How to Apply to Seek

Key Takeaways

SEEK hires through its own in-house candidate platform on seek.com.au — not through Greenhouse, Workday, Lever, or SmartRecruiters. Build a complete SEEK profile before you apply.
The hiring process is 7 documented steps: Connect, Chat, Meet, Showcase Skills, Meet the Team, Diligence, Join. Expect 4–8 weeks for IC roles and 6–12 weeks for senior roles.
Interviews are scored against the "Our SEEK" attributes — Passion, Team, Delivery, Future. Memorise them and map your stories to them.
Melbourne Cremorne HQ is the centre of gravity. Most senior product, engineering, design, and commercial roles require hybrid attendance 2–3 days per week.
CEO Ian Narev's three priorities — placement share, yield, operating leverage — are the filter your experience should map onto. Andrew Bassat is Executive Chair, not CEO.
Engineering stack includes Scala, Go, Python, TypeScript/React, and AWS. Expect a take-home or pair-programming exercise in the Showcase Skills round.
AI and ML matching is a genuine strategic priority after the Feb 2024 platform unification of seek.com.au, Jobstreet, and Jobsdb. Candidates who understand responsible AI in employment have an edge.
The Shares @ SEEK matching scheme (2 shares bought, 1 share matched after 2 years) is part of the standard package for ongoing employees. Factor it into offer comparisons.
SEEK divested Latin America (OCC Mexico, Catho Brazil) in 2024 but did NOT sell SEEK Asia — the Jobstreet and Jobsdb brands now run on SEEK's unified platform. Understand this before an interview.
Psychometric assessment, compliance checks, and structured reference calls are standard late-stage. Brief your referees on the Our SEEK attributes.

About Seek

SEEK Limited (ASX: SEK) is the dominant online employment marketplace across Australia, New Zealand, and South-East Asia, and one of the most commercially mature job platforms in the APAC region. Founded in Melbourne in 1997 by brothers Andrew and Paul Bassat together with Matthew Rockman, SEEK floated on the Australian Securities Exchange in 2005 and has since grown from a local classifieds disruptor into a multi-billion-dollar regional technology business. The company's purpose — "to help people live more fulfilling and productive working lives and help organisations succeed" — is repeated in interviews, town halls, and product reviews, and candidates who cannot articulate why that mission resonates with them rarely progress past the first round. SEEK is headquartered at 60 Cremorne Street in Cremorne, Melbourne, a purpose-built office completed in 2022 in the city's creative-tech corridor alongside Culture Amp, REA Group, Carsales, and MYOB. Cremorne is effectively SEEK's centre of gravity: most senior product, engineering, design, data, and commercial roles are either based there or require regular hub attendance. New Zealand is supported from Auckland, and South-East Asia operates primarily out of Kuala Lumpur (a major engineering and grad hub after the Jobstreet integration), with smaller presences in Singapore, Hong Kong, Manila, Bangkok, and Jakarta. Across the group, SEEK employs approximately 3,200 people — substantially smaller than applicants often assume, which makes hiring bars meaningfully higher than headline brand recognition suggests. The business itself is structured around a unified marketplace. In February 2024, after roughly three years of engineering work and an estimated AUD 180 million investment, SEEK migrated Jobstreet and Jobsdb onto a single AI-powered technology platform shared with seek.com.au — while keeping those brands locally. This is the most important context for any engineering or product candidate: SEEK no longer runs three parallel stacks, and roles are now scoped around shared services (search, matching, recommendations, trust, monetisation, identity) rather than geographic fiefdoms. In 2024, SEEK also divested its Latin American assets (OCC Mexico and Catho Brazil) for USD 85 million, sharpening focus on APAC and removing a distraction investors had been asking about for years. Financially, SEEK reported AUD 1.09 billion in net revenue for FY2025, with a dividend increase of roughly 31% year-on-year — a signal that the unified platform is beginning to produce operating leverage. CEO Ian Narev, the former Commonwealth Bank chief executive, took the CEO role in July 2021 when co-founder Andrew Bassat stepped back into the Executive Chairman seat. Narev's tenure is defined by three strategic priorities he repeats publicly: grow placement share, grow yield, and deliver operating leverage — which, translated for candidates, means "help more people get hired faster, charge sustainably more for better outcomes, and do it with a tighter cost base." Work that clearly moves one of those three levers is work that gets funded. SEEK is not a sleepy listed incumbent. It runs internal hackathons twice a year, funds Camp SEEK (a STEM program for Year 9–10 girls and non-binary students), and has been an early and aggressive investor in AI-powered candidate matching, including SEEK Pass for verified credentials and an internal recommendation system that personalises feeds for both jobseekers and hirers. At the same time, it is a publicly listed company in a regulated market, with PwC as auditor and serious scrutiny from Australian financial media — so candidates should expect formal process, psychometric testing, compliance checks, and reference verification alongside the start-up energy. This guide walks through exactly what to expect.

