About

An engineer running a recruitment business — not the other way around.

Most technical recruiters can't read a circuit diagram. Most engineers can't sell. Torren Technical sits in the gap.

The founder

Matt Brindle

UK-trained electrical and electronic engineer. Spent his early career as a test engineer at MBDA, working on defence electronics in environments where the spec is the spec and "near enough" doesn't ship.

Relocated to Australia and noticed a pattern: technical employers were drowning in irrelevant CVs from agencies who didn't understand what they were reading. Candidates were being mis-matched into roles that wasted everyone's time.

Torren Technical exists to fix that — by putting an engineer between the brief and the shortlist.

  • Discipline: Electrical & Electronic Engineering
  • Background: Test engineering, defence electronics (MBDA)
  • Based: Western Australia
  • Approach: Engineer-first, technically credible
  • Compliance: Privacy Act 1988, Spam Act 2003, APP-aligned
How we work

What "engineer-led" actually means.

📐

Spec before brief

We read the technical specification, scope of work, or job description before writing the recruitment brief. Vague briefs get clarified — they don't get blasted to LinkedIn.

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Technical screening

Candidates are screened against actual technical criteria: tickets held, equipment used, software experience, clearance status. Not just keyword matching on a CV.

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Transparent commercial models

Retainer, per-shortlist, or contingent — you pick what fits the role and your budget. Pricing is published, not negotiated in the dark.

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Compliance baked in

Privacy Act 1988 consent collected at intake. Spam Act 2003 compliant outreach. APP-aligned data handling. Candidates always own their information.

🇦🇺

Australian-first

AU-based candidates with verified work rights as standard. International candidates are clearly flagged where relevant. No surprises at the offer stage.

📊

Honest reporting

You see what we see. If a role isn't attracting suitable candidates, we tell you why and adjust the brief — not pad the shortlist with filler.

What we don't do

The things you won't find here.

Plenty of recruitment agencies will promise the world. Here's what we explicitly don't do — because doing them badly is worse than not doing them at all.

  • We don't charge candidates. Ever. For anything.
  • We don't provide immigration advice. That's MARA-regulated.
  • We don't do CV blasting. If you wanted ten irrelevant CVs, you'd post on Seek yourself.
  • We don't oversell. If a role is hard to fill, we'll tell you why — and what to change.
  • We don't lock you in. No exclusivity unless mutually agreed in writing.

Want to know more?

Have a specific question, role, or candidate concern? Get in touch directly.

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