Sarah Bolitho is a Founder & CEO at Levyl.
​Culture is one of the three pillars of success that Levyl focuses on as a critical piece of the recruitment puzzle. Highly engaged employees are cultivated by leaders and organisations that are proactive in demonstrating healthy and inclusive cultures. When we identify a strong company culture, what we see is an ecosystem of shared values, behaviours, goals and expectations that help align the why (the purpose) with the how (the method).
There are huge social, economic, health and wellbeing benefits on both sides of the employer / employee relationship gained by landing at a place of cultural unity. Both sides of this partnership must feel connected and committed in order to propel individual and company performance forward.
If you’re concerned your current cultural environment is not thriving in unison; where do you start to drive change? In the lead up to what may require a broader change management strategy, we suggest you focus on three key things.
Accountable Leadership
Make sure you have the right leaders in place. Communicate your vision and ask for their support. Invest in your good leaders and focus on succession planning throughout the broader business to nurture more of the same. Put the work in to identify any potential ‘toxic’ leaders and ensure you address their behaviours through the right channels. Retaining the wrong people at a leadership level has a corrosive impact on culture. Your leadership team should be able to lead your organisational strategy, focus on key people, resolve conflict and handle criticism. Ensuring you have a strong leadership team that are all engaged, producing and working in line with the projected cultural ideal is absolutely key.
Effective Talent Management
Focus on instilling the desired behaviours, expectations and values throughout the whole life cycle of recruitment and retention. Emphasise the role each employee has to play in achieving the company vision throughout the recruitment and onboarding process. Once new team members are in place, ensure their performance is assessed in a professional and open way. Set clear standards, have performance metrics and be vulnerable as leaders to be assessed in return (360degree). Reward and recognition play a strong role here too; ensuring that engagement, consistency and alignment is recognised. Also focus on your ‘high potential’ workforce. Don’t overlook those who may become the biggest change advocates. Instead, ensure your pipeline of culture champions stem from all the likely and perhaps less likely, places.

Supportive Infrastructure
Ensuring your tech stack, company policies and compliance procedures allow for seamless decision making and reinforcement is key. Your aspired culture must be reflected in the text of every policy and the functionality of every process. Your infrastructure must project a consistent experience and encourage the behaviours and attitudes desired. The same goes for your workplace facilities, environment or accommodations provided for flexible work or inclusivity. Every touchpoint across an employees’ journey should reinforce the cultural momentum you are trying to create and allow for a ‘speak-up’ culture so that you have the opportunity to focus on continuous improvement and change.
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Expanding how we support our clients Levyl’s core has been People & Culture recruitment and now after almost four years in business, we have listened to our network and expanded our offering across another critical area of every organisation - Office Support. Levyl is now helping businesses hire the professionals who keep workplaces running smoothly, leaders supported, and teams operating effectively. Through our work across P&C recruitment, we have built trusted relationships with businesses who value a thoughtful, consultative approach to hiring. Over time, we began to see growing demand across our network for support with Office Support roles. The right Office Support professional can have a meaningful impact on productivity, culture and business performance, and this expansion allows us to support clients in a broader way, while staying true to the approach Levyl is known for - considered, relationship-led and focused on long-term fit. Our Office Support recruitment capability spans permanent, contract and temporary appointments across a range of roles, including Executive Assistants, Personal Assistants, Chiefs of Staff, Office Managers, Office Coordinators, Team Assistants, Administrators, Receptionists, Project Coordinators and Executive Support professionals. While our office is based in Sydney, we support clients across Australia, including Melbourne, Brisbane, and Perth. Whether you are looking for an Executive Assistant in Sydney, an Office Manager in Melbourne, a Receptionist in Brisbane, or broader administration recruitment support nationwide, our team is here to help. Introducing Jessica Duncan 
Levyl is pleased to share our Q4 Insights for Australia’s People & Culture market.
The People and Culture market is entering a more settled phase. After several years of disruption and recalibration, 2026 is shaping up to be a year of more deliberate, confident decision-making. Organisations are investing carefully in capabilities that deliver clear commercial, compliance and cultural value.  Our Market Insights & Salary Guide 2026 brings together current market data, hiring trends and on-the-ground observations from across the Australian People and Culture landscape. What you’ll find inside💡 Updated salary tables for key People & Culture roles across Sydney, Melbourne, and Brisbane. Insight into shifting hiring demand and candidate behaviour. Guidance to support workforce planning and career decisions. Download the Market Insights & Salary Guide 2026 and use it as a practical reference for the year ahead.
