Can I Bring My Family? And Other Questions Doctors Ask Before a Locum

Everything you’ve ever wondered - answered clearly, with care.

At Prescript, we know that saying yes to a locum placement often comes with a dozen questions.

Can I bring my partner? What’s the accommodation like? How does payment work? Will someone actually be there to help when I arrive?

Whether you’re about to take your very first locum or you’re a seasoned doctor looking for more flexibility, we believe you deserve clear answers and total peace of mind. That’s why we’ve compiled the most common questions doctors ask us - and answered them honestly.

Because locum work should feel exciting, not overwhelming.

Can I bring my partner or family on a locum placement?

Yes—and we encourage it.

Locum work isn’t just a professional opportunity; it’s a chance to explore Australia and make memories along the way. Many of our doctors travel with their partners, children - or even their pets. Most placements include self-contained accommodation suitable for a plus-one, and if you're driving or hiring a car, they can usually come along at no extra cost.

Each placement is a little different. There's often more flexibility in private sector roles (like radiology or GP). In public hospitals, especially for junior doctors, accommodation may be more limited and sometimes shared. Travel for partners or family isn’t typically covered, but we’ll always help you understand exactly what’s included and work with you to find a suitable solution.

Do I get a say in where I stay, or is accommodation automatically arranged?

You’ll always have a voice in where you stay - but options can vary.

Most placements include accommodation arranged by the hospital or clinic - often a self-contained apartment or house close to the workplace. If you’re a senior doctor or working in the private sector, you’ll usually have more choice. For junior doctors or those in public health services, options may be more basic or shared.

If you bring a family or have special requests - like pet-friendly housing - we’ll advocate for you wherever possible. And if you’d prefer to source your own accommodation, some roles offer an allowance instead.

Whatever the setup, we’ll always confirm what’s included upfront, so there are no surprises.

What does support look like once I arrive?

It looks like a team that’s already three steps ahead.

Support at Prescript isn’t just lip service—it’s built into every placement. Before you arrive, our logistics team will book your travel, car hire, and accommodation (where included) and send you a personalised Prescript Arrivals Pack with everything you need: where to collect your keys, who to ask for on Day 1, where to park—even where to get a decent coffee.

Every health service is different. Some have set budgets for flights or caps on daily car hire—but we’ll handle all the back-and-forth and ensure you know exactly what’s covered before you accept the role.

Once you're on the ground, your recruiter will stay in touch, checking in and sorting anything that pops up. You’ll never be left to figure things out alone.

How much paperwork do I need to complete before a locum?

We keep it as light as possible—and always guide you through it.

Every health service has its own set of requirements, but with Prescript, you won’t be starting from scratch each time. Our credentialing process is built around our Prescript Quality Standards (PQS) - a framework designed to streamline onboarding and avoid duplication. That means once you’ve completed your initial documentation with us, much of it carries across future placements.

We’ll walk you through each step, clearly explain what’s required (and why), and support you with templates, reminders, and fast responses. If you’ve heard horror stories about paperwork mountains, rest assured - we're here to flatten them.

Do I have to repeat all my paperwork for each new hospital?

Not with us.

Thanks to our PQS framework, a large portion of your documentation stays on file once you're credentialed with Prescript. We securely store and maintain your key documents, so for most future roles, it’s just a matter of a quick refresh or a top-up of any site-specific requirements.

Some health services will still ask for a few additional forms, especially public hospitals with strict compliance standards, but we’ll coordinate those on your behalf and keep things moving.

How do I know what I’ll get paid—and when?

It’s all confirmed upfront, in writing.

No surprises. Every locum booking comes with a detailed confirmation from your Prescript Recruitment Partner that includes your daily or hourly rate, whether super is included, and exactly how payment will work - invoice, payroll, or through our payroll partners.

We’ll also confirm timelines, who’s responsible for what, and what paperwork needs submitting (like timesheets or invoices). We make sure you're set up correctly from the start, so you can focus on the work - not the admin.

Can I invoice as a sole trader or do I need a company structure?

That depends on the health service - but we’ll tell you exactly what’s required.

Some health services accept invoices from sole traders, while others require you to have a Pty Ltd company or trust. There are also differences in how superannuation, tax, and insurance are handled across each structure.

Prescript doesn’t offer financial advice, but we’re experts in helping you understand each client’s expectations and sharing templates, checklists, and examples. If you’re unsure which business setup is right for you, we’ll always suggest speaking with your accountant - but we’ll be by your side to make the admin side as simple as possible.

