With the election fast approaching, the debates in full swing, and the Democracy Sausages getting ready to be devoured on 3^rd May, the next few weeks will be interesting to say the least as the Australian public hears from both leaders on what their policies will be if they’re to be elected. Cost of living, energy, health, and the economy will be big points of discussion.

So, Dutton vs Albanese, who will come out on top? We wanted to break down who stands for what and get our leaders’ insights. Let’s get into it.

The economy

Wages grew 0.7% in the December quarter, the slowest quarterly rate since March 2022, bringing annual wages growth to 3.2%. Unemployment remained flat at 4.1% in February. Both parties are facing extreme pressure on interest rates, cost of living and now we’re seeing the impact of the Trump government.

Matthew Munson, Managing Director, Talent Sydney, said, “It is hard to see that either party will have the ability to impact the economy with the global situation. Donald Trump is leading economic disruption and uncertainty globally; it would be a brave person to predict what he is going to do next. The way the other large economies react, primarily China and the EU will also define the impact to Australia. It is hard to see what Dutton or Albanese will be able to do to influence the economy, other than to try and react as best as they can. The Australian economy is intricately linked to Chinese demand for minerals, if they react by increasing economic stimulus, that could be a good thing. However, there is also a good chance we could be pulled into a global recession.

“Comparing the parties proposed economic policies for the election, neither appears to have a compelling advantage. The Labor party have proposed a small tax break, which is hard to see having much of an impact on voters. The Coalition has proposed changes to energy policy, centered around nuclear, which is a long term plan also unlikely to have an impact on the election. In response to Labor’s small tax cut, the Coalition are proposing a fuel excise tax break to assist with cost-of-living pressures.

“Our best prediction would be that unemployment will increase this year, particularly if we enter a recession. However, we expect technology hiring to remain flat or even to increase, after two years of reductions.”

Work from home

It has been an interesting few weeks when it comes to flexible work policies. The Coalition’s stance on scrapping working from home privileges for public servants has been quite firm, however only this week they’ve done a complete backflip due to the huge backlash. About 365,400 people work for a federal government agency, according to the Australian Bureau of Statistics. This includes the departments of finance, health, and defence force personnel.

The most recent Australian Public Service (APS) survey showed 61% of public servants worked away from the office at least “some of the time” in 2024.

Labor has been against this policy for public servants with the Labor government publishing analysis claiming that job-sharing would force women to abandon flexible full-time work and scale back to part-time hours, reducing their salaries by up to $740 a week.

The Coalition has also clarified that it will not force any redundancies across the APS. Instead, the party estimates it will reduce the public service by 41,000 over five years through a hiring freeze and natural attrition

Simon Yeung, Managing Director, Talent Melbourne, said, “Despite some high profile local and international return to office mandates, the share of Australian job ads offering WFH has declined slightly since its peak in 2023. Over 50% of workers would ideally like to work from home 2 or more days a week. Industries with limited and decrease WFH opportunities are customer focused roles like Trade & Services, Sales, Retail, and hospitality. If you are hiring, it’s important to offer flexibility.

“Job seekers have had an increased focus on work-life balance with many considering WFH as an important contributor to achieving it. Offering hybrid and flexible working has become one that businesses can compete for talent. WFH/Hybrid working is here to stay no matter who wins the election, evident with the Coalition’s backflip on their decision.”

Cost of living & wages

As part of Labor’s policy to help tackle the cost of living, they’ll be pushing for an increase to the minimum wage as part of an independent annual wage review. The Coalition Leader said in response, “We support wage increases”, without sharing an amount.

The Coalition has put forward a 50% fuel excise. The Albanese government has been asked if they would be open to this policy however, they felt the Coalition would only have it as a “temporary” measure which would disappear after 12 months.

Labor has announced it will create a $1000 instant tax deduction for work-related expenses, so people don’t need to submit receipts up to that amount in their tax returns.

Steve Jobson, Account Director, Talent Canberra, said, “Cost of living will be a defining issue in the upcoming election, with both major parties offering different approaches to relief. Labor’s commitment for a minimum wage increase shows a long-term strategy to support low-income earners, whereas the Coalition’s proposed fuel excise cut offers short-term relief at the bowser. Australians might question the sustainability and impact of temporary measures versus structural wage reform. Ultimately, trust in economic management and cost-of-living relief could sway undecided voters.”

Energy

Energy has been a leading topic for the election campaign. There was a great amount of time spent discussing this in the first debate.

The Coalition is holding firm on their plans for nuclear power and gas; however, the Albanese government has slammed it over the cost, timing and detail. Albanese was quoted saying, “The only gas policy that the Coalition has is the gaslighting of the Australian public.”

Dutton’s stance is that the nuclear and gas policy will deliver cheaper power bills with flow-on effects economy-wide.

Steve Jobson, Account Director, Talent Canberra, said, “Energy policy is also shaping up to be a major issue, with clear ideological and practical divides between the two parties. The Coalition’s push for nuclear power plants and an increase in gas reserves allocated for Australians, focuses on long-term infrastructure and energy independence, however questions remain around cost and implementation timelines. Australians will most likely weigh the promise of future savings against the urgency of current energy affordability and climate commitments.”

Health

The first debate touched heavily on healthcare with both parties promising increased investment with a focus on mental health.

Labor has announced it would roll out $1 billion to boost mental health services around Australia starting in January 2026, mostly building on existing programs and centres.

The Coalition’s key policy has been to permanently double the number of subsidised mental health sessions from 10 to 20, which was the number offered during the pandemic. Similarly to Labor, it has also committed to extra headspace sites.

Matthew Munson, Managing Director, Talent Sydney, said, “Health is an area where Labor looks to have a clear advantage. The party has a number of proposed policies; including an $8.5 billion investment in Medicare increasing bulk-billing GP capacity, $1 billion to expand mental health services, a 15% wage increase for aged care workers and a reduction in cost of PBS medications by 29%. Labor is also looking to invest significantly in technology projects. Major investments include upgrades to digital health records, aged care ICT systems, and telehealth platforms. The aim is to modernise services, improve patient outcomes, and enhance data security across the sector.

“The Coalition are yet to announce any proposed policy changes related to health other than a $400 increase for youth mental health services.

“Labor’s planned technology projects in the space would create jobs and further investment in the sector.”

Final thoughts

As we await to find out how Australia will vote, one thing is clear, the hiring market will react to whichever way it swings. The cost of living is a defining issue, and global affairs are putting a spotlight on the economy.

Steve Jobson, Account Director, Talent Canberra, reflected, “As the election draws closer, Australians are faced with a choice between two distinct visions for the nation. Labor is positioning itself as the party of structural reform, with investments in health, mental health, and wage growth, alongside a commitment to flexible working and public service stability. Their investment in Medicare, Aged Care, and digital health infrastructure signals a future-focused approach aimed at long-term service delivery and job creation.  In contrast, the Coalition has focused on cost-of-living relief through temporary measures such as a fuel excise cut and proposed structural change via energy reform cantered around nuclear power. The Liberal Party also plans to reduce the size of the APS by 41,000 people over five years through a hiring freeze and natural attrition, whilst so far ruling out forced redundancies.

“Neither party appears to have a silver bullet when it comes to steering the economy through rising global uncertainty, with Donald Trump and shifting Chinese demand looming large. What may tip the scales are domestic issues where Australians feel an immediate impact—cost of living, healthcare, and workplace flexibility. Labor’s advantage maybe in clearer policy detail and a perceived alignment with everyday pressures, while the Coalition will need to convince us that its long-term strategies can deliver real change. The next three weeks will test each leader’s ability to cut through complexity and connect with a population eager for stability and relief.”

Talent has been recognised at the World Employment Confederation awards held in South Africa winning the Trailblazer award. Talent was nominated for this award by RCSA who is a member of the World Employment Confederation. Talent’s nomination focused on their contractor experience program which is multi-award winning within the recruitment industry.

Talent’s contractor experience program supports contractors across all aspects of their wellbeing: professional, intellectual, financial, physical, mental and social. This structure underpins a high-touch recruitment process, which offers a personalised experience at each stage of the contractor journey.

Talent’s contractor NPS score is 80+ which is considered world class.

The Trailblazer Award is dedicated to celebrating a member of WEC National Federations members. The award acknowledges individual companies’ outstanding commitment to innovation, leadership, and the relentless pursuit of progress for the betterment of all. In honouring a member of members with this award, it celebrate their achievements while also providing examples for other HR services companies worldwide.

Speaking on the award win, Talent’s Global CEO, Mark Nielsen, said, “We are incredibly proud to take home this win on the global stage at the World Employment Confederation awards. At Talent, we’re dedicated to enhancing the contractor experience and we are proud to be considered a trailblazer in our industry. Our initiative has garnered industry recognition and received glowing testimonials from contractors, reflecting a level of service that far surpasses the norm. Our investment in our ENGAGE application, dedicated contractor experience managers, and surprise and delight benefits are the reason why we’ve got a world-class NPS score. A huge thank you to WEC and a very big thank you to RCSA and Charles Cameron for nominating Talent.”

Talent’s contractor experience initiative not only redefines the role of contractors within the company but also establishes Talent as a market leader. The innovative approach to enhancing the contractor experience has set a benchmark in the industry, prompting many competitors to adopt similar practices, including the introduction of roles such as the Contractor Experience Manager.

