In this instalment of our Leading the Way series, we continue shining a light on women in the tech industry. Meet Tahnee Arndt, an IT project manager based in Brisbane. Tahnee has navigated an unconventional career path, which has eventually led her to finding success in IT. Join us today as she shares valuable insights on overcoming challenges in a still male-dominated industry and how she’s built a thriving career in IT.

Tell us about your current role and career background?

My current role is in IT project management. This includes supporting all aspects of project management for successful delivery – every day is different. It can include stakeholder engagement; document preparation; board meetings; working through issues; planning; and hopefully celebrating wins, however small they might be!

In terms of career so far, I haven’t always worked in government. I started in the private sector, and I also didn’t start in IT. I often say I “fell” into IT – I wasn’t technically or formally trained in IT when I started. However, I used other hard skills and soft skills to my advantage, and I worked hard to progress up. This type of start in IT has been very beneficial as a project manager – as I am able to quickly absorb, process, compute and communicate complex information to a non-IT or IT audience; and I am able to put the people element/ end user element behind the technology.

What’s the most challenging aspect of your role?

The most challenging aspect of being in IT project management in my experience so far can be comprehensively researching, preparing, developing, and planning for a solution according to the problem, for there to then have issues presenting. However, in saying that, it’s a blessing in disguise – as you build resilience over time, obtain more tools for your toolkit and thereby each time they present, you have the experience and skills to work through them.

What’s the favourite thing about your job?

My genuine most favourite thing is working as a team to deliver a quality product that makes a difference to our staff and community.

What has your experience been like as a woman in a male dominated industry?

I have generally had a positive experience – but it has not been all roses, as they say. I have had to prove myself beyond appearances, particularly given that I am young, blonde, and female. In those exceptional circumstances, I have used my strength, intelligence, and work ethic to demonstrate my capability and skills past appearances and introductions.

Do you have a role model who has inspired you?

I have had several role models that have inspired me in my career to date. I am truly grateful for that as they all served a wonderful purpose at the time. They have been male and female, and mostly my managers – people who believed in me, when, to be honest, I wasn’t fully believing in myself. Having role models and mentors in my career has been very beneficial, personally, and professionally – from having a general chit chat, to working through complex issues. Role models are so important.

What advice would you give your younger self / someone that wants to enter the industry?

Advice to give my young self would be believe in yourself more, take confidence in your abilities, and you don’t have to have all the answers straight away (no-one does). It is all learning and progress, no matter how it shows up.

My personal advice to someone wants to enter the industry would be – have a go! IT is such a big eco-system; you can try your hand at so many different things. And it’s so interesting! There is always something happening and have the opportunity for growth. Also – connect with your colleagues! Talking to others, connecting, and networking is so helpful. Their story and experience can help you, and them yours.

Here at Talent, we’re proud to represent and support a global network of over 5,000 contractors like Tahnee. Whether you’re starting out as a contractor or looking for new opportunities, Talent can support you in every step of the journey! Ready to learn more about contracting through Talent? Click here.

For the financial year to 30 June 2024, Talent has continued its track record of profit growth. Following the exit of the UK market for management to focus on its growth regions (ANZ/US), revenue increased 4.4% to $992m (FY23 $950m)* and EBITDA increased 1.2% to $26.1m (FY23 $25.7m)*.

This growth is despite permanent income coming off 27%, in a year which saw the recruitment sector heavily impacted by a global downturn in requirements. Talent’s reduction in permanent income was offset by continued contractor growth, primarily in QLD and WA, and exceptional growth in Talent’s technology project delivery and consulting business, Avec.

For the 2024FY, Avec achieved significant success growing by 48.5% to generate $48.6m in revenue. This success is underpinned by the growth of its team which increased from 47 to 83. Avec will continue to scale organically and through niche acquisitions which complement its service offering.

In FY24, Talent continued to build out its contractor engagement solution, ENGAGE. New functionality includes the ability for 20,000+ ENGAGE members (Talent’s prior contractors) to apply for available positions in seconds and receive priority processing as proven candidates. Additionally, for the first time, ENGAGE is now available on an invitation-only basis to top tier candidates who have not yet been placed. These developments position ENGAGE as an elite talent pool of vetted specialists, offering clients access to high-quality, proven professionals.

Talent’s charitable foundation, Talent RISE, continued to support young people facing barriers to employment in FY24. During the year, Talent RISE expanded its operations to Auckland and successfully placed 61 young people from challenging backgrounds into meaningful employment and put over 500 through training and coaching. This milestone has the potential to be truly life-changing for these candidates, offering them the opportunity to overcome adversity and thrive in the workforce.

Mark Nielsen, Talent’s Global CEO, praised the Talent team on delivering these results, “These results show the grit and resilience of our team and our business. We have now fully embedded a growth mantra into the business. We have done this by embracing change as the new norm, continually raising the bar and uniting the team for growth. We have a strong culture 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 COO, Megan Woodbury, said, “I am so proud of the team for achieving such an incredible result especially after a challenging year for the industry. We continue to invest, innovate, propel efficiency with our stakeholders, and expand our service offering to drive our business operations forward.”  

