No fancy outfit required.
Wear something clean, comfortable and suitable for the role. You do not need to buy interview clothes or hide your personality.
Come grow with us · come as you are
There is room for good humans here.
Our expressions of interest are always open to incredible support workers and people with the potential to grow into the work. You do not need polished packaging or a perfectly rehearsed story. We are looking for genuine people who bring kindness with boundaries, honesty, reliable follow-through, curiosity, unique skills and the courage to speak up. New to the industry? We still want to hear from you.
Adjustments are welcome.
Ask for written questions, more processing time, a support person, video interview, quieter space or another practical adjustment. You do not need to disclose a diagnosis.
We value lived experience.
Share only what feels safe and relevant. We never expect trauma disclosure, and lived experience must be used with reflection and professional boundaries.
Why grow with ATG
A strong team is something we keep investing in.
ATG is currently fully funding Certificate IV in Mental Health study for members of our team. Jess has chosen to make that investment so workers can keep strengthening their knowledge and deliver thoughtful, capable support that responds to participants' real needs.
Training never replaces listening, participant choice, safe boundaries or role-specific competence. It gives good people more tools, stronger reflection and a clearer pathway to keep developing.
Send an expression of interestYour extra skills matter
Music, art, cooking, fitness, trades, gaming, gardening, parenting, community knowledge, administration and other genuine interests can help create better matches and more meaningful supports.
New does not mean overlooked
If you are new to disability support but bring strong values, reliability and a real willingness to learn, tell us. Required checks, training and competence still apply before work is allocated.
Lived experience is highly regarded
Relevant lived experience can bring insight, empathy and practical wisdom. Share only what feels safe; disclosure is never demanded, and reflective professional boundaries always matter.
What helps in ATG roles
Bring what you have. Be honest about what you still need.
A relevant qualification can be beneficial, but the exact requirement depends on the role and support being delivered.
Helpful qualifications
- Certificate III in Individual Support (Disability) or equivalent
- Certificate IV or Diploma in Disability, Community Services, Mental Health or a related field
- Relevant nursing, allied health, fitness, youth work, administration or bookkeeping study for role-specific pathways
Common employment evidence
- NDIS Worker Screening, WWCC and National Police Certificate where required
- Certificate III enrolment or completion for ATG support-worker pathways
- First aid and CPR for participant-facing roles
- Driver’s licence, registered roadworthy vehicle and comprehensive insurance where personal driving is required
- Certificates and competencies must be verified before related work is allocated
What we notice
- Respect for choice, consent and human rights
- Clear documentation and safe escalation
- Reliability and realistic availability
- Warmth without blurred boundaries
- Ability to learn, reflect and ask before guessing
Official information: NDIS Commission worker learning ↗ · SA NDIS Worker Check ↗
Interview preparation
You can know what is coming.
We use a mix of warm conversation, behavioural questions and practical safety scenarios. We are not trying to catch you out.
What to wear
Neat, clean and comfortable is enough. Closed-toe shoes are helpful if a practical demonstration is planned. Cultural dress, sensory-friendly clothing, mobility aids and communication supports are welcome.
What to bring
Bring any relevant certificates, screening details, licence information and referee names you already have. Do not email identity documents, bank details or a tax file number with your first application.
- 01
What does genuinely person-centred support look like when somebody says no?
- 02
Tell us about a time you noticed a risk, concern or change and what you did next.
- 03
How would you keep professional boundaries while still being warm and human?
- 04
What would you do if a participant’s plan, the handover and what you saw did not match?
- 05
How do you respond to feedback when you feel nervous or disagree at first?
- 06
What availability can you reliably commit to—not just what sounds good in an interview?
The Seedling Hub contains interview guidance, role-readiness information and optional pre-interview learning. Completing it does not guarantee an interview or job. Applicants are not asked to provide participant support or complete unpaid trial shifts. Employer-required training after engagement is paid work time.