We’ve had success recruiting in the development space (Java, Ruby, Mobile), as well as platform specific expertise including Salesforce, Dynamics, PEGA, SAP, ServiceNow, and Workday to name a few. We would love to help other businesses in NZ to capture talent not easily accessible in the New Zealand market. 4. How have offshore candidates changed over the years in terms of their non-negotiables for new work opportunities i.e., higher salary, permanently migrating to NZ, etc.? Overseas candidates certainly have more options now the world has opened. So, flexibility, team culture, and working on an exciting project are normally high on the wish list, along with salary. For those candidates looking to migrate from overseas, we are seeing those with families being put off by all the media around the high cost of living right now, and typically countries that have been seen as a lower cost, have risen in salaries through the increase in the remote workforce and countries such as the US a Europe expanding there reach globally. 5. How does your engagement model work? Each engagement will differ depending on the outcome you are looking to achieve. However, we generally run three (3) types of models for our customers: Offshore/Remote Capability : We hire these individuals as either permanent or contractors, and they work based in their own country (most often, the Philippines), within the New Zealand time zone. Offshore to Onshore Capability : This is a hybrid model to the offshore capability, where customers contract capability remotely, experience whether individuals are suitable, then at a future date look to bring these individuals into NZ. Onshore Capability : Here we go straight to moving candidates into New Zealand. We can either take the risk on and hire them permanently or facilitate the recruitment process where our customers can hire them permanently directly. FAQs Here are also some of the most Frequently Asked Questions about Recruit I.T. GTS: (For Clients) Q: When can we start hiring employees? A: We would organise an initial briefing to understand your requirements along with what one of our service offerings would work best for you. From what, we would begin preparing an initial short-list with the view of interviews within 1 – 2 weeks. Q: What’s the step-by-step process in availing the services? A: You provide us with your requirements. We will find a small shortlist of talent for you to interview. Once you are happy making an offer, we will work through the immigration process (for onshoring) or the onboarding process (for those working remotely offshore) Your new hire starts! Q: Do we need to pay for your services even if there were no successful hires? A: No. You only pay a success fee if we are successful in placing a hire. Q: What other services do you provide? A: Outside of offshore talent, we can supply local contract and permanent recruitment services. Q: How long does the recruitment process take? A: The speed of the process is up to you but the quicker, the better! Locking in interview times can often slow the process down, so if you can commit to some interview times at the beginning of the process, we can usually have interviews completed within two weeks of obtaining requirements. Q: What type of sectors/industries have you catered to? A: We specialise in technology related capability and have clients in government, utilities, banking, insurance, media, and entertainment. Scale your business for success! As with any solutions, Recruit I.T. GTS can adjust and alter any aspects of the proposals that we send to our clients depending on the goals and demands of your business. If you require any further information about Recruit I.T. GTS and the services we offer, contact Kaleb Leeming (Director) at kaleb@recruitit.co.nz/ 027 201 8152. Read more about Recruit I.T. GTS here .
Share by: