When it comes to recruitment, extending an offer is only half the battle. Getting it accepted? That’s where the real magic happens.

At Cox Purtell, we’ve refined the process from first brief to final handshake. The result? A 100% offer acceptance rate. That’s not luck – that’s strategy. It's built on a combination of data, empathy, and experience, ensuring that both candidates and employers reach the offer stage fully aligned.

So, how do we do it?

1. Nailing Salary Expectations

Misalignment on salary is one of the most common reasons offers fall through. That’s why we put salary discussions at the centre of our recruitment strategy from the very beginning.

Rather than make assumptions, we have open, honest conversations with both candidates and employers. We help each party understand what’s reasonable, competitive, and most importantly – fair.

The numbers speak for themselves:

• 96% of our clients are satisfied with how we support salary expectations.
• We’ve helped 100% of our candidates secure offers they’re happy with.

We guide both sides through any negotiation, ensuring alignment on salary, benefits, and progression opportunities. This means that when an offer is made, it's already been internally accepted – emotionally and practically.

2. Transparent Communication Throughout

Trust is built with consistency, and consistency comes from great communication.

We believe in radical transparency – keeping both candidates and clients informed every step of the way. From application to offer, we provide clear timelines, honest feedback, and continuous updates.

• 98% satisfaction in communication and transparency.
• 98% satisfaction with regular updates.

When people are well-informed, they feel confident in the process – and confident people say yes.

3. Precision in Matching

A good hire isn’t just about technical skills – it’s about fit. We invest time in deeply understanding what both sides want.

For candidates, we look at more than just the resume. We explore motivations, preferred work styles, values, and long-term career goals. For employers, we dive into the team culture, role evolution, and business direction.

• 97% of our clients believe the candidate was suitable for the role.
• 95% felt the role was suitable for their organisational needs.

It’s this two-way understanding that leads to matches that last – and offers that get accepted.

4. Cultural Alignment

Culture fit is the glue that holds successful placements together. Skills can be taught, but values and working style are what make someone stay.

We ensure both sides walk into the hiring process with a clear understanding of each other's cultures.

• 98% of clients felt the candidate was a good culture fit.
• 93% of candidates said the company culture fit them.

This mutual understanding turns an offer into a long-term opportunity – and makes the “yes” a no-brainer.

How We Know It Works

Our performance data comes from Recruiter Insider, a third-party platform that independently collects feedback from both clients and candidates throughout the recruitment journey. This allows us to measure the impact of our process objectively – and continuously improve it.

The Result? Long-Term Success

We don’t just stop at getting offers accepted – we follow up to see how our placements are performing months down the track.

• After 12 months, 100% of hires are still considered beneficial, long-term members of the team.
• Candidate experience and skills are meeting or exceeding expectations, with 100% development noted at the 12-month mark.

When recruitment is done right, everyone wins – today, tomorrow, and well into the future.

Ready to Hire with Confidence?

Our process is built for outcomes. With a 100% offer acceptance rate and long-term retention to match, we don’t just fill roles – we build careers, teams, and trust.

Let’s talk about how we can deliver the same results for you.