Meet the people who'd be doing your work
In most outsourcing arrangements you meet a salesperson, then find out later who's actually doing your work. We'd rather introduce you first, and have you say no if the fit isn't right.
The people who'd lead your account
Every engagement has a named lead from this group. They run the weekly check-in and are your first point of contact. They work alongside the specialists below, who do the day-to-day work on your files.
Fifteen years in Australian advice operations, most recently running practice support for a 40-adviser licensee. Started PLTCo after failing to hire three paraplanners in a single year.
Melbourne-based. Cricket in summer, and a long-suffering Demons member.
Nine years a practice paraplanner before crossing the desk. Owns the document standard every PLTCo SOA is checked against.
Will argue about SOA templates for hours. Has.
Runs data migrations and the verification process behind them. Believes an error report is worth more than a clean-looking dashboard.
Came from actuarial work. Keeps bees. Reckons both involve more paperwork than expected.
Eleven years in Age Pension and aged care administration. Knows which form, which queue, and what time of day to ring.
Reckons 8:07am is the moment. Usually right.
The people who do the work
Qualified specialists, most with years in Australian advice before joining us. You're matched to someone deliberately, and you meet them before anything starts.
Six years drafting Australian advice documents. Commerce degree, specialises in retirement and transition-to-retirement strategy.
Five years in risk advice support. Handles needs analysis and replacement comparisons, including complex underwriting histories.
Four years running client service for Australian practices. Onboarding, platform applications and provider follow-up.
Review cycles, ongoing fee arrangement renewals and written consents, portfolio reconciliations and cash matching.
Seven years in data migration. Legacy extraction, field mapping and error reporting on book acquisitions.
Nine years in Age Pension and aged care administration. Lodgements, means-test updates and fee coordination.
Checks documents against each practice's checklist for completeness and consistency before return. Not compliance approval — that stays with the licensee.
Runs the Australian advice induction every new team member completes before placement.
Why our people stay
The thing you're really buying is someone who knows how your practice works. That takes months to build and disappears the day they resign, so keeping good people is the part of this business we spend the most on.
What we do about it
Nothing exciting. What keeps somebody in a support role for five years rather than eighteen months is fairly ordinary: a career that goes somewhere, a manager who knows their name, and work that's treated as a profession rather than a shift.
- A career, not a job. Administrators can move into paraplanning. Paraplanners into senior review. We promote internally first and say so at hiring.
- Training that continues. Induction is the start, not the whole investment. Australian regulatory and product changes get taught, not emailed around.
- Small teams, real managers. Nobody reports into a spreadsheet. Every team member has a lead who knows their work and their name.
- Wellbeing, taken seriously. Support work is deadline work. Leave is real leave, workloads are monitored, and health cover is standard.
- Named, not anonymous. Our people are introduced to you by name and stay on your account. It matters more to them than most clients realise.
portrait
What we hire for
Technical skill can be taught in a few months. These three can't, so we screen for them first.
Judgement
The instinct to stop and ask when something looks wrong on a file, rather than processing it neatly and moving on. It's the one quality you can't supervise remotely.
Care about the detail
A misspelled surname or a wrong beneficiary isn't a typo in this work. We hire people who find that uncomfortable.
Willingness to say so
People who raise the awkward thing early. A problem flagged on Tuesday is an inconvenience; the same problem found at review is something else.
Ask any provider what their turnover is, and how they calculate it. Then ask whether the person in the pitch is the person who'll do your work. The answers to those two questions tell you more than any certification badge.
How we hire and train
There's no clever technology behind a quick start. We just employ and train people before a client needs them.
Recruited to a degree standard
Written and numerical assessments before interview. We hire for judgement, because judgement is what you can't supervise remotely.
Australian advice induction
Super and pension mechanics, insurance, platform workflow, Services Australia administration, Privacy Act handling and file-note discipline — before any client file.
Supervised live work
Real files under senior review until output is consistently at standard. Not placed with a practice before that point.
You interview them
A call before the engagement starts. Wrong fit, we match again. Costs us a week, saves you a year.
Continuity is structural
Your person sits in a team that knows your account. Leave or resignation, someone familiar covers it — you don't restart.
Meet the person who'd do your work
Tell us what's queued and we'll put a matched specialist on a call. No commitment, no deck — or send us one real file and try them for a week at no charge.