Plan ahead for Christmas with temporary healthcare recruitment from Curamoir. Secure experienced healthcare and aged care professionals to maintain coverage and continuity of care.

It is easy to say you provide a quality recruitment service. The more important question is: how do you know? At Curamoir, quality is not something we want clients to simply take our word for. We measure the experience we provide, listen to the feedback we receive and continuously work to improve it. Our purpose is “Making a difference to the people making a difference”. For us, delivering on that purpose means holding ourselves accountable for the quality of the recruitment experience we provide. That is why our mission is to raise the standard of healthcare recruitment by delivering a consistently high-quality experience and continually improving the service we provide, helping build stronger teams and better outcomes for the communities they serve. Because in healthcare recruitment, a successful placement does more than fill a vacancy. The right person can make a genuine difference to a team, the people they support and the wider community, creating a meaningful impact that goes well beyond the role itself. The numbers tell part of the story Between August 2025 and August 2026, Curamoir received more than 490 reviews and 280 testimonials through Recruiter Insider, with both candidate and client feedback sitting at 97%. Over the past 12 months, Curamoir has received 490 client reviews and 283 candidate testimonials through Recruiter Insider, with both candidate and client feedback currently sitting at 97%. Our results have remained consistently high across both quarterly and 12-month performance. We are proud of those numbers, but they matter most because of what sits behind them. For clients, the feedback shows: 98% for providing regular updates 98% for consulting to client needs 97% for shortlists fitting the brief 97% for candidate suitability 97% for culture fit 100% for helping clients secure their chosen candidate with a job offer These are not simply scores to display. They give us insight into the parts of recruitment that make the biggest difference to the people we work with. What does that actually mean for clients? It means less time spent reviewing the wrong candidates. In healthcare and community services, every vacancy sits within a team that people rely on. Leaving a role unfilled can put more pressure on colleagues, stretch services and make it harder to deliver the level of care and support people need. That is why understanding a vacancy properly matters. We take the time to understand the role, the team and the environment around it, so clients spend less time reviewing unsuitable candidates and more time speaking with people who could genuinely strengthen their team. Recent feedback from hiring managers reflects this, with clients highlighting our ability to understand the brief, provide relevant and skilled candidates and make the recruitment process smoother and more efficient. It means knowing what is happening throughout the process. Recruitment can become frustrating when communication becomes inconsistent or clients are left chasing updates. With a 98% feedback score for providing regular updates and communication, we continue to prioritise clear, transparent communication throughout the recruitment process. Whether we have found the right person, the search needs adjusting or there is simply no change yet, our clients should always know where things stand. It means looking beyond the CV. Experience and qualifications matter, but they are only part of the picture. In the sectors we recruit into, the right person also needs to work well with the team, understand the environment they are joining and connect with the values of the organisation. Getting that fit right can mean more than a successful placement. It can mean a stronger team, a professional who wants to stay and better continuity for the people that organisation supports. That is why we look at suitability more broadly, considering not only whether someone can perform the role, but whether the opportunity, organisation and individual are genuinely aligned. Curamoir specialises across Allied Health, Nursing and Social & Community Services throughout Australia, giving our consultants a strong understanding of the people, roles and environments within these sectors. Quality is not a finished product For us, one of the most valuable parts of collecting feedback is not being told what went well. It is finding out where we can be better. Curamoir measures performance across the recruitment journey rather than waiting until the end of a placement. This includes the initial brief, communication, interview preparation, candidate and role alignment, offer management and post-placement support. That creates an ongoing feedback loop. What are clients responding positively to? Where is there room to improve? Are we maintaining the same experience as we grow? Are candidates receiving the level of support we expect our team to provide? Continuous improvement means continuing to ask those questions, even when the results are strong. Because the experience matters on both sides The right job can make a significant difference to someone’s working life. For a healthcare professional, it might mean joining a more supportive team, finding greater flexibility, taking the next step in their career or simply enjoying coming to work again. That is why we want to understand what a candidate is looking for, not just what they are qualified to do. When the role fits their experience, ambitions and circumstances, there is a better chance of creating an outcome that works for them and the organisation employing them. Recruiter Insider currently shows 97% overall candidate feedback , alongside particularly strong results for communication, advocacy, interview support and contractor care. Supporting candidates properly is therefore not separate from delivering a quality client service. The two go hand in hand. So, why Curamoir? Not because we say we care about quality. Because we have built a recruitment process designed to measure it, learn from it and keep raising it. Our purpose and mission set the standard we want to deliver, and the feedback from our clients and healthcare professionals helps us measure how consistently we are delivering against it. For organisations looking for healthcare professionals across Allied Health, Nursing or Social & Community Services, that means a recruitment partner focused not only on filling the vacancy in front of you, but on delivering a consistently better hiring experience along the way. Looking for a healthcare recruitment partner that puts quality at the centre of the process? Get in touch with Curamoir.

