TPG Nursing, led by Lily Waller
Aged care recruitment that understands the pressure inside the home.
Aged care recruitment is not simply a vacancy problem. It is a continuity of care problem. When a Care Manager, DON, Facility Manager, senior RN or clinical leadership role sits open, the pressure moves through residents, families, compliance, rosters and the leadership team. Our job is to understand the floor level consequence of the vacancy and screen candidates for the setting, not just the title.
Residential aged care is now shaped by visible care minute expectations, RN coverage requirements, quality standards and public accountability. The Department of Health, Disability and Ageing states that residential aged care providers must deliver required direct care minutes to residents, including care delivered by registered nurses, with a sector wide average of 215 care minutes and 44 RN minutes per resident per day.
Senior aged care leadership hiring has become more competitive, especially where experienced leaders compare permanent roles against interim, agency or consultancy style opportunities. Market outcomes vary by state, facility size, provider type, compliance pressure and urgency.
Roles we fill
- Assistants in Nursing
- Enrolled Nurses and Endorsed Enrolled Nurses
- Registered Nurses, Clinical Nurses and Nurse Unit Managers
- Theatre: scrub, scout, recovery and anaesthetics
- Emergency and ICU
- Clinical Nurse Specialists
- Care Managers and Clinical Care Coordinators
- Facility Managers and Nurse Educators
- Directors of Nursing
Checked before a nurse reaches you, and kept current after
Every nurse is checked against the setting before you see a name, not after an offer. Registration, police check, working with children where the setting needs it, immunisation evidence and right to work are captured at onboarding with e-signatures, and each one is held with its expiry date, so a lapse is flagged before the shift rather than found during an audit. The Director who owns the brief reads every file before anyone is put forward.
- AHPRA registration checked for validity, scope and conditions at intake, then tracked for renewal
- National Police Check, current
- Working With Children Check where the setting needs it
- Immunisation evidence to the standard the facility sets
- Right to work and ID verified before anyone is presented
- Site and health service inductions completed before the first shift
- References taken before a nurse is put forward
How we can work together
Permanent
Contingent or retained. Every permanent hire carries a 12 month replacement guarantee on our standard terms.
Contract
Block contracts, rural and remote placements and interim leadership cover.
Temp and locum
Shift cover with compliance current and rostering handled around the clock.
Straight answers for this market
All guidesWhat does an aged care Care Manager earn in Sydney in 2026?
In the briefs we are taking, Care Manager packages in metro Sydney have moved from around $115,000 to about $135,000 over the last 18 months.
Read the answerWhat are the aged care care minute targets, and what do they mean for my roster?
Residential aged care providers must deliver required direct care minutes to residents, including care delivered by registered nurses.
Read the answerWhat is an MPS nurse, and what makes a good one?
A Multi-Purpose Service, or MPS, combines aged care beds and an acute or emergency presentation service in one small rural facility.
Read the answerRequest a shortlist or submit a vacancy
Tell Lily about the setting and the roster. She will confirm a realistic timeline when she takes the brief.