In many workplaces, Diversity, Equity & Inclusion (DEI) are often just treated as buzzwords. But we think it’s time for a little less conversation and a little more action. Here at Talent, our values guide everything we do including ensuring that we are walking the talk when it comes to diversity. We have a responsibility to educate our clients on best practices when it comes to hiring, because let’s face it, diversity and inclusion must begin at the hiring stage. We’ve even created a DEI Hiring Toolkit to help hiring managers in this process.

DEI can’t just be words on a poster, and we know we need to walk the talk. Here at Talent New Zealand 20% of our Talent New Zealand staff whakapapa Māori and to the Kiwis of Ngāpuhi, Ngāti Kahungunu, Ngāti Hako, Ngāti Tamaterā, Ngāti Porou.  Our Country Manager, Kara Smith and Managing Director of our consultancy arm, Avec, Sam Collins whakapapa Māori, actively champion conversations and strategies about increasing Māori representation with clients across both the recruitment and technology industries. There’s no denying, representation ensures a safe and welcoming environment for Māori and Pasifika candidates here in Aotearoa.

“Talent is unique in that we are a local Aotearoa business made up with a diverse team on the ground in Auckland and Wellington, but with the resources and network of a strong global-market leader. We believe that this combination allows us to provide our clients and candidates with the best of both worlds – a deep understanding of the local talent market coupled with the reach and expertise of an international company. Our values come to life through our commitment to young rangatahi, supporting aspiring female leaders, fostering a diverse team and encouraging Māori and Pasifika talent in both the recruitment and technology industries.” Kara Smith, Country Manager, Talent New Zealand.

Diversity with Māori and Pasifika

Experience is everything and we are proud to work closely with different organisations across New Zealand to support them in their commitment to Te Tiriti to achieve better recruitment outcomes for Māori and Pasifika. We tailor end-to-end recruitment processes to ensure cultural considerations. All of these we know will ensure better overall outcomes in achieving diverse hiring.

Our Senior Recruiters / Account Directors all have/continue to upskill to ensure DEI practices are maintained. This training includes:

• Inclusive job advertising ensuring job ads are tailored to attract more Māori and Pasifika applications.
• Defining more inclusive interview processes ensuring a commitment to Te Tiriti
• Educating and challenging Hiring Managers on their own recruitment practices to drive change.

Looking to one of our consultants as an example, Adeline Le Bris, Account Director, Talent Wellington, is committed to drive change to make a tangible difference to better outcomes for all Māori and Pasifika. Some of the courses she has taken part in include:

• Unconscious Bias and mitigation
• Understanding Te Tiriti O Waitangi (Groundwork)
• Rainbow community Training
• Neurodivergence workshops
• Te Reo Course – Level 2

“We understand the importance of improving diversity outcomes especially in a New Zealand context to honor Te Tiriti O Waitangi. We are working closely with many organisations facing diversity and inclusion challenges and advise and provide tangible solutions to change the status quo. Mitigating unconscious bias is something that all of us here at Talent are trained on. We also know the importance of building trust and tailor our communication when we engage with Māori and Pasifika Candidates.” Adeline Le Bris said.

Providing pathways for rangatahi

In 2018, we launched our charitable foundation, Talent RISE in Aotearoa. RISE focuses on decreasing youth unemployment in the community, in particular Māori and Pasifika young people.  We also educate our clients on the importance of hiring young people into roles with regular insights, reports and in our regular catch ups with them. In the past six years we have assisted 105 rangatahi/ young people into meaningful employment. Our kaupapa (purpose) is empowering rangatahi and one way we achieve this, is by delivering our employability skills strength-based readiness to work program – Rangatahi Mahere Whakapakari Mahi utilising Te Kotahitanga (Effective Teaching Profile). We create opportunities for our rangatahi to actively participate and engage in their learning to encourage positive youth development outcomes.

Anthony Logologo, a rangatahi that Talent RISE placed at NZ Post said, “I was really proud, I still am, of how I have gone through this journey and set myself to achieve more in my future. I got so much support from the first day, even before the course started. The trainers and other classmates supported me and gave me confidence to join the workforce, improved my people skills and helped me to apply those skills to get into the workforce.”

Supporting the neurodiverse community

Diversity isn’t just ethnicity. When it comes to working with neurodiverse candidates, Georgia Hynes, Senior Recruitment Consultant, Talent Wellington, operates from her own experience. “I’ve changed my LinkedIn title to highlight that I’m neurodiverse myself which caused an influx of candidates reaching out to share their experiences.”

