Congratulations to Shaun Deacon, TalentVine’s Recruiter of the Month for May 2025!
Agency: White Bay
Location: Sydney
Specialised Industries: Information Technology, Digital, Marketing, Executive Search
Employer Rating: 9.8/10
Recent Successes:
CTO
Google Marketing Platform Solutions Specialist
Senior Digital Business Analyst
Senior Full Stack Developer
Security Lead
…and over 10 more
Tell us about your journey as a recruiter
I started in recruitment back in 2004 after a brief stint in insurance underwriting. Like most people, I didn’t go looking for recruitment, but once I found myself in it, I realised pretty quickly it was the right fit. I got my start in technology recruitment and really took to it. To better understand the space, I spent time teaching myself how to be a network engineer and later picked up JavaScript to get even closer to the work my candidates were doing. That hands-on learning helped me build better relationships and gain credibility in the tech space. Over time, I expanded into marketing, product, and executive search, and those remain my core areas today.
What changes do you see happening in the recruitment industry in the next 12 months?
The biggest shift I see is around noise. There are more applicants than ever and more platforms to receive them through, but not necessarily more quality roles or hours in the day. It creates a real challenge in keeping the candidate experience at the level it should be. I also think we’ll see a sharper divide between recruiters who rely on volume and those who genuinely know their markets. AI tools are being used more often to speed things up, but I believe the value will still sit with recruiters who can navigate nuance, build trust, and bring human judgement to the process.
What's one piece of advice you'd give to employers?
Be open, be honest, and treat your recruiter like you would your accountant or legal advisor. The more we know, the better job we can do. If you give us half the picture, we can only deliver half the result.
Too often, businesses hold back key information about internal challenges, salary flexibility, culture, or the real reason the role is open. That lack of transparency only slows things down and risks misalignment. The best outcomes come when there’s a true partnership in place, where we’re trusted with the full story and can act as an extension of your business.
Also, don’t underestimate the importance of how your recruitment process reflects on your brand. Candidates are assessing you as much as you’re assessing them. If we’re aligned, we can make sure every candidate walks away with a positive impression of your organisation, whether they get the job or not. That level of consistency is what builds a strong employer brand and long-term hiring success.
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