RCSA are members of the World Employment Confederation (WEC) which is comprised of 50 recruitment and staffing federations, similar to RCSA, from across the globe.

Talent has been announced as one of six top-performing private Australian companies recognised for their outstanding business performance in Deloitte Australia’s 2024 Best Managed Companies awards. It is the only Australian recruitment business to be recognised in the winners.

Now in its fifth year – and supported by Google Cloud – 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, spoke on the commitment to innovation at the company.

“Here at Talent, change is our competitive advantage. We are committed to innovation, ensuring that it permeates every individual, team, and facet of our business. With an 87% employee engagement rate, we continue to strive for better in our industry and aren’t afraid to take risks, learn from our mistakes and challenge the norm. Having a culture that embraces and is energised by change means that we can identify and implement new outcomes for our customers with agility. This recognition reflects the exceptional hard work and commitment of our whole team.”

Talent Global COO, Megan Woodbury, said the organisation’s approach to continuous improvement had been crucial in its success.

“As a B2B services business, our people are our greatest asset. Creating the right conditions for them to innovate, adapt, and thrive is vital to our growth and our clients’ success. This award reflects our dedication to continuous improvement, our commitment to both contractors and clients, and our position as the market leader in technology recruitment. Congratulations to our entire team.”

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

Another year, another federal budget. This time, right before we head to a federal election. Once again, Treasurer Jim Chalmers handed down the 25/26 federal budget which some may say might be the last time for the Labor government pending on what happens post the Australian people heading to the polls. Last time we reported on the budget, we were still in the middle of high interest rates from the Reserve Bank, fast forward to now and we’ve had some relief with a cash rate drop.  

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, have to say about it. 

The economy  

Wages grew 0.7% in the December quarter, the slowest quarterly rate since March 2022, bringing annual wages growth to 3.2%. Unemployment remained flat at 4.1% in February.  

Chalmers said the Australian economy had “turned a corner”, highlighting 0.6% GDP growth in the December quarter. 

Contingent workforce  

The government will further cut spending on consultants, contractors and labour hire that supplement the public service, reducing its outsourcing spend by a further $720 million over the forward estimates. 

Finance Minister Katy Gallagher says a key federal agency will get a boost to its permanent workforce in, as the Albanese government pledges to convert more labour-hire workers into employees and drive savings from reduced outsourcing to $4.7 billion.  

The government plans to reduce spending on public service contractors and consultants by $2.1 billion. This follows previous reductions, totaling $4 billion since 2022–2023, aiming to decrease reliance on external labor. These cuts may affect contingent workers engaged in government projects.​ 

Robert Ning, Managing Director, Talent Canberra, said “While the use of labour hire/contractor usage for front-line services is expected to continue to decline, the demand for specialist skills such as ICT/Digital/Cyber remains very high.  In the coming years, the APS will face increasing pressure on technology delivery and legacy ICT sustainment due to a wave of retirements in these domains. Talent anticipates that demand for skilled technology contractors will remain steady as the APS implements its recently released Data, Digital, and Cyber Workforce Plan.” 

Job switchers 

The government will ban non-compete clauses for workers earning less than $175,000, meaning they will be free to move to a competing business or start their own. Non-compete clauses in contracts affecting up to 3 million workers will be banned for low- and middle-income earners, making it easier for people to join rival firms. The government says this could boost their wages by up to 4 per cent, or $2500 per worker annually. 

Anthony Whyte, Managing Director, Talent Adelaide said, “Abolition of ‘non-compete’ clauses for most workers – The proposed elimination of non-compete clauses for the majority of Australian workers could significantly reduce the demand for employment lawyers. However, how will this change affect employers and employees in the future?” 

Simon Yeung, Managing Director, Talent Melbourne said, “This is a huge win for employees. Anyone earning less than this shouldn’t have been restricted in the first place. It opens more opportunities for them for career development which is a good thing for the tech sector. In saying that, given the scarcity of certain skillsets in the tech field, my advice to employers is that they need really to look after their staff. Culture, EVP, benefits, DEI, need to take a top focus. At the end of the day, if businesses don’t want to lose these team members to competitors, they need to have a competitive edge outside of salary/equity. In terms of how this is going to affect the tech hiring market, I feel there is going to be a potential slight increase with candidates coming onto the market who may be looking for more opportunities. The question is though, how often was this non-compete clause policed anyway?”  

Temporary migrants 

Chalmers is forecasting that overseas migration will drop by 75,000 in the next financial year.  

Net overseas migration is forecast to drop from 335,000 this year to 260,000 next year and then 225,000 the year after. 

Public service workforce  

The size of the public service will expand by another 4200 as Labor delivers “new and expanded government services, policy and regulatory responses.” 

