Why Aged Care Recruitment Matters More Than Ever: A Q&A with Alexiss Macneil
Chris O • September 25, 2025
We know that Aged Care recruitment is about more than filling roles, it’s about dignity, respect, and making sure the right people are in the right place to deliver safe, compassionate care.
To shine a light on this important part of healthcare, we spoke with
Alexiss Macneil, our Head of Aged Care, about why this work matters, how the sector is evolving, and what sets Talent Quarter apart.
Q: Alexiss, what first drew you into Aged Care recruitment?
For me, it comes down to two things: people and purpose. Aged Care recruitment stood out to me because it isn’t just about jobs - it’s about supporting organisations that care for some of the most vulnerable people in our communities. Knowing that the right placement can directly impact the quality of life for residents and their families which makes my role in this incredibly meaningful.
Q: How has the Aged Care sector changed in recent years?
Aged Care is changing on 1 November 2025 with the new rights-based Aged Care Act, which puts older people’s dignity, choice and supported decision-making at the centre - backed by stronger Quality Standards and better whistleblower protections. At the same time, Support at Home replaces Home Care Packages and Short-Term Restorative Care. The person receiving care will be paying for the services they use, with contributions set using age-pension-style means testing (income + assets), and “no-worse-off” protections for anyone who was in the Home Care Package queue before 12 September 2024.
For providers, the bar is higher: clearer obligations, sharper accountability, safer, more people-centred care. The challenge is workforce. That’s where Talent Quarter comes in - supplying compliant, compassionate nurses and care workers you can rely on across residential and in-home care. Our focus is simple: trust, safety and dignity in every placement.
As these reforms come into effect, facilities will need people they can rely on, and nurses and care workers will see clearer pathways and new opportunities, whether in residential facilities or in home-based care. I see our role here as helping both providers and carers thrive in these new circumstances.
Q: What makes Talent Quarter’s approach different?
I don’t see recruitment as transactional; I spend a lot of time building long-term partnerships. While I think our approach is solutions-focused: we look beyond workforce gaps to truly understand the culture and compliance needs of each institution.
Whether it’s permanent, temporary, or international recruitment, we take pride in making sure our support is tailored for both clients and healthcare staff.
We want our clients to feel confident they have the right people, at the right time. Speed, compliance, and cultural alignment aren’t nice-to-haves, they’re essentials.
Q: Why is trust so important in Aged Care recruitment?
Providers are caring for some of the most vulnerable people in our communities, mums, dads, grandparents, people who deserve to feel safe and respected every single day. In Aged Care, there is simply no room for shortcuts, because every placement touches a real life. That’s why trust is everything.
Recruitment partners need rigorous compliance processes, of course, but they also need to be compassionate advisors who understand what’s at stake. At Talent Quarter, we never forget the human side of what we do. We build trust not just through transparency and consistency, but by treating every placement as if we were choosing care for our own loved ones we call this #connectionswithimpact.
Q: There are still misconceptions about Aged Care. How do you change the narrative?
Aged Care nursing is so often misunderstood. It’s not ‘just basic care’, it’s leadership, it’s advocacy, it’s problem-solving in moments that really matter. It’s being the bridge between residents, their families, and the wider healthcare team.
The way we change that narrative is by telling the real stories - shining a light on the skill, compassion, and resilience of Aged Care professionals. We need to celebrate their work, highlight their voices, and remind the community that they’re not just providing care, they’re creating dignity, belonging, and home. When people hear those stories, the perception starts to shift.
Q: What does a successful placement look like for you?
For me, a successful placement is never about filling a vacancy quickly - it’s about finding the right fit. On the candidate side, it means a nurse or care worker steps into a role where they feel truly valued, supported, and able to grow. It’s seeing them thrive, build confidence, and deliver the best possible care because they’re in an environment that is best suited for them.
For our clients, success looks like having a reliable team member who integrates well, strengthens culture, and stays for the long term. The way we get there at Talent Quarter is through empathy and communication, listening to what candidates truly want in their careers, understanding what clients really need, and building genuine partnerships that bring both together.
Q: What keeps you motivated in this challenging sector?
Honestly, it’s the impact we have on people’s lives. When a nurse or care worker finds the right role, they’re not only supported to thrive, but the people they care for feel that impact too. That ripple effect from candidates to clients to the communities they serve - is what inspires me every day. For me, that’s what our TQ slogan #connectionswithimpact is all about.
Your Scottish accent is a bit of a trademark here at TQ! If you had to give us one Scottish phrase, what would it be?
I’d say ‘Whit’s fur ye’ll no go by ye’ - which means” what’s meant for you won’t pass you by.” I love it because it’s a reminder that the right opportunity always comes around - and in recruitment, that couldn’t be more true!