Explore what NSW’s $184.1 million family violence funding means for frontline services, workforce planning and Community Services recruitment.

Allied health offers graduates purpose, variety and long-term career opportunity. Curamoir explores why it remains one of Australia’s most rewarding healthcare career paths.

Remote Area Nursing is one of the most rewarding paths in healthcare, offering experiences you simply won’t find elsewhere. It allows you to work with greater autonomy, develop a broader and more hands-on clinical skillset, and become a valued part of the community you’re supporting. No two days are the same, and the work often challenges you in ways that help you grow, both professionally and personally. At the same time, access to healthcare in regional and remote Australia continues to be shaped by ongoing workforce shortages. By 2030, Australia could face a shortfall of up to 123,000 nurses , with rural and remote communities feeling the impact most. This makes Remote Area Nursing not just a unique career choice, but a vital one, playing a key role in delivering care where it’s needed most. So, what does making the move actually involve? And what does the work really look like day to day? We spoke to a Remote Area Nurse placed by Curamoir Recruitment to learn more about their journey, the realities of the transition, and the lessons they’ve picked up along the way. Background & Motivation What was your role before moving into Remote Area Nursing? Before moving into Remote Area Nursing, I spent a year working across three emergency departments in rural Western Australia in the Pilbara region. That experience gave me my first real exposure to rural healthcare. After that, I moved to Darwin and spent two years in the Employed Model Program completing my Bachelor of Midwifery. During this time, I also worked in several casual roles across different areas of healthcare, including aged care, agency nursing, primary health within an Aboriginal Medical Service (AMS), and occupational health screening. Working within an AMS roles exposed me to a wide range of patient presentations and care environments, which ended up being very valuable preparation for remote work. What initially made you consider a transition into remote work? My time in the Pilbara really sparked my interest in Indigenous health. I developed a deep respect for the culture, connection to Country, and the importance of community. What stood out most to me was the continuity of care. You weren’t just treating a presentation and sending someone home, you were caring for people within the context of their family, culture, and community. I also loved the autonomy that comes with rural and remote nursing. The work challenges you to think critically, broaden your scope, and develop confidence in your clinical decision-making. It felt meaningful, varied, and incredibly rewarding. What were your biggest hesitations or concerns before making the move? My biggest concern by far was imposter syndrome. I worried that I didn’t have enough experience in certain areas and that I wouldn’t be able to provide the level of care the community deserved. I also found myself listening too much to other people’s opinions about when someone is “ready” to work remotely, which created a lot of self-doubt. I was concerned about the level of support I might have once I arrived and whether I would feel out of my depth. Looking back, those feelings are very normal when stepping into something new and challenging. The Transition How did Quinn/Curamoir support you through the process of moving into a Remote Area Nurse role? I first contacted Quinn in early 2024, asking for advice about what steps I should take in my career if I wanted to become a Remote Area Nurse. From the very beginning, she made me feel like I had all the time in the world to ask questions. I never felt like just another number. She took the time to walk me through the process, checked in regularly, followed up when she said she would, and helped find answers to the many questions I had. Most importantly, she helped calm my nerves. I did enquire with other agencies as well, but the experience felt very different. With some agencies, it felt more like, “You’ll be fine, when can you start?” whereas Quinn genuinely wanted to make sure I felt ready and supported before taking that step. What did the preparation look like before starting your first contact? In the lead-up to my first contract, I refreshed my knowledge around common primary health presentations and spent time reviewing relevant guidelines. I also read through discussions from other remote nurses online to pick up practical tips and insights, created a packing list, and did some research about the community and region I would be working in. Preparing mentally for the different pace and scope of work was just as important as preparing clinically. Were there any skills from ED nursing or midwifery that proved especially valuable in a remote setting? My experience working in primary health at an AMS was probably the most helpful preparation. In that role, we worked closely with CARPA manuals, which are heavily relied upon in remote clinics. I was already somewhat familiar with how to navigate them