Ready to locum?

Whether you're looking to locum for a few days or a few months, we’re here to help you do it your way—with clarity, care, and concierge-level support.

If you’d like to explore upcoming opportunities or simply get ‘locum ready,’ we’d love to talk. Reach out to your Prescript Recruitment Partner or contact us at hello@prescript.com.au.

Let’s make your next move a great one - for you, and for the communities that need you.

International Women’s Day Questions - Dr Sabei Shwe, Consultant Geriatrician

This International Women’s Day 2025, we honor the significant contributions of women in medicine by featuring formidable women like Dr. Sabei Shwe, a Consultant Geriatrician whose commitment to caring for the elderly is profoundly inspiring. These conversations provide us with a deeper understanding of the personal and professional lives of women who are driving change in the medical field.

Join us as we explore the enriching story of Dr. Sabei Shwe, whose dedication to geriatric care highlights the evolving needs of our ageing population and the pivotal role women can play in meeting these challenges within the healthcare system.

1. What inspired you to pursue a career in medicine and how did you navigate your journey to becoming a Geriatrician? 

Helping sick people, and particularly the older population, has always been my passion.

I chose medicine because it is science-based, never boring, involves dealing with life and death, is challenging and stressful, yet full of rewarding experiences.

I was specifically drawn to geriatrics because I grew up with my grandparents and realised they needed a multidisciplinary team approach.

With the ageing population growing here in Australia, I knew there would always be a need in this area.

I find it incredibly rewarding to see an elderly person go through rehabilitation and be able to return home.

2. What qualities do you believe are essential for women in medical roles? 

Passion, commitment, and dedication.

It's important to know your own limits, from which you can prioritise and delegate effectively.

Maintaining a work-life balance is essential to preserve your productivity and avoid stress or burnout.

3. What changes would you like to see in the healthcare industry to better support women? 

I would like to see male counterparts supporting women, especially those with young families, by being understanding and supportive when they need to take sick and personal leave.

There needs to be a better understanding of women's lives beyond work.

Flexibility is crucial.

This is particularly important for junior female doctors with young families.

4. Who have been your biggest influences or mentors throughout your career?

Professor Barbara Walkman, who is now retired, was the Head of Geriatrics at Monash Health. She was very nurturing and mothering, had excellent leadership skills, and was a huge support to females both in and outside of work. She was the reason the Monash Health department was such a friendly environment. Working with her was a great example. 

5. What advice would you give to young women aspiring to pursue a role the healthcare industry ? 

Be persistent; there will be barriers and challenges, especially when you have children.

Believe in yourself.

Know your limit so you can have your own time and look after your well-being.

6. What can our male allies do to uplift women and advance equality in the workplace? 

Workshops are highly effective. Monash Health, before COVID, used to run wonderful workshops specifically for women. These workshops covered a variety of topics including leadership, education, tips for balancing work-life balance, communication skills like how to communicate with men across different hierarchies, and skills to change the culture in the workplace. They were composed of experts, doctors, and motivational speakers. She found them very useful and believes they are a great way to support women in the workplace.

Dr. Sabei Shwe's career is a beacon for the necessity of dedicated care for the elderly and the powerful impact of women in specialised medical fields. As we celebrate International Women's Day, her journey is a powerful reminder of the strides we've made and the opportunities that remain in creating a more inclusive and supportive healthcare system.

Get inspired by more stories of incredible women making significant impacts in healthcare. Click the links below to read further interviews and join the conversation.

• Read Dr Jillian Farmer’s interview here.

• Read Dr Sidney Chandrasiri’s interview here.

• Read Dr Noor Ridha’s interview here.

International Women's Day - Dr Jillian Farmer, Rural Generalist and DMS

This International Women’s Day, we’re shining a spotlight on incredible women in healthcare like Dr Jillian Farmer, a Rural Generalist and Director of Medical Services, whose roots and journey are as inspiring as they are unique. Growing up in Rockhampton and starting her medical career bonded to rural service, Jillian’s path has taken her from regional Australia to the global stage with the UN, and back to her local community.

Explore the compelling narrative of Dr Jillian Farmer, whose dedication to rural health and leadership offers vital insights and encouragement for women aiming to make their mark in the healthcare sector.