*Prior year numbers excluding discontinued operations.

What’s the latest in Australia’s project services hiring market? From investment in digital transformation projects through to the demand for top talent, we look into the latest trends when it comes to project hiring across the country – particularly, the top project areas companies are investing in.

The project services hiring landscape in Australia

The project services hiring market is complex and varied across Australia. In some regions,
the market has remained steady, while in others, demand has slowed as confidence in the economy declines. However, with project manager positions expected to grow by 6.1% within the next 5 years, the demand for skilled candidates is expected to return in these regions.

While some regions across Australia, such as WA, SA & QLD, have seen steady project activity, others, like NSW, VIC & ACT have seen a slowdown. Despite this, there are several project areas where companies are investing, particularly when it comes to tech.

Top project investments

1. Cybersecurity

When it comes to the projects companies across Australia are investing in, cybersecurity tops the list. Talent Melbourne Managing Director, Simon Yeung notes that, “Industry adoption of AI, machine learning and automation will continue to expand, but will only represent a small proportion of most companies’ IT budgets as they prioritise more urgent infrastructure, transformation and cybersecurity projects.”

Talent Canberra Account Manager, Connie Tong, also observes that this is the focus for Government employers, “Cybersecurity and AI are major tech projects for Government, and all these projects will have recruitment activities for both IT skills and non-IT skills”.

2. Data

Across Australia, companies are increasingly seeking to leverage data to drive efficiencies and make data-informed decisions. So much so that when it comes to the importance of emerging tech, 91% of respondents in a survey of Australian and New Zealand consultancies, have cited data analytics as important for their companies. Additionally, in another survey of over 600 data leaders, 100% cited that they have planned to invest in their data management capabilities over 2024.

So, what does this look like in practice? Companies in different industries across the country are focusing their efforts on data migration and uplift projects. Talent Sydney Principal Account Manager, Majella Sanders, notes that, “Many universities are assessing their enterprise systems including their ERP and cloud platforms, student systems, data analysis and management. As such, there is significant demand for business analysts and data specialists.” Talent Melbourne Practice Lead, Kylie McManus, also notes that, “In financial services, NAB has completed a Teradata migration for data analytics, and is now optimising with Databricks, HVR/Fivetran, PowerBI, AWS, and Azure.”

3. Defence

Digital projects are also being locked down in the Defence sector in South Australia, where there has been significant investment in naval shipbuilding projects alongside cyber solutions to bolster the country’s defences. Projects such as the construction of nuclear-powered submarines for the Royal Australian Navy, as well as major tier 1 surface combatant ships, will generate strong demand for talent over the coming years. Talent Adelaide Managing Director, Anthony Whyte, comments, “In Adelaide, defence-cleared personnel continue to be in high demand and will do so for the next decade.”

In Melbourne, defence projects are also taking off, alongside other digital transformation programs of work. Talent Melbourne Practice Lead, Kylie McManus notes, “Large government modernisation programs across Defence, the NDIS crackdown on fraud, and Salesforce programs are absorbing resources. At a local government level, implementation of TechnologyOne and Smart Cities continue to hire.

4. Renewables & green energy

Digital transformation is also taking hold across the energy, mining and resources sector throughout Australia.

In Western Australia, Talent Perth Senior Consultant, Kristen Stewart observes that investment in projects in this sector is on the rise, “Companies are investing in their capabilities and project execution. They’re modernising their IT capability, and redesigning and refreshing legacy systems to make them more fit for purpose.” Alongside the growing integration of technology in this industry is the increased risk of cyber threats. Talent Brisbane Account Director, Jane Knapp comments, “As more clean energy enters the market, there are more entry points from distributed energy resources to the grid, which is creating greater security considerations. Operation Technology (OT) Cybersecurity is therefore a key project being invested in.”

Talent Melbourne Practice Lead, Kylie McManus, notes that, “The utilities, energy, resources sector’s focus is on renewables and green energy, as well as upgrading ageing data and comms networks and datacentres. CEOs and Boards are prioritising organisational cyber-resilience, elevating CIO and CISO roles.”

Uncover more about the project hiring market in our Project Services Hiring Market Snapshot here.

5. Healthtech

Across Australia, the digital health market is booming, with revenue expected to reach USD$2.86 billion by 2028. Looking at healthcare in NSW specifically, digital transformation projects are taking centre stage. The NSW Government is working on a single digital patient record (SDPR) system, to streamline the recording of patient records. Talent Head of Government, Steve Tompkins notes that this project is seeing strong demand for project professionals, generating “300 permanent and fixed term vacancies, including project practitioner job openings”.

As tech continues to evolve, and companies increasingly prioritise digital transformation projects, the demand for top talent will only increase. It’s predicted that by 2025, the global digital transformation market will grow to USD$1009.8 billion, up from USD$469.8 billion in 2020 – seeing a CAGR of 16.5% over this time period. The growth in this market will call for skilled tech and project professionals who can lead the way to success.

So, are you ready to answer the call? Check out our job search for your next project opportunity.

