Tap into a network of experienced medical and healthcare professionals and their wider network.
Every Fettle member is a verified practitioner, checked against the relevant national register, AHPRA or ASAR for sonographers, before they're active in the network. Just the power of a network of like-minded professionals, no CV farms, no unsolicited resumes.
When you post an opportunity, it's shared with members in the relevant discipline and location. They can apply directly themselves, or refer someone they know would suit it. Referrals are paid when a placement sticks, so members only put names forward they'd genuinely vouch for.
We qualify every applicant and referral against your brief, check registrations, and present you with a shortlist of people worth your time. You see the candidates, not the noise.
Fettle members are working clinicians and healthcare professionals across Australia. They know their disciplines, they know the practices, and they know the colleagues they'd back for a role.
When a member refers someone, their reputation goes with the recommendation. They know we'll screen the referral against your brief, check registrations, and put the candidate through proper qualification before we send anything to you. So they wouldn't refer someone unless they were genuinely confident in the fit.
Members build standing in the network as their referrals land and stay. We track this through a tier system, Bronze, Silver, Gold, that builds with successful placements and feedback from the practices that hired them. The referrer's name stays private. Their track record doesn't. When a recommendation reaches you, you'll see the tier and the substance of references received from previous hiring managers. That gives you real signal about the quality of the referrer's judgement before you've even read the candidate's profile, useful context for who's worth interviewing first, and worth interviewing at all.
The first test is a set of six non-negotiables. Registration current and correct for their discipline, qualifications and experience within the level you're hiring for, whether that's a single level or a range you're open to, location workable, salary expectations within your band, availability in your window, and no conflicts. Every one has to clear. Miss a single one and the conversation goes no further. An advertised role can't promise this, because anyone can apply and the sorting lands on you.
The second test is eight fit factors. We talk through whether the role genuinely answers the things that would make this person move: compensation, scope and case mix, progression, the practice environment, work pattern, location as a real draw, team and culture, and timing. Not whether they could do the job, but whether they should want it. The role needs to answer a clear majority of these, and the ones that matter most to that individual, before we and the candidate agree it's worth an introduction.
Because both tests are applied before either side sees the other, a candidate's yes isn't politeness. They've measured the role against the reasons they'd leave their current one, and it held up. So when you say yes, both sides have run the same test and reached the same answer. The buy-in happened before the introduction, not after it.
Australian medical and healthcare professionals don't operate in isolation. They train together, locum across practices, run CPD with peers, work side by side in theatres and reading rooms. The connections are already there. Fettle gives them a structure, so the right introductions can reach the right roles.
The strongest candidate for a role is often the one who isn't looking. A clinician happy in their current job won't see your advertised job, but a colleague who knows what you need might still think of them. Fettle turns that passive network into a live one.
Clinicians have spent careers casually recommending people without seeing anything for it. Fettle pays $2,000 or $3,000 when a referral lands and sticks, paid properly, on time, by bank transfer. A meaningful incentive for an introduction that solved a real problem.
The network does the sourcing. Members surface relevant roles, apply themselves where they fit, and refer the people they know when it's right. Fettle does the qualifying, screening, and placement work that turns those applications and referrals into hires you can be confident in. You pay a flat fee for the second part, not a percentage of salary. Easier to budget, easier to justify, the same proper work behind every placement.
Fettle charges a single fee per placement, paid only when we land the right person. The fee depends on the seniority of the role, measured by base salary.
Tell us the role, the salary, the location, and what you need from a candidate. Free to post, no commitment.
Most job ads champion the employer and list the requirements. But the strongest candidates already work in good roles, and they already know the requirements because they do them every day. A job ad has to do more than describe the role. It has to sell it. It has to make someone think, that sounds better than what I'm doing now.
We take the detail you provide and craft a polished, candidate-facing version that covers the things that matter, like the team, the work, and the benefits the right person will actually care about, not just the features of the role.
Your role goes to verified members in the relevant discipline and location, with the detail they need to apply themselves or refer someone they'd back.
Registration checks, fit and intent screening, references where appropriate. Only the candidates worth your time go any further.
A small set of qualified, interested candidates, with the referrer's track record of referrals visible alongside any introduction. No CV pile, no irrelevant noise.
Scheduling, debriefs, feedback both ways. We stay in the middle so you can stay focused on the conversation.
We help with the offer, manage the closing details, and back every placement with a three-month guarantee.
Free to post. Flat fee on placement. No long-term contract.