Recruit i.t.

Your Contract Recruitment Solutions Partner

At Recruit I.T., we pride ourselves on ensuring we enable our customers to access some of the best contracting talent on the market. As a leading recruitment agency in New Zealand, specialising in contract recruitment solutions, we utilise a mixture of people, technology, and a collaborative approach internally, and invest a significant amount of time and energy into ensuring we are maintaining an active talent pool of contractors with the various skill sets required in the technology market. ​ 


We bring an extensive track record in the New Zealand market of delivering contract recruitment services since our inception in 2006. With over 2,000 contractors placed in various contract positions across New Zealand, you can rely on our trusted and reliable team to ensure you can meet your business needs. 


Our clients range from AoG/Government entities, financial services, insurance, telecommunications, and manufacturing, through to start-ups. 


We’re also able to scale up and down seamlessly to meet changing project demands, so whether it’s one contractor or fifty, you can be assured that we have the capability and tools to make it happen. 

Navigating Your Contract Recruitment Journey with Recruit I.T.

Tailored Solutions to Support Your Business - We recognise that every client is unique. Our recruitment services are customised to align with your specific business support needs. Whether you’re a startup seeking to scale quickly or an established company requiring specialised expertise for a project, we have the right solution for you. 

Seamless Connection for Candidates and Clients – Our recruitment consultants excel at building bridges between candidates and clients. With an innate ability to understand both sides of the equation, we ensure that the relationships formed are not just transactional but mutually beneficial. 

A Diverse Range of Recruitment Services – Our recruitment services extend far beyond just connecting dots. From identifying top-tier talent to negotiating contracts and managing onboarding, we offer end-to-end solutions that simplify your contract recruitment process. 

Commitment to Quality and Transparency – We believe in providing clear insights into our processes, ensuring that you are informed at every step. Quality assurance is not just a phrase for us – we take it to heart; it’s our unwavering commitment to delivering excellence in every placement. 

Nurturing Long-Term Partnerships – We take pride in being a part of your growth journey, connecting you with the talent that propels your projects forward.

Why Utilise Recruit I.T.'s Contract Recruitment Solutions

Available Talent Pools - From skilled developers, through to project services professionals and UX/UI designers, we have a competitive roster of talented professionals who have proven years of experience in their fields. Our contract recruitment solutions ensure that whether you need a temporary boost for a project or specialised skills for a short-term task, you’ll find the perfect match with us!

Quality Assurance: Elevating Your Expectations – We understand that excellence is non-negotiable in the tech realm, and our recruitment consultants are dedicated to maintaining only the highest standards when it comes to sourcing, screening, and placing candidates. With meticulous screening, in-depth interviews, and comprehensive skill assessments, we’re committed to providing you with candidates who not only meet but exceed your expectations. 

Track Record: Delivering Results - Experience speaks volumes, and our track record is a testament to our commitment to success. Our contract recruitment services have propelled numerous projects to completion, and thanks to our stellar talents we’ve placed. From startups to established tech giants, our partnerships have driven innovation, and we’re excited to do the same for you! 

Contractor Relationships: Nurturing Collaboration - In the realm of contract recruitment, fostering strong relationships is of utmost importance. We don’t just connect candidates and clients, we facilitate partnerships. Our focus on open communication, fair negotiations, and mutual understanding creates an environment where contractors can thrive, and projects flourish. 

Industry Expertise: Leaders in the Field - Our recruitment specialists possess a wealth of knowledge in the tech and digital sectors. From emerging trends to niche skills, were well-versed in the landscape. When you partner with us, you gain access to insights that set you ahead of the curve. 