Need top project professionals who can take your project to the finish line? We can help.

At Talent, we’ve been working with top talent since the birth of JavaScript, and place over 1000 project managers into new roles every year. We’re also a Platinum partner to the Project Management Institute and know what it takes to successfully deliver a project. Get in touch to uncover how we can help you find top-tier talent.

Ready to build a successful project team? Before embarking on your search for top talent, here’s what you should know about the hiring market. Hint: the project recruitment landscape is complex and constantly shifting. We dive into the latest trends in the project hiring market across Australia and New Zealand, sharing exclusive insights from our recruitment experts.

1. A global shortage of project talent

Research reveals that there will be an anticipated shortage of 25 million project candidates globally by 2030, and the shortfall of skilled project professionals is anticipated to have a significant impact, with the global GDP predicted to take a hit of approximately $345.5bn by the end of this decade. When looking at specific regions, however, the market varies greatly. Some are feeling the effects of this shortage while others are experiencing the opposite.

2. Market conditions vary based on region

In certain markets, particularly across New Zealand and some of Australia’s East Coast, an economic downturn, slowed project investment, and layoffs have seen more talent in the market than previous years. However, in other regions, especially across Australia’s West Coast, project activity remains strong. So, what does this mean for jobseekers and hiring managers trying to navigate this complex market? Companies and professionals need to remain agile and continue to adapt to changing market conditions.

3. A hiring slowdown for some

Several companies across New Zealand and some of Australia’s East Coast are placing projects on pause as confidence in the economy wanes. While this won’t last forever, it is affecting the current hiring landscape. According to Talent Head of Government, Steve Tompkins, “The largest employers of project managers and practitioners are putting projects on hold, cancelling some projects in flight and reconsidering what they are working on. This means a reduction of project practitioners, especially in local Government, as part of an overarching strategy of reducing contract labour spend.”

In New Zealand, Talent Auckland Senior Recruitment Consultant, Adeline Le Bris also notes that, “Most businesses are in a holding pattern, with hiring freezes common. Confidence is down, yet there is still a need and want to hire as there are vacancies in teams. However, approval is only being given to very select positions so there are only a few roles here and there. We see a high volume of candidates looking.”

4. A hiring boom for others

While some markets are seeing a slowdown in projects and hiring demand, others are booming. Talent Brisbane Managing Director, Keith Dixon, notes, “In comparison to other states, the Queensland market has held up well and proven to be quite resilient. Whilst numerous commercial technology projects have come to an end and other commercial employers choose to defer new projects, other companies have kicked off new transformation and technology programs of work, maintaining a strong demand for project management, architecture, business analysis and change management skills.”

Talent Perth Principal Account Manager, Edwin Foo, also observes “For both candidates and companies in Western Australia, the economic outlook remains highly optimistic, fuelled by substantial investments from WA-based organisations. While there might be a slight deceleration in employment growth, Western Australia is expected to outpace national growth. The resources (mining & energy) sector will continue to contribute significantly, thanks to ongoing investments in new projects and expansions. The construction industry also remains robust, with several large-scale projects in progress.”

5. A shifting contract & permanent landscape

Talent Auckland Practice Lead, JP Browne, notes that in the project space in NZ, “Contract business analysts are in most demand, although the levels are lower than normal. There simply isn’t the movement of permanent staff like we had during COVID. People are concerned about stability, so are willing to stick things out until the market picks up. This means there are fewer permanent candidates available, and the only other place to look is the contract sector.”

Demand for permanent professionals, however, is strong in other regions. In ACT’s public sector, for example, Talent Canberra Managing Director, Robert Ning, notes, “There will continue to be a push to increase Australian Public Service capability with permanent employees over contractors or consultants”. Talent Canberra Account Manager, Connie Tong, also comments “Government employers have been focusing on converting labour hire contractors to permanent roles as much as possible. This focus is mainly on supporting core functions such as project support, administration, finance, communications, and marketing. While demand for permanent professionals is strong, where there aren’t enough suitable permanent options and budget is available, employers will consider hiring contractors”.

6. A hiring market on the up

For the regions experiencing a hiring slowdown, it won’t stay that way forever. Projects are an essential component of business growth, and the right people are needed to bring these to life. Matthew Munson, Talent Sydney Managing Director notes, “We anticipate that the market will start to pick up again. The financial services sector, for example, had 12 months of consolidation, cost cutting and projects being put on hold. The initial signs are that hiring growth will return later in 2024 and 2025, with a number of large projects kicking off in Q4 this year.” Talent Adelaide Managing Director, Anthony Whyte, also observes an uplift in South Australia’s market, “While the latter half of 2023 saw the market drop due to increasing inflation, cost of living, rate increases and other world events, in 2024, the tech sector in Adelaide remains steady. We’re also seeing strong demand for Business Analysts, which is a promising sign of new projects on the horizon, plus continued interest and demand for skilled people in cloud technologies, AI and cyber.”

Uncover more insights on the project market in our Project Services Hiring Market Snapshot.

Ready to hire top tier project professionals?