Georgia shares that education and awareness is the best way to get an understanding of how to be inclusive. “A lot of people are aware of our rainbow communities and using the right pronouns etc., but not many people understand the needs of people with ADHD or autism for example. If I know someone is neurodiverse, I’ll educate my client on using clear and concise language in JD’s or adverts.  Having flexible interview formats.  Maybe making it video based instead of face to face.  Sending the candidate the interview structure up front can also help.”

Final thoughts

We understand that the DEI landscape is constantly evolving, and we’re passionate about improving our own policies and development here at Talent. DEI is a journey we’re all on together, and we pledge to continue evolving our development within this space – and deliver utmost support to our teams. You can find out more about our team at Talent here.

On Tuesday evening, Treasurer Jim Chalmers handed down the 24/25 Federal budget as the Labor Government are well into their term of leadership. Chalmers warned weeks earlier that the national economy is slowing, which also points to a weaker jobs market. Last week, the Reserve Bank forecast the national unemployment rate, now 3.8%, would climb to 4.3% by the middle of next year. Rising cost of living, interest rates, and inflation are at the top of mind for Aussies and businesses both big and small.

In good news, the government outlined $2.8 billion in planned investments in tech and policy development over the next four years.

Let’s get into exactly what the budget means for the tech and digital hiring market as well as what our experts, here at Talent, had to say about it.

Green Business

There’s no denying the pressure businesses are facing on the climate crisis. One of the major winners from the budget reveal are businesses involved in the green transition, with major loans, investments and incentives going to the sector. With the government’s ‘Future Made in Australia’ policy, there’s $19.7 billion in funding available, to chase the goal of turning Australia into a renewable energy superpower. With that comes job opportunities.

Robert Ning, Managing Director, Talent Canberra noted, “Organisations will need to strategically allocate resources to maximise the impact of these investments. IT professionals should stay informed about project priorities and hiring trends.”

There’s $7 billion in forecast new tax incentives for critical minerals, $8 billion for green hydrogen (mostly via production tax incentives) and $1.5 billion for the Australian Renewable Energy Agency. That money aims help develop new green industries alongside a $1.7 billion innovation fund that will support other renewables projects.

Defence and foreign affairs

More than $100 million will go to creating a skilled workforce for Australia’s AUKUS submarine plans. A six-year, $34.7 million pilot apprenticeship program is one of the biggest items. Businesses in the submarine supply chain will benefit from $17.2 million in spending, with the cash coming from existing departmental resources.

Anthony Whyte, Managing Director, Talent Adelaide said, “Protecting Australia is very high on the government’s agenda as seen by the billions pumped into the Defence Sector.”

The Department of Defence will also pilot its own in-house consulting network, called Australian Defence Consulting.

Simon Yeung, Managing Director, Talent Melbourne said, “The Australian defence sector continues to expand, with $330billion in the budget representing the largest spend on defence as a percentage of GDP since WW2. The national defence strategy has pivoted towards a regional force projection posture, which means a larger share of funding now goes to the Navy and Airforce. The high demand for tech workers with NV1 clearance continues, with higher salaries and rates for these roles.”

Contingent workforce  

Federal spending on consultancies, labour hire and contractors will decrease by $1 billion over the next four years, which takes total reductions to $4 billion since 2022-23. With this news, upskilling will be key for contingent workers to stay ahead.

Steve Jobson, Account Director, Talent Canberra, reflected on the announcement, “Technology projects don’t get delivered by themselves. Key ingredients are time, money and people. The APS will continue their push to increase staffing levels where they can, however they will continue to struggle to compete in a highly competitive market for tech/cyber/data specialists, especially in the numbers they require based on these projects. Not only are each department competing against themselves for talent, but there are also state and territory governments requiring the same expertise, the banking/financial sector experiencing an increase in demand, Utilities having targets to meet due to SOCI, and just about every other industry in Australia is needing the same type of people. With security clearance/citizenship requirements as well in government, you can’t simply just go overseas and bring all the talent into country.”

Artificial intelligence

As businesses continue to navigate the AI landscape, the government has announced $40 million in new funding for the development of policies and capabilities to support the economy-wide adoption of AI. More than half of this funding will go towards a “reshaped National AI Centre”, which will be moved from within national science agency CSIRO to the Department of Industry. They also announced $2.6 million “to respond to and mitigate against national security risks related to AI.”

