Our Story
Since 1995, TSHR has been connecting businesses with exceptional talent across Fashion, Retail, Textiles, Consumer Goods, FMCG, Digital, and Beauty. In 2018, we combined the expertise of three independent agencies - Trak Recruiting, Scarlett Recruitment, and Trak HR Consulting - to provide a complete suite of recruitment and HR solutions. Today, TSHR leverages the combined strengths of Trak Recruiting, Trak HR, and Trak Executive to deliver a comprehensive talent and people solution.
Headquartered in Sydney, we partner with clients across Australia and New Zealand and have successfully filled roles across the APAC region and globally. As one of Australia's longest-established specialist agencies, we have supported iconic multinational brands as well as fast-growing start-ups, building trusted relationships at every level. As a people-led business, we bring deep industry knowledge and an unmatched network developed over decades, committed to integrity and outcomes that make a real difference.
Recruitment - Since 1995
Fashion. Retail. Consumer Goods.
We deliver talent that drives results, connecting clients with professionals across Digital, Tech & E-Commerce, Retail & Store Operations, Merchandise & Production, Sales & Marketing, Creative, Logistics, Property & Planning, HR & Finance, and Executive roles. Beyond recruitment, we provide insights on salaries, skills gaps, and hiring timelines to help you hire smarter and faster.

Trak HR Consulting focus on practical and pragmatic ways we can apply HR expertise to your business to maximise organisational probability, delivering quantifiable ROI, increase productivity, reduce staff turnover and ensure positive commercial outcomes.
Clients
Meet the Directors
Garry Connell
March 2025 marks a significant milestone for Garry being 30 years since he founded Trak Recruiting, now part of the TSHR Group, where he serves as CEO. It also marks 40 years since he first entered the recruitment industry. Across four decades, Garry has partnered with hundreds of organisations and tens of thousands of candidates, helping both sides achieve meaningful, long-ter...
Connect with Garry ConnellRalph Goumal
As GM of Sales, Ralph has amassed over a decade of recruitment experience since arriving to Australia from the UK in 2011. He heads up TSHR’s national function acrosssales, category management & ecommerce, with a large focus on FMCG, Retail and Fashion.
Connect with Ralph GoumalNicole Goumal
Nicole Goumal is a dynamic, results-driven leader and the General Manager of Digital, eCommerce, Marketing & Design at TSHR – Trak Search and HR – where she is also a shareholder in the wider recruitment group. She specialises in executive search across Digital, Ecommerce, Creative, Marketing, and Design, supporting clients across Australia and key international markets.
Connect with Nicole GoumalTestimonials
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The Future of Australian Retail: What to Expect in 2025 and Beyond
The Future of Australian Retail: What to Expect in 2025 and BeyondAustralia’s retail industry is stepping into a new era — one defined by cautious optimism, digital transformation, and consumers who are more value-driven than ever.After several years of high inflation and squeezed household budgets, 2025 is shaping up as a turning point. The December trading season will be a critical test of whether Australians are ready to spend again, and how retailers adapt to a permanently reshaped landscape.So, what is next for Aussie retail as we move into 2026? Here is what the experts at Deloitte, PwC, and Salesforce are predicting. The Big Picture: Steady Growth, Not a BoomAccording to Deloitte Access Economics, retail sales growth is expected to rise gradually with retail sales volumes are expected to grow by 2.3% in 2026. The tone is cautious but optimistic. Consumers are still being careful, yet they are not closing their wallets completely.PwC’s Consumer Markets Outlook reports that retail sales grew 4.6 percent in mid-2025, the strongest result in two years. They also affirm steady spending growth in 2026 as cost-of-living pressures remain.“Retailers are finally seeing some more substantial economic tailwinds, but the long-awaited retail recovery is still taking its time” says David Rumbens, Partner at Deloitte Access Economics.While there is no major retail boom ahead, the market is stabilising. After several years of volatility, steady growth is a welcome sign. Consumers: Searching for Value and MeaningIf one word defines today’s shopper, it is value.PwC found that 74 percent of Australians say the cost of living is their biggest concern, and more than half feel financially insecure. This is driving a shift toward affordable, private-label brands, discount retailers, and second-hand shopping.However, value now means more than price. Consumers want brands that align with their values. They care about