We can help. At Talent, we’re experts in project management recruitment. As a Platinum partner to the Project Management Institute (and the only recruitment partner), we understand what – and who – it takes to successfully deliver a project.

Working with more than 11,000 project professionals around the world, and a global network of clients spanning across all industries, as well as placing over 1,000 PMs in new roles per year, we’re fluent in project management. Let us help you sprint to the finish line when it comes to hiring, by finding and placing top tier talent at speed. Ready to get started? Get in touch.

Welcome to a special instalment of our Leading The Way series, where we speak with Torres Strait Islander businesswoman, Jasmin Herro. As the founder and CEO of several organisations such as Tjindgarmi, Outback Global and Teter Mek Foundation, we wanted to hear about Jasmin’s inspiring career and entrepreneur journey inspired by the ancient Aboriginal and Torres Strait Islander traditions of trade around Australia and her take on National Reconciliation Week.

What does National Reconciliation Week mean to you?

National Reconciliation Week holds a profound significance for me, not just as an Indigenous Australian, but also as someone who has navigated numerous challenges and witnessed the remarkable resilience of our communities.

Reconciliation Week commences on 27 May and ends on 3 June. It marks two significant moments in reconciliation in Australia: the anniversary of the successful 1967 referendum and the High Court Mabo decision.

1967, the year of the referendum on Indigenous Australians’ inclusion as citizens, is a milestone that reminds me of the long road we’ve walked. It’s a testament to the progress we’ve made. While we acknowledge the hardships faced by our ancestors and the ongoing effects of colonisation, it also inspires hope for a better future.

The High Court Mabo Decision (Mabo v Queensland No 2), decided on 3 June 1992, was a landmark case in Australia that recognised the existence of native title for Aboriginal and Torres Strait Islander peoples. Prior to this, the prevailing legal doctrine in Australia was “terra nullius,” meaning “land belonging to no one.” This meant Indigenous Australians weren’t recognised as having legal ownership of their traditional lands.

Eddie Mabo and other Meriam people from the Murray Islands (Torres Strait) challenged this doctrine. They argued they had traditional rights and interests in their land that had been continuously practised for generations. The High Court, in a historic decision, overturned the terra nullius doctrine. They recognised that Aboriginal and Torres Strait Islander peoples had a unique system of land ownership that existed before British colonisation. This system, called “native title,” could coexist with the Crown’s ownership.

The Mabo decision was a game-changer, establishing a legal framework for recognising native title rights across Australia. This allowed Aboriginal and Torres Strait Islander people to claim ownership or rights to their traditional lands, a significant stride towards social justice and recognition of their connection to the land.

National Reconciliation Week is an opportunity for me to help educate people about these significant events that demystify who Aboriginal and Torres Strait Islander people are and highlight how they lived and thrived for tens of thousands of years in what we know all too well as some of the harshest lands on the planet. It’s a chance to humanise the many cultures and showcase the fantastic things Torres Strait Islander and Aboriginal people are achieving in business, the arts, and all walks of life.

Regrettably, there still exist stereotypes about Indigenous people. We are not merely a one-dimensional narrative of social issues. We are a diverse community, encompassing business owners, doctors, lawyers, scientists, entrepreneurs, artists, and much more, contributing significantly to the fabric of our society.

National Reconciliation Week is not just a time for reflection, but it is an opportunity for us all to learn more about Indigenous cultures, challenge unconscious bias, and actively celebrate the diversity that makes Australia unique.

After the failed referendum on the Voice to Parliament in 2023, the Reconciliation Week theme ‘Now more than ever!’ rings true and gives me hope for the future. A future where Indigenous and non-Indigenous Australians walk and work together, recognising the past, celebrating the present, and embracing a positive future.

What are some practical ways Australian workplaces can promote authentic discussions around reconciliation?

Many organisations use the safe playbook when it comes to events like Reconciliation Week:

• Acknowledge Country
• Get Cultural Awareness Training
• Put on a morning tea in all the offices
• Invite a speaker to talk about their experiences.

All these things are important parts of the journey to raise awareness, but in many cases, everyone finishes their scone and cake and goes back to their desk, and it doesn’t come up on their radar until the next event.

To promote authentic discussions, I believe you need to look at the why. Australian school education has ignored a whole part of Australian history regarding Aboriginal and Torres Strait Islander people. There were amazing systems and processes that allowed the different tribes to last tens of thousands of years. Once people learn about the history and why, that opens the door to understanding and developing empathy.

Who would you say is one of your role models and why?

Marcia Langton is one of my role models. While she was at the cold face of some of the ugliest personal and racial attacks on Aboriginal and Torres Strait Islander people during the run-up to last year’s referendum, this type of behaviour is not unfamiliar to almost all Aboriginal and Torres Strait Islander people at one time in their lives.

I admire her for her knowledge and commitment to advancing Indigenous issues, her bravery, and her resilience to stand up for what she believes in against constant verbal abuse and the threat of physical attacks from those who want to silence the voices and hide the truth. I was fortunate to spend several days with her in Toronto, and during that trip, she told me how, in the early days of the protests and activism, she got heavily involved because many of the old people back then didn’t know how to read or write and because she did, she could help them fight the cause.

