Raising the Standard in Permanent Healthcare Recruitment: Meet Mandy Sheen
Chris O • September 8, 2025
At Talent Quarter, we’re passionate about connecting people with opportunities that truly transform their lives. Our newly appointed Head of Permanent Recruitment, Mandy Sheen, with more than 30 year of experience bringing a wealth of expertise and wisdom to the role.
Mandy leads our dedicated team of permanent recruitment consultants at Talent Quarter who bring specialist knowledge across allied health, social work and mental health, nursing and professional services. Together, they are servicing healthcare organisations across Australia.
Mandy’s appointment marks a pivotal moment for Talent Quarter as we expand our
permanent recruitment offering. With her leadership, and the dedicated team supporting her, we’re setting new standards for how healthcare organisations find, and keep - the right talent. Read on for a short Q&A with Mandy and get to know Mandy a little better.
Mandy, you’ve worked in recruitment for 30 years. What keeps you passionate about permanent placements?
It’s the opportunity to change lives in a truly lasting way. Helping someone secure a permanent role means supporting them in building a long-term career for themselves, security for their families, for me, it’s not just filling a position - that’s what motivates me every day.
Looking back, what’s the biggest lesson you’ve learned as a recruitment specialist about helping people build long-term careers?
Listen. Give options. And listen again. People’s priorities, needs, and wants change throughout their careers, so never assume. That’s also what makes Talent Quarter unique, our team takes time to listen deeply to both candidates and clients. We don’t just match CVs to jobs; we take the time to understand people’s evolving goals and help them grow into roles where they’ll thrive.
How has the recruitment industry changed since you started?
The basics haven’t changed - relationships are still everything. Technology has made us more efficient, but not always in a good way. Skills can be matched by software, but the real key to long-term success is culture fit. That’s something only genuine conversations can uncover.
Mandy’s take for Job Seekers
From your experience, why does a permanent role offer more than just stability?
Because it’s about more than just a paycheck. Permanent roles offer:
- Training and development opportunities
- Mentorship and guidance
- Recognition and reward
- A sense of belonging through teamwork
At the same time, we know that locum and contract roles play an equally important part in healthcare careers - offering flexibility, variety, and the chance to quickly build experience.
A permanent role simply provides another pathway, giving those who want long-term growth the space to invest in themselves and their future.
If you’re considering a permanent move, ask yourself three questions:
- Does this role align with my long-term career goals?
- Does the company culture support my values and growth?
- Is the salary fair, but not the only reason to stay?
What common mistakes do candidates make - and how can they avoid them?
Chasing the $$$. I often meet candidates who are leaving roles due to poor culture, no progression, or lack of training. Then they accept a counteroffer with more money, but money doesn’t solve issues like lack of growth or toxic environments. At Talent Quarter, we coach candidates to think about the why behind their career moves and help them make decisions that align with their long-term future.
If you could give one piece of advice to someone considering a permanent move, what would it be?
Think about what’s really important to you in a healthcare career, whether that’s working in an organisation with a supportive patient-first culture, access to training and professional development, or fair and sustainable pay. Choose a role that allows you to grow your skills and deliver better care, while aligning with your long-term career goals, not just your
short-term needs.
Mandy’s take for Employers
What difference does the right permanent hire make to a business?
The right hire boosts productivity, lifts morale, and drives revenue. A great hire creates a ripple effect across the team - and across patient care outcomes.
What do clients often underestimate about permanent recruitment?
The true cost of the wrong hire - it’s not just financial, it can impact culture, team morale, and patient care. That’s why at Talent Quarter we:
- Take time to deeply understand your business needs and culture
- Use a consultative process that goes beyond skills-matching
- Provide a comprehensive aftercare program to support retention
This approach has already helped our clients save significantly on recruitment costs, while building stronger, more engaged teams.
Where do you see the biggest opportunities for employers to attract great talent?