The budget papers estimate there will be 213,349 public servants next financial year, up from 209,150 at the time of the 2024-25 budget. 

Next year there will be 48,000 more public servants than in 2018-19. 

1700 positions will be added, predominantly at the Australian Taxation Office and the Australian Securities and Investments Commission. 

Anthony Whyte, Managing Director, Talent Adelaide, said, “While these savings appear notable, the Coalition has criticized the effectiveness of adding 36,000 public servants, arguing that it has not markedly improved public services. Notably, the reasons for employing external consultants and contractors are often overlooked. These resources provide specialised expertise, cost efficiency, flexibility, a focus on deliverables, strategic insights, and an outside perspective, making them valuable for specific projects or when specialised skills or advice are needed.” 

Artificial Intelligence 

There wasn’t much in the budget for AI however the last couple of years have seen quite a bit of investment in this space. Last year we saw $39.9 million go towards the safe and responsible adoption of AI and the 2023 budget saw $102.2 million over five years set aside to support businesses integrate quantum and AI into their operations.  

We’re still likely to see investment in this space depending on how the election goes. 

Final thoughts  

Anthony Whyte, Managing Director, Talent Adelaide, shared his overall thoughts, “The budget released is clearly aimed at winning over voters, as Labour recognises that many Australians are facing financial hardships. This explains their focus on providing relief for the cost of living. Despite the alarming debt situation, there is little to no investment in technology, which underscores the short-sightedness of this budget.” 

Robert Ning, Managing Director, Talent Canberra, said, “Overall, not as good for technology in government as the previous two budgets, however that was to be expected.  With the Election due to be called shortly, the focus of this budget was around relieving Cost of Living pressures.  Cheaper medicines, energy rebates, bulk billing and HECS Debt reductions leading the charge.” 

As businesses across Australia and New Zealand continue their digital transformation in 2025, certain tech skills are becoming highly sought after by employers.

Whether you’re an IT professional looking to future-proof your career or aspiring to become a tech specialist, developing expertise in these key areas can boost your employability and give you an edge in this year’s hiring market.

Let’s get into the top five tech skills in demand for 2025, their applications across the top industries hiring these specialists, and the online courses available via LinkedIn Learning, and Skillsoft Percipio which is free for Talent contractors through our ENGAGE platform.

1. Data Architecture

As companies generate and use increasing amounts of data, they need structured frameworks to ensure data is accessible, reliable, and secure. This is where data architects come in, with their role involving designing, managing, and optimising the way data is stored, processed, and kept secure within an organisation.

This year, the top industries hiring for data architecture professionals and potential applications within these organisations are Finance & Banking (managing vast transactional and compliance data), Healthcare (securing patient data management), Retail & eCommerce (optimising customer and sales data) and Government & Public Services (handling citizen data securely).

Key specialisations within this area are Data Governance & Compliance ensuring data policies align with regulations, Cloud Data Architecture which entails designing scalable cloud-based data systems, and Big Data Solutions to manage large datasets for analytics and AI.

Online courses to get you started as a data architect are ‘Learning Data Architecture’ on LinkedIn Learning and ‘Data Architecture Fundamentals’ on Skillsoft Percipio.

2. Azure SQL

Microsoft’s cloud-based database services, Azure SQL enables businesses to store, manage, and analyse structured data efficiently. Organisations migrating to cloud-based infrastructure requires specialists skilled in Azure SQL administration and development.

In 2025, the top industries hiring for Azure SQL experts and their potential applications are Corporate IT & Enterprise Solutions (managing company-wide data), Healthcare (handling electronic health records securely), Manufacturing & Logistics (optimising supply chain data), and Telecommunications (scaling large databases for millions of users).

Key Azure specialisations are Azure SQL Database Administration to configure, manage, and optimise cloud-based databases, Data Integration with Azure to connect Azure SQL with other cloud services, and Performance Tuning & Security ensuring database efficiency and security.

Online courses to gain a better understanding of this skill area are ‘Microsoft Azure SQL for Beginners’ on LinkedIn Learning, and ‘Azure SQL Administration Essentials’ on Skillsoft Percipio.

3. ITIL Implementation

Information Technology Infrastructure Library (ITIL) is a framework for IT service management (ITSM) helping businesses deliver high-quality and efficient IT services. ITIL-certified professionals can streamline IT processes, reduce downtime, and improve service delivery.

This year, the top industries hiring for ITIL experts and what the role could entail are Banking & Financial Services (ensuring IT systems run smoothly), Telecommunications (optimising IT support services), Government & Public Sector (implementing efficient IT service management), and Enterprise IT Departments (standardising IT operations and processes).