sustainability, purpose, and authenticity, even when chasing a bargain. The emotional connection matters as much as the deal. The Digital Shift: From E-commerce to Unified CommerceThe next evolution of retail is not just about selling online. It is about selling everywhere.Salesforce’s 2025 Retail Industry Trends found that in-store purchases are expected to decline from 45 percent of all sales in 2024 to 41 percent by 2026. That does not mean stores are dying. Instead, physical locations are becoming experience hubs where customers collect online orders, try new products, and engage with brands.The retailers that succeed in 2026 will master unified commerce. This means integrating online, mobile, social, and in-store experiences so the customer journey feels seamless from start to finish.AI will also play a major role. Salesforce found that 75 percent of Australian retailers expect AI to be essential by 2026. Retailers are using AI to forecast demand, personalise recommendations, and automate service and support. Sustainability and the Conscious ShopperSustainability has moved from a niche concern to a mainstream expectation.While Australians care about ethical products, PwC’s research shows that two-thirds still think sustainable options are too expensive. This creates opportunity for retailers who can deliver responsible products without premium pricing.The circular economy is also gaining traction through resale platforms, rental models, and waste-reduction programs. With mandatory sustainability reporting beginning in 2025 and 2026, the pressure on retailers to innovate responsibly will continue to grow. What to Expect in December 2025 and Into 2026The December 2025 trading season will focus on value. Consumers are prepared to spend on gifts, experiences, and wellness, but they will remain price sensitive on high-ticket items such as electronics and fashion. Expect promotional activity to be strong, but strategic, rather than desperate.Looking to 2026, Deloitte expects a gradual lift in confidence as interest rates ease. PwC forecasts a slow but steady recovery in real spending. This environment gives retailers room to plan, invest, and experiment, but success will depend on smarter strategy rather than higher volume.Retailers that stand out will:Invest in digital and data analytics, especially AI-driven personalisationBuild flexible fulfilment and return systemsOffer accessible sustainabilityCreate meaningful in-store and online experiences The TakeawayThe Australian retail sector is entering a new phase: smarter, leaner, and more human.Growth will come from understanding customers, building trust, and delivering true value. The future of retail is not about choosing between online and offline. It is about offering convenience, connection, and credibility at every touchpoint.As we move into 2026, the best retailers will not just adapt to change. They will define it. Further reading:Deloitte Access Economics: Retail ForecastsPwC Australia: Consumer Markets OutlookSalesforce: Retail Industry Trends 2026
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How to Get Your Resume Noticed by a Recruiter
Over the past 20 years, the purpose of a resume has changed considerably. Long gone are the days when you would go in and ask to speak to a manager or drop a hard copy resume on a recruiter’s desk in a plastic sleeve, on bright glossy coloured paper and a picture to stand out. Nowadays, you apply online with all the other hundreds (or thousands) of applicants, which can be unfavourable for some, or favourable if you follow our tips below.At present, most recruitment agencies use an applicant tracking system (ATS) - software that helps them organise job applications and ensure no body falls through the cracks. However, there are also agencies who use software programs where AI (artificial intelligence) search for key words and skills and do the pre-screening for them. So, in essence, the colour and size of your resume does not matter, but keeping your resume format simple, straight forward and using the right key words is what’s going to get your resume noticed by a recruiter.At our agency, we do use an ATS software system, however we also still believe that people will spot and feel more things in a CV than AI, so all of our recruiters still read all resumes received to maintain that human touch. To really catch a recruiter’s eye, your resume needs to grab a recruiter’s attention nearly instantly. Like a newspaper story, no matter how good the content, the first 10% of the story is where impressions start. So, how does one do such a thing? Here are a few ways to make your resume instantly eye-catching. (And it’s not with colourful graphics or professional headshots.)1. Use the Good Old Resume FormatA common mistake people make in an effort to make their resumes a bit more flashy is to get creative with the formatting. And while this is sometimes okay in