I have seen photos of her back then and I wonder how she felt in the face of such challenging and changing times. She has witnessed so much, but like all women who find themselves in positions of influence, there is a constant push to put them back in their place. She is tough on the outside because she’s had to be, and she cares. I value any time I get to spend with her, to talk about the children, gardening, art, and French pastries and to allow her to be what we all are – human.

As a female First Nations CEO of several companies such as Tjindgarmi, Outback Global and Teter Mek, what are some of the overarching challenges you have had to conquer, and how have you learned to navigate these obstacles?

I’ve had to face an endless list of business challenges, and fortunately, I’ve managed to survive all the major ones.  The most surprising challenge was just after we had identified the business as an Indigenous business to one of our existing clients whom we had been contracting to for over 10 years as a ‘mainstream’ business. We were suddenly called in for a contract review because, as an Indigenous business, we had somehow overnight developed a diminished capacity to do the work we had been delivering successfully for over a decade and the organisation needed to reduce its risk.  Of course, I smoothed it all out, and once the CPO realised that for all these years we had been delivering as a mainstream contractor, I was suddenly his best friend, and they remain customers of mine to this day.

The other challenge is that all small businesses have capital and infrastructure. We have developed strong relationships with my suppliers that help me compete with significant companies and deliver on time. These relationships take time and patience to build and maintain. I am fortunate to have Slay (yes, that’s his name) – my husband also works in the businesses, and we work through our business challenges together.  We live by some simple rules: one – we will do what we say we will do, and two – we pay our bills on time.

What piece of advice would you like to pass on to female First Nations CEOs who may be trying to make their way into the entrepreneurial workspace right now?

I learned about business from an early age. My father owned several businesses during his life, and when I came along, my 5 brothers and sisters and I worked in the service station business. Those days, someone would come out and put the petrol in your car while you sat in it, collect your payment, and then come back with your change.

Sometime during your visit, your engine oil was checked, and the front windscreen was cleaned – just in case you could be sold engine oil or fresh windscreen wiper blades.  The business was open 7am – 7pm, 7 days per week, except it was closed for half a day on Christmas day.  \We would get ready for school, eat breakfast in the back room of the shop, and take turns getting up to serve the customers.

Growing up in this environment taught me many things: customer service, sales, product knowledge, and handling money. It also taught me about always being open for business, and I’m always ready for a conversation about business.

My advice to female Indigenous CEOs and founders:

• Know your customers and their needs.
• Know your product or service better than they do.
• Know your value proposition (and it’s not because you are Indigenous).
• Own the problems because the buck stops with you.
• Celebrate the wins but don’t let them get to your head.
• Always smile if people in the meeting think you’re the intern. It shouldn’t take them long to realise you own the company.

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”

Ready to revolutionise your networking game? Join us for an Impromptu Networking session combining Liberating Structures and LEGO Serious Play techniques!

Dive into dynamic discussions, unleash your creativity, and forge meaningful connections with fellow Business Analysts at Perth’s Talent office on Tuesday 7 May at 5:30pm as we proudly support and host the IIBA Australia Chapter. IIBA Australia Chapter is the community of professionals in Australia building business analysis capability to influence change and deliver value for everyone.

Lego Serious Play (LSP) is a facilitated workshop methodology that uses Lego bricks as a hands-on medium for creative problem-solving, communication, and skills development. Participants build symbolic Lego models in response to prompts from a trained facilitator, and then share and discuss their constructions with the group. This tapping into “hand knowledge” helps unlock insights, perspectives, and collaborative solutions in a more engaging way than traditional formats. LSP is used by businesses, organizations, and educators for purposes like strategy development, team building, and fostering skills like creativity and communication.

Register now

About the speaker: Aline Cunha, Business Transformation Consultant – Rio Tinto

Aline Cunha is an experienced business professional with a diverse background. She has a successful track record of driving impact in challenging, high-profile positions.Aline is particularly skilled in the Lego Serious Play methodology, which she uses to facilitate workshops and help organizations unlock creativity, foster collaboration, and drive innovation.

When we talk about skills like “active listening,” “feedback,” and “collaboration,” it often feels like we’re treading over familiar ground. The mere mention might provoke some eye rolls or a mental chorus of “here we go again.” Despite this, it’s undeniable that abilities in communication, teamwork, collaboration, problem-solving, and creativity are highly valued in the workplace, crucial for both attracting and keeping talent.

These skills all share common elements—clear communication, a positive mindset, and a deep understanding of others’ perspectives.

Join Talent on Thursday 9 May at 5:30pm as we proudly support and host the IIBA Australia Chapter in our Brisbane office. IIBA Australia Chapter is the community of professionals in Australia building business analysis capability to influence change and deliver value for everyone.