If we were to break this specialisation down even further, these would be: ITIL Service Strategy & Design to align IT services with business goals, ITIL Change Management ensuring smooth updates and system changes, and ITIL Service Operations to optimise help desk and IT support services.

Two online courses to get you started are ‘Foundations of ITIL’ on LinkedIn Learning, and ‘ITIL 4 Foundation Certification Course’ on Skillsoft Percipio.

4. Security Information and Event Management (SIEM)

SIEM solutions collect, analyse, and respond to security threats in real-time by monitoring logs, detecting anomalies, and automating incident responses. With cybersecurity threats on the rise, businesses need SIEM experts to protect critical systems and data.

In 2025, these are the top industries hiring SIEM specialists and its potential applications: Cybersecurity & IT Services (detecting and preventing attacks), Healthcare (protecting patient records from breaches), Government & Defence (securing sensitive information and critical infrastructure), and Retail & eCommerce (preventing fraud and cyberthreats).

Key specialisations within this skill area are SIEM Platform Management to configure and optimise SIEM tools like Splunk, IBM QRadar, and Microsoft Sentinel, Threat Intelligence & Analysis to identify security threats before they escalate, and Incident Response & Forensics to investigate and mitigate security breaches.

Online courses to get you started are ‘Introduction to SIEM’ on LinkedIn Learning and ‘SIEM Essentials’ on Skillsoft Percipio.

5. Microsoft Azure Machine Learning

Azure Machine Learning is a cloud-based AI and machine learning platform enabling businesses to build, deploy, and manage AI models at scale. With AI-driven automation and analytics becoming a core business function, expertise in Azure ML is highly valuable and sought-after.

In 2025, the top industries hiring for Azure Machine Learning experts and potential use-cases are: Finance & Banking (fraud detection, risk assessment), Healthcare (predictive analytics for patient diagnosis), Retail & eCommerce (personalised recommendations, inventory forecasting), and Manufacturing (automated quality control, process optimisation).

Specialisations within this area are AI Model Development, building and training predictive models using Azure ML, MLOps (Machine Learning Operations) to deploy and maintain ML models efficiently, and Deep Learning & Neural Networks to develop advanced AI applications.

Online courses to gain a better understanding are ‘Azure Machine Learning Fundamentals’ on LinkedIn Learning, and ‘Microsoft Certified: Azure AI Engineer Associate’ on Skillsoft Percipio.

Conclusion

To remain competitive in a market that is currently in an employer’s favour, it’s important to continue developing your skills and specialties. Whether you’re interested in data, cybersecurity, cloud computing, or IT service management, mastering any of these above skills can unlock new career opportunities.

If you’re part of our contractor community at Talent, reach out to your Contractor Care point of contact and ask how you can join our all-in-one contractor hub, ENGAGE. With free Skillsoft Percipio courses on offer, now is the best time to invest in your professional development.

Learn more about contracting through Talent here, or if you’re on the search for a new job head to our jobs board. If you’re curious about what tech professionals in these fields are earning across Australia and New Zealand, head to our Salary Guide filled with all the latest data.

As we progress through 2025, many professionals across Australia and New Zealand have noticed little to no change in salaries for their job titles compared to the previous year. Despite ongoing skills shortages in some industries and the increasing cost of living, wage growth has remained sluggish. So, what does this all mean?

Economic stability leading to salary correction

The rapid wage increases seen post-pandemic, particularly in high-demand industries, are now stabilising. Employers who once felt pressured to offer inflated salaries to attract talent are now adjusting to more sustainable pay structures.

As Katie Kemp, Senior Consultant at Talent Wellington, explains, “I would suggest that salaries are self-correcting. The pandemic and the perception of people scarcity has passed as the market turns to favour employers; so, rather than flattening, we are seeing salaries come to be more realistic and in line with the expectation of the role and a candidate’s experience.”

Wage growth slowing across the board

According to the Australian Bureau of Statistics, public sector wages rose by only 0.8% in the December quarter of 2024, a significant slowdown from previous years. Additionally, the Australian Industry Group forecasts wage growth to decline steadily from 4.1% to 3.9% by the end of 2025-2026.

However, as Edwin Foo, Principal Account Manager at Talent Perth shares, “I don’t foresee IT salaries decreasing despite the measured slow-down in annual wage growth. More notably rather, IT roles and positions that become less in demand during the course of 2025-2026 will likely remain stagnant, whilst in-demand skill sets within areas of Cybersecurity, Data Science, Artificial Intelligence and Machine Learning for example, will continue to trend upwards due to ongoing shortages, and so depending on the IT specialisation, the wage growth experienced will be relative.”

