Lara Gebka's Linkedin Analytics

Happy Mothers Day to all the mums, mums to be, wishful mums, furbaby mums, and dads who take the load of the mums. This photo is one I will always cherish. Axel is now taller than me, I’d look ridiculous trying to recreate this. At the time he was getting so over our family photo session, was mucking around and fell in the mud. I had two choices.. crack the nannas 🍌 and call it a day or just choose love. He recovered, I recovered and we went on to achieving some beautiful shots 📸 I don’t have a relationship with my own mother, but in that void I have some powerful women in my life such as my Nan and my Aunty and for that I’m grateful.

Only about 30% of roles ever make it to job boards. The rest? Tapped on the shoulder Shared internally Offered through networks Filled by proactive candidates who weren’t even “applying” If you’re only applying for advertised roles, you’re missing most of the action. Here’s how to get into the other 70%: - Connect with recruiters in your field - Reach out directly to companies you admire - Ask for referrals - Build a LinkedIn profile that speaks for you You don’t need to wait for the perfect ad. The last three positions I’ve placed were unadvertised and two of these positions were from referrals… The best opportunities often aren’t advertised — they’re created through connection.

Let’s Talk Money—Upfront! You’ve said your salary ‘range’ at the beginning The interviews go well An offer comes… Suddenly you require $20k more than your original range…. One of the most important conversations in any recruitment process is also one of the first we should be having… salary expectations. In my process we tackle this head-on. Here’s why: 1. It saves time and energy. When expectations are clear from the outset, we avoid the awkward “money conversation” later in the process—and everyone can focus on fit, values, and impact. 2. It builds trust. Transparency breeds confidence. Whether you’re hiring or job-seeking, knowing where the goalposts are means you’re working toward the same result. 3. The market is dynamic. Especially in GreenTech and specialist roles, salary benchmarks shift. That’s why we arm our clients and candidates with up-to-date market intel, ensuring offers are fair and competitive. So this is your Friday reminder: Don’t be afraid to talk money early. It’s not uncomfortable—it’s just smart. Sure sometimes a job is more involved than anticipated - that is a different conversation altogether. Want help navigating salary conversations or market benchmarking? Let’s chat.

When it comes to hiring the right person, reference checks are essential. In my company, I've built a rigorous process that guarantees valid and legitimate references every time. In Australia, conducting in-depth reference checks for shortlisted or offered candidates is standard practice. But, it's not just about ticking boxes. In 2022, I encountered a situation where a referee’s comments seemed personal rather than professional. Instead of writing the candidate off, I took the extra step and dug deeper. I conducted FOUR different references (and when satisfied provided feedback to the candidate to remove the reference from their list), and this individual has been in the same Executive role to this day. While reference-taking platforms are helpful, they only allow for limited probing. That's why I always recommend conducting phone references wherever possible – it allows for richer, more authentic conversations. Our Process: - Thorough Verification: We don’t take references at face value. Every reference is meticulously verified for authenticity. - Multi-Source Validation: We cross-check with multiple contacts to confirm details and ensure consistency. - Accountability: We leverage professional networks and technology to validate the accuracy of each reference provided. - Honest, Unbiased Insights: We gather feedback that helps you understand not just the candidate's experience, but also their work ethic, attitude, and cultural fit. Why Does This Matter? In today’s competitive job market, it's easy to take shortcuts, but integrity is non-negotiable. A bad hire can be costly. With our reference checking process, you can rest assured you're getting honest, unbiased, and accurate insights into every candidate’s background. The best news?! We offer this as a service to people who would like an external non-biased view. Reach out if you would like us to manage this critical part of your process for you. #ReferenceChecking #IntegrityInHiring #RecruitmentServices #HiringProcess #CandidateValidation #TrustAndTransparency #AxiaRecruitment #HonestyIsKey #QualityAssured #RecruitmentExperts

I'm noticing a shift in what candidates are looking for when considering their next move. In today's job market, it's not just about the paycheck—there's a growing focus on finding a company that aligns with personal values and offers long-term growth. I'm curious—what's most important to YOU when considering a new company? Even if you're not looking... imagine I called you today with 'the next best step' for you... what would you focus on most? Is it: Values & Impact Alignment Compensation & Benefits Clear Career Growth Potential Something Else I’d love to hear your thoughts and experiences in the comments too!