more arts-centric professions, in general you really don’t want to mix up the standard resume formatting too much, because it makes it harder for recruiters to find what they’re looking for (not to mention it wreaks havoc with CRM systems).It’s helpful to remember that recruiters don’t forward a resume because it’s pretty—they send resumes along when they see a candidate is qualified. So, make sure your skills are seen, not tucked away somewhere unexpected.Keep your name and contact information at the top, make your section headings stand out through bolding, underlining, or all-caps text, and have your achievements written out as bulleted statements. It’s all about making it easy to find the right information to convince them to move you on in the recruiting process—not to win a graphic design contest. (Unless, well, you’re going for a graphic design job).2. Make the Best Stuff Loud and ClearWhile you don’t want to shake up the formatting too much, you do want to make sure your most relevant experiences are as close to the top as possible. With only a blink, you know the recruiter is looking at the very top of your resume—not halfway down the page, and definitely not somewhere near the bottom.What does this mean? Think about what’s most important in getting you hired for each specific position you’re applying for and rearrange your resume accordingly. If you’re straight out of university and interested in an ASM or management position, put your education section up top, and make sure your degree is front and centre. If you’re an experienced Retail Manager, you’ll want to have relevant skills up at the top of your resume in a summary of qualifications section. And, if your most recent experience isn’t the most relevant to the job you’re seeking, then it’s time to create a tailored experience section, like “Business Development Experience” or “Team Leader Experience,” that goes above the rest of your positions. The key here, again, is to make sure whoever’s reading your resume gets the message about what you have to offer—instantly.3. Use Emphasis StrategicallyAside from making sure everything is where it’s expected and moving your strengths to the top, you also want to be thoughtful about what else is highlighted throughout your resume. In other words, think about what you want to showcase, then use bolding, underlining, and italicising to emphasise those things.For example, if you have an internship at a well-known company like Woolworths, Amazon or Gucci, you’ll probably want to point to the company name rather than your position title. Alternatively, if you wore multiple hats as one of the first employees of a small start-up, you may want to put greater emphasis on your job title than on the name of the company. Since your resume only gets a quick glance, it’s likely that whatever is bolded is going to be what’s looked at. Make sure it makes an impact.Times have changed and it’s important we realise that the purpose of a resume has changed as well.It’s important to remember, that when you send out your resume, it’s not just about making it easy for a recruiter to read and making your best stuff stand out, but it’s also how an ATS system picks up this information as well. If you’re not successful for the job you’re applying for you’ll be depending on how the ATS system has coded your resume to make sure it comes to the consultants attention next time. And you can learn more about that in part 2 of this blog, coming soon!
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Employment Legislation Updates at 3 July 2020
As the new financial year has begun, so too have a swag of new legislative updates relevant for Retail and Wholesale organisations. The following is a summary of Employment Relations updates for Australia and New Zealand as at 1 July 2020.AustraliaAnnual Wage Review 2020 - The Fair Work Commission has announced a 1.75% increase to minimum wages. This applies to all award wages. The new national minimum wage is $753.80 per week or $19.84 per hour, starting from the first full pay period on or after 1 July 2020.The start date of this increase will be staggered across all awards. Awards have been divided into 3 groups and the 1.75% wage increase starts on the first full pay period on or after:1 July 2020 for Group 1 awards which mostly includes essential services1 November 2020 for Group 2 awards which includes Storage Services and Wholesale Award and Clerks—Private Sector Award1 February 2021 for Group 3 awards which includes General Retail Industry Award and Commercial Sales AwardHigh income threshold – 2020/21 changesThe high income threshold increased to $153,600, a $4,900 increase on the 2019/20 threshold effective from 1 July 2020.Sunday penalty rates reductionThe final reductions to Sunday penalty rates in the General Retail Industry Award 2010 took effect on 1 July 2020. This reduction only affects permanent employees; Sunday penalty