and apply them to patient care. My time in ED also brought valuable skills with thorough assessments and managing more complex/serious presentations. Some specific skills that proved particularly useful included: Dealing with respiratory illness in children/infants, managing chest pain, ear examinations (otoscopy) and managing ear infections, completing 715 annual health checks, immunisations, recognising and managing common skin conditions such as scabies and ringworm, managing childhood anaemia, rheumatic heart disease management and administering benzathine penicillin (L-A Bicillin). Having some familiarity with these presentations made the transition into remote primary health much smoother. As a midwife, I felt confident seeing antenatal women, infants and postnatal women. I also had the fear of “what do I do if someone is in labour in the community?” The Role & Reality What surprised you most about working as a Remote Area Nurse? What surprised me most was how welcoming the community was and how supportive the environment actually felt despite being geographically remote. The community I worked in had a population of around 300 people, so you quickly become familiar with many of the patients and families who attend the clinic. I was also surprised by my own capabilities. Working in that setting pushes you outside your comfort zone, but it also shows you how much you already know and what you’re capable of when you trust your training and use the resources available to you. How does a typical day compare to working in ED or a hospital environment? A typical clinic day looked something like this: 0800 – Arrive at clinic. The team starts with a morning meeting to discuss overnight calls, follow-ups, patients returning from the hospital via plane, recalls, and any priority cases. Morning clinic checks are also completed. 0830 – Clinic opens. There are no booked appointments; patients are seen as walk-ins. In the clinic I worked at there were usually two or three registered nurses on shift, one being the clinic manager. At times there was also a visiting GP or visiting allied health professionals in the community. One clinician might take the clinic vehicle to collect a patient who requires follow-up or who may have difficulty getting to the clinic. Throughout the day, patient presentations vary widely, from chronic disease management and wound care, to child health and antenatal care (usually if there are multiple antenatal women, they will have a visiting midwife), acute illness, and the occasional emergency. 1600 – Clinic closes to patients. The team finishes documentation and follow-ups. If you are on call, you collect the on-call phone and vehicle. Of course, if there are still patients remaining that require attention, those on call will stay behind. For patients requiring more specialised care, aeromedical services such as CareFlight can evacuate them to a larger hospital. Compared to ED, the pace can feel very different. There is a stronger focus on preventative care, chronic disease management, and continuity of care. You do still need to be prepared to manage emergencies when they occur. What skills have you developed since making the move? Working remotely helped me grow in many areas, both clinically and personally. My time management improved significantly, particularly learning how to structure consultations efficiently while still providing thorough care. My confidence also grew, especially in clinical decision-making and working autonomously. I developed strategies that helped me run efficient consultations, prioritise tasks, and manage the wide range of presentations that come through a remote clinic. Support & Outcomes How supported did you feel once you were on placement? I was actually very surprised by how supported I felt, given how remote the location was. During my first contract, there was a strong clinical management and education team available. There was always a phone number you could call for support, whether it was clinical advice, guidance on protocols, or even help navigating staffing issues. The doctors were also very approachable and more than happy to take phone calls to discuss cases or offer guidance. On top of that, the team within the clinic itself were incredibly supportive and always willing to help. How has this experience impacted your confidence and career direction? This experience has been incredibly empowering. I’m really proud of how I adapted to such a unique and challenging environment. Working in a remote community and being able to provide meaningful, culturally respectful care has been one of the most fulfilling experiences of my career so far. It has strengthened my confidence as a clinician and reinforced my passion for working in Indigenous health and rural healthcare settings. Advice for Others What would you say to other ED nurses or midwives considering Remote Area Nursing? If you’re considering Remote Area Nursing, try not to let imposter syndrome hold you back. You don’t need to know everything before you start. What matters most is being open to learning, being respectful of the community you’re working in, and knowing how to use the resources and support available to you. Having some exposure to primary