Every Prescript Placement Now Supports Families of Seriously Ill Children

At Prescript Recruitment, we’ve always believed that recruitment should be about more than just filling roles. It should be about making a difference where it truly matters. We’ve spent years helping to solve Australia’s regional doctor shortage, ensuring communities have access to quality healthcare. But we’ve always known we could do more.

That’s why I’m incredibly proud to share our latest initiative. From 1st March, every doctor we place will now help provide essential support for families with seriously ill children through our partnership with B1G1 and their handpicked projects for Ronald McDonald House.

If you’re a doctor working with us or a health service partnering with Prescript, you’re now part of something even bigger. Your work is changing lives—not just in hospitals, but for families going through the toughest times.

Giving That’s Part of What We Do

This isn’t new for us. Giving has always been at the heart of Prescript. Through our Platinum Partnership with B1G1 (Business for Good), every placement, every success, and every relationship we build contributes to something greater.

Over the years, we’ve supported projects that provide:

• Over a million days of access to clean water for communities in need

• Healthcare for children living in poverty in India

• Medical salaries in Kenya to support rural hospitals

• Hundreds of meals for families who would otherwise go hungry

Now, we’re focusing on helping families closer to home. We know that when a child is seriously ill, life is turned upside down. Families often have to leave home, work, and everything familiar behind to be by their child’s side in hospital. The stress, both emotional and financial, can be overwhelming.

That’s where you come in.

How Every Placement is Making a Difference

From March, every doctor placed in a regional or telehealth role through Prescript will help fund one of two life-changing initiatives run by RMHC:

Helping Sick Kids Stay on Track with School

When children spend long periods in hospital, their education often suffers. The Ronald McDonald Learning Programme provides one-to-one tutoring and tailored support, so kids don’t fall behind in school. Your placement helps ensure these children have the resources they need to rebuild their confidence and return to the classroom.

Providing Comfort to Families in Hospital

When a child is in hospital, parents often don’t leave their side for weeks or months at a time. The Ronald McDonald Hospitality Cart provides snacks, books, toys, toiletries, and comfort items to help families feel supported during their stay. Thanks to your placement, more families will have one less thing to worry about.

What This Means for You

If you’re a doctor working with Prescript, know that every locum, telehealth, or permanent role you take is helping a child and their family in need. Your skills are already making an impact in regional Australia, and now your work is changing lives beyond the hospital too.

If you’re a health service, your partnership with Prescript means you’re not only securing the best doctors for your community—you’re also contributing to something bigger. Every placement through Prescript now carries a ripple effect of care, compassion, and support.

Why This Matters

This is what recruitment should be about. It’s about solving problems, supporting communities, and making sure that every placement means something. We’re not just filling rosters; we’re building a future where healthcare professionals and health services create lasting change—together.

To everyone who has worked with us—thank you. Because of you, we’re not just placing doctors. We’re changing lives.

James Hill
Founder, Prescript Recruitment

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email hello@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

“We’re known for solving the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”

International Women's Day - Dr Jillian Farmer, Rural Generalist and DMS

This International Women’s Day, we’re shining a spotlight on incredible women in healthcare like Dr Jillian Farmer, a Rural Generalist and Director of Medical Services, whose roots and journey are as inspiring as they are unique. Growing up in Rockhampton and starting her medical career bonded to rural service, Jillian’s path has taken her from regional Australia to the global stage with the UN, and back to her local community.

Explore the compelling narrative of Dr Jillian Farmer, whose dedication to rural health and leadership offers vital insights and encouragement for women aiming to make their mark in the healthcare sector.

1. What inspired you to pursue a career as a Rural Generalist, and how has your journey shaped your perspective on healthcare in rural and remote communities? 

I grew up in Rockhampton, and had a rural bonded scholarship as a medical student.  I had planned to be a rural doctor, but life gets in the way.  I was only 4 weeks out of Med School and I met my now husband, who happens to be a medical researcher who needed the full facilities of the Qld Institute of Medical Research to work.  I did work in regional locations for the duration of my bonded term,  but gave up on the dream as that relationship formalised, and it became clear that going rural would not work at that time in our lives. 

I learned so much during those early years in regional and rural facilities that took me such a long way – including ot my work in the UN, where I could take that understanding of isolated practice, to support the healthcare staff working for the UN in places that many of us in Oz would be unable to find on a map. 