On top of this, there will be $2.2 million from the APS Capability Reinvestment Fund, which will also be used for capability uplift projects, including AI integration and enhancing the equality of data to inform policy analysis.

Cybersecurity

Cybersecurity is still top of mind for every Australian business. The government has announced $206.4 million over four years, and $7.2 million a year after, to “improve the data capability and cyber security” of the Australian Prudential Regulation Authority (APRA) and the Australian Securities and Investments Commission (ASIC), and “to continue the stabilisation of business registers and modernisation of legacy systems”.

“Fiscal policy relevant to the Tech Sector includes the Digital ID scheme, which will get a $288mil boost to cyberattacks targeting identity theft, and the Future Made in Australia agenda with $1billion in grants and loans to a quantum computing company PsiQuantumn and another $1billion to subsidise solar panel manufacturing. Critical Minerals and Rare Earths, which are used in advanced technology manufacturing and batteries, will also receive over $1.5billion.” Simon Yeung, Managing Director, Talent Melbourne observed.

$109.9 million has been announced additionally for the Australian Criminal Intelligence Commission for the continued integration of state and territory law enforcement agencies into the National Criminal Intelligence System.

Robert Ning, Managing Director, Talent Canberra, said, “IT projects related to data science, cybersecurity, and renewable energy technologies will receive funding. This presents exciting opportunities for skilled professionals in these fields.”

On top of this, $187.8 million has been allocated for the Australian Bureau of Statistics to be used for the safe collection and storage of Census data and other activities to increase participation and access to the Census through myGov.

The economy & cost of living

On everyone’s minds was ‘how is the government going to help ease the cost of living and battle inflation?’ Well, Chalmers announced a few different things to help with this. Every Australian household will receive $300 in rebates to help with energy bill relief. This will be paid in quarterly instalments from July.

Chalmers is forecasting that inflation could fall to the target band by the end of this year and be down to 2.75% by the middle of 2025. However, the Reserve Bank forecasts inflation to still be at 3.2% in June next year. A slowdown in economic growth would push up the jobless rate.

Simon Yeung, Managing Director, Talent Melbourne observed, “Overall the budget contains short term measures to ease the cost-of-living burden, including tax cuts and $300 electricity rebates, but the jury is out about whether it will curb inflation and thus bring down interest rates before the federal election due before May 2025.”

Final thoughts

Simon Yeung, Managing Director, Talent Melbourne said, “Immigration will be cut to below 300,000 people per year, from an annual peak of 548,000 last year. This will impact the supply of experience Tech workers in capital cities and may cause upwards pressure on IT salaries and contractor rates.”

There were some great wins for the tech industry in the budget and a few announcements that put upskilling top of mind for some.

Robert Ning, Managing Director, Talent Canberra, said, “The recent Australian federal budget announcement has significant implications for the IT industry. As the government aims to reduce its reliance on contractors and boost permanent public servant positions, there are key takeaways that professionals in the technology sector should consider: Cost Savings and Workforce Transition:

The government’s push to replace contractors with permanent public servants is driven by a desire to save $1 billion in external labor costs. An additional 2,500 public servants are expected to step into these roles. For IT professionals, this transition could mean more job stability in the public sector. Permanent positions offer benefits like job security, leave entitlements, and career progression.”

Anthony Whyte, Managing Director, Talent Adelaide, shared his thoughts on what this budget means for South Australia, “The budget papers predict SA will lose a net 2000 people to the rest of Australia this financial year, followed by 2900 in 2024-25, 3500 in 2025-26, 3400 in 2026-27 and 3300 in 2027-28. Premier Peter Malinauskas has consistently talked up the reasons for interstate residents to move to SA, pointing to job opportunities in areas such as defence and energy, plus trying to generate a feel-good PR factor through events such as the AFL Gather Round and LIV golf, yet the drain continues”

Talent has been announced as one of nine leading private Australian companies recognised for their outstanding business performance in Deloitte Australia’s 2023 Best Managed Companies awards. It is the only Australian tech services and recruitment business to be recognised in the winners.

Now in its fourth year – and run in association with Google Cloud and the Commonwealth Bank of Australia – the Best Managed Companies program identifies and celebrates privately-owned and managed companies across Australia that set high standards of business performance and shines a light on the power of private businesses as innovators and major contributors to Australia’s economy.