Application Process

1
Step 1
Step 1 — Find the role on seek.com.au/careers or directly on seek.com.au/SEEK-jobs/at-this-company. SEEK publishes its own vacancies on its own marketplace (it eats its own dogfood), so every role shows a Cremorne, Auckland, or Kuala Lumpur location, a job ID, and a SEEK-branded apply button. Do not apply via LinkedIn Easy Apply if the role is also on SEEK — recruiters treat the SEEK application as the canonical record.
2
Step 2
Step 2 — Create or sign in to a SEEK candidate profile. The apply flow redirects to seek.com.au/oauth/login and requires a full SEEK profile: work history, education, right-to-work status, salary expectations, and an uploaded resume (PDF or DOCX). Because SEEK built this product, the parser is competent — but it still prefers clean, single-column, text-based resumes. The system is in-house, not Workday, Greenhouse, or SmartRecruiters.
3
Step 3
Step 3 — Answer the screening questions. Most SEEK roles include 3–6 employer-written screening questions covering right to work in Australia or NZ, willingness to attend Cremorne on a hybrid schedule, salary expectations in AUD, relevant years of experience, and a short motivational prompt. Answers are visible to the hiring team before a human reviews your resume, so treat them as mini cover letters rather than throwaway boxes.
4
Step 4
Step 4 — Initial recruiter call ("We chat"). SEEK's Talent Acquisition team typically reaches out within 1–3 weeks for shortlisted candidates. This is a 20–30 minute phone or video screen focused on your motivation for SEEK specifically, a walkthrough of your most recent role, salary and notice period alignment, and visa or work-rights clarification. Recruiters are experienced and will probe for Our SEEK attributes (Passion, Team, Delivery, Future) even in this early call.
5
Step 5
Step 5 — First interview ("We meet"). A 45–60 minute conversation with the hiring manager. SEEK describes this stage as "us getting to know you, how you like to work, and showing you what life is like at SEEK." Expect behavioural questions grounded in the Our SEEK attributes, a discussion of your CV, and your own questions. For product, commercial, and people roles this is often values-heavy; for engineering it blends values with an early-stage technical scoping conversation.
6
Step 6
Step 6 — Skills showcase ("Showcase your skills"). The second interview is where you prove you can do the job. Engineers typically receive a take-home coding exercise (Scala, Go, Python, TypeScript/React, or language-agnostic depending on team) or a pair-programming session; product managers are given a case study (often a real SEEK problem, stripped of confidential data); designers present a portfolio plus a live critique; data and ML candidates receive a modelling or SQL exercise. Quality of reasoning is weighted above clever tricks — SEEK engineers explicitly prefer boring, well-tested code.
7
Step 7
Step 7 — Team and stakeholder round ("Meet the team"). SEEK is explicit that it is a collaborative workplace, so candidates who reach this stage are introduced to 2–4 future peers and cross-functional stakeholders in a single longer session or a sequence of 30-minute chats. You will be assessed on how you give and receive critique, how you handle ambiguity, and whether you make the people around you better — not whether you have the highest raw IQ.
8
Step 8
Step 8 — Diligence, assessment, and compliance ("Our diligence"). Late-stage candidates complete a psychometric assessment (typically cognitive plus work-style), two to three professional references, and Australian or NZ compliance checks — police check, work-rights verification, and, for some roles, ASIC or financial services checks. Because SEEK is ASX-listed, senior hires also complete a conflict-of-interest declaration.
9
Step 9
Step 9 — Offer and onboarding ("Join us"). SEEK offers are typically base salary, superannuation (above the statutory minimum for most roles), a short-term incentive target, and eligibility for Shares @ SEEK — the company's matching share scheme where two shares purchased and held for two years are matched with one free share. Most engineering and product offers include a hybrid working expectation of 2–3 days per week in Cremorne, with flexibility negotiated per team. End-to-end the process commonly takes 4–8 weeks for individual contributor roles and 6–12 weeks for director-level and above.