When the chance arose to work in the region I grew up in – it was a no-brainer, and I’ve been so happy to return there.  The community also seem to really like knowing that even though I fly in fly out, my roots were local.   

2. As a leader in healthcare and as DMS, what qualities do you believe are essential for women in this field? 

As is so often the case, there are different expectations of women leaders.  I railed against this for most of my career, but it is what it is.  Women walk a fine line – be assertive, but not too assertive, lest you be labelled aggressive.  Be kind and accommodating, but don’t be a pushover.  Be nice, but not weak.  ARGH - it drives me bonkers.   

I especially noticed this when I returned from the UN< where gender equity is perhaps a little easier because the UN has to work across cultural norms and just state and adhere to what is expected – so gender equity was expected, and was generally delivered. 

To get to the actual question you asked, women leaders need exactly the same qualities as any leaders, and women who can find the courage to be their true self at work do incredibly well. The days when women had to emulate men to get ahead are starting to pass, but I’d encourage women leaders to look at feedback they get through the lens of “Is this actually just telling me to be a man?” – and if it is, maybe don’t do that.  

My greatest leadership successes have come when I unleashed my real self at work, my true values, my true beliefs, my actual vulnerabilities and challenges.  Every leader needs resilience and self awareness – I think women need a slightly stronger bullshit filter so they don’t let the rubbish detraction and microagressions get them down. 

I still regularly get called nurse.   

3. Balancing the demands of rural medicine and family life can be challenging. What changes would you like to see to support women juggling medical careers and parenthood better? 

I’d like it to not be a conversation about women juggling medical careers and parenthood.  It should be about parents of all genders juggling medical careers and parenthood.  When we make the discussion not about women, we’ll be starting to win. 

That’s hard, because Australia still has incredibly gendered social expectations.  That includes child care but also extends to eldercare.  WE need to add our voices to the chorus demanding gender equity across the board, not just more measures focused on women, because that, in my view, just perpetuates and legitimises the inequity.   

4. How can the healthcare industry create more opportunities and support systems for women in leadership roles? 

Ooh – great question.  I’ve just chaired a working group that presented a report (currently out for consultation) on this very issue.  The draft recommendations are:  

• Develop a national program for measurement and reporting of workforce and leadership diversity in health care. This should:  

• Establish a baseline by transparently reporting current workforce composition and, at a minimum, examining gender and race (and preferably other aspects of diversity) to measure the diversity of different health profession cadres, along with how well that diversity is reflected across the range of seniority and pay scales. 

• Collect and report (as currently happens in other countries) data about the diversity of applicant pools for both jobs and training programs, and report on the related diversity of successful applicants.  

• Amend the Medical Training Survey so that data on race, neurodiversity, disability and more is collected, allowing correlation of these factors with training experience. 

• Using the data above (preferably, but if not available, using other methods), identify fall-off points in the career development pipeline and provide targeted interventions to diverse employees and enhance their access to career opportunities.  

Address institutionalised drivers of inequality: 

• Collect and examine data on diversity for temporary promotions or special projects that are filled without a formal recruitment process.  

• Ensure that there is transparency of methods for funding allocation to leadership activities, so that unconscious bias against diverse leaders does not set them up for failure through inequitable resourcing.  

• Examine (for each professional grouping) gender and race pay gaps at each appointment level, and identify and address drivers of any gaps (e.g. overtime, inequitable or biased criteria for promotion) 

• Develop specific strategies to reach and motivate mid-level managers who are critical to creating a truly inclusive leadership pipeline. While top leadership commitment is key, the day-to-day experience of emerging leaders is shaped by their immediate supervisors.  

Re-examine and challenge existing stereotypes of leadership:

• Implement strengths-based leadership development assessment and training. Current models of deficit-based assessments cause diverse groups to be under-valued by metrics that reinforce historical stereotypes of leadership. 

• Develop systems and structures to learn from First Nations ways of knowing and being for the benefit of all patient and staff populations.  

• Implement a variety of leadership models, learning from other cultures, including shared leadership  

• Implement programs that elevate the perception of diversity as an asset, rather than an issue to be managed. 

Promote and celebrate multilingualism:

• Leverage the global sourcing of healthcare staff — continuously invite and respect proposals for improvements and economies that are effective and proven in other countries, being sure to guard against unconscious preference for anglosphere or European initiatives.  