The program uses a tried and tested framework for determining success, and winners are recognised based on achieving high scores across four key categories: strategy; culture and commitment; capabilities and innovation; and governance and financials.

Global CEO, Mark Nielsen, said the recognition was a testament to the business’ transformation over the past five years.

“Five years ago, we set out with a big hairy audacious goal of increasing our global revenue to $1 billion, which we achieved in 2023. In this time, we have strategically expanded our service offering, made difficult decisions about the right markets for us to be in, invested in innovation, consciously improved the diversity of our leadership team, and increased our ESG focus to ensure we are delivering on our vision to build a better world of work for all. Our team here at Talent is exceptional and this recognition reflects their hard work and commitment.”

Talent Global CFO, Megan Woodbury, said the organisation’s agile approach to strategic growth had been crucial in its success.

“The Talent board and leadership team are entrepreneurial, and willing to invest in forward-thinking initiatives. Continuous investment in emerging opportunities, extending to mergers and acquisitions, people investment, and technology projects has allowed the business to remain agile and respond to changing market conditions and expectations. This level of commitment to investment has been crucial for our growth in both depressed and growth markets and is a key factor in us being named a Deloitte Best Managed Company.”

Read more on Deloitte’s Best Managed Companies list here: www.bestmanagedcompanies.com.au

Cybersecurity professionals remain in high demand for the higher education sector as the Australian market continues to struggle with talent shortages. In a recent whitepaper Talent has released, the salaries, skills and experience needed to keep the sector safe is severely lacking. You can download your copy of the whitepaper here.

Following the whitepaper release, industry leaders shared their thoughts at a recent virtual event on what these cyber threats were and explored strategies on how organisations can best protect themselves. Cybersecurity experts Jeff Whitton and Scott Flower joined Steve Tompkins, Talent, Client Relationship Manager to discuss these strategies. Key highlights included:

• “We can’t leave people behind who can’t afford security. We really need to focus on collaboration.”
• “We need people who are capable of self-reflection. That are good under pressure, not just people who know how to tick boxes. We need people who can think creatively about what they’re seeing and how to address what they’re seeing.”
• “Students need to be made aware: if they’re working on sensitive topics, if they’re working on new technology, if they’re working on different areas of innovation, then they are a target, whether they like it or not. Threat actors want to use them as a link in the chain”
• “AI has enabled more widespread industrialisation of hacking because people can just type in, give me a code to do an SQL injection attack.”
• “Machines are learning about humans better than humans know about humans. Worrying and interesting at the same time, but that’s the sort of problems that AI is going to give us. They’re going to understand human behaviour. Better than most individuals understand human behaviour and their own behaviour.”

The whitepaper features salaries, skills needed, challenges currently being faced and trends and predictions for tech hiring in higher education in 2023. It also features insights from Talent’s Account Management team.

Key findings include:

• “Many universities are assessing their enterprise systems including ERP and cloud platforms, student systems, and cybersecurity.” – Majella Sanders
• “We’ve seen a growing shift in the importance candidates place on a sense of personal value and purpose in their work. The Higher Education industry is one that can provide a real employee community and shared purpose, which will be a big draw card in the coming year.” – Steve Tompkins
• 91% of surveyed students expect a university’s digital services to be as strong as or stronger than face-to-face offerings. (Great State report)

Talent has continued its track record of strong profit growth in the financial year to 30 June 2023. From a modest position in 2018, Talent have grown its revenue 105% from $487m to $1b in the 5-year period to 2023 growing normalised EBITDA fourfold to $27.5m. This success was underpinned by a 14% increase for contracting revenue, on top of its project delivery brand, Avec, growing by 104% year-on-year.

Employee engagement was critical in the five-year journey increasing from 52% in 2018 to a world-class 90% in 2023.  Mark Nielsen, Talent’s Global CEO stated, “Talent’s culture is centred around its #OneTeam mantra underpinned by its core values which are embedded into every area of the business.”  Nielsen further commented, “Talent’s success has been driven by organic investment in its income streams Avec and Solutions which has added real value to the service offerings Talent takes to market.”

Avec has increased its team and will continue to build out its technical expertise through partnering with, and acquiring, suitable deep-tech consulting businesses. Avec expanded its intelligent automation offering in FY23 through the swift employment of the majority of the technology professionals, engagement of customers, and contracting of suppliers from the Reveal Group.