Resume Tips for Seek

recommended

Quantify outcomes against one of Narev's three strategic priorities — placement

Quantify outcomes against one of Narev's three strategic priorities — placement share, yield, or operating leverage. A line like "Rebuilt the candidate recommendation ranker, lifting apply-starts per session by 12% across 4M weekly actives" maps directly to SEEK's internal language of value. Vague verbs like "improved" or "enhanced" without numbers are screened down quickly.

recommended

Lead with APAC context where you have it

Lead with APAC context where you have it. SEEK specifically values experience with Asia-Pacific markets, multi-country product rollouts, CJK or Bahasa localisation, and the regulatory quirks of Australia, NZ, Malaysia, Singapore, Hong Kong, Philippines, Thailand, and Indonesia. If you have shipped across two or more of these markets, say so on the first page.

recommended

Match the Our SEEK attributes in your bullet points, not just in your cover lett

Match the Our SEEK attributes in your bullet points, not just in your cover letter. Passion shows up as ownership language ("drove," "led," "championed"); Team shows up as cross-functional pairing ("partnered with Engineering, Design, and Data Science to…"); Delivery shows up as shipped outcomes with dates; Future shows up as architectural or strategic thinking ("designed the migration path that…"). Subtle alignment beats quoting the values verbatim.

recommended

For engineering roles, name the stack

For engineering roles, name the stack. SEEK publicly talks about Scala, Go, Python, TypeScript/React, AWS, Kafka, and a mature platform org. If you have worked with any of these — or comparable equivalents (Kotlin for Scala, Node for Go, GCP for AWS) — list them explicitly. The internal technical screeners are looking for keyword matches as a first pass, just as their own product does for hirers.

recommended

For product and commercial roles, show marketplace fluency

For product and commercial roles, show marketplace fluency. SEEK is a two-sided marketplace, and candidates who demonstrate they understand both the jobseeker side (free, high-volume, experience-driven) and the hirer side (paid, lower-volume, ROI-driven) are meaningfully more attractive than candidates who have only worked on one side of a marketplace. Bullet points that name both sides of your previous product explicitly will land.

recommended

Keep formatting ATS-clean because SEEK parses its own uploads

Keep formatting ATS-clean because SEEK parses its own uploads. No two-column layouts, no headers or footers with critical information, no tables for experience, no text inside images. Single-column, standard section headings (Summary, Experience, Education, Skills), 10.5–11pt body type, PDF export. The SEEK parser is one of the more competent in the market, but it still rewards structural simplicity.

recommended

Add your Australian or NZ work-rights status clearly at the top of the resume if

Add your Australian or NZ work-rights status clearly at the top of the resume if you are not a citizen. Hiring managers at ASX-listed companies are required to document right-to-work, and an upfront "Australian PR" or "NZ citizen — open to relocating to Melbourne" line saves a round of recruiter clarification. International candidates who need sponsorship should be candid; SEEK sponsors visas selectively for senior engineering and data roles.