📩 Whether you’re a healthcare professional looking for your next role, or an Aged Care provider wanting to strengthen your team, connect with our Aged Care recruitment team today.
Zoe Gilchrist (Recruitment Consultant) - zoe.gilchrist@talentquarter.com
Alexiss Macneil (Head of Aged Care) - alexiss.macneil@talentquarter.com
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In today’s world of work, careers are no longer linear. Roles evolve. Industries shift. Skills that mattered five years ago may not be enough today. This is where a growth mindset becomes one of the most valuable tools you can bring to your career. What is a growth mindset? A growth mindset is the belief that skills, capability, and confidence can be developed over time. People with a growth mindset: Stay curious Seek out learning opportunities View challenges as part of progress Learn from feedback and setbacks In contrast, a fixed mindset assumes that ability is static, that you’re either “good at something” or you’re not. The concept comes from the work of Dr Carol Dweck, a world-renowned psychologist who studied how people respond to challenge and failure. Her research showed that long-term success is driven less by innate talent, and more by how people approach learning, effort, and growth. In simple terms: It’s not about where you start, it’s about how you respond. Why a growth mindset is so valuable in the workplace Workplaces today are constantly changing. New systems, new expectations, new ways of working. A growth mindset helps individuals navigate this change with confidence rather than fear. Here’s how it shows up in practice: Greater resilience and adaptability - People with a growth mindset see setbacks as temporary. Instead of internalising failure, they ask: What can I learn from this? This makes it easier to recover, recalibrate, and move forward. Stronger learning and development - A growth mindset encourages continuous skill development. Whether that’s learning new technology, stepping into leadership, or expanding your commercial thinking. Increased innovation and creativity - When people aren’t afraid of getting things wrong, they’re more willing to experiment, contribute ideas, and think differently. Better collaboration - Growth-minded individuals are more open to feedback and knowledge sharing, which strengthens teamwork and trust. Improved performance over time - Rather than chasing perfection, a growth mindset focuses on progress, and that’s what sustains performance. Dr Dweck’s research also shows that employees in growth-oriented cultures are: More likely to trust colleagues More committed to their organisation More willing to take smart risks More likely to experience innovation What this means for you as a candidate Whether you’re actively job searching, exploring your next step, or simply thinking about what’s next, a growth mindset plays a key role in how you show up. Hiring managers aren’t just assessing what you’ve done. They’re assessing how you learn, adapt, and grow . A growth mindset helps you: Talk confidently about skills you’re developing Frame challenges as learning experiences Show curiosity rather than defensiveness Demonstrate potential, not just past titles Practical ways to build a growth mindset in your career 1. Reframe challenges - Instead of “I’m not good at this,” try: I haven’t mastered this yet. 2. Ask for feedback…and use it - Feedback isn’t criticism, it’s information. The strongest candidates use it to refine, not retreat. 3. Focus on progress, not perfection - Career growth is iterative. Waiting until you feel “ready” often delays momentum. 4. Value effort and learning, not just outcomes - What you learn along the way often matters more than the immediate result. 5. Be open about what you’re developing - You don’t need to have every skill, but you do need to show willingness to learn. A final thought A growth mindset doesn’t mean ignoring challenges or pretending everything is easy. It means believing that your career is something you can shape - through learning, reflection, and action. And in a world of constant change, that belief is one of your greatest assets. If you’re navigating your next move and want support along the way, working with a recruiter who understands both capability and potential can make all the difference. Your career isn’t fixed. And neither is what’s possible next.