Delve into vital skills often overlooked in the workplace with speaker Aleks Dimeski, and gain a renewed perspective on communication, collaboration, and teamwork. ENGAGE members based in Brisbane can access free tickets. Please reach out to Bernie and Claire on contractorengagement@talentinternational.com

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Rest assured, this won’t be a session about mastering the art of the feedback sandwich—a concept as appetising as stale bread. Nor will we default to the mundane provision of actual sandwiches from the office catering menu. Instead, we’re here to unpack these concepts in a way that’s as engaging and refreshing as your favourite lunch spot. Let’s rejuvenate these critical skills with actionable strategies, ensuring they become tools for empowerment rather than subjects of dread.

About the speaker: Aleks Dimeski

Aleks is an authentic leader with a passion for unleashing the true potential of an organisation’s engine room: its people, customers, processes. Her enthusiasm and experiences have led her to coach and lead cross-functional teams through transformations large and small, across a diverse range of industries. Aleks has a proven record of success in shaping and embedding ‘right fit’ ways of working for each organisation, to create outcomes that are customer-centred and optimise the bottom line.

Do you ever feel like your talent acquisition efforts are trapped in a perpetual cycle of justifying expenses rather than driving real business impact? As a leader in Talent Acquisition, navigating the perception of your department as a mere cost centre can be frustrating, especially when you know the strategic value you bring to the table. But what if there was a way to break free from this paradigm and showcase the true commercial driver that talent acquisition can be?

In the ever-evolving landscape of business operations, the role of talent acquisition has often been relegated to the sidelines, seen as a necessary but heavy expense, particularly during economic shifts. However, this mindset not only undermines the potential of your team but also poses significant risks to your organisation’s agility and long-term success.

Through many years working with leaders like you across all industries, we and our partners at SmartRecruiters have seen firsthand the challenges many face when it comes to getting a seat at the table.

So, how can you shift this narrative and position yourself as an indispensable partner in driving business outcomes?

It begins with understanding the current state of your TA function through a comprehensive audit and being open to change. Transforming your TA requires a shift in mindset – it’s not merely about filling roles but about becoming strategic drivers of business outcomes.

Instead of framing your TA as an expense or cost centre, it’s vital to portray it as a commercial driver that directly influences business success. Ensure that you measure what matters to the C-suite and directly align your metrics with organizational objectives. These can include: hiring velocity (i.e. on time), quality of hire, hiring budget, offer acceptance rate, hiring manager satisfaction, employee turnover rates, and diversity and inclusion metrics.

By focusing on these metrics and presenting data in a clear and compelling manner, you can effectively demonstrate the strategic value of talent acquisition to the C-suite. It’s not just about filling roles; it’s about driving business outcomes, fostering innovation, and ensuring long-term success. Embracing this holistic approach positions you as an indispensable partner in shaping the future of your organisation.

Additionally, beyond metrics and data, cultivating relationships with key decision-makers is paramount for you to influence strategic initiatives. This involves not only demonstrating the value of your TA through metrics but also fostering open communication channels and actively participating in strategic discussions. By building trust and credibility with decision-makers, you can influence decisions related to resource allocation, technology investments, and organizational priorities. Additionally, showcasing success stories and highlighting the direct impact of talent acquisition initiatives on business outcomes can further solidify your position as a strategic partner.

Ultimately, by measuring what matters, actively engaging with decision-makers and influencing strategic direction, you can elevate the role of talent acquisition and drive meaningful business impact.

Ready to transform your startup hiring strategy? Contact us today to learn how Talent Solutions and SmartRecruiters can help you achieve hiring success in your business.

Welcome to a special instalment of Leading the way, where we spotlight our female-identifying contractors and pull back the curtain on the interesting and diverse work they do in the tech industry. Here at Talent, we’re strong advocates for gender diversity in tech and the wider workforce, and we know that this advocacy doesn’t stop at International Women’s Day. As part of the ongoing conversation, we aim to platform our contractor community and highlight their experiences. Today we’re joined by Brisbane-based contractor, Lynn Koo.

Tell us about your current role and career background.

I am currently a Business Analyst at UQ, leveraging a rich background in project management, systems training, and business process improvement. With each project, I meticulously blend a keen eye for innovation and an unwavering attention to detail, driving meaningful change within my organisation.

What’s the most challenging aspect of your role?

Navigating the intricacies of ensuring requirements are not only complete but also crystal clear presents a delightful challenge. However, it’s in overcoming these obstacles that I find immense growth and satisfaction.

What’s your favourite thing about your job?

My heart sings when I collaborate with my team during user acceptance testing. Witnessing diverse perspectives converge to ensure rigorous testing and successful project launches is truly empowering. It’s a testament to the strength of collaboration and inclusivity.

What has your experience been like as a woman in a male-dominated industry?

In a realm often dominated by males, I’ve embraced the opportunity to adapt and thrive. By understanding and valuing different communication styles, I’ve cultivated relationships that transcend gender barriers, fostering an environment of mutual respect and collaboration.

Do you have a role model who has inspired you?

My journey is enriched by the wisdom of inspiring figures: my partner, my former boss, and my mentor. Their unwavering support and belief in my potential fuel my determination to continually evolve and exceed expectations.

What advice would you give your younger self/someone who wants to enter the industry?