recommended

Include a one-line tailored summary at the very top for the SEEK role specifical

Include a one-line tailored summary at the very top for the SEEK role specifically. Generic objective statements are ignored. A line like "Senior Platform Engineer with 9 years in ANZ marketplaces — built event-driven systems at scale in Scala and Go, seeking to help SEEK raise hirer yield through better matching infrastructure" instantly signals that you have read the company's strategy and mapped yourself onto it.

ATS System: In-house SEEK candidate platform (seek.com.au)

SEEK Limited hires exclusively through its own employment marketplace. Every SEEK-branded role is posted on seek.com.au under its "at-this-company" employer page, and the application flow uses the same candidate profile, OAuth login, and resume parser that millions of Australian and NZ jobseekers use to apply to other companies. No Greenhouse, Workday, SmartRecruiters, Ashby, or Lever scripts are present on the apply pages — SEEK has built the platform, so it uses it. This is unusual but rational: it gives the company first-party telemetry on its own recruiting funnel and lets product and engineering teams dog-food the product they ship.

Create a complete SEEK profile before applying, not during. A partially filled profile reduces the quality of automated matching and ranks you lower in recruiter inboxes. Fill in every section — work history with dates, education, skills, right-to-work, salary expectations — and upload a current PDF resume before you hit apply.
Use the same email address for your SEEK profile as you list on your resume. The parser cross-references the two, and mismatches sometimes cause duplicate profiles that dilute recruiter visibility into your application history.
Turn off "Visible to all employers" if you are currently employed and do not want SEEK's recruiters or their customers to surface your profile before you formally apply — but make sure visibility is on when you do apply, because SEEK's internal TA team occasionally proactively sources from the same pool.
Answer all screening questions in full sentences. Because SEEK uses its own screening-question product internally, answers are rendered in the same UI recruiters use for external customers, and one-word answers ("Yes," "N/A") signal low effort.
Expect fast automated confirmation and slower human response. SEEK applications confirm within minutes; a recruiter response typically takes 1–3 weeks. If you have not heard back in 4 weeks, send a polite follow-up via the recruiter listed on the original role post rather than re-applying, which creates duplicate records.
Do not rely on LinkedIn Easy Apply. SEEK rarely uses it for its own roles, and when it does, the canonical record still lives on seek.com.au. Apply on SEEK directly every time.

Interview Culture

SEEK's interview culture is distinctly Melbourne: polite, methodical, values-driven, and unafraid of silence.