• Create systems and structures that allow employees of diverse perspectives to be valued and be seen to be valued. Encourage diversity of thought.  

5. What advice would you give to women aspiring to become Rural Generalists or pursue careers in other demanding medical fields? 

Maybe don’t marry someone who needs a biohazard 3 laboratory?  (only kidding – my husband has been a rock, and my career would not have existed without the inspiration and encouragement he gave me).  

My biggest and recurring advice to women is to claim the territory, don’t ask for permission.  I get so many women asking me what else they need to do to be “good enough” but I almost  never get asked that by a man, and if I do it’s an IMG.   

IT’s been shown that women don’t apply for jobs if they don’t self-assess as meeting close to 100% of the selection criteria, but men will apply if they meet as little as 60%.  Ironically, the men have historically been appointed more despite that merit gap, but that reflects the bias in selection processes, not the quality of the applicants.  

So – find a job you want, name it out loud and apply.  Defy those who would prefer you didn’t apply…make them uncomfortable if you must but go in to battle for your dream.  You might not get the first, second or third job, but you might also be surprised.  Nobody was more surprised than me when I got the job as UN medical director.   

6. How can all colleagues and leaders be allies in promoting gender equality and supporting women in rural healthcare 

Here I’d like to promote one of my favourite UN programs – He For She – where it specifically outlines the things that allies can do to promote gender equality. 

www.he4she 

I would also like to promote some of the input I got from colleagues during the preparation of the report I mentioned above.  Women tell me that they don’t need more mentors – they need more real opportunities to grow and demonstrate their leadership capability. 

So next time you are thinking of shoulder-tapping someone -and if your finger twitches to the shoulder one of the usual suspects, just stop and think – “Who else could I ask”.  It’s a great question and can lead you to find some amazing talent.  

Dr Jillian Farmer's career is a testament to the impact of sticking true to one's roots and the importance of genuine leadership in healthcare. As we celebrate International Women's Day, Dr Jillian Farmer's story highlights the essential need for enhanced healthcare in rural areas and the influential role women can play in driving these improvements.

Get inspired by more stories of formidable women in healthcare who are breaking barriers and paving the way for future generations.

• Read Dr Sidney Chandrasiri’s interview here.

• Read Dr Sabei Shwe’s interview here.

• Read Dr Noor Ridha’s interview here.

International Women's Day - Dr Sidney Chandrasiri, Director of Medical Services

This International Women’s Day 2025, we honor the influential women making strides in medical leadership. Our spotlight shines on Dr Sidney Chandrasiri, Director of Medical Services, whose journey and insights inspire those aiming to reshape the healthcare landscape. Through her personal story and expert advice, Sidney provides a blueprint for women aiming to excel in healthcare management.

Join us in exploring the narrative of Dr Sidney Chandrasiri as we discuss her path to leadership, the challenges women face in healthcare, and the actions needed to foster a more inclusive and equitable professional environment.

1. What inspired you to pursue a career in medical leadership, and how did you navigate your journey to becoming a Director of Medical Services?

Might be a cliché but it was almost a calling from my very junior doctor days. Whilst the individual patient care provision and integration was rewarding, I found myself wanting to impact healthcare at a larger and broader scale, enable improvements that could benefit whole populations and transform entire health systems for the betterment of individuals' healthcare and outcomes. 

2. What leadership qualities do you believe are essential for women in healthcare management roles?

Authenticity and a genuine passion for healthcare management is what I believe will help women who want to make an actual difference in healthcare management. Taking on healthcare management for the sake of a 9 to 5 job or because there wasn't anything else interesting to do or able to be done, would almost be a disservice to the profession as well as to the patients who ultimately will be impacted by the decisions made. 

3. What changes would you like to see in the healthcare industry to better support women in leadership roles?

Awareness of tall poppy syndrome, professional rivalry and conscious or unconscious bias, particularly arising from women in senior leadership positions themselves, are some of the silent barriers that are yet to be addressed if we are to genuinely support women into leadership roles. 

4. Who have been your biggest influences or mentors throughout your career?

Senior healthcare leaders who are in the job for the right reasons, who have the ultimate focus on ensuring patient-centricity first and who strive sometimes against immense odds to ensure decisions that result in the wellbeing of individuals, regardless of financial, political and bureaucratic barriers. I wish I could say I've been lucky to have senior female leaders as mentors or influencers, but unfortunately this has not been my experience at all, and that alone speaks volumes as to the prevalent reasons why women in leadership roles are still not supported as well as they could be. 