Here’s a truth: the role you’re in today? It’s been filled before, and it will be filled again. But YOU have the chance to make a lasting impact. This is your ONE shot to leave your mark. The work you do, the decisions you make, the difference you create—that’s yours to shape. Don’t let time slip by without stepping up to make a real difference. If you don’t seize the opportunity to create change, someone else will, using your actions to drive their vision forward. So, here’s the challenge: Find the opportunities to make an impact. Transform the space you’re in. Leave a legacy of positive change. Because if you don’t, others will be the ones benefiting from your potential. Make it count. The world needs your unique contribution.

Two new offers out this week 👏🏼 General Manager - Renewables Head of Quality - BioTech Both repeat clients. Both incredible candidates. It means we have 2x candidates for each role who were in the running, reference checked but not successful. We will now proactively work with each of them to introduce them to key leaders in the industry. If you know someone hiring senior management positions let me know!

Holy cow. My first baby is 12 today. I remember taking my first maternity leave like it was yesterday.. I was in labour at midnight on his due date and my husband was worried at 1am he’d get hungry so on the way to the hospital we went through the McDonalds drive-thru… The guy serving us asked me three times are you sure you don’t want anything?! Obviously wondering why we are in the drive-thru at 1am on a Wednesday morning.. when I told him I’m in labour he turned white and basically threw the food at my husband and said get her to the hospital mate! We then parked where it was ‘free parking’ and walked to the entry as I knew I had 2 mins between contractions. Why didn’t he drop me at the door THEN go and park the car?! 🤣 Isn’t it funny how you file certain memories away.. Share a funny ‘hindsight’ memory..

It only takes one misaligned leader to unravel years of work spent building a positive, inclusive culture. I recently spoke to a client about a situation where a new leader, flanked by his two close reports, formed an exclusive trio that essentially ran their own race—making decisions in silos, disregarding existing values, and quietly dismantling the collaborative environment that had been so carefully nurtured. The result? Engagement plummeted Top performers exited Trust was broken The culture fractured This wasn’t just poor leadership. It was a cultural coup, with ripple effects across the whole organisation. Leadership is not about building empires within businesses. It’s about honouring the people, processes, and principles already in place—and elevating them. A toxic mentality has no place in modern leadership. It’s not about who you know, but how you lead. If you're stepping into a leadership role, ask yourself: - Am I respecting the culture I’ve walked into? - Am I inclusive in my decisions and collaborations? - Am I strengthening or splintering the team? The best leaders don’t need a clique to feel powerful—they build trust across the board. Have you experienced something similar in your workplace? What helped restore the culture? #LeadershipMatters #OrganisationalCulture #RespectTheCulture #InclusiveLeadership #AxiaRecruitment

I’ve always been a solid multitasker.. Thursday evening Mia and I hit the road to Hobart for a 3-Day Dance Convention that would see her compete 3 times on stage and take part in 10 workshops. I am so grateful to have the opportunity to work remotely and continue to build connections nationally. In between the hair the make up and the snack breaks I managed to grab a Friday drink with Sally Hayne and Kym McCarthy where we had some great conversations surrounding ESG/Sustainability and the importance of education in this space. And on Saturday caught up with the lovely Kelly Walker talking all things from energy, board roles, kids and travel with many laughs along the way. Honestly the best part about ‘falling’ into recruitment 16 years ago is the relationships I have formed and maintained over the years - feeling very grateful today. Ps. Proud mum, Mia was selected for an award for her efforts in the workshops which was truly the cherry on top!

Hot tip... Don't ghost your recruiter at interview stage (or any stage for that matter) to then contact them 2.5 months later acting as though nothing happened. A simple explanation or apology goes a long way. Life happens, maybe you changed your mind, maybe you got that counter offer you told me you'd covered off... just communicate.. please and thankyou.

Remember: If you're scared to take the risk, remember you can always go back to the life you had. But if you never try, you might miss out on the life you've always dreamed of. This goes for business owners, entrepreneurs and candidates. Give it a shot.