Inflation and interest rates are pressuring businesses

The Reserve Bank of Australia (RBA) expects inflation to return to the target range of 2-3% by 2025-2026. While this is positive for economic stability, many businesses are still dealing with higher operational costs, borrowing expenses, and cost-cutting measures, reducing their ability to offer significant pay raises.

Alan Dowdall, Practice Lead at Talent Sydney, shares, “While niche tech skills remain in high demand which calls for competitive rates, overall, salaries remain flat. Clients are consistently asking for salary and market insights to ensure they’re getting value for money, and that seems to be the attitude for most employers who need to stick to their budgets.”

Contracting market shifts & changing job preferences

Another factor impacting salary trends is the shift from contract hiring to permanent and fixed-term staffing. While contract roles were lucrative during the pandemic, fewer opportunities are currently available with many professionals accepting permanent roles with steadier and often lower salaries.

As Jacaleen Williams, Senior Consultant at Talent Wellington, explains, “There’s a mix in the market in terms of expectation and reality. Some areas saw salaries inflated/over-inflated around COVID times, and there is some flattening happening now. The decrease in contracting opportunities has seen people need to switch back to permanent or fixed-term positions.”

So, what can professionals do?

Edwin states that “the lesson here, is for IT candidates to remain on the front foot when it comes to upskilling themselves, and pivoting pathways if need be, in order to ensure that they are future-proofing their careers and maximising the salaries that they earn.”

If you’re facing salary stagnation, consider:

• Upskilling in in-demand areas like data analytics, cybersecurity, and cloud computing
• Negotiating perks like bonuses, additional leave, or professional development funding
• Explore new opportunities where demand for your skill set remains high

While large salary increases may not be as common as before, the key to career growth in 2025 is adaptability. Being equipped with the right skills and market knowledge will put you in the best position for future pay rises.

For more of the latest information on the hiring market, top salaries, skills in demand, and more, head to our More than Money Salary Guide 2025.

Talent has been awarded the 2025 certification by Great Place To Work. Talent was recognised by Great Place To Work for prioritising an exceptional employee experience and creating a workplace culture to match.

Talent’s Great Place To Work employee engagement rate is 94% which is considered world-class. This is in comparison to 56% of employees at a typical company in Australia.

Talent’s continued pursuit to create a world leading culture saw increased engagement, improved wellbeing, and a drive for diversity and inclusion. This resulted in a better experience for contractors, candidates, and customers. As an award winner, Talent ranks among the most elite organisations around the globe.

Talent Global CEO, Mark Nielsen, commented on what this certification means to the company. “Receiving this recognition is an incredibly proud moment for the business. Seeing Talent’s name next to other inspiring companies is very humbling. Culture is not just a word that is thrown around at Talent, we walk the talk and always continue to strive for better. This certification is recognition that we excelled at this. Great Place to Work’s purpose is to prioritise exceptional employee experience which aligns to Talent’s vision, mission and values.”

Jenny Le, Head of People & Culture, Talent, is passionate about the sensational work culture that Talent have fostered. “We are incredibly proud to be certified as a Great Place to Work. This is a huge testament to every single person at Talent who contributes to making it a place where our people feel heard, valued and respected to bring their whole selves to work. Our culture and the exceptional people we have in this company truly make up Talent’s DNA, which is the foundation of any great business. Our culture is built for our people, by our people – and that’s what allows us to embody our #OneTeam ethos every day. While our results are great, our commitment is even greater to ensure that we continue to listen to our people and strive for better in everything that we do.”

Great Place To Work Certification recognises employers who create an outstanding employee experience. It involves a two-step process that consists of surveying your employees and completing a short questionnaire about your workplace. The scores are determined based on the feedback received from employees and independent analysis. This certification helps job seekers identify companies that genuinely offer a great company culture. It also gives employers a recruiting advantage by providing a globally recognized and research-backed verification of their commitment towards providing a great employee experience.

Salaries across the board are steadying out as the hiring market continues to favour employers as revealed in Talent’s ‘More Than Money Salary Guide 2025’ which was released today. Tech and digital salaries continue to steady out but remain strong for key skillsets such as cybersecurity and AI. The report features 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 2025, the most in-demand tech skills for 2025, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions across the regions in which Talent operates across ANZ and the US. Further insights include the representation of women within the tech and IT sector.

Key findings include:

• Cyber Security and Data experts remain to be high in demand across ANZ, with salaries continuing to sneak upwards but there have been no significant increases across the board.
• Contract rates have mainly decreased, as companies move away from contract hiring and are prioritising FT and permanent.
• According to Talent data of over 1,900 workers, when asked for their preference in working models, a majority of 49% stated they preferred fully remote work, closely followed by 45% who preferred a hybrid model.
• A Talent poll of over 800 permanent workers revealed a significant 54% are open to making the switch to contracting in 2025 and two-thirds of those open to contracting (66%) are currently actively looking for a contract role. The makeup of Australia’s workforce is shifting, with 7.5% of Australians working as independent contractors.
• With L&D opportunities coming in many forms for different businesses, a Talent survey discovered that Conferences & Workshops are highly valued (37%), followed by In-House Training Programs (28%). Online Learning Subscriptions came in third at 20%, lastly followed by Tuition Reimbursement at only 15%.