Open and honest communication. No role is perfect - and that’s okay! Being upfront helps you attract and retain the right people. Also, don’t just try to replicate the last person in the role. The world is changing quickly, and fresh perspectives are what keep businesses relevant. At TQ, we help employers look ahead, not backwards.
Lastly, if you weren’t in recruitment, what career could you see yourself doing?
Sand biologist - as long as it only encompasses lying on the sand at the beach!
The Talent Quarter Difference
It’s that mix of humour and humanity that makes Mandy such a strong industry leader. Her experience shows that while technology may evolve, the heart of recruitment is still human connection, that’s where the impact lies.
As Mandy says:
“If you’re going to do something, do it right. I’m competitive, and I always strive to be the best - for my candidates, my clients, and my team.”
Ready to Grow with Us?
With Mandy leading our Permanent Recruitment division, we’re proud to be raising the standard of healthcare recruitment, strengthening our clients’ teams, creating lasting opportunities for candidates, and making #connectionswithimpact in the communities we serve.
Whether you’re a healthcare professional looking for a meaningful permanent role, or an organisation ready to strengthen your workforce with the right long-term talent, Talent Quarter is here to help.
📩 Get in touch with our Permanent Recruitment team today.
Share this post
Every year, social care organisations across Australia wait for one key announcement that can significantly impact their workforce budgets, service delivery models and recruitment strategies. But First, What Does SCHADS Stand For? SCHADS stands for the: Social, Community, Home Care and Disability Services Industry Award - If you work in disability, community services, home care or social support, you've probably heard of the SCHADS Award . It's one of Australia's largest modern awards and sets the minimum employment conditions for hundreds of thousands of workers across the social care sector. The award is overseen by the Fair Work Commission and establishes the minimum standards employers must meet when employing eligible workers. Following the Fair Work Commission's 2026 Annual Wage Review decision, a 4.75% increase to SCHADS Award wages has been confirmed, with the new rates taking effect from the first full pay period on or after 1 July 2026. For employers across the social care sector, attention is now turning to workforce planning, compliance and budgeting for the new financial year. It covers employees working in areas such as: Disability support Community services Home care Youth services Family support Crisis accommodation Social and community programs And it's not just base pay that may change. Any increase can also impact: Weekend penalties Casual loadings Overtime rates Public holiday payments Sleepover and shift allowances Industry Insight "As a recruiter working closely with the NFP sector, I welcome the 4.75% SCHADS increase. Better pay will help attract and retain the incredible people who dedicate their careers to supporting others. But many leaders are already asking the same question: where will the additional funding come from? The success of this change won't be measured by wage growth alone, but by whether organisations are given the resources to sustain it." - Greg Forster ( Senior Recruitment Specialist | Talent Quarter, 25+ years' experience recruiting leaders across the welfare, community, disability, aged care and mental health sectors). What Does This Mean for Employers? For providers across healthcare, disability and community services, staying on top of award changes is critical. Now is the time to: ✔ Review employee classifications ✔ Check payroll systems are up to date ✔ Budget for increased labour costs ✔ Ensure compliance across your workforce Getting it wrong can create significant compliance risks. But, getting it right helps protect both your organisation and your employees. The Bottom Line The SCHADS Award isn't just about wages. It's a key part of workforce compliance, employee retention and operational planning across Australia's care sector. With the wage increase now confirmed, organisations that prepare early will be best placed to manage costs, remain compliant and continue attracting quality talent in an increasingly competitive market. Need Support Navigating Workforce Changes? Whether you're preparing for SCHADS Award updates, planning for workforce growth, or looking to strengthen your recruitment strategy, having the right people in place has never been more important. At Talent Quarter, we partner with healthcare, disability, aged care and community service organisations across Australia to help solve workforce challenges before they impact service delivery. From permanent recruitment and workforce planning to sourcing hard-to-fill talent, our team understands the unique pressures facing the care sector. If you're reviewing your workforce needs for the new financial year, we'd love to have a conversation. Get in touch with our Talent Quarter team to discuss your hiring goals, workforce challenges and talent needs.