Candidates used to the faster, more aggressive style of some US tech interviews often misread SEEK's calm as lack of interest — it is not. Interviewers take notes, ask follow-up questions in depth rather than moving quickly to the next topic, and weight thoughtfulness above confidence. "Be yourself" is printed on the How We Hire page for a reason: the company explicitly screens out performers who cannot drop the performance under sustained, low-stakes questioning. The Our SEEK attributes — Passion, Team, Delivery, Future — run through every round. Expect behavioural questions framed as "tell me about a time," and expect the interviewer to ask a follow-up such as "what did you learn?" or "what would you do differently?" The company genuinely cares about the reflection, not just the story. Candidates who answer only the surface question and not the follow-up tend not to progress, even if the headline story is impressive. For engineering roles, the technical bar is serious but not adversarial. A typical loop includes a system-design discussion (often pitched around marketplace, recommendations, or scale problems SEEK itself has), a coding exercise (take-home or live), and a behavioural round. Interviewers look for clean, testable code, clear reasoning about trade-offs, and the ability to say "I don't know, but here's how I'd find out" without anxiety. SEEK engineers frequently cite "pace and progress over perfection" — directly from the Delivery attribute — so over-engineered solutions are a red flag, not a green one. For product managers, the case study is where most offers are won or lost. SEEK commonly uses a stripped-down version of a real problem — pricing a new hirer product, prioritising candidate-side features, responding to a competitive threat, or designing an experiment on the matching algorithm. The best candidates show they can frame the problem in terms of jobseeker and hirer outcomes simultaneously, pick a metric that ladders up to placement share or yield, and stop talking when they have reached a defensible answer rather than padding with frameworks. For data and ML roles, interviewers often include a working data scientist or ML engineer alongside the hiring manager. SEEK has invested heavily in AI-powered matching, SEEK Pass, and personalisation, so candidates should expect questions about model evaluation in live marketplaces, handling selection bias in observational data, and the ethics of automated decisions in employment contexts. The Australian and APAC regulatory sensitivity around bias and fairness is real — candidates who dismiss it risk being screened out on values grounds. Commercial, finance, and people & culture candidates experience a more traditional loop — values-based interviews, a case or presentation, and stakeholder meetings — but the same cultural lens applies. Collaboration is not a buzzword at SEEK; the company is explicit that "we care about each other and collaborate to achieve together," and candidates who tell stories exclusively in the first person singular without crediting teammates are quietly downgraded. Finally, reference checks are thorough. SEEK will typically ask for two to three references, including at least one direct manager, and the TA team does the calls themselves rather than outsourcing. References are asked structured behavioural questions mapped to the Our SEEK attributes, so candidates should brief their referees on which stories to emphasise. Psychometric assessments (cognitive and work-style) are used at offer stage for many roles — they rarely disqualify a strong candidate but are used to calibrate team fit and, occasionally, level.

What Seek Looks For

Alignment with "Our SEEK" — Passion, Team, Delivery, Future. These are not decorative; they are the literal rubric interviewers score against.
Marketplace literacy — demonstrated understanding of two-sided dynamics, network effects, and the tension between jobseeker experience and hirer monetisation.
APAC experience or genuine curiosity about APAC markets — SEEK has explicitly refocused on Asia-Pacific after divesting Latin America, and candidates who treat the region as secondary struggle.
Delivery over perfection — evidence that you ship, measure, and iterate rather than polish indefinitely. "Encourage pace and progress over perfection" is verbatim from the company's Delivery attribute.
Cross-functional collaboration as a default, not an exception. Solo-hero narratives on a resume are penalised; stories that credit design, engineering, data, and commercial partners are rewarded.
Technical depth appropriate to level — for engineers, fluency with Scala, Go, Python, TypeScript/React, AWS, and event-driven architectures; for data, strong statistics and ML production experience; for product, quantitative reasoning and experimentation fluency.
Comfort with public-company process — psychometric testing, compliance checks, formal offer paperwork, and ASX-level documentation standards. Candidates who chafe at process do not last.
Low ego and high curiosity — SEEK's interview panels notice when candidates ask genuinely good questions about the business, and notice even more when candidates dominate the conversation instead of listening.
Commitment to Cremorne-based hybrid work. Fully remote offers are rare outside specific roles in Auckland or Kuala Lumpur, and candidates who negotiate aggressively against the hybrid expectation in early rounds are often withdrawn from process.
Evidence you will still be excited in year three. SEEK retention is strong (around 80% of graduates stay past the first two years), and the company hires against that horizon rather than for short-term sprints.

Frequently Asked Questions

Does SEEK use Greenhouse, Workday, Lever, or another external ATS?

No. SEEK Limited uses its own in-house candidate platform — the same seek.com.au product that jobseekers use to apply to other Australian and NZ employers. Every SEEK role is posted on seek.com.au under the "at-this-company" employer page, and the apply flow goes through a SEEK OAuth login and candidate profile. There are no third-party ATS scripts (Greenhouse, Workday, SmartRecruiters, Ashby, Lever, iCIMS, SuccessFactors, Eightfold, or Phenom) on the apply pages. This is verified live as of April 2026. Practically, this means you should build out a complete, polished SEEK candidate profile before applying — the same profile is read by SEEK's internal recruiters and their external customers.