1. What inspired you to pursue a career as a Rural Generalist, and how has your journey shaped your perspective on healthcare in rural and remote communities? 

I grew up in Rockhampton, and had a rural bonded scholarship as a medical student.  I had planned to be a rural doctor, but life gets in the way.  I was only 4 weeks out of Med School and I met my now husband, who happens to be a medical researcher who needed the full facilities of the Qld Institute of Medical Research to work.  I did work in regional locations for the duration of my bonded term,  but gave up on the dream as that relationship formalised, and it became clear that going rural would not work at that time in our lives. 

I learned so much during those early years in regional and rural facilities that took me such a long way – including ot my work in the UN, where I could take that understanding of isolated practice, to support the healthcare staff working for the UN in places that many of us in Oz would be unable to find on a map. 

When the chance arose to work in the region I grew up in – it was a no-brainer, and I’ve been so happy to return there.  The community also seem to really like knowing that even though I fly in fly out, my roots were local.   

2. As a leader in healthcare and as DMS, what qualities do you believe are essential for women in this field? 

As is so often the case, there are different expectations of women leaders.  I railed against this for most of my career, but it is what it is.  Women walk a fine line – be assertive, but not too assertive, lest you be labelled aggressive.  Be kind and accommodating, but don’t be a pushover.  Be nice, but not weak.  ARGH - it drives me bonkers.   

I especially noticed this when I returned from the UN< where gender equity is perhaps a little easier because the UN has to work across cultural norms and just state and adhere to what is expected – so gender equity was expected, and was generally delivered. 

To get to the actual question you asked, women leaders need exactly the same qualities as any leaders, and women who can find the courage to be their true self at work do incredibly well. The days when women had to emulate men to get ahead are starting to pass, but I’d encourage women leaders to look at feedback they get through the lens of “Is this actually just telling me to be a man?” – and if it is, maybe don’t do that.  

My greatest leadership successes have come when I unleashed my real self at work, my true values, my true beliefs, my actual vulnerabilities and challenges.  Every leader needs resilience and self awareness – I think women need a slightly stronger bullshit filter so they don’t let the rubbish detraction and microagressions get them down. 

I still regularly get called nurse.   

3. Balancing the demands of rural medicine and family life can be challenging. What changes would you like to see to support women juggling medical careers and parenthood better? 

I’d like it to not be a conversation about women juggling medical careers and parenthood.  It should be about parents of all genders juggling medical careers and parenthood.  When we make the discussion not about women, we’ll be starting to win. 

That’s hard, because Australia still has incredibly gendered social expectations.  That includes child care but also extends to eldercare.  WE need to add our voices to the chorus demanding gender equity across the board, not just more measures focused on women, because that, in my view, just perpetuates and legitimises the inequity.   

4. How can the healthcare industry create more opportunities and support systems for women in leadership roles? 

Ooh – great question.  I’ve just chaired a working group that presented a report (currently out for consultation) on this very issue.  The draft recommendations are:  

• Develop a national program for measurement and reporting of workforce and leadership diversity in health care. This should:  

• Establish a baseline by transparently reporting current workforce composition and, at a minimum, examining gender and race (and preferably other aspects of diversity) to measure the diversity of different health profession cadres, along with how well that diversity is reflected across the range of seniority and pay scales. 

• Collect and report (as currently happens in other countries) data about the diversity of applicant pools for both jobs and training programs, and report on the related diversity of successful applicants.  

• Amend the Medical Training Survey so that data on race, neurodiversity, disability and more is collected, allowing correlation of these factors with training experience. 

• Using the data above (preferably, but if not available, using other methods), identify fall-off points in the career development pipeline and provide targeted interventions to diverse employees and enhance their access to career opportunities.  

Address institutionalised drivers of inequality: 

• Collect and examine data on diversity for temporary promotions or special projects that are filled without a formal recruitment process.  

• Ensure that there is transparency of methods for funding allocation to leadership activities, so that unconscious bias against diverse leaders does not set them up for failure through inequitable resourcing.  

• Examine (for each professional grouping) gender and race pay gaps at each appointment level, and identify and address drivers of any gaps (e.g. overtime, inequitable or biased criteria for promotion) 

• Develop specific strategies to reach and motivate mid-level managers who are critical to creating a truly inclusive leadership pipeline. While top leadership commitment is key, the day-to-day experience of emerging leaders is shaped by their immediate supervisors.  