5. What advice would you give to young women aspiring to pursue leadership roles in medicine?

To reflect on their own motives for why they want to pursue leadership roles, and to be clear you're in it for the right reasons, and to ensure integrity in their decision making as a leader, because at the end of the day, medical leaders particularly are in a powerful position to significantly impact the lives of vulnerable people, often populations at a time. 

6. What can our male allies do to uplift women and advance equality in the workplace?

I think the culture has actually shifted significantly in terms of male leaders who uplift, mentor, sponsor and support women into leadership roles. Rather, the more pertinent question we should be asking this international women's day is, what can we do as an industry to ensure our female allies feel less threatened, more empowered and better able to uplift and support other women to advance in healthcare leadership roles. 

Dr Sidney Chandrasiri's journey is a powerful reminder of what it takes to lead in the healthcare world: real dedication, solid support, and the courage to push for change. As we celebrate International Women's Day, her story highlights both the progress we've achieved and the hurdles we still need to overcome to ensure a fair and supportive work environment in healthcare.

Dive deeper and connect with the stories of other incredible women shaping the future of healthcare. Check out the links below to read more interviews and join the conversation.

• Read Dr Jillian Farmer’s interview here.

• Read Dr Noor Ridha’s interview here.

• Read Dr Sabei Shwe’s interview here.

International Women's Day - Q&A with Dr Noor Ridha, Radiologist

This International Women’s Day 2025, we celebrate the remarkable achievements of women in the medical field. Through insightful interviews with professionals like Dr Noor Ridha, we highlight the unique challenges and triumphs of women in healthcare. These interviews offer us a window into the personal and professional lives of these changemakers, providing inspiration and guidance to the next generation of medical professionals.

Join us as we delve into the compelling narrative of Dr Noor Ridha, whose experiences illuminate the path towards a more inclusive and equitable healthcare landscape.

1. What inspired you to pursue a career in radiology, and how did you navigate your journey to achieving your FRANZCR fellowship?

When I realised the part of my job I enjoyed most was solving the puzzle of the diagnosis, and what I enjoyed the least were the nights and shift work, radiology was an easy choice. The more time I spent in the radiology department learning about all of the different ways radiologists are integral to the running of any healthcare facility (diagnostic reporting, providing input at MDTs, or procedural work), the more I fell in love with the specialty.

I applied for training as a PGY3 whilst I was working in London (as part of an exchange program with the hospital I was employed in NZ) and thankfully received an offer for a training position in Auckland – perhaps the committee was impressed that I flew all the way from London just for the interview! So I moved back to NZ in November 2019 and started training the following month, and was very lucky to narrowly miss out on experiencing the COVID pandemic in London. Five years later, after multiple exams and countless nights of studying, I was finally on the other side and obtained my FRANZCR fellowship.

2. What qualities do you believe are essential for women to succeed and lead in the field of radiology?

Although I think this applies to most medical specialties, I believe one of the most important qualities for women to succeed and lead in radiology (especially when it comes to the training aspect) is being good with time management, you must be very organised as the job can be very demanding and fast-paced. Beyond training, it is very important to keep up to date with new techniques in imaging by attending conferences and taking courses as the field of radiology is constantly changing and evolving, especially with artificial intelligence starting to play a role.

3. What changes would you like to see in the healthcare industry to better support women in specialist roles, particularly in radiology?

From my experience working in New Zealand, I actually feel radiology is one of the most supportive specialties for women in specialist roles. It is one of the few roles where working from home or part-time work is an easy option allowing flexibility when it comes to work-life balance. There’s plenty of work so a woman can be as involved as she wants to be or reduce work responsibilities to allow for other life roles. Women at my workplace were well supported in training if they required maternity leave or part-time work when coming back after having children.

4. Who have been your biggest influences or mentors throughout your career?

I have had so many great mentors that it is really hard to think of just a handful of people, but I do feel that the consultants at my training hospitals who gave up their time and energy to give us regular weekly teaching were truly incredible; it’s an immense privilege to have been trained by such brilliant teachers and I always remember them when I come across cases where they taught me something that really made things “click” in my mind.