If I could go back and advise my younger self – or anyone entering the industry – I would offer this guidance: Embrace every opportunity to learn and grow. Fearlessly step beyond your comfort zone, and let your voice resonate with unwavering confidence. Remember, in unity, we break through glass ceilings and pave the path for generations of trailblazers to come.

At Talent, we’re proud to represent and support a global network of over 5,000 active contractors. Helping professionals unleash their potential has been the foundation of our business for over 25 years, and we’re not stopping yet. Learn more about the contractor community at Talent and how we can help you build your dream career here.

In 2024, we’re seeing the immense salary growth of the past few years start to plateau and salaries begin to stabilise. However, with skills in data, AI, and cybersecurity remaining in high demand, there are a few roles where candidates can expect to earn more. We look into the top 10 highest paying tech roles in Australia for the year ahead.

10. Senior Data Scientist

Providing advanced expertise on statistical and mathematical concepts for the broader Data & Analytics department, the Senior Data Scientist applies and inspires the adoption of advanced data science and analytics across the business.

So, which skills do you need to possess to succeed in this role in 2024? Talent Sydney recruitment expert, Alan Dowdall, breaks it down. “Buzzword bingo – Machine Learning, AI, Big Data and algorithms are part and parcel of a day in the life of a Senior Data Scientist. The ability to look at the big picture and identify value for companies is the role in its simplest form.” On top of being well-versed and skilled in data, Alan shares that “the best Senior Data Scientists will mentor more junior team members who are often coming from the education system with limited commercial knowledge”.

Looking to the year ahead, Simon Yeung, Talent Melbourne Managing Director notes that “data-driven decision-making will remain a priority. Companies will invest in advanced analytics tools, big data management, and business intelligence platforms to derive actionable insights and drive strategic initiatives.”, highlighting that demand for professionals with data skillsets is only set to grow.

Expect to earn (AU average):

Permanent – $186k per year

Contract – $140 per hour

9. Solutions Architect

Tasked with assisting in the build of new systems needed by their company, the Solutions Architect must be able to identify their business’ current problems and future technological goals. Talent Sydney recruitment expert, Elliott Howard, shares the technical know-how these professionals should possess and the soft skills beyond the tools they also need to hone. “Coming from a strong technical background, Solutions Architects are now at the point of their career where they are moving away from the day-to-day hands-on engineering to focus on design and architecting solutions. There is now a strong focus on Solutions Architects to work closely with business and technology stakeholders to understand their requirements before partnering with the engineering team to implement the design, and therefore require candidates to have exceptional communication and stakeholder engagement skills, with an ability to articulate and explain technical jargon in plain English”.

Expect to earn (AU average):

Permanent – $189k per year

Contract – $156 per hour

8. Infrastructure Architect

The Infrastructure Architect is responsible for assessing existing company systems to determine efficiency and security. They are tasked with designing and implementing information systems to meet business needs and improve performance. Taliya Lukeman, Talent Adelaide recruitment specialist notes that “when it comes to tech skills in demand, Infrastructure is at an all-time high”. With strong market demand for Infrastructure skillsets, the Infrastructure Architect is able to command higher salaries and rates – so much so that contract rates in this space have seen an increase of up to 35%, according to our Talent More Than Money Salary Guide 2024.

Expect to earn (AU average):

Permanent – $190k per year

Contract – $151 per hour

7. Business Intelligence Architect

The Business Intelligence Architect is responsible for processing large stores of information to draw intelligent findings and communicate these to the business. Alan Dowdall breaks it down. “BI Architects are the people who ensure companies are collecting the right data that drives business-focussed insights. They make the dark arts of Power and Tableau look extremely easy”.

With data skillsets dominating the list of fastest growing skillsets in 2024 according to LinkedIn Talent Insights – think a 56% growth in professionals with Microsoft Power BI skills since 2023, and a 50% growth in Microsoft Azure – it’s clear that data is a large focus area in the market, attracting those higher salaries in 2024.

Expect to earn (AU average):

Permanent – $195k per year

Contract – $142 per hour

6. Cybersecurity Manager

The Cybersecurity Manager is responsible for developing and implementing security strategies, managing a company’s security operations, ensuring regulatory compliance, and leading incident response efforts. As cyber threats only increase, Talent Sydney recruitment expert, Elliott Howard notes that demand for cybersecurity professionals is only on the up. “There have been supply and demand issues for cyber resources for a number of years, and the recent high-profile cyber incidents have further exacerbated this. Demand has definitely increased as employers look to build up their existing cyber teams and defences.” It’s the same story in Victoria, with Talent Melbourne Managing Director, Simon Yeung, predicting that over 2024, “with the persistent threat of cyberattacks, businesses will invest heavily in robust cybersecurity measures to safeguard their data, systems, and customer information.”