health, Indigenous health, or rural settings can definitely help. Ultimately, curiosity, adaptability, and strong communication skills go a long way. Is there anything you wish you had known before starting? For someone coming straight from a metropolitan hospital environment, some helpful things to know beforehand might include: Familiarise yourself with CARPA manuals (you can access them online). They are essentially the clinical “bible” for remote practice, and you only speak with a doctor if the book says so, or it’s not in the book. Documentation often uses SOAP notes. You order/request patients’ pathology yourself. Routine STI screening and cancer screening are common parts of clinic work. Living conditions can vary depending on the community and can be confronting. It’s important to understand issues faced by communities and how they impact the health of those in that environment. These include overcrowding, food insecurity and low access to basic needs (electricity/water). On-call anxiety is a thing, and it sucks, but it does get better! Would you recommend this pathway to others and why? Absolutely. Remote Area Nursing allows you to make a real difference in communities that often have limited access to healthcare. It’s a privilege to provide healthcare on Country and work alongside communities in a meaningful way. You learn an enormous amount clinically and personally, and it allows you to develop your own approach to practice and discover what works best for you as a clinician. Packing Tips for Remote Placements A few things that can make life easier or you don’t think about while working remotely: A good head torch or small torch, portable speaker or entertainment for downtime, candle or something to make your room smell nice, sharp knife, playing cards/activities, travel mug, insect repellent and sunscreen, snacks or specialty foods that may not be available in community stores, power board and/or extension cord for accommodation, download movies, podcasts or books before travelling as internet access can be limited. Additional Tips & Tricks Staying Organised Create templates that you can copy and paste into progress notes. I had templates for SOAP notes and A-E primary assessments, which helped make documentation quicker and more structured. Carry a notebook to keep track of follow-ups, reminders, daily routines, and specific tasks that occur on certain days. Track your callouts, keep paper at home on the bench. Note down the time you get called, start time and finish times, as well as a short description of the reason for the callout or presentation. Preparation Try to get access to clinical systems and equipment as early as possible, such as iSTAT and point-of-care testing devices. Keep important contacts handy. Take a photo of important local phone numbers, codes, and passwords so you always have them accessible on your phone. Working with Others Exchange phone numbers with your team (if they are happy to). Having everyone's contact details makes communication much easier, especially when coordinating follow-ups or recalls. It’s also nice to go for a walk with someone or visit a waterhole. Everyone’s away from home, and you will be surprised how much you have in common. Clinical Practice Tips Use photos when appropriate (with consent, of course) to show the doctor. Photos can be very helpful when discussing presentations with doctors remotely. Trying to explain things can be difficult, but it also allows for another perspective. Spend time looking through and reading CARPA before you go. The more familiar you are with CARPA before arriving, the more confident you’ll feel using it in the clinic. Somethings are hidden under different headings (such as a URTI pg. 434). References & Resources Quick reference guides can be a lifesaver! Note down page numbers in CARPA, tables or information you frequently use. I personally have a printout which has the observation ranges for the different age groups, the childhood anaemia diagnostic table, the age ranges for each recommended National Bowel Screening Program (this is for 715’s) and CARPA page numbers. I also ensure I have a printout of the Immunisation Schedule (ensure the schedule is relevant to the state you’re working in). Is Remote Area Nursing Right for You? Remote Area Nursing isn’t always the easiest path, but it’s one that offers a level of experience, responsibility and impact that’s hard to match elsewhere. As this journey shows, stepping into a remote role can feel like a big move, but with the right preparation and support, it can also be one of the most rewarding decisions in your career. At Curamoir Recruitment , supporting nurses through that transition is a key focus. It’s not just about placing someone into a role, it’s about making sure they feel ready, informed and supported every step of the way. With demand for Remote Area Nurses continuing to grow, opportunities in this space are only increasing. For those open to a different way of working, it’s a chance to build your skills, gain valuable experience, and make a real difference in the communities that need it most. If you’re considering a career in Remote Area Nursing, get in touch with our team of healthcare recruitment consultants today!