How long does the SEEK interview process take end-to-end?

SEEK's 7-step process (Connect, Chat, Meet, Showcase Skills, Meet the Team, Diligence, Join) typically runs 4–8 weeks for individual contributor roles and 6–12 weeks for director-level and above. The slowest stages are usually the skills showcase (take-home exercises or case studies need preparation time on the candidate side) and final diligence (psychometric testing, compliance checks, and reference calls can add 2 weeks). Candidates should expect a first recruiter response within 1–3 weeks of applying; if 4 weeks pass with no contact, a polite follow-up via the recruiter named on the role posting is appropriate.

Is SEEK hybrid, fully remote, or fully in-office?

SEEK is hybrid. The company operates from a purpose-built office at 60 Cremorne Street in Cremorne, Melbourne, with secondary hubs in Auckland (New Zealand), Kuala Lumpur (Malaysia), and smaller presences across South-East Asia. Most roles expect 2–3 days per week on-site at the relevant hub. Fully remote arrangements are rare and typically negotiated only for highly specialised senior roles or as short-term accommodations. Candidates who push back against the hybrid expectation early in process are frequently withdrawn. If you need fully remote work, be transparent about it in the recruiter screen rather than later.

What tech stack does SEEK use, and what should engineering candidates prepare for?

SEEK's engineering teams work primarily in Scala, Go, Python, and TypeScript/React, with AWS as the cloud, Kafka for event streaming, and a mature internal platform team. Data and ML work sits on a modern stack including Python, Spark, and cloud-native ML tooling. Engineering candidates typically complete either a take-home coding exercise or a live pair-programming session during the Showcase Skills round, plus a system-design interview framed around marketplace, search, matching, or scale problems. Interviewers value clean, testable, boring code — "pace and progress over perfection" is a cultural attribute, and over-engineered solutions are penalised. Be ready to discuss trade-offs, testing strategy, and how you would ship iteratively rather than perfectly.

What are the "Our SEEK" attributes and why do they matter for interviews?

"Our SEEK" is SEEK Limited's internal statement of culture, built around four attributes: Passion (passionate about purpose, customers, and community; bold and challenge the status quo), Team (empathy, respect, care; build trust; contribute to teamwork), Delivery (take ownership; pace and progress over perfection; overcome obstacles), and Future (think long-term; prioritise the important; stay curious and adapt). These attributes are the literal rubric interviewers score against — SEEK's How We Hire page is explicit that candidates should read the How We Work page before applying. For every major story in your interview loop, prepare it so it lands on one or two of these four attributes. Generic "I work hard" stories do not score; specific stories that show you pushed back on a bad decision, credited teammates, shipped in the face of constraints, or thought several years ahead all score well.

Does SEEK sponsor visas for international candidates?

SEEK sponsors Australian and New Zealand work visas selectively, primarily for senior engineering, data science, machine learning, and specialist product roles where the local talent pool is thin. The company is a well-known Standard Business Sponsor in Australia and has experience with the Skills in Demand visa (subclass 482) and Employer Nomination Scheme (subclass 186). Junior and early-career roles are rarely sponsored — those pipelines are filled by SEEK's graduate programs in Melbourne and Kuala Lumpur. If you require sponsorship, state it clearly in your recruiter screen; attempting to obscure it late in the process damages trust and is frequently a deal-breaker. For Kuala Lumpur-based roles under the Jobstreet/Jobsdb brand, SEEK sponsors Malaysian Employment Passes for qualifying senior candidates.

What is Shares @ SEEK and is it worth factoring into an offer?