Talent Solutions continued to grow during FY23 with a combination of embedded talent solutions for hyper growth tech scale ups, more traditional RPO solutions for midmarket companies, and MSP for enterprise.

Talent’s charitable foundation, Talent RISE, helps young people facing barriers to employment enter the workforce.  During the year, Talent RISE continued to expand operations with offices in Perth and Auckland. Talent RISE placed 75 young people into meaningful employment in FY23, which can be life changing for those starting their first job.

Mark Nielsen, Talent’s Global CEO, praised the Talent team on delivering these results. “Five years ago, we set out with a big hairy audacious goal of increasing our global revenue to $1 billion and I’m so proud to announce that we have successfully done this. Our team here at Talent is exceptional and this wouldn’t have been possible without their dedication. We have a strong culture here with a world class engagement rate of 90% which goes to show our focus and passion of building a better world of work for all.”    

Talent Global CFO, Megan Woodbury, said, “After being at Talent for just over a year, it’s evident that the passion and commitment from our teams has been a core reason for us to achieve this goal – which is particularly remarkable given the challenging market conditions. We have a culture of open and honest communication and with that, we’ve been aligned globally on what we want to achieve.”

Aligned to Talent’s goal of being a global tech services business, Talent has recently acquired Wellington based recruitment agency, People&Co. This acquisition reinforces Talent’s commitment to the New Zealand market, and supports the expansion of Talent’s core recruitment business, as well as establishing a platform for it to build out its project delivery, automation and data consultancy business, Avec in the New Zealand market.

Cybersecurity professionals remain in high demand as the Australian market continues to struggle with talent shortages. In a recent whitepaper Talent has released, the salaries, skills and experience needed to keep our businesses safe is severely lacking.

The whitepaper features salaries, skills needed, challenges currently being faced and trends and predictions for key cybersecurity positions in 2023. It also features insights from Talent’s Account Management team, as well as anonymous insights from cybersecurity professionals across ANZ and the US.

Key findings include:

• There’s significant demand for cybersecurity talent due to recent high-profile cyber incidents
• There’s a shortage of qualified and/or skilled cybersecurity talent – Research has revealed that 60% of global IT and cybersecurity leaders struggle to hire qualified cybersecurity candidates
• Seniors and specialists are in high demand – A Head of Digital at a retail client notes that they are seeking to hire “Cyber Architect and Cyber Consultant professionals who possess technical depth and are able to consult and talk business risk to the internal stakeholder. These are quite senior roles which I see are in short supply within the market”.
• Salary expectations from candidates are high, even if they don’t necessarily have the experience or qualifications to command these higher salaries

Skills in highest demand are:

• Cloud computing security
• Offensive security
• Security operations
• Artificial intelligence

Predictions for 2024 and beyond:

• Regulation will increase
• AI will present new risks
• Digital fraud will rise
• Employee training will be a priority

Insights from the anonymous cybersecurity professionals include:

• “If I’m hiring tomorrow, it’ll be a junior / mid-level person with a couple years of technical experience with the right attitude and mindset. Good generalists are hard to come by.”
• “Currently I lead a team of level 1 and 2 security analysts and over the past 6-9 months I’ve had to hire. Given what we do, we tend to look for entry to mid-level experience to fill these roles, and cost is a big factor. What I’ve found is that those entering the market with little to no experience (or at least relevant experience) are commanding more in terms of salary. This is putting pressure on the profitability and competitiveness of the services we deliver.”
• “A great communicator will achieve more than a brilliant tech in some cyber roles.”

Insights from the Talent and Avec team include:

Michael Megally, Avec General Manager, “Cybersecurity can’t all be left up to your IT team. You can build the biggest cyber defence in the background, but your people are your biggest vulnerability. Training your people is the biggest defence you can have for cybersecurity.”

According to our Sydney cybersecurity recruitment expert, Elliott Howard, large consultancy firms and banks rolling out cyber graduate programs to grow internal teams has had a strong impact on salary expectations. “While these programs have had a positive impact in increasing the pool of cyber candidates in the market, they have also resulted in candidates with only a couple years of industry experience asking for very high salaries which does not correlate to their experience. However, strong competition for cyber resources has meant that these less experienced candidates are able to attract the higher salaries and rates, resulting in enterprise sized companies with large cyber teams and strict salary bandings struggling to match these salaries. They have therefore been unable to attract candidates, resulting in vacancies and extended periods of time to recruit.”

