TPG Nursing, led by Lily Waller
Hospital recruitment for roles where specialty fit matters.
Hospital recruitment becomes difficult when a role needs both technical skill and immediate credibility with the unit. Theatre, ICU, ED, post-acute, ward leadership and NUM roles cannot be treated as interchangeable nursing vacancies. The shortlist needs to reflect the specialty, the pace of the unit, the leadership structure and the reason the candidate would choose that hospital over another.
Hospital recruitment needs clinical context. We look for the difference between a nurse who has the right title and a nurse who can work safely in the specific unit, shift pattern and leadership environment. That is the judgement applied before a name reaches you.
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.