A new year is a natural time to reflect. Curamoir explores when a change in healthcare can support balance, sustainability and long-term career direction.

The Australian Allied Health, Social and Community Services and Nursing workforce continued to change significantly throughout 2025. Candidate expectations shifted, demand increased, compliance pressures strengthened and regional areas continued to face ongoing staffing challenges. Providers who adjust early will be in the strongest position as 2026 approaches. Below is a closer look at what shaped the workforce in 2025 and how these patterns will influence the year ahead. Candidates Are Asking For More Clinicians across Allied Health, Social and Community Services and Nursing have been clear about what they want. Competitive pay, real flexibility, transparency and balance were the most consistent drivers of candidate behaviour in 2025. The sector now employs more than 2.3 million Australians within Health Care and Social Assistance . With so many career options, candidates engaged strongly with roles that offered choice, clarity and realistic workloads. Flexibility played a major role. Predictable rosters, part time options, compressed weeks and structured shift patterns attracted higher interest than traditional schedules. When providers communicated clearly and moved quickly, engagement increased significantly. Graduates Want Structured Support Graduates and early career professionals entering the workforce in 2025 expected meaningful onboarding, ongoing supervision and clear development pathways. These expectations are shaping how providers build entry level programs across Allied Health, Social and Community Services and Nursing. Australia has approximately 456,000 aged care workers across residential and community programs . Many of these roles rely on strong supervision and structured development. This reinforces the importance of clear support pathways for graduates stepping into Aged Care, Allied Health or Community roles. Recent national workforce reviews highlight the same pattern. The Draft National Allied Health Workforce Strategy emphasises the need for stronger transition support for graduates and structured development at every career stage, noting that supervision is critical for capability and retention. The federal Scope of Practice Review also found that early career health professionals are more likely to stay when roles provide consistent supervision, mentoring and predictable workload support rather than ad-hoc assistance. Workforce findings specific to rural and regional settings reinforce this. A 2025 review of Allied Health professionals in remote areas reported that access to senior supervision, structured guidance and local career progression are key factors influencing retention for early career clinicians. Across the year, graduate retention improved when providers offered consistent check ins structured guidance clear progression steps visible support realistic expectations The difference was clear. When graduates felt guided, they stayed. When support was inconsistent or unclear, they moved on quickly.  Regional and Remote Workforce Pressure Continued Regional and remote staffing pressure remained one of the most visible challenges in 2025. National data shows that around 7 million Australians which is roughly 27 to 28% of the population live in rural or remote areas where access to health and community services is consistently lower than in major cities. This creates ongoing difficulty for providers trying to fill roles across Allied Health, Social and Community Services and Nursing. Workforce planning updates released in 2025 highlight the same pattern. There are persistent shortages across multiple clinical disciplines in regional areas and limited local workforce pipelines to meet demand. More providers shifted to flexible models, including FIFO schedules, block rotations and travel supported placements. These options were especially effective in Allied Health, Social and Community Services and Nursing, where clinicians responded strongly to predictable rosters and structured support. Roles that highlighted community impact, lifestyle benefits and balanced scheduling attracted more interest than those that focused solely on financial incentives. Compliance and Quality Are Influencing Workforce Demand Compliance and quality became central to workforce planning in 2025. With updated aged care legislation and stronger national expectations, providers increased demand for Care Managers, Quality Leaders, Governance Specialists and senior Coordinators. The focus on strengthened governance is consistent with national updates across the health workforce reform agenda . Providers that invested early in quality and governance roles found themselves better positioned for audits, risk oversight and service delivery. These organisations also became more appealing to clinicians. Many people now choose employers with strong quality systems and clear leadership. Confidence in compliance is increasingly linked to workforce attraction. Mental Health Capability Is Becoming Essential Demand for mental health capability increased across all three sectors. Community programs, aged care, disability services and multidisciplinary teams required clinicians with strong psychosocial and mental health experience. National planning resources such as the Health Workforce Data portal show