Contract Roles Available

Contracting Resources

By Kaleb Leeming 11 Mar, 2024
Field at Present: From a Director’s Perspective Generally, we have seen a slow start to the year, continuing the trend we saw in the latter half of 2023. Despite feedback from the market that suggested a stronger bounce back, we have yet to see this in the market at present. There are pockets of activity - primarily back-fills to existing hires. As we gear towards the backend of the government’s 100-day plan, we should see the firming up of new projects and programmes, which will likely require capability to deliver these pieces of work. Unfortunately, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times, and we’ve even seen this in the recruitment industry itself.
By Kaleb Leeming 14 Feb, 2024
With the dynamic business landscape, many companies are embracing flexibility and adaptability as they navigate the ever-changing market. As someone who has worked in the technology and recruitment sector for a while, I’ve come across a common misconception that I’d like to address: the perception that contractors are significantly more expensive than permanent employees. I'd like to give light to the true cost of hiring a contractor and explore why it might be more budget-friendly than you think. Let’s start by acknowledging the elephant in the room – the hourly rate. It’s no secret that contractors often come with an hourly rate that seems higher than what you’d pay a permanent employee. But here’s the thing: an employee salary is just the tip of the iceberg. When you hire an employee, there’s a whole set of additional costs and overheads that can significantly impact on your bottom line. Let’s break them down: 1. ACC (Accident Compensation Corporation) When you employ a permanent employee, you’re obliged to contribute to ACC levies. These can add up and represent a substantial ongoing cost to your business. Contractors, on the other hand, handle their own ACC payments, freeing you from this financial burden. As I write this it sits at approx. $0.63 per $100 of payroll. Example being, a $100K Salary = $630 per annum. 2. Kiwisaver Permanent employees are entitled to Kiwisaver contributions from their employers. While it’s a great benefit for them, it’s an added cost for your business. Contractors manage their own retirement savings, releasing you from this expense. At the minimum contribution of 3% that is $3,000 based on a salary of $100,000 per annum. 3. Training and Development Investing in the professional growth of your employees is essential. However, it can be costly and time-consuming. Contractors typically bring their existing skills and experience to the table, minimising the need for extensive initial training and ongoing development programs. Various benchmarks have this between 1% - 5% of an individual’s salary. Based on a $100,000 per annum this could be between $1,000 - $5,000 per annum. 4. Fringe Benefit Tax Providing certain benefits to your employees can trigger fringe benefit tax liabilities. Contractors are not subject to this tax, which means you can offer perks without worrying about additional financial implications. 5. Benefits Permanent employees often receive benefits such as health insurance, paid annual leave, and more. While these are important for staff retention, they can substantially increase your personnel expenses. On the other hand, contractors manage their own benefits and extras, giving you more predictability in your budget. 6. Insurance A business is responsible for looking after professional indemnity and public liability insurance which cover their permanent employees. On the flip side, contractors typically have their own insurance coverage, reducing your insurance-related costs. 7. Overheads Beyond the salary, permanent employees come with a host of overheads like office space, equipment, and administrative support. Contractors usually operate independently, sparing you from these additional expenses. 8. Productivity It is not as simple as multiplying a contractor’s rate by the number of hours in a week, and then extrapolating that out for the year. They only get paid for the hours they work, which doesn’t include any annual leave, sick leave, or public holidays. You only pay them based on what the hours they actually worked. So, what’s the bottom line? Hiring contractors can be a cost-effective choice when you consider the bigger picture. While the hourly rate may seem higher, it’s essential to factor in the myriad of savings associated with not having to manage all the costs and overheads that come with permanent employees. Don’t get me wrong – permanent employees are valuable assets to any organisation. They bring stability, commitment, IP retention, and a sense of belonging to your team. But the key is understanding the differences between contractors and permanent employees and leveraging them to your advantage. Think of hiring contractors as a strategic move that provides the flexibility to scale your workforce up or down as needed, without long-term financial commitments. It’s not about one being better than the other; it’s about making informed choices that align with your business objectives. So, the next time you consider bringing in a contractor, remember the true cost isn’t just about the hourly rate- it’s about the holistic value they bring to your organisation.
12 Feb, 2024