Re-examine and challenge existing stereotypes of leadership:

• Implement strengths-based leadership development assessment and training. Current models of deficit-based assessments cause diverse groups to be under-valued by metrics that reinforce historical stereotypes of leadership. 

• Develop systems and structures to learn from First Nations ways of knowing and being for the benefit of all patient and staff populations.  

• Implement a variety of leadership models, learning from other cultures, including shared leadership  

• Implement programs that elevate the perception of diversity as an asset, rather than an issue to be managed. 

Promote and celebrate multilingualism:

• Leverage the global sourcing of healthcare staff — continuously invite and respect proposals for improvements and economies that are effective and proven in other countries, being sure to guard against unconscious preference for anglosphere or European initiatives.  

• Create systems and structures that allow employees of diverse perspectives to be valued and be seen to be valued. Encourage diversity of thought.  

5. What advice would you give to women aspiring to become Rural Generalists or pursue careers in other demanding medical fields? 

Maybe don’t marry someone who needs a biohazard 3 laboratory?  (only kidding – my husband has been a rock, and my career would not have existed without the inspiration and encouragement he gave me).  

My biggest and recurring advice to women is to claim the territory, don’t ask for permission.  I get so many women asking me what else they need to do to be “good enough” but I almost  never get asked that by a man, and if I do it’s an IMG.   

IT’s been shown that women don’t apply for jobs if they don’t self-assess as meeting close to 100% of the selection criteria, but men will apply if they meet as little as 60%.  Ironically, the men have historically been appointed more despite that merit gap, but that reflects the bias in selection processes, not the quality of the applicants.  

So – find a job you want, name it out loud and apply.  Defy those who would prefer you didn’t apply…make them uncomfortable if you must but go in to battle for your dream.  You might not get the first, second or third job, but you might also be surprised.  Nobody was more surprised than me when I got the job as UN medical director.   

6. How can all colleagues and leaders be allies in promoting gender equality and supporting women in rural healthcare 

Here I’d like to promote one of my favourite UN programs – He For She – where it specifically outlines the things that allies can do to promote gender equality. 

www.he4she 

I would also like to promote some of the input I got from colleagues during the preparation of the report I mentioned above.  Women tell me that they don’t need more mentors – they need more real opportunities to grow and demonstrate their leadership capability. 

So next time you are thinking of shoulder-tapping someone -and if your finger twitches to the shoulder one of the usual suspects, just stop and think – “Who else could I ask”.  It’s a great question and can lead you to find some amazing talent.  

Dr Jillian Farmer's career is a testament to the impact of sticking true to one's roots and the importance of genuine leadership in healthcare. As we celebrate International Women's Day, Dr Jillian Farmer's story highlights the essential need for enhanced healthcare in rural areas and the influential role women can play in driving these improvements.

Get inspired by more stories of formidable women in healthcare who are breaking barriers and paving the way for future generations.

• Read Dr Sidney Chandrasiri’s interview here.

• Read Dr Sabei Shwe’s interview here.

• Read Dr Noor Ridha’s interview here.

International Women's Day - Dr Sidney Chandrasiri, Director of Medical Services

This International Women’s Day 2025, we honor the influential women making strides in medical leadership. Our spotlight shines on Dr Sidney Chandrasiri, Director of Medical Services, whose journey and insights inspire those aiming to reshape the healthcare landscape. Through her personal story and expert advice, Sidney provides a blueprint for women aiming to excel in healthcare management.

Join us in exploring the narrative of Dr Sidney Chandrasiri as we discuss her path to leadership, the challenges women face in healthcare, and the actions needed to foster a more inclusive and equitable professional environment.

1. What inspired you to pursue a career in medical leadership, and how did you navigate your journey to becoming a Director of Medical Services?

Might be a cliché but it was almost a calling from my very junior doctor days. Whilst the individual patient care provision and integration was rewarding, I found myself wanting to impact healthcare at a larger and broader scale, enable improvements that could benefit whole populations and transform entire health systems for the betterment of individuals' healthcare and outcomes. 

2. What leadership qualities do you believe are essential for women in healthcare management roles?

Authenticity and a genuine passion for healthcare management is what I believe will help women who want to make an actual difference in healthcare management. Taking on healthcare management for the sake of a 9 to 5 job or because there wasn't anything else interesting to do or able to be done, would almost be a disservice to the profession as well as to the patients who ultimately will be impacted by the decisions made. 