sustained demand for mental health professionals across the country. Providers strengthened capability by hiring Mental Health Nurses, Mental Health Social Workers and Mental Health OTs or by creating blended roles and upskilling pathways for existing staff. Strong mental health capability helped teams manage more complex presentations and provide integrated support across programs. Clinicians Are Moving More Freely Across Settings Mobility across Allied Health, Social and Community Services and Nursing grew noticeably in 2025. Clinicians shifted into new settings at a higher rate than the years before. For example Aged care nurses transitioned into community roles Emergency nurses moved into remote area nursigivng Allied health professionals explored contracting for greater flexibility and earning potential With more than 920,000 registered health practitioners in Australia , professional mobility is high. Providers who recognised transferable skills rather than seeking narrow experience matches were more successful. Internal mobility pathways became a valuable retention strategy. When clinicians could move between programs without leaving the organisation, overall retention improved. Faster Hiring Has Become a Clear Advantage Recruitment speed had a major impact on outcomes in 2025. Providers who responded quickly secured talent, while slow processes led to the loss of strong applicants to faster moving organisations. Employment in Health Care and Social Assistance grew by approximately five percent over the year to August 2025 as reported on Jobs and Skills Australia . With increased demand, candidates expect timely communication and simple recruitment steps. The strongest hiring results came from processes that featured shortlisting within days straightforward interviews consistent communication rapid decision making streamlined compliance checks Partnerships with specialist agencies also improved speed and quality of placements, particularly in hard to fill roles. Looking Ahead to 2026 The patterns seen in 2025 are unlikely to ease in the year ahead. Candidate expectations will remain strong. Early career professionals will continue to seek structured development. Regional and remote areas will face ongoing workforce gaps. Compliance and quality will sit firmly at the centre of workforce planning. Mental health capability will continue to expand and mobility across clinical settings will remain high. Providers who adapt early, modernise their workforce models and align with what clinicians expect will be well positioned for 2026. Curamoir partners with organisations across Allied Health, Social and Community Services and Nursing to support permanent recruitment, contractor solutions and workforce planning. If you are preparing for the year ahead, get in touch with our team today.

Over the coming weeks hundreds of new Occupational Therapists Speech Pathologists and Physiotherapists will graduate across Australia and step into one of the most rewarding and high-impact career paths in community healthcare. It is an exciting time. Demand for Allied Health professionals continues to grow across metro, regional and remote Australia and 2025 is shaping up to be another strong year for graduates entering the workforce. Whether you are finishing your final placement or polishing your résumé understanding what the market looks like and how to navigate it can make a big difference as you begin your professional journey. Here at Curamoir our mission is to help new graduates find the right role with the right support in the right environment . Over the past months we have been speaking with employers graduates and industry leaders to map out the trends and opportunities. Here is what we have found and how you can get ahead. The 2025 Graduate Market in a Snapshot The broader healthcare and medical sector in Australia remains a major growth driver for employment. According to national workforce data, the number of registered Allied Health practitioners increased from 108,680 in 2013 to 180,924 in 2022, according to the Australian Institute of Health and Welfare Health Workforce report . Allied Health professionals now represent more than a quarter of the health workforce in Australia, as reported in the AIHW Health Workforce report . What does this mean for you as a new graduate Allied Health professional There is genuine opportunity with more roles and more employers investing in Allied Health. Employers are increasingly focused on supporting graduates through structured supervision and career pathways. Starting early in your planning process gives you a competitive edge because many providers begin hiring before the new year. Why It Is More Than Just Getting a Job Graduation is a milestone congratulations. But stepping into professional practice involves more than finishing your degree and ticking the application box. The jump from university and placement into a full-time role brings new expectations like client management documentation teamwork professional accountability and culture. We speak every week with graduates who say “I am excited but I am not sure where to start.” “Should I apply directly to organisations or work through an agency like you?” “How do I know which organisation is right for me?” “What is a realistic salary for a new graduate Occupational Therapist or Speech Pathologist?” Here are some things we have observed that actually make a