Expect to earn (AU average):

Permanent – $202k per year

Contract – $163 per hour

5. SOC Manager

With cybersecurity one of the biggest business priorities for the year ahead, it’s no surprise that another cybersecurity role makes the list of highest paying tech roles. The SOC Manager leads the security operations team, manages high-level IT security issues, and offers training and technical guidance to their people. Elliott Howard observes that demand is strong for SOC Managers in the market as companies look to lock down their systems, “Organisations are currently faced with either outsourcing their cyber protection to a third party vendor or trying to build this capability in-house. In the latter scenario, a SOC Manager is an integral piece of achieving this outcome”.

Expect to earn (AU average):

Permanent – $205k per year

Contract – $167 per hour

4. Programme Manager

Responsible for overseeing designated projects within an organisation, the Programme Manager is tasked with planning and developing strategy, including defining the goals and timeline for the projects they supervise.

So, what else is critical to achieve success in this role in 2024? “Programme Managers will have come from a strong project management background, with experience delivering a variety of projects, managing budgets circa $10 – 20M+, and reporting to steering committees on the progress of the program”, states Elliott Howard. Looking at the bigger picture, “they are ultimately responsible for the delivery of large project initiatives”.

Expect to earn (AU average):

Permanent – $210k per year

Contract – $160 per hour

3. Cloud Architect

With cloud-based technologies evolving and the growing dependence on these systems for information storing and sharing, the role of the Cloud Architect has become increasingly important. “The migration to cloud-based services and infrastructure will continue to accelerate. Investments will focus on optimising cloud environments, enhancing scalability, and integrating multi-cloud strategies to improve flexibility and performance” shares Talent Melbourne Managing Director, Simon Yeung. This is particularly true across the tertiary education sector in Australia, with Talent Sydney recruitment expert, Majella Sanders noting that “many universities are assessing their enterprise systems including their ERP and cloud platforms. As such, there is significant demand for cloud platform specialists, and integration and migration specialists”. As cloud migration projects grow in prominence, we can only expect that demand for these professionals will continue rise throughout 2024, seeing salaries remain at a high.

Expect to earn (AU average):

Permanent – $212k per year

Contract – $156 per hour

2. Cybersecurity Architect

Increasingly necessary to an organisation are Security Architects, management-level professionals who oversee the security of an organisation’s network. These professionals are needed when the network is first designed, built, and implemented, as well as throughout the entire lifecycle.

Elliott Howard shares the importance of this role in the modern workplace. “Cybersecurity is an essential component of any IT department’s makeup, with the Security Architect responsible for designing, building, and implementing security solutions within their IT environment. This can cover the full gamut of cybersecurity and as such, prospective employers will want candidates who have significant experience working across a number of cyber disciplines”.

Elliott also shares that harnessing transferrable skills can go a long way for those looking to break into this role. “We have noticed a trend of candidates with strong network security or defence experience transitioning into cybersecurity.”

Expect to earn (AU average):

Permanent – $222k per year

Contract – $164 per hour

1. Enterprise Architect

A technology agnostic mindset is key for the highest paying tech job on this list – the Enterprise Architect. Responsible for overseeing and maintaining their company’s IT services and networks, these professionals need to be at the top of their game when it comes to being aware of the latest trends in tech. According to Elliott Howard, “this is a big picture role, engaging with senior stakeholders from across the business, using their technical expertise along with their influencing and negotiation skills to help shape the technical direction and future state of their IT environment”.

Expect to earn (AU average):

Permanent – $234k per year

Contract – $172 per hour

Interested in the average salary for your role and how you can get ahead in the current market? Check out our More Than Money Salary Guide 2024. Looking for your next role? Visit our job search for hundreds of opportunities in tech, transformation and beyond.

*Excluding C-Suite roles

– Permanent salaries are exclusive of superannuation

In today’s rapidly evolving digital landscape, the role of AI in shaping the future of business cannot be overstated. At Talent, we firmly believe that success lies in embracing transformative technologies, rather than shying away from them. It is with this vision in mind that we have developed our own generative AI technology through our project delivery brand, Avec.

Named “Hello Sumo” after its developer Anthony Tockar’s (Practice Lead Data/AI) beloved dog, who is a regular guest in our Sydney office, this technology provides our people with a private and secure alternative to other open source AI tools. Built on Talent’s ecosystem, Hello Sumo’s security infrastructure enables us to securely input and store company information, empowering employees to leverage valuable data while safeguarding our cyber assets.

Hello Sumo represents the culmination of our commitment to delivering tangible value in the AI space. It stands as a testament to our dedication not only to embracing AI but also to doing so responsibly, with a keen focus on data security and privacy.

It’s natural to feel apprehensive about new technology – I recall a time when people were concerned about LinkedIn replacing recruiters! However, as we learned from that example, technology has the potential to enhance productivity for those who are forward-thinking enough to embrace it.

Our journey with Hello Sumo is just one of the many exciting AI streams we are working on, each aimed at helping organisations to “get s#!t done, better” – to reference Avec’s mission statement.

We’re thrilled to offer Hello Sumo to our clients who understand the benefits that generative AI can provide to employees but are concerned about privacy and security. Reach out to the team if you’re interested in how it could work for you.

Let’s not just embrace the future; let’s shape it together.

And yes, Hello Sumo helped me proofread this article. He’s a good boy.