Here at Talent Quarter, providing quality support to both healthcare professionals and clients has always been a core part of how we work. Achieving ISO 9001 Quality Management Systems (QMS) certification with Certex is an important milestone that reflects the care, consistency and accountability we aim to bring to everything we do. As a healthcare recruitment and workforce solutions partner operating across Australia, Talent Quarter works closely with nurses, midwives, doctors, allied health professionals and social care workers across metro, regional and remote communities. What is ISO 9001 — and Why Does It Matter? ISO 9001 is an internationally recognised quality management standard designed to help organisations improve the way they operate, deliver services consistently and continually review how they can do things better. Rather than being a simple “tick-box” exercise, it requires businesses to build clear processes, strengthen accountability and create structured systems around risk management, documentation, communication and continuous improvement. Pursuing ISO 9001 certification gave the team an opportunity to strengthen and formalise many of the quality processes already in place across the business. As our organisation continues to grow and support more government and healthcare partners, having a recognised framework helps ensure services remain consistent, compliant and people-focused. The certification journey involved reviewing internal systems, refining documentation and improving visibility across processes and responsibilities. While it required time and collaboration across teams, it also created valuable opportunities to improve the way Talent Quarter works internally and supports its clients and candidates externally. Shannon O’Fionnagain, Executive Head of Operational Strategy & Governance at Talent Quarter, shared: “It strengthens customer confidence, supports improved customer satisfaction, and reinforces our culture of continuous improvement.” Certex’s collaborative and industry-informed approach played a key role throughout the process, helping ensure the certification journey remained both practical and aligned with Talent Quarter’s operational environment. For us, this certification is not just about achieving a standard - it’s about continuing to build trust, improve experiences and support healthcare communities with care and consistency.
In healthcare, aged care and community services, compliance is often treated like a checklist. Documents collected. Boxes ticked. Systems updated. But in reality, compliance isn’t a process. It’s a risk strategy. And right now, too many organisations are still managing it like an admin task. Across the sector, the same patterns show up: Credentials checked once, then assumed to stay valid Visa and work rights confirmed at onboarding, but not monitored Manual systems used to track expiry dates Last-minute scrambles when gaps are uncovered Mounting pressure during audits and reviews None of this is actually intentional. But it creates exposure and in our sector, that exposure directly impacts care quality, safety, and trust. Moving beyond “point-in-time” compliance A worker who was compliant three months ago… isn’t necessarily compliant today. Registrations change, documents expire and visa conditions evolve. If compliance isn’t actively monitored, gaps will appear. It’s not a question of if, it’s when. The cost of getting it wrong This isn’t just theoretical. It shows up in very real ways: Failed audits and costly remediation Regulatory penalties Service disruption and cancelled shifts Increased admin burden Reputational damage across clients and communities And most importantly, it introduces risk into environments where there is no room for error. What we’re seeing Through our work across Australia, one thing is clear: Most providers don’t lack intent, they lack systems designed to eliminate gaps. Because managing compliance… isn’t the same as controlling it. A different approach: Zero-Gap Compliance At Talent Quarter, we’ve shifted away from “point-in-time” compliance to a model of continuous compliance . We call it Zero-Gap Compliance - a system designed to remove the opportunity for gaps to exist in the first place. It’s built on a few simple principles: No clearance, no placement Continuous, real-time monitoring (not one-off checks) Verified visa status and work rights Automated alerts before issues become risks Full audit visibility across every worker If something isn’t current, verified, and compliant, it simply doesn’t go. What this delivers Reduced organisational risk Stronger governance More reliable workforce coverage Protection of care quality And ultimately, confidence that the workforce you rely on is exactly what it should be. There’s a simple rule we apply: If there’s a gap, we don’t place. No exceptions. No workarounds. No risk passed on.