Shares @ SEEK is the company's matching share purchase plan: for every two ordinary SEEK shares an eligible employee buys and holds for two years, SEEK provides one matching share at no additional cost. Because SEEK is listed on the ASX (ticker SEK), the shares have a transparent market price, and the 50% match over a 2-year vesting horizon is a genuine piece of compensation. For ongoing employees in permanent roles, it is worth factoring into an offer comparison — particularly against private-company equity where valuation is opaque and liquidity uncertain. The company also offers short-term incentive programs at most levels, parental leave entitlements above the Australian statutory minimum, and the SEEKer Support employee assistance program for mental health. Ask your recruiter for the total compensation breakdown including STI target and shares eligibility before comparing against other offers.

Did SEEK sell SEEK Asia in 2024?

No, this is a common misconception. What SEEK did in February 2024 was unify its three APAC employment marketplaces — seek.com.au, Jobstreet (Malaysia, Singapore, Philippines, Indonesia), and Jobsdb (Hong Kong, Thailand) — onto a single AI-powered technology platform while keeping the local brands intact. This unification took roughly three years of engineering work and an estimated AUD 180 million investment. What SEEK actually divested in 2024 was its Latin American business — OCC Mexico and Catho Brazil — sold for USD 85 million to refocus the group on Asia-Pacific. Candidates sometimes confuse these two moves, and getting this wrong in an interview signals that you have not read recent company reporting. The practical implication: SEEK's engineering and product teams now work on shared platform services that span the entire APAC footprint, so roles are scoped across regions rather than by country brand.

What should I know about SEEK's graduate program?

SEEK runs graduate programs out of two hubs: Melbourne, Australia and Kuala Lumpur, Malaysia. Both programs hire across Technology (software engineering, data), Product, Commercial, Finance & Business Services, and Corporate Strategy disciplines. The Melbourne program is highly competitive — SEEK's brand recognition in Australian universities is strong, and the program has a retention rate of approximately 80% past the initial rotation period, which is above Australian market average. Applications open on a seasonal cycle (typically autumn in Australia for the following year's intake) and are listed on seek.com.au/careers/graduate-programs. The selection process includes an online application, cognitive and behavioural assessments, a video interview, and an assessment centre. Candidates who demonstrate the Our SEEK attributes plus genuine curiosity about the jobs marketplace (rather than treating SEEK as a generic grad employer) consistently outperform in the assessment centre.

How does SEEK use AI in hiring and its products, and should candidates worry about it?

SEEK uses AI extensively in its product — for candidate-job matching, personalised recommendations, hirer targeting, search ranking, and SEEK Pass (verified credentials). Internally, AI also surfaces candidates into recruiter inboxes based on profile completeness, skills match, and engagement patterns. For your own application, the practical implication is that a complete, well-structured SEEK profile with accurate skills, experience, and location signals performs significantly better than a sparse one. In interviews for AI-adjacent roles, expect thoughtful questions about responsible AI in employment — bias, fairness, explainability, and the regulatory environment in Australia and APAC. Candidates who dismiss these concerns as marketing fluff are often screened out; SEEK treats them as genuine strategic risks. For candidates in non-technical roles, AI does not replace human decisions in SEEK's own hiring — human recruiters, hiring managers, and panels make every hire/no-hire call, with AI used for surfacing and prioritisation rather than final selection.

Key Takeaways

About Seek

Application Process

Resume Tips for Seek

Quantify outcomes against one of Narev's three strategic priorities — placement

Lead with APAC context where you have it

Match the Our SEEK attributes in your bullet points, not just in your cover lett

For engineering roles, name the stack

For product and commercial roles, show marketplace fluency

Keep formatting ATS-clean because SEEK parses its own uploads

Add your Australian or NZ work-rights status clearly at the top of the resume if

Include a one-line tailored summary at the very top for the SEEK role specifical

ATS System: In-house SEEK candidate platform (seek.com.au)

Interview Culture

What Seek Looks For

Frequently Asked Questions

Open Positions

Related Resources

Related Articles

Sources