3. What changes would you like to see in the healthcare industry to better support women in leadership roles?

Awareness of tall poppy syndrome, professional rivalry and conscious or unconscious bias, particularly arising from women in senior leadership positions themselves, are some of the silent barriers that are yet to be addressed if we are to genuinely support women into leadership roles. 

4. Who have been your biggest influences or mentors throughout your career?

Senior healthcare leaders who are in the job for the right reasons, who have the ultimate focus on ensuring patient-centricity first and who strive sometimes against immense odds to ensure decisions that result in the wellbeing of individuals, regardless of financial, political and bureaucratic barriers. I wish I could say I've been lucky to have senior female leaders as mentors or influencers, but unfortunately this has not been my experience at all, and that alone speaks volumes as to the prevalent reasons why women in leadership roles are still not supported as well as they could be. 

5. What advice would you give to young women aspiring to pursue leadership roles in medicine?

To reflect on their own motives for why they want to pursue leadership roles, and to be clear you're in it for the right reasons, and to ensure integrity in their decision making as a leader, because at the end of the day, medical leaders particularly are in a powerful position to significantly impact the lives of vulnerable people, often populations at a time. 

6. What can our male allies do to uplift women and advance equality in the workplace?

I think the culture has actually shifted significantly in terms of male leaders who uplift, mentor, sponsor and support women into leadership roles. Rather, the more pertinent question we should be asking this international women's day is, what can we do as an industry to ensure our female allies feel less threatened, more empowered and better able to uplift and support other women to advance in healthcare leadership roles. 

Dr Sidney Chandrasiri's journey is a powerful reminder of what it takes to lead in the healthcare world: real dedication, solid support, and the courage to push for change. As we celebrate International Women's Day, her story highlights both the progress we've achieved and the hurdles we still need to overcome to ensure a fair and supportive work environment in healthcare.

Dive deeper and connect with the stories of other incredible women shaping the future of healthcare. Check out the links below to read more interviews and join the conversation.

• Read Dr Jillian Farmer’s interview here.

• Read Dr Noor Ridha’s interview here.

• Read Dr Sabei Shwe’s interview here.

International Women's Day - Q&A with Dr Noor Ridha, Radiologist

This International Women’s Day 2025, we celebrate the remarkable achievements of women in the medical field. Through insightful interviews with professionals like Dr Noor Ridha, we highlight the unique challenges and triumphs of women in healthcare. These interviews offer us a window into the personal and professional lives of these changemakers, providing inspiration and guidance to the next generation of medical professionals.

Join us as we delve into the compelling narrative of Dr Noor Ridha, whose experiences illuminate the path towards a more inclusive and equitable healthcare landscape.

1. What inspired you to pursue a career in radiology, and how did you navigate your journey to achieving your FRANZCR fellowship?

When I realised the part of my job I enjoyed most was solving the puzzle of the diagnosis, and what I enjoyed the least were the nights and shift work, radiology was an easy choice. The more time I spent in the radiology department learning about all of the different ways radiologists are integral to the running of any healthcare facility (diagnostic reporting, providing input at MDTs, or procedural work), the more I fell in love with the specialty.

I applied for training as a PGY3 whilst I was working in London (as part of an exchange program with the hospital I was employed in NZ) and thankfully received an offer for a training position in Auckland – perhaps the committee was impressed that I flew all the way from London just for the interview! So I moved back to NZ in November 2019 and started training the following month, and was very lucky to narrowly miss out on experiencing the COVID pandemic in London. Five years later, after multiple exams and countless nights of studying, I was finally on the other side and obtained my FRANZCR fellowship.

2. What qualities do you believe are essential for women to succeed and lead in the field of radiology?

Although I think this applies to most medical specialties, I believe one of the most important qualities for women to succeed and lead in radiology (especially when it comes to the training aspect) is being good with time management, you must be very organised as the job can be very demanding and fast-paced. Beyond training, it is very important to keep up to date with new techniques in imaging by attending conferences and taking courses as the field of radiology is constantly changing and evolving, especially with artificial intelligence starting to play a role.

3. What changes would you like to see in the healthcare industry to better support women in specialist roles, particularly in radiology?

From my experience working in New Zealand, I actually feel radiology is one of the most supportive specialties for women in specialist roles. It is one of the few roles where working from home or part-time work is an easy option allowing flexibility when it comes to work-life balance. There’s plenty of work so a woman can be as involved as she wants to be or reduce work responsibilities to allow for other life roles. Women at my workplace were well supported in training if they required maternity leave or part-time work when coming back after having children.