"We can only pay $160K for this role" This Energy Company was adamant, so I called his bluff.. Within 24 hours, they found an extra $100K When this growing renewable energy company engaged me to find a Director of Grid Operations, I knew the search wouldn't be easy. The CEO was crystal clear: "$160K is our absolute ceiling. We can't go higher." But within minutes of researching, I knew this was going to be a problem. Market data showed elite grid operations leaders commanding $220K-$250K, especially those with experience integrating renewables into traditional power systems. Most recruiters would have taken one of two approaches: Either hunt for under-qualified candidates who'd take less money. Or Waste time pitching overqualified candidates who'd inevitably reject the offer. Instead, I took a third approach. I invited the CEO to coffee. "Let me show you something," I said, sliding over a comprehensive market analysis. I'd mapped every operations director in the energy sector within the three closest states: The data was undeniable. There was a clear minimum threshold of $225K for talent with the expertise they needed for their ambitious microgrid projects. "So you have three options," I explained. "You can increase the budget, reduce the requirements, or keep the position open for 6+ months while competitors snap up the best candidates as the renewable sector continues to expand." There was a long pause. Then he pulled out his phone. "I need to make a call," he said. Less than 24 hours later, I received an updated search brief. The budget was now $260K. The lesson? Clients often genuinely believe their budgets are fixed until you show them the reality of the market. Don't just take "no" for an answer. Bring data, build a case, and show them what they're really missing. The right approach can find money that "doesn't exist."

2011: My first recruitment job: $50k a year base 100% in-office Minimal commission 2020: The recruitment job I left: $85k a year base Leader in the business 90% in-office $50k commission (on average) which was less than 20% of revenue Disloyal clients due to transactional nature of company KPI driven, not relationship-driven 2025: 4th year in the best job ever. Founder and Director of Axia Recruitment Group Lead a team of loyal, driven and dedicated professionals Loyal repeat clients who trust in us completely Over 500 placements - high impact! Hiring awesome people for awesome companies, including: - A Head of Quality in an ASX-listed start-up scaling rapidly, with a groundbreaking tech solution that’s transforming waste management and circular economy systems across Australia. - A General Manager for a Sporting Organisation driving national initiatives to revolutionise youth sports participation through digital platforms and sustainability-focused community engagement. - A Head of Sustainability for a GreenTech Company pioneering carbon-neutral solutions, leading projects that integrate solar energy and cutting-edge battery storage systems to power smart cities. - A General Manager for a family-owned organisation reshaping their brand with a focus on eco-friendly innovation, creating flexible work environments and cutting-edge products for a more sustainable future. Representing candidates who have: - Built and scaled international teams in Renewable Energy, including leading massive offshore wind farm projects in Europe that contribute to reducing emissions by millions of tonnes annually. - Spearheaded breakthrough GreenTech projects, such as creating low-emission electric vehicle charging networks in Asia and developing smart grid systems to optimise energy use in real-time. That toxic leadership from my first job in 2011 could have ruined my career. Instead, it 10x'd my motivation. Has it all been sunshine and lollipops? Hell NO! But the journey is worth it. Build the company you want to work for. Be the leader you wish you had.

This weekend was eye-opening and inspiring, starting with a fabulous time at the 2025 Clifford Craig Foundation Annual Ball. I danced the night away with friends, but Saturday morning shifted my perspective at the Be Hers Ltd Beautiful Brunch planned and hosted by the beautiful Sophie Skipper. As a major sponsor of the event, I was moved by the powerful stories and statistics shared on modern slavery and human trafficking. It's shocking to realise how prevalent these issues are, even in our own backyards. As we focus on sustainability in our businesses, we can’t overlook the impact that modern slavery and human trafficking have in the supply chains that fuel our industries. Corporations have a responsibility to align their sustainability statements with ethical practices throughout their supply chain. It happens far too often, and we all have the power to make a difference. I’m looking forward to diving deeper into this important conversation with Sally Hayne when we record the next episode of GreenTech Talks in the coming weeks. Stay tuned for a powerful discussion that I hope will inspire action. #Sustainability #ModernSlavery #HumanTrafficking #GreenTech #SupplyChain #BusinessForGood

This one is for you.. the person considering applying for that new role… Put off by '500+ applicants' on LinkedIn job posts? Don't be - that number is misleading. Here's what's really happening behind the scenes... I recently posted a role that got 500 applications. An overwhelming number, right? Most candidates wouldn’t bother applying with a number that high. But let me break down what actually happened: > 300 candidates were completely unsuitable > 100 were based outside the country > 50 lacked working rights Of the remaining 50, only 20 had relevant skills. And from those 20, just 2 were genuinely strong fits. That's 500 applications narrowed down to 2 viable candidates. This pattern repeats across virtually every in-demand job posting. The "hundreds of applicants" you see on job listings should never influence your decision. > They're people mass-applying without reading the requirements. > They're automated applications from bots and services. > They're candidates lacking fundamental qualifications. Don't let intimidating application numbers keep you from pursuing great opportunities. The real competition is much smaller than you think.