VMJPod: Rethinking Retention & Growth in Grad Hiring

VMJPod Grad Recruitment Series | Hosted by David Macciocca and Steven Nield | Special Guest: Greg Thom

In this episode of the VMJPod Graduate Recruitment Series, David Macciocca and Steven Nield sit down with Greg Thom, Talent Acquisition Lead at Airwallex, to explore what it takes to build and retain high-performing graduate talent in a fast-scaling tech environment.

From navigating the evolving expectations of Gen Z to aligning hiring strategies with long-term business growth, Greg offers a grounded and insightful perspective on graduate recruitment at one of Australia’s fastest-growing fintechs.

From Traditional Pathways to Startup Momentum

Greg opens up about his unconventional journey into tech recruitment and how his experiences across multiple industries have shaped his current role at Airwallex. He shares how the company’s rapid growth has influenced their approach to early careers hiring — shifting the focus from volume to impact-driven recruitment.

“We’re not just looking for people who can tick a box. We’re looking for people who want to grow with us.”

The Retention Equation

Retention is a recurring theme throughout the discussion. Greg explains how retention in graduate hiring isn’t just about onboarding well — it’s about creating a culture of continuous challenge and mobility.

“The graduates who stay are the ones who feel like they’re learning something every day. If they plateau too early, they look elsewhere.”

What Sets Airwallex Apart

Airwallex’s grad hiring approach is intentionally lean but high-touch. Greg walks through how they design their graduate experience to balance autonomy with support, emphasizing:

• Mentorship over micromanagement

• Clear growth pathways

• Real-world responsibility from day one

Advice for Employers & Candidates Alike

For employers, Greg encourages focusing less on academic perfection and more on problem-solving ability and adaptability. For students and graduates, his message is clear: curiosity and hunger to learn are more valuable than a polished résumé.

“We’ve hired grads who didn’t come from target schools, but they had something different — they asked better questions, they showed up with ideas.”

Key Takeaways:

• Retention begins long before a grad’s first day — it starts in how you hire.

• Graduates want progression, but also purpose. They stay where they’re challenged.

• A fast-paced company culture doesn’t mean throwing grads in the deep end — it means giving them real responsibility, with the right support.

🎥 Watch the Full Episode Here 

🎙️🎧 Listen to the Podcast Here