4. Who have been your biggest influences or mentors throughout your career?

I have had so many great mentors that it is really hard to think of just a handful of people, but I do feel that the consultants at my training hospitals who gave up their time and energy to give us regular weekly teaching were truly incredible; it’s an immense privilege to have been trained by such brilliant teachers and I always remember them when I come across cases where they taught me something that really made things “click” in my mind.

Radiology is a very challenging training program with some of the most difficult exams across all specialties but there is also immense support for the trainees; the consultants supervising are amongst the friendliest and most easy going people I’ve ever worked with, and I knew the short term torture of putting my head down and studying would lead to a very rewarding and fulfilling career in the long run.

5. What advice would you give to young women pursuing careers in radiology or other medical specialties?

As long as you enjoy what you are doing day to day, you will be happy and successful in the long run. The main piece of advice I would give to young women pursuing medical specialties is to prioritize their mental well-being; specialty training is the one of the most stressful things I have ever done and I believe women tend to be more conscientious than men, so we put a lot of pressure on ourselves to be the best we can be. Despite all of this, we also tend to experience a lot of imposter syndrome and feel like we’re not good enough. There were times where I believe my mental well-being was close to rock bottom and looking back, I wish I had looked after myself more and forced myself to relax and take it easy. In the end, everything always works out as it should.

6. What can all members of the medical community do to uplift women and advance equality in the workplace?

Being aware of the many ways in which women can be treated differently than men by different staff members or patients (there were countless times I would finish seeing a patient and they would then ask, “so when do I see the doctor?”). Also, being aware of the disadvantages experienced by women who choose to have a family compared to their male counterparts, whether it be from a financial perspective or career progression, and trying to make outcomes as fair as possible.

Dr Noor Ridha's journey shows the importance of support, resilience, and continuous learning in achieving professional excellence and leadership. As we celebrate International Women's Day, Dr Ridha's story is a powerful reminder of the progress we've made and the work that still lies ahead in ensuring equality and opportunity for all in the healthcare sector.

Discover more inspiring stories and join the conversation by clicking below to read other interviews with influential women who are making a significant impact in healthcare.

• Read Dr Jillian Farmer’s interview here.

• Read Dr Sidney Chandrasiri’s interview here.

• Read Dr Sabei Shwe’s interview here.

Welcome Jason Ahmad | Senior Recruitment Partner for Radiologists

We are delighted to welcome Jason Ahmad to the Prescript Recruitment team! Jason is our Senior Recruitment Partner for Radiologists - permanent and locum. 

Before joining our team, Jason has spent many years working with clinicians and across a number of sectors, including pathology, hospitals, medical indemnity, and medical recruitment.

Jason is driven professionally by being able to create positive and meaningful health outcomes in rural and regional communities.

“I’m hoping to positively impact regional communities by placing appropriately qualified doctors into areas where there is a significant need.”

Jason sees many opportunities for growth in the medical industry. He is particularly interested in seeing the barriers faced by International Medical Graduates lowered to facilitate their registration with the Australian Medical Board. 

“As a cohort, they offer a very real solution to the enduring rural workforce shortage. I feel as a country we have the resources and technology to do this without compromising patient safety.”

When we asked Jason about the contribution he would like to make in his role, his response was in line with his motivations:

“Every time Prescript places a doctor in a regional area, whether it be permanently or for just a few days, there are tangible positive impacts that ripple out into the community that benefits the health service, the doctor and the communities they serve. Being a part of this process is amazing.”

Outside of work, Jason is personally driven to encourage and support his two sons whose development is his greatest aspiration. We also hear he likes a game of pool from time to time amidst his family commitments. 

HOW TO CONTACT JASON:

Jason is based in Adelaide, South Australia. If you are in the city and would like to grab a coffee, get in touch with him!

Jason Ahmad - Senior Radiology Recruitment Partner

jason@prescript.com.au // 0434 401 379

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email contact@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

We’d love to hear from you!

“We’re known for helping solve the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”

650 000 Days Of Water Were Donated! 5 Minutes With Prescript's Giving Manager 💧

Here at Prescript Recruitment, we embed giving in what we do to create a habit of doing good.

Our current giving goal is to provide 1 million days of access to clean water for families living in rural Ethiopia.

