Tech hiring: Who really has the upper hand, employers or candidates?

Tech hiring: Who really has the upper hand, employers or candidates?

Posted December 6, 2023

The tech hiring market is shifting, seeing the scales of power continuing to tip between candidates and employers. So, who holds all the power, and does it only belong to one group? With exclusive insights from our recruiters across Australia and New Zealand, we dive into current tech hiring market trends to uncover who really has the upper hand. Let’s get into it.

What does the current market look like?

While the current tech hiring market is characterised by a greater sense of caution and conservatism – a stark contrast to the frenzied, candidate-driven hiring market of 2021 and 2022 – it doesn’t mean that demand for top tech skills is out the window. While the scales have started to tip in favour of the employer, with an influx of candidates in the market due to recent layoffs, there is more to the debate than this. Our recruitment experts share both sides, uncovering the nuances of this evolving market landscape.

An employer’s world

Throughout 2023, the market has experienced almost 250,000 layoffs across over 1,100 tech companies globally, resulting in a significant influx of talent to the market and more candidates available than roles on offer. Employers have subsequently found themselves holding the power across numerous roles, seeing a slowdown in the unprecedented salary rises of 2021 and 2022.

This particularly holds true for those in project services positions – think, your Project Managers and Business Analysts – where we are seeing slowed demand as companies cut costs and press pause on their projects.

Shane Hodgins, Senior Account Manager at Talent Sydney observes, “Where there has been a slowdown in the market is in the project services space – many companies are putting their projects on hold as budgets for IT projects are being cut. Generalist IT project managers are most affected by this. Where they have been let go and previously would have been picked up within weeks, many are taking longer to secure their next role as there aren’t as many project services functions available for them to work in.”

In New Zealand, 2023 has been a year of flux – something the tech hiring market was not immune to. JP Browne, Talent Auckland Practice Lead notes, “Auckland’s serious weather events at the start of the year caused a lot of organisations to put projects on hold. Inflation then hit and there was uncertainty around the economy. Put an election in that mix and we saw a lot of employers holding on to see what was going to happen. The demand for Project Services talent therefore remains low.”

Talent Wellington Senior Sourcing Specialist, Josephine Kempson also weighs in, “2023 saw a huge increase in supply of amazing talent onto the market with many struggling to secure work as there were fewer roles to go around. With candidate supply high and job demand only slowly increasing, organisations are in the driver’s seat to have more control over rates and salaries that are paid.”

So, while it appears to be an employer’s market, is this really the case across all tech roles?

A case for the candidate

Despite layoffs and the flood of candidates in the market, the tech skills shortage remains and is only growing. With businesses seeking to leverage the power of AI, secure their cyber defences, and harness the capability of data, the demand for tech professionals to lead these programs of work has only grown. This has seen top AI, cyber, and data experts remain in high demand, with employers competing to secure this talent for their teams. With a shortage of qualified tech professionals on the market, top candidates who possess these skillsets are finding themselves in the driver’s seat, with more choice on offer and the ability to command those higher salaries.

Shane Hodgins notes, “Cybersecurity professionals are still in high demand. Hands-on technical roles such as penetration testers and security engineers, are highly sought after, and we’re still seeing more roles in the market than candidates available. Resultantly, salaries have remained high at post-COVID levels for these candidates.”

Talent Sydney Practice Manager, Alan Dowdall also observes that, “The market is in an interesting place currently. In certain job categories, mainly Project Services & Change, we see applications increasing tenfold from 18 months ago, with applicants getting a response to less than 10% of roles applied for.” Despite this, Alan notes that certain positions aren’t seeing this increased candidate competition, and instead, are experiencing the opposite. “Accomplished mid-level Software Engineering, Cyber, and DevOps professionals are still highly sought after. In these professions, demand outstrips supply, and the expectation of passive candidates to consider a move remains strong.”

The final verdict

There is no singular way to characterise the current tech hiring market. While project roles are down and employers hold the power in this sector, cyber, data, and AI roles are on the up and candidates are in control. It’s both an employer and candidate’s market. So, what can we expect for the next 12 months?

Looking ahead

Moving into 2024 and beyond, we know that the tech shortage isn’t going away anytime soon. As tech only evolves, and with it, presents new opportunities and risks, the right tech professionals are needed at the helm to guide companies forward.

Joelle Beaton, Talent Melbourne Practice Lead comments that, “Although there is malaise surrounding the broader economic climate, in the tech sector, analysis from Deloitte shows that 1.8 million new tech skills will be needed by 2030, an increase of 1.3 million on today’s levels. At a minimum, Australia will need 445,000 more technology skilled workers by 2030 to keep pace with international economies. With demand at these levels, I feel this sector will continue to see steady employment opportunities for both permanent and contract workers throughout 2024. Much of the demand will be in security, data and AI-related disciplines.”

