Job Management Software for Labour Hire

Then be careful. WorkGuru is not a recruitment ATS, and if your commercial problem is sourcing, matching and placing candidates at volume, a specialist staffing platform is your primary system. Where this fits is the operational delivery after placement — client projects, assigned people, timesheets, rates, approvals, labour cost and billing. If that side is where your margin actually leaks, it is worth looking at. If placement is the whole business, it is not.

Keep your specialist payroll and workforce systems for that. Award interpretation is detailed, jurisdiction-specific and changes, and it belongs in software built for it. WorkGuru integrates with Tanda and Employment Hero for the relevant timesheet and labour-cost workflows, which is the sensible division: they determine what the person is paid, and WorkGuru determines what the client work cost and what it earned.

That works, provided the important requirement is capturing their time and tying it back to client work. Timesheets record against the project or task the person actually worked on, wherever that is. What this gives you that a payroll system cannot is the client-side view: not just that someone worked thirty-eight hours, but which client engagement those hours belonged to and whether that engagement is profitable at the rate you agreed.

That is not what this does, and it is worth saying rather than implying otherwise. No candidate database, no pipeline management, no job board integration, no application tracking. A specialist ATS or recruitment platform will still be required alongside it. Businesses that try to run recruitment out of a job system generally end up doing it in spreadsheets instead.

No. It is an operations platform, and it becomes useful after the work has been won — managing client jobs, the people assigned to them, the time recorded, the cost incurred and the invoice raised. The distinction matters when you are evaluating: if the problem you are solving is filling roles, look elsewhere; if it is knowing whether the roles you filled are making money at the margin you assumed, this is the right category.

Yes, captured against the project or task they actually worked on. The allocation is the valuable part. Labour hire margin is thin and rate-driven, which means a small error in which client an hour is attributed to has a disproportionate effect on the apparent profitability of an engagement. Time recorded against the actual job is what makes client-level margin reporting trustworthy.

There are integrations with workforce and payroll platforms including Tanda and Employment Hero. Confirm the current connector scope against your own payroll setup before committing, because these arrangements change and the details matter more here than in most industries — what syncs, in which direction, and whether adjusted cost comes back are all questions worth answering specifically.

Supported payroll integrations can help bring adjusted labour cost back into WorkGuru, depending on the connector and configuration. This is the piece that makes labour hire job costing honest rather than notional: the true cost of an hour includes penalties, allowances, leave accrual and on-costs, and a system costing at base rate will systematically overstate margin on exactly the engagements that carry the most penalty hours.

Yes. WorkGuru includes invoicing and job financial workflows that support project-based client billing, so the invoice is derived from recorded work rather than re-entered. For labour hire the practical benefit is the audit trail behind it — client queries about hours are routine, and being able to show the timesheet detail supporting a line is the difference between prompt payment and a month in a dispute queue.

It depends on your operational model, and the honest answer is often no. If recruitment, candidate matching and high-volume placement are the core of the business, a specialist staffing platform should be the primary system. WorkGuru fits best where placements are longer, engagements look more like projects, and the commercial complexity is in delivery rather than in filling the role.