Reaching 650,000 days of water is an incredible milestone, and we want to share more about what this all means and how we have got here.  

Read the below Q&A with our Giving Manager, Stef McLaughlin, to understand more about our giving goal and the projects we support

Tell us about your role as a Giving Manager?

I am responsible for our giving relationship with the Global Giving Business initiative, B1G1. (I am also Prescript's Operations & Leadership Manager). I keep track of our daily business activities and carry out the behind-the-scenes bits and pieces to ensure that our giving is linked and processed.

I then share that impact – how many days of water is given - with our Prescript team, the doctors, hospitals, and health services we work with, and anyone who will listen! 💧

What is B1G1?

B1G1 is a Global Giving Business Initiative originally called 'Buy1Give1'. They have a mission to create a world that's full of giving.

Unlike conventional giving models, B1G1 helps businesses achieve more social impact by embedding giving activities into everyday business operations and creating unique giving stories.

We have a fantastic partnership with B1G1, and I love working with the team there. Each time I speak with Paul Dunn, B1G1's co-founder, I feel energised and inspired to continue doing good in the world. 💧

How did you decide on the giving goal of 1 million days of clean water access?

We decided on the giving goal as a team during one of our planning days together a couple of years ago. There are SO many incredible projects facilitated through B1G1, and it wasn't easy to choose.

In the end, we decided to focus on the water projects in Ethiopia because being able to access safe drinking water is a fundamental human right. 💧

Tell us more about it; how does it all work?

The projects we support fund the construction of hand-dug wells in the Ethiopian province of Tigray. The projects also included training & education in health and sanitation and family planning.

However, things have shifted a bit. Over the past 18 months, the region of Tigray has been subject to dreadful civil unrest. Devastatingly, thousands of the water points have been damaged or rendered non-functional.

So, although our giving goal was initially to help with brand new hand-dug wells, the contributions are now to repair damaged wells (or build new ones where possible). 💧

What do you love about the giving project?

I love that regardless of what has been happening in the world, we have been able to continue giving and making positive outcomes overseas. The pandemic has had many ups and downs, but we have continued our relationship with B1G1 and the water project. 💧

How do you feel about reaching the 650k milestone?

Thankful and joyful! And it is all because of the wonderful doctors and health services we work with. Prescript links our day-to-day business activities as a medical recruitment company to our giving goal. 💧

Giving examples:

✓ When a hospital or practice confirms a doctor in a locum or permanent position in regional Australia = Prescript donates

✓ When a doctor refers another doctor to us = Prescript donates

✓ When a doctor registers as a new candidate with Prescript = Prescript donates

✓ When a doctor completes a reference for another doctor = Prescript donates

✓ When a hospital or practice agrees to work with Prescript on a long-term vacancy = Prescript donates. 💧

What next?

We will keep going! It's now more important than ever that we help the communities in Tigray. We want to reach 1 million days of water donated.

We'll keep you updated on the news from the Tigray province and any information we receive about wells, their repairs and clean water. 💧

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About Stef McLaughlin

I’m Stef, Operations, Leadership & Giving Manager for Prescript Recruitment. My role is to support the team in putting our vision into action – helping solve the regional doctor shortage in Australia.

I find solutions and ideas that help Prescript thrive and grow, always with doctors and health services in front of mind. Having spent the past eight years assisting communities to have the healthcare they deserve, this is an area I am very passionate about.

The giving component to my position is something important to me. Prescript has continued to give towards its goal each week in the good times and turbulent times. This is having a global impact on people living in poverty. It means what we do every day is making a difference, here solving the doctor shortage and in Ethiopia solving the clean water shortage.

Out of work you can find me relaxing in nature, taking my dog Lukas on adventures near my home in coastal NSW.

1. Call me on 0416 544 577

2. Email stef@prescript.com.au 

3. Or click 'Connect with Prescript’

Connect With Prescript

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“Prescript are medical recruitment specialists.”

At Prescript we’re known for helping solve the regional doctor shortage in Australia.

Every day we’re focused on two clear outcomes - Helping hospitals find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.

We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.

There are three ways to contact us:

1. Call 1300 755 498

2. Email contact@prescript.com.au

3. Click 'Connect with Prescript'

Connect With Prescript

We’d love to hear from you!

“We’re known for solving the regional doctor shortage, leaving doctors loving what they do and regional communities feeling like they have the best doctors in town.”