In short: DocHelp recruits medical receptionists, practice nurses, practice managers and GPs for medical centres in Melbourne and Australia, onboards them into your systems, and supports doctors after they start.
Trained receptionists, practice nurses, practice managers and doctors — screened by people who have run the roles, onboarded into your systems by us, and supported after they start. Recruitment that ends with someone actually running your front desk, not just a signed contract.
Reception · Nurses · Practice managers · GPs · Doctor support
A receptionist who books wrong loses the practice money on every shift. A practice manager who has never read a Cubiko report leaves revenue on the table every month. A doctor who joins and finds no provider number, no templates and no nurse support leaves within the year — and takes the patients with them.
Most recruitment agencies don’t see any of that. They see a résumé and a fee. We see the job, because we do the job. We recruit against what the role actually requires, onboard the person into your workflows ourselves, and stay involved until they’re performing.
Recruiting a GP is expensive. Keeping one is operational. We set up everything around the doctor so they can see patients from day one and never have a reason to leave.
Provider number, PRODA, HPOS, credentialing file and — for overseas-trained doctors — the full AMC, Ahpra, visa and Section 19AB pathway.
Best Practice user, templates, letter layouts, fee schedule, recalls and secure messaging set up before the first session.
Care plans, health assessments and recalls run by a trained nurse; bookings, billing and follow-up handled by a reception team that knows the rules.
Item-number and workflow guidance so the doctor is paid correctly for the work they do, and a practice manager who reviews it monthly.
What the practice actually needs, at what hours, with which skills — and whether the answer is a hire, training, or a workflow fix.
Advertising, shortlisting and interviews run by practice managers, with practical testing on software, billing and phone manner.
Contracts, orientation, immunisation and training records, and hands-on onboarding into your systems by us, not left to a busy team.
Check-ins, coaching and adjustment in the first four to six weeks — the period when most new medical staff quietly decide whether to stay.
Agencies match résumés to job ads. We have trained and managed twenty-plus practice managers and forty-plus reception staff inside practices we run, so we know what a good medical receptionist or practice manager actually looks like at 8:55am on a Monday. We screen for that, we onboard the person into your systems ourselves, and we stay involved for the first weeks so they stick.
Yes. Local GPs and overseas-trained doctors. For international medical graduates the process runs through five government bodies and, for practices outside Distribution Priority Areas, a Section 19AB exemption — we handle all of it. See IMG doctor recruitment.
Everything around the doctor that isn’t clinical: provider numbers and PRODA, credentialing files, Best Practice setup and templates, billing and item-number guidance, care plan and health assessment workflows with the nurse, room and roster setup, and a practice manager who knows how to keep a doctor busy and happy. Doctors leave practices that waste their time. We remove the waste.
Yes. We provide interim and remote practice management between hires, and our senior practice managers can cover a front desk during recruitment or leave while we train the permanent hire.
Medical receptionists, senior receptionists and reception team leaders, practice nurses, practice managers and operations managers, and general practitioners. For allied health and specialists in a mixed centre we can usually help through the same network.