rates for casual employees are not changing.Extension of some temporary award flexibility provisionsThe Fair Work Commission has extended temporary award flexibility provisions in some awards that were due to end on 30 June 2020:Extension of unpaid pandemic leave - On 30 June 2020, the Fair Work Commission extended unpaid pandemic leave in some awards. Go to Unpaid pandemic leave & annual leave changes in awards for more information. Employees who are employed under one of the affected awards can access up to 2 weeks’ unpaid pandemic leave under certain circumstances, if they are prevented from working as a result of being required to self-isolate, or due to measures taken by government or medical authorities. The leave is available in full immediately to full-time, part-time and casual employees – they don’t have to accrue it.Relevant award pandemic leave end dates are:31 July - General Retail Industry Award & Storage Services and Wholesale Award30 September 2020 - Commercial Sales Award & Clerks AwardExtension of temporary award flexibility for Clerks Award - The Fair Work Commission has extended and changed the temporary Schedule I in the Clerks Award.The updated Schedule I applies from 1 July until 30 September 2020 and includes changes: Clerks Award flexibility during coronavirusJobKeeper wage subsidy and unpaid pandemic leaveAn employee receiving JobKeeper payments from their employer can still take unpaid pandemic leave under their award at the same time as receiving the JobKeeper payment.Unpaid pandemic leave & annual leave changes in awardsRequests to work additional hours on changing duties, location or days and times of work under JobKeeper updateUpdated 25 June Changing duties, location or days & times of work under the JobKeeper scheme.Wage Theft Legislation VictoriaVictoria has passed laws establishing criminal penalties for employers who deliberately underpay or do not pay their workers. Employers who dishonestly withhold wages, superannuation or other employee entitlements, will face fines of up to $198,264 for individuals, $991,320 for companies and up to 10 years’ jail. Offences will also capture employers who falsify employee entitlement records, such as payroll records, or who fail to keep employment records. New ZealandNew Zealand Wage Subsidy ExtensionA Wage Subsidy Extension payment is available to businesses that are significantly affected by COVID-19. Applications for the Wage Subsidy Extension are open from 10 June 2020 until 1 September 2020. Eligible employers will need to reapply through Work and Income once their current 12-week subsidy has come to an end.To be eligible for the Wage Subsidy Extension, businesses must have had a revenue loss of at least 40% for a 30-day period in the 40 days before they apply, compared to the closest period last year (e.g. June 2020 compared with June 2019) and businesses must sign a declaration about their circumstances. Also, under the Wage Subsidy Extension, an employee’s normal or ordinary wages or salary are the wages or salary specified in the relevant employment agreement on the date the employer applied for Wage Subsidy Extension.Bonuses must be part of holiday pay calculationsIn May 2020, the Employment Court ruled that Bonuses must be part of holiday pay calculations.Discretionary payments, according to the law, are payments that the employer is not bound by employment agreement to make. The Employment Relations (Triangular Employment) Amendment Act 2019Triangular employment involves three parties – the employer, the employee, and a third party. From 28th June 2020 the law allows employees in triangular employment situations to include a third party to a personal grievance they have with their employer.Employees in a triangular employment situation can still raise a personal grievance with their employer where they have grounds to do so and apply to the Employment Relations Authority (ERA) for it to be resolved. Under the new law an employee can now apply to the ERA to add a third party to the personal grievance if the third party has caused or contributed to the problem.Paid Parental Leave changesFrom 1 July 2020, the duration of parental leave payments is extended from 22 weeks to 26 weeks.The maximum weekly rate for eligible parents increases from $585.80 to $606.46 gross to reflect the percentage movement in the average weekly earnings.From 1 July 2020, ‘Keeping in Touch’ days for employees increase from 52 hours to 64 hours over the duration of their paid parental leave.
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SHAPING CAREERS & PEOPLE SINCE 1995 Join us
At TSHR, you’ll work with industry leaders, leverage decades of contacts from exciting start-ups to admired multinationals, and shape the future of the business. Enjoy flexible work, a fun and collaborative team, ongoing career growth, and stunning office space where your impact is seen and valued every day.