difference Start exploring early Do not wait until after your last exam or placement to begin thinking about your first professional role. Explore options now talk to recruiters ask about employer support and culture. Early engagement gives you time to reflect and choose rather than having to accept the first available offer. Think about the environment you will perform in Role size, setting, supervision, and mentorship all matter. Some larger community and rehabilitation providers offer structured graduate programs with rotation training and peer support. Smaller community providers often offer strong supervision, mentoring, and variety early in your career. Consider your preferences for caseloads, location, and work life balance. Prepare beyond the application Your degree and placements prove you know the theory. Employers now want to hear how you handle real-world scenarios. How you communicate with clients how you adapt to unexpected changes how you reflect on your practice. We offer interview coaching question practice and feedback to help you feel ready. Understand your worth As a new graduate you may feel pressure to just get started but you deserve a role where you are valued. Look at more than base salary ask about supervision peer support professional development clear progression paths and organisation culture. We benchmark Allied Health salaries across Australia each year, using our own recruitment data and insights from hundreds of placements to give graduates a clear picture of what’s competitive. Look for long-term potential The first role shapes your career. Ask about mentoring performance reviews professional development allowance progression pathways. A role where you can grow matters more than one where you just fill in for twelve months. How Curamoir Supports Graduates We know how demanding it is finishing placements wrapping up study writing applications and imagining your next step. That is why our team focuses specifically on new graduate Allied Health professionals. Here are the ways we work with you Consultation and Career Guidance We go beyond introductions - we consult. We share insight on employers, supervision structures, caseloads, and long-term career pathways, so you can make informed choices that suit your goals. Applications and Offers We can manage applications on your behalf to save you time, and when an offer comes in, we negotiate on your behalf to make sure you start your career on the right terms. Streamlined applications : Submit your details once and we will connect you to multiple roles that match your skills and preferences. That frees you to keep focusing on finishing your studies and placements. Interview preparation : We coach you through common questions set up practice interviews and give feedback. Employer insights : We talk to the organisations we partner with about their culture supervision growth pathways, and values. We share this so you can visualise what it will be like before you commit. Offer guidance : We review your offer of employment ensure your remuneration is fair clarify benefits probation peer support and check you are stepping into a role where you are valued and supported. Whether you are looking for your first role or still weighing your options we are here to help. Where Opportunities Are Available Now We are part of a national network and currently recruiting for 2025 graduate roles in Occupational Therapy Speech Pathology and Physiotherapy across Australia. Aaron Byrne looks after Victoria, New South Wales, Australian Capital Territory, and Tasmania. Ellie Stephens covers Western Australia, South Australia, Queensland, and Northern Territory. We both work closely with our employer partners, exploring their support frameworks, caseload expectations, and graduate programs. When we recommend an employer, it’s because we’ve done our homework. If you are ready we’d love to chat about your goals and show you what is available early so you can make an informed decision. 2025 Graduate Referral Program If you know someone finishing their Allied Health degree in Occupational Therapy or Speech Pathology who graduates in 2025 and is looking for their first professional role we have a referral program Refer a new graduate and when they start a role through Curamoir you and the graduate will both receive $500 in vouchers . It is that simple. A great way to help your network and be rewarded. Focus on the Right Fit Not Just the First Offer There is a lot of excitement about starting your career and rightly so. But the smartest move is not always to accept the first job that comes along. It is to choose a role where you will learn be supported and feel valued . Starting in the right place gives you a strong foundation. If you are ready to begin the next chapter of your professional life let’s talk. Connect with us:  Aaron Byrne Senior Recruitment Consultant – Curamoir aaron.byrne@curamoir-hr.com.au (Victoria, New South Wales, Australian Capital Territory, and Tasmania) Ellie Stephens Senior Recruitment Consultant – Curamoir ellie.stephens@curamoir-hr.com.au (Western Australia, South Australia, Queensland, and Northern Territory)