Radiology is a very challenging training program with some of the most difficult exams across all specialties but there is also immense support for the trainees; the consultants supervising are amongst the friendliest and most easy going people I’ve ever worked with, and I knew the short term torture of putting my head down and studying would lead to a very rewarding and fulfilling career in the long run.

5. What advice would you give to young women pursuing careers in radiology or other medical specialties?

As long as you enjoy what you are doing day to day, you will be happy and successful in the long run. The main piece of advice I would give to young women pursuing medical specialties is to prioritize their mental well-being; specialty training is the one of the most stressful things I have ever done and I believe women tend to be more conscientious than men, so we put a lot of pressure on ourselves to be the best we can be. Despite all of this, we also tend to experience a lot of imposter syndrome and feel like we’re not good enough. There were times where I believe my mental well-being was close to rock bottom and looking back, I wish I had looked after myself more and forced myself to relax and take it easy. In the end, everything always works out as it should.

6. What can all members of the medical community do to uplift women and advance equality in the workplace?

Being aware of the many ways in which women can be treated differently than men by different staff members or patients (there were countless times I would finish seeing a patient and they would then ask, “so when do I see the doctor?”). Also, being aware of the disadvantages experienced by women who choose to have a family compared to their male counterparts, whether it be from a financial perspective or career progression, and trying to make outcomes as fair as possible.

Dr Noor Ridha's journey shows the importance of support, resilience, and continuous learning in achieving professional excellence and leadership. As we celebrate International Women's Day, Dr Ridha's story is a powerful reminder of the progress we've made and the work that still lies ahead in ensuring equality and opportunity for all in the healthcare sector.

Discover more inspiring stories and join the conversation by clicking below to read other interviews with influential women who are making a significant impact in healthcare.

• Read Dr Jillian Farmer’s interview here.

• Read Dr Sidney Chandrasiri’s interview here.

• Read Dr Sabei Shwe’s interview here.

Exploring the Challenges and Rewards of Rural Medicine: An Interview with Dr. Sonia Henry

Exploring the Challenges and Rewards of Rural Medicine: An Interview with Dr. Sonia Henry

At Prescript Recruitment, we’re passionate about addressing the regional doctor shortage in Australia by connecting medical professionals to fulfilling roles across the country. As part of our commitment to this mission, Ken Smith, our Senior Recruitment Partner for GP Family Medicine & AMS roles, recently had the opportunity to sit down with Dr. Sonia Henry. A respected GP, best-selling author, and advocate for health equity, Sonia has firsthand experience of the unique challenges and rewards that come with working in rural and remote Australia.

Meet Dr. Sonia Henry: Author, GP, and Advocate Dr. Sonia Henry’s journey is an inspiring one. She first captured readers’ attention with her book Going Under, a fictionalised account of her intern year that became an Australian best-seller. Her latest memoir, Put Your Feet in the Dirt, Girl, chronicles her experiences as a GP working in some of the most remote parts of Australia. Released in 2023 by Allen & Unwin, the book details her transformation from a Sydney-based doctor to a bush GP, offering a candid and heartfelt look at the highs and lows of rural medical practice.

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The Conversation: Challenges, Growth, and Insights Ken Smith recently enjoyed catching up with Dr. Henry at a café in Sydney. Over a shared meal, they discussed her experiences and insights into rural medicine. Below, we highlight key parts of their conversation:

Your book touches on the unique challenges of working in rural and remote Australia. How do you think these experiences shape a doctor's professional growth and satisfaction?
Sonia: Working outside of metropolitan areas offers an entirely different experience. It broadens your medical practice as you encounter diverse presentations, including conditions like rheumatic heart disease, more prevalent in Indigenous communities. You also learn to navigate challenges such as limited access to specialists or radiology, which forces you to be resourceful. These experiences not only make you a better doctor but also a more empathetic person, offering a broader perspective on healthcare.

The regional doctor shortage is an ongoing issue across Australia. What strategies do you believe would make rural and remote positions more appealing to doctors?
Sonia: Financial incentives are important, but so is adequate infrastructure. Doctors need to know there are good hospitals, specialists, and services available, along with amenities for families. A holistic approach is needed, rather than just offering financial perks.

In your book, you share stories about the strong connections that form between doctors and their communities. How important do you think these relationships are in retaining doctors in these areas, and what can be done to nurture them?
Sonia: Building strong, personal connections is key. In isolated areas, friendships form quickly, and these relationships make the experience rewarding. But good infrastructure must back these connections to ensure doctors feel supported in their roles.