Demand remains high for the following skills:

1. Artificial Intelligence
2. Cybersecurity
3. Data Analysis
4. Cloud Architecture
5. Microsoft Systems

Top salaries* for 2025 vs 2024 are as follows:

2025:

1. Enterprise Architect – $231k
2. Big Data Architect – $220k
3. Program Manager – $210k
4. Cloud Architect – $209k
5. Engineering Manager – $208k
6. SOC Manager – $205k
7. Cybersecurity Manager – $202k
8. Applications Solution Architect – $200k
9. Cybersecurity Architect – $200k
10. Technical Salesforce Architect – $200k

2024:

1. Enterprise Architect – $234k
2. Cybersecurity Architect – $222k
3. Cloud Architect – $212k
4. Programme Manager – $210k
5. SOC Manager – $205k
6. Cybersecurity Manager – $202k
7. Business Intelligence Architect – $195k
8. Infrastructure Architect – $190k
9. Solutions Architect – $189k
10. Senior Data Scientist – $186k

*Excluding C-Suite roles. Permanent salaries are exclusive of superannuation.

Matthew Munson, Talent Managing Director NSW, weighed in, “We anticipate that the market will start to pick up again. Looking at top skills right now, cybersecurity is in high demand. As Australia is a wealthy country and a fast adopter of new technologies, it’s an attractive target for cyber criminals. The government wants Australia to be “a world leader” in cybersecurity by 2030. State government agencies will have to scale up to address (and get in front of), an increase in frequency and complexity of attacks, and as such, cybersecurity will be an area to watch out for over the next few years.”

Simon Yeung, Talent Managing Director VIC, said, “The IT hiring market for 2025 will improve on 2024, which slumped mid-year and has been increasing since then. Many enterprise and mid-large organisations will pursue programs to achieve a data governance maturity uplift, as high-quality high-volume data is increasingly a competitive advantage. Cybersecurity challenges will increase as organisations face increased attacks that are partly AI-driven, while they balance increased demand for IT resources for AI and data.”

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

We are hosting an ENGAGE-exclusive webinar event where we’ll be sharing our hiring market updates for Australia and New Zealand. Our experts will cover their predictions for 2025, the hottest skills in demand, and how to get ahead of the competition in the current market. There will be a Q&A at the end where you’ll be able to submit your thoughts and questions.

Session information

Date: Thursday, 13th February

Time: 12:00pm AEDT // 2:00pm NZDT

Where: Online via Zoom

Your Talent experts

JP Browne

JP is a Practice Lead from Auckland who has worked in tech recruitment for 20 years. JP specialises in recruiting for C-Suite and leadership teams as well as project transformation.

Music is a big passion of JP’s and his vinyls have pride of place in his office. When not listening to music, he’s learning the piano and dreams of taking up the bagpipes again, and when the weather allows he’ll be doing a very average job of playing golf.

Scarlett Cooke

Scarlett is an Account Director in Sydney, who has worked with Talent for 7 years. Scarlett supports businesses in NSW covering a range of sectors which include technology, transformation, project services, engineering, and corporate services.

When she can, Scarlett loves to travel and is considered amongst her friend group as the go-to for tips on holiday destinations.

Joseph Petrovski

Joseph is an Account Executive in Melbourne who has worked with Talent for 7 years. Joseph specialises in delivering for the renewables, construction, utilities & energy industries.

Joe is a passionate music fan and can play quite a few instruments. His favourite one to play is the didgeridoo.

To find out more about contracting at Talent, click here.

While women continue to break barriers, redefine leadership, and drive innovation in tech, the journey to achieving gender equity remains a work in progress. In our latest instalment of Leading the Way, we chat to one of our Brisbane-based contractors, Gaby Doebeli, as part of the ongoing conversation and advocacy around increasing and supporting women in tech. Let’s jump in.

Tell us about your current role and career background.

I am currently working as a senior business analyst for Queensland Government Customer and Digital Group. I was engaged a year ago to work on the Digital Economy Strategy Program of work and have since been part of four projects:

• Rollout and ongoing enhancement of QChat and AI Platform across Queensland Government Agencies
• Initiation of Digital Investment Governance Framework
• Initiation of QLD Government Shared Service Strategy and
• Initiation of Rostering, Time and Attendance

These three projects required me to engage many stakeholders from different agencies across the Queensland Government in the pursuit to gather and elaborate requirements for the purpose of option papers, business requirements specifications, and proof of concept scenario.