You can download a copy of the report here.

Talent has taken out two wins in the 2023 APSCo Awards for Excellence; Best Brand and RPO of the Year.

In the Best Brand category, Talent was recognised by APSCo for excellence in upholding and communicating its brand values; Lead the Way, Strive for Better, Give a Damn; and delivering exceptional experiences for contractors and clients through resources.

In the RPO of the Year category, Talent was recoginsed by APSCo for excellence in promoting and demonstrating a commitment to best practice in the RPO sector. Talent’s outsourced recruitment experts showcased their commitment to designing, building and managing Talent Acquisition functions that differentiate their clients from their competition.

Talent Managing Director, Marketing, Chloe O’Toole, commented on what this award means to the company. “Over the past five years, our brand has undergone a transformative journey, driven by our values: Lead The Way, Strive For Better, and Give A Damn. These values have become much than words on a page. From delivering exceptional experiences to contractors and providing hiring managers with resources for building successful teams, to our work supporting young people who face challenging employment barriers, our values guide everything we do, and we are so proud to have this recognised.”

Tom Mackintosh, Talent Solutions Managing Director, commended the team on their brilliant work. “Our deployed Talent Acquisition partners do the research and put in the work to design, build and manage Talent Acquisition functions that differentiate our clients from their competition. It’s about so much more than outsourcing for us, we become part of their teams and take on their challenges as our own.”

As an Australian-founded business, Talent’s Reconciliation Action Plan (RAP) is an important first step in the reconciliation journey. Talent’s mission is to bring real value to people and organisations by building highly skilled and engaged teams, rethinking technology solutions, and improving lives by creating a strong sense of belonging. To truly impact lives for the better, Talent understands this begins with embracing our responsibility to take positive steps towards reconciliation.

Talent is extremely proud to have their first Reconciliation Action Plan (RAP) endorsed by Reconciliation Australia. Throughout this plan, and future plans, the business is committed to establishing and maintaining a deeper understanding of Aboriginal and Torres Strait Islander peoples across Australia.

Whilst Talent acknowledges that are they in the early stages of our reconciliation journey, the business has taken some fundamental steps to initiate the journey, including becoming members of Supply Nation and creating a RAP working group. The role of the Reconciliation Working Group to date has been to formulate, oversee, and review the Reconciliation Action Plan, and on an ongoing basis they will implement and evolve the actions contained in this plan as we progress in the reconciliation journey. The Reconciliation Action Plan Working Group includes representation from across our varied business units, a range of staff levels and geographic locations.

Talent’s RAP artwork was created by Jordan Lovegrove, a talented Ngarrindjeri artist known for his captivating contemporary and abstract art.

Talent Solutions, the advisory and embedded talent acquisition line of Talent, has today announced a new partnership with Makosi, the global leader in on-demand audit talent.

The partnership will facilitate in helping clients address the current skills shortage being experienced across Australia and New Zealand in the accounting and assurance industry.

Talent’s General Manager – Solutions, Tom Mackintosh commented as follows, “We are thrilled to work with Makosi to continue to help our clients with creative workforce solutions. The collaboration will help alleviate the current challenges faced by the accounting and auditing industry.”

Founder and CEO at Makosi, Darren Isaacs, explains that accounting firms around the world today are facing many impacting side effects due to the shortage of talent in the audit and accounting industry.

“We all understand there is a real serious problem happening when it comes to resourcing in the accounting industry but getting your hands on great talent is just part of the equation. Making sure the talent is trained and equipped to be a part of your organisation is something that is commonly overlooked but very important as it relates to establishing continuity, improving quality, and keeping cost down.”

“Developing this relationship with the Talent Solutions team is exciting for Makosi as it allows us to complement each other with our services and provide a complete set of services.” Added Isaacs.

Makosi partners with accounting teams around the world to deliver high-quality variable workforce solutions, including audit, assurance, and advisory services. Makosi use leading edge technology to drive efficiency and transparency to hiring, onboarding, and project management.

Talent has today announced Meagan Jeffery will be joining the company as Global Chief Information Officer, effective immediately.