At Prescript, we aim to place doctors in roles where they feel valued and rewarded. From your perspective, what are the most significant ways to ensure doctors feel supported while working in these regional settings?
Sonia: Regular check-ins, addressing payment issues, and acting as intermediaries to resolve problems make a big difference. Recruitment agencies need to protect doctors from issues that they shouldn’t have to deal with, ensuring they feel valued and supported.

What roles do you think recruitment agencies like Prescript can play in reducing regional doctor shortages?
Sonia: Transparency from both the doctor and recruiter is vital. Clear communication about accommodation, set up, and available support ensures doctors know what to expect. Overpromising leads to dissatisfaction, so honesty is essential.

Your work advocates for improving healthcare in rural and regional Australia. If you could suggest one systemic change, what would that be?
Sonia: Increasing access to specialists is crucial. City-based specialists could be required to work on rotating rosters in regional areas, while more support for services like the Royal Flying Doctors would enhance healthcare accessibility.

What advice would you give doctors who are hesitant about working in regional Australia?
Sonia: I’d encourage them to try it. Even a two-week locum stint can offer a glimpse of what it’s like. It’s a great way to explore unique locations like the Kimberly while earning well; the experience is invaluable.

With the decline of medical students specialising as GPs, what advice would you give to attract them to general practice?
Sonia: General practice offers flexibility, travel opportunities, and part-time work, which is a huge benefit. It’s important to highlight that GPs can work across different locations, including internationally and virtually, making it a versatile and lifestyle-friendly career.

Not many people know that you are going to be having a baby soon. Do you have any tips for female doctors/GPs thinking about having kids in the future?
Sonia: I’m 38, and I froze my eggs when I was 30. This was a smart decision, especially given the lengthy training periods in medicine. General practice is particularly flexible for part-time work after having children. Even as a solo parent, you can do a two-week locum and earn enough to support yourself, possibly even bringing an au pair.

Conclusion & Final Thoughts: Dr. Sonia Henry’s experiences highlight the importance of supporting doctors in regional and remote settings and emphasise the need for strong infrastructure and transparent communication. Her insights resonate with Prescript’s mission of ensuring doctors find rewarding roles where they feel supported and valued.

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Learn More About Dr. Sonia Henry’s Journey Discover more of Dr. Sonia Henry’s inspiring journey by picking up a copy of her memoir, Put Your Feet in the Dirt, Girl, available at Allen & Unwin. It’s a must-read for anyone interested in the real-life experiences of rural healthcare

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Connecting with Ken Smith If you are a GP looking for new opportunities across regional, rural, or remote Australia, or if you’re a health service in need of skilled medical professionals, reach out to Ken Smith for tailored recruitment solutions.

Contact Ken Smith:

• Email: ken@prescript.com.au

• Phone: 0433 701 212

• Book a Call: Book a call with Ken

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email hello@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

“We’re known for solving the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”

Why "Me Days" Matter: A Message from James Hill, Founder of Prescript Recruitment

At Prescript Recruitment, our people are the heart of what we do – not just the doctors we place or the health services we partner with, but also the dedicated team working tirelessly behind the scenes. From day one, we’ve aimed to create a workplace where our recruitment and credentialing team feel valued and supported so they can perform at their best.

That’s why I’m excited to introduce Me Days – an extra week of paid leave designed to help our Prescript team maintain balance. Whether it’s handling life’s little emergencies, spending time with family, or simply recharging, Me Days give our staff the flexibility to take time off without cutting into their annual leave. This way, they come back refreshed, energised, and ready to focus on what matters most: you.

Why Should This Matter to You?

The answer is simple: a happy team leads to better service. When our team feels supported, they’re more engaged, focused, and able to deliver faster placements and better matches, creating a seamless experience for you.

For health services, this means working with a recruitment partner who’s always at the top of their game, ready to fill critical roles efficiently and thoughtfully. For doctors, it means working with a recruitment agency that truly understands your need for work-life balance because we prioritise it in our own team.

Caring for Our Team, Caring for You

At Prescript Recruitment, we know that supporting our team isn’t just good for them – it’s good for our doctors and health services, too. Me Days are our way of ensuring that our team can take care of themselves so they can focus on taking care of you.

With initiatives like Me Days, we’re committed to providing the best possible service while ensuring our team stays motivated, happy, and ready to help you succeed.