Here are some of my career highlights:

• Proficient in enterprise architecture, business process management, and digital transformation.
• Experienced in leading and coordinating multidisciplinary teams to deliver complex projects.
• Skilled in agile methodologies such as Scrum, Kanban, and XP, with certifications as a Scrum Master and Agile Delivery at Scale.
• Strong leadership, communication, and stakeholder management abilities.
• Expertise in business analysis, including requirements elicitation, process modelling, and solution design.
• Demonstrated success in business process optimisation and governance, with a focus on continuous improvement.
• Extensive educational background, including a Master of Information Systems and certifications in project management and agile methodologies.

What is the most challenging aspect of your role?

The most challenging aspect of my role as a business analyst is to navigate through complex digital programs and projects; driving the change, overcoming resistance, and managing stakeholders expectations.

What is your favourite thing about your role?

The continuous learning aspect of my job as no project is the same. The rapid technology advancements and industry evolution, staying abreast of emerging trends, best practices, and industry standards is essential in my role and I am loving it.

What is your experience as a woman in a male-dominated industry?

I am cognisant of the pervasive stereotypes and biases that women often encounter in the workforce. However, I approach these challenges with a balanced blend of assertiveness and empathy. I firmly advocate for gender equality and inclusivity in all aspects of my work, while also fostering open dialogue and understanding to address any instances of bias or discrimination. By leading with a firm yet gentle approach, I am to create a supportive and empowering environment where all individuals, regardless of gender, can thrive and contribute to our collective success.

Who are your role models and inspirations?

My role models are my parents, who have worked together in several successful businesses over 30 years.

Do you have any advice to anyone entering the industry?

• Embrace continuous learning and foster a growth mindset
• Develop strong communication skills
• Foster collaboration and teamwork
• Be agile and adaptive
• Prioritise stakeholder relationships
• Lead by example
• Take ownership and accountability

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 since 1995, 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.

Talent is celebrating two award wins following the APSCo Awards for Excellence and the Australian Marketing Institute Marketing Excellence awards that happened in Melbourne mid-October.

Taking home the win for Specialist Firm of the Year at the APSCo Awards for Excellence, Talent demonstrated to the judges why the business stands out for its specialisation against competitors. This year’s winners were selected by an independent and expert panel of judges.

Talent also won the Excellence in Customer Experience at the Marketing Excellence awards by Australian Marketing Institute awards. Talent was the only recruitment company who took home a win. This category recognises the role marketing plays in supporting and delivering exceptional customer experiences with the judges looking for submissions that demonstrate a superior understanding of the elements that contribute to delivering outstanding customer experiences and how marketing contributed to the overall organisational approach to managing customer experiences.

“These awards symbolise our grit and determination to strive for excellence, regardless of market conditions. The AMI judges sought businesses that demonstrate a deep understanding of what creates outstanding customer experiences. For us, this recognition stems from our contractor experience program, a significant investment in both technology and people to provide our contractors with a high-touch, red-carpet experience. I’m incredibly proud of our team and all that they’ve accomplished.” – Mark Nielsen, Global CEO, Talent

The Federal Government hiring market is going through significant change as the Albanese government shift from contractors to permanent workforce. A recent whitepaper Talent has released, details the latest updates on the state of the hiring market for Federal Government and the need for talent management strategies becoming more critical. Please find the whitepaper HERE.

The whitepaper features insights on talent shortages the government is facing, driving efficiencies through AI adoption, challenges currently being faced, strategies for talent management, and the need for increasing indigenous employment outcomes. It also features insights from Talent’s recruitment experts’ team.

Key findings include:

• The government has already reduced the use of large consulting firms, lowering spending by $624 million compared to the 2021-22 financial year.
• Non-ongoing engagements, especially in government, are becoming increasingly popular due to budget and salary considerations.
• There is still a lack of awareness of temporary public sector roles available. Despite the launch of the APSjobs website, agencies are still struggling to communicate the open temporary roles that are available.
• The Australian government is shifting to agile, project-based delivery for IT projects to optimise technology investments and accelerate the adoption of data and digital capabilities.

Insights from the Talent team include:

Robert Ning, Talent Canberra Managing Director noted, “As someone who has spent nearly 25 years supporting the federal government in navigating various eras of change, I have witnessed the remarkable resilience and adaptability of the public service. As the landscape evolves, talent management and strategies associated with these are no longer just a nice to have but are imperative to success for the future of the Australian public service. Unless we invest time into these strategies, it would be hard to deliver to the community on targets that have been set.”