Intro to Recruit I.T. GTS Recruit I.T. GTS is the brainchild of Directors Kaleb Leeming and Ben Allen. Established in 2006, Recruit I.T has been offering contract and permanent resources to the technology community in New Zealand for many years, and has helped organisations to deliver their business goals in a timely and cost-efficient manner. More recently, and prior to COVID, Recruit I.T. has been managing and onshoring capability and talent into the New Zealand market to help address growing talent shortages and fill specific technology skillsets that our customers need to scale their business and deliver numerous products and projects to their customers. At present, Recruit I.T. has employed and migrated over 50 international candidates to New Zealand - this has resulted in projects being delivered on time along with significant cost savings. Recruit I.T. Global Talent Solutions aims to bring high-skilled tech talent to your company quickly, affordably, and effectively. We have successfully created a global network of highly adept and intelligent I.T. professionals that can help scale your business scale for success. Everything you need to know about Recruit I.T. GTS Learn more about Recruit I.T. Global Talent Solutions through these Frequently Asked Questions (FAQs). 1. How does RIT GTS work? GTS offers bespoke solutions to cater to every business need. We can help relocate candidates to New Zealand or we can onboard candidates remotely using our partners around the globe. We’ve been running this model since 2014 so we are well-versed at finding a solution to every resourcing problem!  2. How is it different from other recruitment offerings in NZ? Recruit I.T. utilises international talent to fill the gaps when the local market is talent-short or lacks niche skillsets. We follow and curate a model that is both efficient and cost-effective, and low risk. Reach out to our Director Kaleb Leeming to know more about our scope of work and services. 3. What skills can the clients access/roles can they fill with GTS that they can’t through traditional recruitment? There really isn’t an I.T. role that can’t be filled! NZ has a smaller pool of talent than other countries, so when you start looking for staff in specific areas of I.T., it’s easy to falter . We’ve had success recruiting in the development space (Java, Ruby, Mobile), as well as platform specific expertise including Salesforce, Dynamics, PEGA, SAP, ServiceNow, and Workday to name a few. We would love to help other businesses in NZ to capture talent not easily accessible in the New Zealand market. 4. How have offshore candidates changed over the years in terms of their non-negotiables for new work opportunities i.e., higher salary, permanently migrating to NZ, etc.? Overseas candidates certainly have more options now the world has opened. So, flexibility, team culture, and working on an exciting project are normally high on the wish list, along with salary. For those candidates looking to migrate from overseas, we are seeing those with families being put off by all the media around the high cost of living right now, and typically countries that have been seen as a lower cost, have risen in salaries through the increase in the remote workforce and countries such as the US a Europe expanding there reach globally. 5. How does your engagement model work? Each engagement will differ depending on the outcome you are looking to achieve. However, we generally run three (3) types of models for our customers: Offshore/Remote Capability : We hire these individuals as either permanent or contractors, and they work based in their own country (most often, the Philippines), within the New Zealand time zone. Offshore to Onshore Capability : This is a hybrid model to the offshore capability, where customers contract capability remotely, experience whether individuals are suitable, then at a future date look to bring these individuals into NZ. Onshore Capability : Here we go straight to moving candidates into New Zealand. We can either take the risk on and hire them permanently or facilitate the recruitment process where our customers can hire them permanently directly. FAQs Here are also some of the most Frequently Asked Questions about Recruit I.T. GTS: (For Clients) Q: When can we start hiring employees? A: We would organise an initial briefing to understand your requirements along with what one of our service offerings would work best for you. From what, we would begin preparing an initial short-list with the view of interviews within 1 – 2 weeks. Q: What’s the step-by-step process in availing the services? A: You provide us with your requirements. We will find a small shortlist of talent for you to interview. Once you are happy making an offer, we will work through the immigration process (for onshoring) or the onboarding process (for those working remotely offshore) Your new hire starts! Q: Do we need to pay for your services even if there were no successful hires? A: No. You only pay a success fee if we are successful in placing a hire. Q: What other services do you provide? A: Outside of offshore talent, we can supply local contract and permanent recruitment services. Q: How long does the recruitment process take? A: The speed of the process is up to you but the quicker, the better! Locking in interview times can often slow the process down, so if you can commit to some interview times at the beginning of the process, we can usually have interviews completed within two weeks of obtaining requirements. Q: What type of sectors/industries have you catered to? A: We specialise in technology related capability and have clients in government, utilities, banking, insurance, media, and entertainment. Scale your business for success! As with any solutions, Recruit I.T. GTS can adjust and alter any aspects of the proposals that we send to our clients depending on the goals and demands of your business. If you require any further information about Recruit I.T. GTS and the services we offer, contact Kaleb Leeming (Director) at kaleb@recruitit.co.nz/ 027 201 8152. Read more about Recruit I.T. GTS here .
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Partner With Us!

Ready to embark on a contract recruitment journey? Please reach out to Kirk Roskvist (for our Auckland-based services), or Bianca Jones (for our Wellington-based services) for enquiries. 


We bring an extensive track record in the New Zealand market of delivering contract recruitment services since our inception in 2006. With over 2,000 contractors placed in various contract positions across New Zealand, you can rely on our trusted and reliable team to ensure you can meet your business needs.


Our clients range from AoG/Government entities, financial services, insurance, telecommunications, and manufacturing, through to start-ups.


We’re also able to scale up and down seamlessly to meet changing project demands, so whether it’s one contractor or fifty, you can be assured that we have the capability and tools to make it happen.



 If you would like to discuss how we can help your business with contract capability further, reach out to our experienced team today.

Get In Touch
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