We recently welcomed Greg to the Talent Quarter team, where he specialises in senior and executive appointments across the Welfare and Not-for-Profit sector. With more than 25 years’ recruitment experience across London and Sydney, Greg brings deep search expertise, a strong commercial background, and a genuine passion for purpose-driven organisations. Here’s a quick Q&A to get to know him a little better: Q: What attracted you to working in the Welfare and Not-for-Profit sector? I wanted my work to have a more direct social impact. The organisations in this sector do incredible work, and placing strong leaders who can drive meaningful change is incredibly rewarding. Q: What areas do you typically recruit for? I focus on senior and executive appointments across Child, Adult and Family Services, Domestic Violence, Mental Health, Aged Care and Disability Services. These are complex environments where leadership really matters. Q: What do you look for in great leaders within this sector? Great leaders in this sector combine strong strategic thinking with genuine empathy. They understand the complexity of working within community services and can balance operational demands, regulatory requirements, and the human impact of their work. I look for leaders who can build resilient teams, create safe and inclusive cultures, and make thoughtful decisions in high pressure environments. The best leaders are those who stay connected to the purpose of the work supporting vulnerable individuals and communities while still driving sustainable organisational outcomes. Q: From your perspective, what insights can you give us from the Welfare and Not-for-Profit sector right now? The sector is seeing a significant increase in demand for services, particularly in areas like mental health, domestic violence, housing and disability support. At the same time, organisations are facing funding constraints and workforce shortages, which is putting pressure on teams and leadership. As a result, there’s a growing need for leaders who can navigate complexity balancing strong governance and financial sustainability with a clear focus on purpose and impact. Organisations that invest in capable leadership and resilient teams are the ones best positioned to meet the increasing demand and continue delivering meaningful outcomes for the communities they serve. Q: A quick personal one – how do you like to spend your time outside of work? Outside of work, I’m usually balancing early mornings and late nights following Arsenal (often heartbreakingly), walking everywhere with my hyper-active dog, and trying to keep up my swimming laps. I’m also a keen BBQer and a strong interest in a good wine and a great restaurant. If you’re an organisation looking for senior or executive leadership in the Welfare and Not-for-Profit sector, or a candidate exploring your next leadership opportunity , Greg would love to connect. 📩 Feel free to reach out to start the conversation with Greg here: Phone number: 0482 077543 Email: greg.forster@talentquarter.com.au
This blog marks the second instalment in our Leadership Series with Catherine Harris from Project ROAR . If you haven’t already, we recommend starting with our first blog, How to Quiet Self-Doubt in Your Career, which explores practical ways to build confidence and navigate uncertainty at work. Over the coming weeks, we’ll continue sharing a new blog each week in the lead-up to Catherine’s upcoming masterclass, The Art of Delegation. This session will focus on how to delegate with clarity and confidence-by setting clear outcomes, defining ownership, and empowering your team to take responsibility. Catherine will expand on these ideas in her webinar on 29 April, sharing practical, actionable insights to help leaders delegate more effectively and build high-performing teams. ____________________________________________________ At different points in your career, the context changes. You might be between roles. Exploring options quietly while still employed. Or positioning yourself for a step up. But the underlying truth stays the same - your next opportunity often comes from how clearly you articulate your value, who knows your story, and how intentionally you manage your next move, not just what’s written on your resume. Applying for roles is part of the process. It’s rarely the whole strategy. The people who gain momentum faster tend to approach their careers with intention…not urgency, but direction. Below are three practical strategies that consistently help people feel clearer, more connected, and more in control of what comes next. 1. Use Your Network With Purpose - Your network isn’t a safety net, it’s a working asset. Not in a transactional way, but in a relational one. Strong networks create visibility, context, and advocacy. They help people understand where you’re headed, not just where you’ve been. A few grounding principles: a) Start where you are - If you’re employed, strengthen internal relationships. Talk with leaders, peers, and teams adjacent to your own. If you’re exploring externally, reconnect with former colleagues, clients, and industry contacts. b) Be clear about what you’re exploring - Clarity helps others help you. “I’m exploring Clinical Services Manager roles in Sydney” is easier to respond to than “I’m open to something new.” c) Stay visible in low-effort ways - Sharing an article, congratulating someone on a role change, or making an introduction keeps you present without needing an ask. Practical prompt: This week, reconnect with three people you haven’t spoken to in a while. Share a brief update and ask what they’re working on. 2. Get Clear on Your Positioning - If someone asked you to describe what you do, and where you’re heading, could you do it simply and confidently? A positioning statement isn’t about impressing. It’s about helping others quickly understand your value. Think of it as the bridge between your experience and your next step. A useful structure: · Current: What you’re currently doing (or most recently did) · Past: The experience and strengths you bring · Future: The kind of opportunity you’re moving toward When this is clear, conversations become easier. Introductions become more relevant. And opportunities feel less accidental. Practical prompt: Write a short positioning statement and practise saying it out loud. Use it in conversations, interviews, and internal discussions about growth. 3. Manage Your Career Like a Project - Careers benefit from the same thinking we apply to meaningful work. Clear goals. Defined actions. Regular check-ins. Instead of holding everything in your head, treat your next move as a project with structure. Start here: a) Clarify the goal - Are you aiming for progression where you are, a move to a new organisation, or a broader shift? b) Break it into actions - Resume updates. Conversations. Skill development. Interview preparation. c) Create accountability - Set regular time to review progress - with yourself, a mentor, or someone you trust. d) Adjust as needed - If something isn’t working, refine the approach rather than questioning your capability. Practical prompt: Create a simple 30-day plan with a small number of weekly actions. Progress builds confidence when it’s visible. A final thought Careers rarely move in straight lines. Momentum comes from clarity, not pressure. When you approach your career with intention, rather than waiting for the right moment, opportunities tend to surface more naturally. Your experience already has value. Managing it thoughtfully is how others come to see it. And that’s often where the shift begins.
