Recruitment ✦ Compliance ✦ Dedicated
Compliance & onboarding
administrator
Right-to-work evidence, tickets, licences, checks and insurances collected and verified before a placement starts — and the onboarding paperwork completed so day one actually happens.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
Before day oneDocuments complete
~2 wksBrief → first day
Placements fall over on paperwork, in the last 48 hours
A candidate is placed, the client is expecting them Monday, and on Friday afternoon someone discovers the white card expired, the police check never came back, or the right-to-work evidence was never collected.
That is not a sourcing failure. It is a document-chasing failure, and it happens because chasing documents is nobody's dedicated job in most agencies — it is squeezed in by the consultant who is already onto the next brief.
A dedicated administrator owns the document chain from the moment a candidate is shortlisted. Nothing reaches a start date with a gap in it.
What they collect and verify
- Right-to-work evidence — Visa and work-right documentation collected and verified against the relevant register, with expiry dates recorded.
- Tickets and licences — White cards, high-risk work licences, trade licences and plant tickets collected, checked against public registers where available and tracked to expiry.
- Background checks — Police checks, working-with-children checks and NDIS screening initiated and chased to completion.
- Reference checks — References contacted, scheduled and chased, with responses recorded to your template.
- Insurances — Contractor insurances collected and verified before engagement, then tracked.
- Placement paperwork — Contracts prepared, signed copies chased, and terms recorded correctly in your ATS.
- Timesheet and payroll setup — Candidates set up in your timesheet and payroll systems before the first shift, not during it.
- Expiry register — A rolling register of every document expiring across your placed workforce, chased ahead of lapse.
What stays with you
Collection, verification against registers and chasing travel. Judgements about suitability and engagement do not.
- Suitability decisionsWhether a candidate is appropriate for a placement is consultant and client judgement.
- Interpreting an adverse checkA disclosable outcome is assessed by your consultant under your policy, never by an administrator.
- Engagement termsContract terms, rates and classifications are yours.
- Work-right determinationsThey collect and verify evidence; the decision to engage rests with the agency.
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Questions
Frequently asked
Can they verify documents are genuine?
They can check public registers where one exists — licensing bodies, ABN and work-right verification services — and log the evidence. What they cannot do is make the engagement decision, which stays with your consultant.
What about labour hire licensing?
Where your state has a labour hire licensing scheme, your obligations sit with the agency regardless of who does the administration. Document what your scheme requires and have the first month reviewed.
How do they handle an adverse check result?
It goes straight to your consultant, unopened as a decision. Make that a written rule — an administrator should never be interpreting a disclosable outcome.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.