Meagan will work closely with Talent’s Global CEO, Mark Nielsen, and the wider Talent team, focusing on building Talent’s technology function, leveraging enablers such as data and AI and also provide contractors and customer with the highest level of service.

Meagan joins Talent following an extensive career spanning more than 25 years in the technology sector. She has held roles in retail and investment banking, superannuation, insurance broking, energy, utilities, and federal and state government. In recent roles she has advised and supported boards, CIOs and IT executives with strategic planning, digital transitioning, and sourcing of technology services.

Having worked in Australia, South Africa, and the UK (London), Meagan is cross-culturally sensitive and able to provide effective, hands-on leadership and motivation to teams with varied cultures, work ethics and social customs.

Commenting on the appointment, Meagan Jeffery, said “It’s an honour and exciting for me to be joining Talent and an exceptional team. I’m looking forward to the challenges and opportunities this role will bring. It will be our mission to rethink technology and strive for digital transformation to make a real impact to the organisation and our customers. I am also fortunate that with Talent I can continue CIO advisory services and maintain my board career.”

Talent Global CEO, Mark Nielsen, said he is thrilled on having Meagan join team Talent, “As we continue to take Talent to the next level, I am extremely excited to have someone of Meagan’s calibre join our global team. Our goal is to ensure we build out a world-class technology infrastructure that supports the step-change we are going through. Not only will Meagan bring her expertise to the Talent business but to our Avec service line and our customers.”

Despite a slowing market, tech and digital salaries are remaining strong with continuous competition within key industries to secure top talent. Today, Talent is pleased to release ‘More Than Money Salary Guide 2023’ featuring key salaries, roles and skills that are in demand for the Australian market. Please find the report HERE.

The report features salaries and contract rates for key tech positions in 2023, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions for the 15 cities in which Talent operates across ANZ, EMEA and the US.

The report showcases the most in-demand tech skills for 2023 and provides a range of stats on the local tech talent pool, skills trends, stats on the cost of living across multiple cities, and the benefits beyond salary that candidates are looking for.

Key findings include:

• Tech salaries and contract rates have increased 15-20% on average globally
• Professionals with security skillsets are in high demand. Security salaries have seen average growth of 20% in the past year
• Data Analytics, Testing and Cloud Infrastructure roles have had the highest contract rate growth at 15-20% on average since 2022
• 95% of candidates prefer either a fully remote or hybrid model of working
• The fastest growing tech skills in 2023 are Cybersecurity, Data Analysis, Microsoft Azure and Python (Programming Language) (source: LinkedIn Talent Insights)

Demand remains high for the following skills:

• Microsoft Azure
• Cybersecurity
• Data Analysis
• Python (Programming Language)
• Help Desk Support
• Amazon Web Services (AWS)

Industries that are thriving include:

• Financial Services
• Mining & Utilities
• Renewable Energy
• Hospital & Health Care
• Government / Public Sector
• Higher Education

Matthew Munson, Talent Managing Director NSW, shared his predictions for 2023, “The beginning of 2023 is showing a continuation of the trends we saw at the end of 2022. The headwinds caused by rising global inflation, the resulting interest rises and the ongoing impact of the Ukraine war on supply chains continues. What we are seeing is a knock-on effect on organisations hiring confidence, as employers are unsure of how this year will play out and how long the global inflation problem will continue. The result is a market that is similar to the pre-pandemic conditions, with employers either taking a cautious or bullish approach. The more cautious have decreased hiring and in some cases implemented hiring freezes, whereas the more bullish are taking advantage of the market to increase their hiring whilst their competitors hesitate.”

Simon Yeung, Talent Managing Director VIC, said there were significant changes to the national landscape, “There have been a number of significant changes to the national and local economic landscape, particularly in the past six months, which have affected the Victorian tech sector and the IT labour market, however the tech sector nationally remains strong. As 2023 unfolds, we predict a steady and stable balance between market demand and suppl as the economy rides out the last of inflationary forces. We are seeing a rise in businesses requiring their employees to work onsite for minimum 2-3 days, but with candidates still in the driver’s seat, flexibility remains strong on their agenda.”

The global technology market is evolving and growing. As a $5 trillion global industry, it has significant power in both providing opportunity to the workforce as well as rapidly disrupting the international work landscape. Although candidates are proceeding with caution, the tech skills shortage remains, meaning top talent is still in the driver’s seat.

* Figures are based on data provided to Talent from our clients, with additional sources cited.