On 1 November 2025, the new Aged Care Act comes into effect. It is the most significant reform the sector has seen in decades, shifting the focus towards a rights based framework that prioritises older Australians while demanding greater accountability from providers. It was originally scheduled to commence on 1 July, but a strategic delay was introduced to allow both providers and facilities adequate time to prepare, ensuring the focus is on sustainability rather than just compliance. The reform follows findings from the Royal Commission into Aged Care Quality and Safety , which made it clear that the existing framework was no longer fit for purpose. The new Act has been designed to address these shortcomings and create a system that is easier to navigate, fairer for individuals, and more robust in its regulation of providers. A Clearer Framework for Rights and Responsibilities At the heart of the new Act is the recognition of the rights of people accessing aged care. From 1 November, providers will need to show not only that they are delivering safe and effective care but also that they are respecting the autonomy, dignity, and choices of those in their care. This is a cultural shift. Care models and organisational practices will need to be examined to ensure they support decision making, provide culturally safe experiences, and uphold fairness and transparency. For providers, this means embedding these principles into every layer of the organisation from governance and leadership through to the frontline delivery of care. The Regulatory Shift The new Act also reshapes the role of the Aged Care Quality and Safety Commission . The Commission will have broader and more proactive powers, enabling stronger supervision and quicker intervention when issues arise. For providers, this translates into: A clearer and more comprehensive set of obligations Greater scrutiny of governance and risk management practices Increased expectations around compliance systems and documentation Those who take a reactive approach are likely to feel the pressure of this change. Those who act early to align with the new framework will be better positioned to operate confidently in the new environment. The Workforce Challenge One of the most immediate impacts for providers will be on their workforce. The Act creates obligations that cannot be met without well trained and values driven teams. Frontline staff will need to understand new approaches to decision making, cultural safety, and consumer rights. This means investment in training, but it also means ensuring the right people are in the right roles. Providers will need strong recruitment and retention strategies to build capability and stability within their teams. Without this, the gap between legislative expectations and service delivery could quickly widen. As a healthcare recruitment agency working with providers across Australia, Curamoir sees this as the critical area where support is needed most. Workforce readiness will determine how successfully providers can navigate the change. Recruiting professionals who not only have the skills but also align with the values of rights based care will be central to long term success. Operational and Financial Impacts Beyond workforce, providers will also face operational changes. The introduction of a single entry system and a streamlined assessment process should improve access for older Australians, but it will require providers to adapt their systems and workflows. There will also be new reporting requirements, which means governance frameworks must be reviewed and updated. Many providers will need to invest in technology, compliance processes, and internal capability to meet these standards. Financially, the sector may feel short term strain as these changes are implemented. However, the reforms also create opportunities to improve efficiency, build trust with consumers, and strengthen long term sustainability. What Providers Should Do Now With the Act going live on 1 November, the next few weeks are critical. Providers should be: Reviewing compliance frameworks against the new obligations. Engaging boards and leadership teams to ensure they understand their responsibilities. Strengthening governance and risk management processes. Investing in workforce training focused on rights based care, cultural safety, and decision making. Reviewing recruitment and retention strategies to secure the workforce needed to meet higher expectations. Communicating proactively with residents, families, community nursing clients, and staff to explain what the changes mean. Preparation now will help providers avoid disruption and move into the new era with confidence. Looking Ahead The introduction of the new Aged Care Act represents a reset for the sector. It is not just about compliance but about embracing a new culture of care that puts rights at the centre, demands accountability, and rewards quality. Providers who act early and invest in people, governance, and systems will be the ones who lead in aged care. At Curamoir, we see this reform as an opportunity to raise standards across the country and we are committed to supporting providers in building strong, capable teams that can deliver under the new framework. If your organisation is preparing for the new Aged Care Act and you need support with workforce planning, recruitment, or building capability within your teams, Curamoir can help . Our consultants work with aged care providers across Australia to source professionals who can deliver high quality care in line with the new expectations. Get in touch with Curamoir today to discuss how we can support your organisation in this next chapter for aged care.