Warm regards,
James Hill
Founder and Chief Vision Officer
Prescript Recruitment

Prescript: Making Healthcare Better, Together

james@prescript.com.au // 0410 792 310

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For more stories and updates, follow our journey on our blog and social media channels. Let’s continue to work together to ensure every Australian has access to the healthcare they deserve.

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email hello@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

“We’re known for solving the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”

Welcome to Prescript Recruitment: Meet Niko Triantafyllis!

Meet Niko Triantafyllis

We are excited to introduce the newest member of the Prescript Recruitment family—Niko Triantafyllis! Joining us at our Sydney headquarters, Niko is a Recruitment Partner specialising in placing doctors in non-specialist Emergency Medicine roles, from RMOs and Registrars to CMOs and SMOs, across every state and territory. His expertise lies in addressing the critical needs of rural, remote, and regional health services, connecting dedicated Emergency Medicine professionals with hospitals in these vital areas.

A bit about Niko

With six years of experience in medical recruitment, Niko brings a wealth of knowledge and a passion for making a difference in the healthcare sector. He holds a Bachelor of Commerce with a major in Human Resources from Macquarie University and has a deep understanding of recruitment and healthcare management. Niko’s decision to join Prescript was driven by our shared values and vision, which align perfectly with his dedication to creating meaningful healthcare connections.

Outside the office, Niko is a passionate sports fan, cheering on Chelsea FC, the Milwaukee Bucks, and the Bulldogs in the NRL.

Q&A with Niko

What attracted you to the field of medical recruitment, particularly in Emergency Medicine?

“I’m drawn to medical recruitment in Emergency Medicine because it’s such a dynamic and critical field. Helping to match dedicated healthcare workers with roles where they can make a real difference is incredibly rewarding, especially when it contributes to saving lives and supports patients in urgent situations.”

How do you see your role evolving at Prescript Recruitment, especially with your focus on rural, remote, and regional health services?

“At Prescript, I aim to build stronger relationships with rural and regional communities, better understanding their unique challenges. My focus is on connecting healthcare professionals with opportunities that meet the specific needs of these areas, ensuring they receive the support and talent required to deliver exceptional patient care.”

What has been the most rewarding experience in your recruitment career so far?

“The most rewarding part of my career has been placing candidates in roles where they have a profound impact on their communities. Hearing about the positive changes in patient care and seeing the benefits to those communities really fuels my passion for what I do.”

You mentioned that Prescript’s values align with your own. Could you share a bit more about what those values mean to you in your professional journey?

“Prescript’s values of having an interest, demonstrating knowledge, and being helpful resonate deeply with me. I’m committed to truly understanding the needs of healthcare professionals and organisations, continuously learning about the field, and being a helpful partner who provides tailored solutions to everyone I work with.”

As someone who works closely with both doctors and health services, why should they choose to work with you? What can they expect from collaborating with you?

“With over five years of experience in Emergency Medicine recruitment, I’ve gained valuable insights into the field’s unique challenges. I prioritise clear communication, personalised support, and finding the best fit for both doctors and health services. When you work with me, you can expect a commitment to delivering the best outcomes for all parties involved.”

Contact Niko

If you're interested in connecting with Niko to discuss recruitment needs or explore opportunities in Emergency Medicine across Australia, you can reach him directly at:

• Email: niko@prescript.com.au

• Phone: 0416 958 033

• Book a call: Book a call with Niko

We’re thrilled to have Niko on board and look forward to seeing the positive impact he’ll bring to both our team and the healthcare community we serve.

About Prescript Recruitment

At Prescript Recruitment, we specialise in solving the regional doctor shortage across Australia. Our mission is to help hospitals find doctors who create efficient, stress-free departments and place doctors in roles where they feel valued and rewarded. We are proud to be the preferred recruitment partner for public health districts and private healthcare providers, connecting skilled doctors with areas facing critical healthcare needs.

Our ISO 9001 accreditation underscores our commitment to maintaining the highest standards in recruitment. With a focus on excellence, we have been recognized with several prestigious awards, including being a 2024 Finalist for Social Purpose in the RCSA industry awards.

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For more stories and updates, follow our journey on our blog and social media channels. Let’s continue to work together to ensure every Australian has access to the healthcare they deserve.

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email hello@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

“We’re known for solving the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”