Are you looking to recruit top tech professionals for your cybersecurity and data teams? Or are you a tech professional ready for your next opportunity? Check out our job search or get in touch with us to discover how we can help.

Businesses continue to struggle to fill cybersecurity roles

Businesses continue to struggle to fill cybersecurity roles

Posted November 16, 2023

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

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

Key findings include:

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

Skills in highest demand are:

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

Predictions for 2024 and beyond:

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

Insights from the anonymous cybersecurity professionals include:

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

Insights from the Talent and Avec team include:

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

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

Please get in touch if you would like to receive a copy of the report.

Talent Partnership with Flare

Talent Partnership with Flare

Posted November 14, 2023

We understand that securing asset finance as a contractor can be challenging. Here at Talent, we strive to fill that gap for our contractors and provide world-class services that are usually only afforded to permanent employees.

That’s why we’ve partnered with Flare to offer our Australian ENGAGE members a simple a convenient solution, Flare Cars.

About Flare Cars:

By salary packaging your car with a Flare Cars novated lease, you could enjoy significant tax savings as well as GST savings on your car purchase, fuel, tyres, servicing, and maintenance.

If you’re in the market for an electric vehicle (EV) or plug-in hybrid (PHEV), Flare’s car experts can help you benefit from the significant saving advantages of a novated lease while you help the planet. With the introduction of no FBT on eligible EVs and PHEVs, you can enjoy savings only available through a novated lease.

Learn more about contracting with Talent

Talent wins at the APSCo Awards for Excellence

Talent wins at the APSCo Awards for Excellence

Posted October 31, 2023

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

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

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

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

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

What does the latest NSW budget mean for jobs and hiring?

What does the latest NSW budget mean for jobs and hiring?

Posted September 25, 2023

In September, NSW Treasurer, the Hon. Daniel Mookhey MLC, handed down the 2023-2024 State Budget. A budget that looks back on economic challenges, high levels of spending, gaps in essential services and constrained wages growth to move forward with new plans and stability.

Talent NSW Government recruitment specialist Steve Tompkins looks at what this budget could mean for jobs and hiring across the state:

Overall, this budget from the Minns Government sees lots of investment in physical infrastructure across transport, schools and hospitals – tangible things voters can see and touch.  The budget allows for pay rises to public sector workers, claws back some infrastructure spending excesses, and extends some cost-of-living assistance (without adding to inflation).

We aren’t seeing radical cuts to expenditure beyond scrapping some of Coalition’s pet projects and funds. This is a budget that should deliver very little pain for voters.

On the jobs front, the increase in wages for permanent staff may shift the mix of permanent and contract staff, with permanent positions becoming more attractive to some candidates.

Let’s get into the detail.


The major budget allocation for Health will be for hospitals, with considerable funds being spent in the regions on the new Eurobodalla Hospital and the redevelopment of Bathurst Hospital, and $13.8bn for wider Health infrastructure.

$2.5bn will recruit 12,000 nurses and healthcare workers. This will impact IT projects as Local Health Districts look to onboard and schedule these new resources. Implementation of cloud and scalable solutions will benefit these Local Health Districts as their workforces grow and change – keeping their technology in line with their growing workforce.

Education: The largest investment in a decade

Secondary and further education benefitted from the largest investment in a decade as the Government pledged $9.8bn to Education over next 4 years including 24 new and 51 upgraded schools in Western Sydney, more in NSW (19 new and 35 upgraded) and new High Schools in Medowie and Goowong. With an additional $112M allocated to meet the TAFE funding shortfall.

Elsewhere in education, 10,000 teachers and 6,000 administrative staff are being transitioned to permanent positions. As of September, 16,000 teachers and support staff have accepted offers, which should go towards satisfying appetite to cut contractor spend in other areas.

Find out more about the education sector in our latest whitepaper.


The Minns Government has put aside $72.3bn for Transport, with hard infrastructure projects and physical infrastructure seeing most of that spend. Projects like Sydney Metro City and Southwest are back on track. Train stations, Western Sydney Rapid Bus network, Parramatta and Manly Ferries are also scheduled to see advancements.

One project to note is the $15.8m investment in the Public Transport Information and Priority System to improve real time bus tracking for passengers – this will open a wealth of IT and specialist roles to make data more useful to transport customers.


The NSW State Government has shown its commitment to law enforcement with significant budget allocations. While there will be an increase in the number of police officers, this is unlikely to significantly affect IT jobs. However, the $12M earmarked for enhancing the State’s Forensic Analytical Science Service showcases the government’s push towards a technologically-advanced policing system. Furthermore, $27 million will be dedicated to improving police operational radio communication in the south, southwest, and far west regions of the state. Not to be overlooked is the $60 million investment in upgrading the Police Force Academy in Goulburn.

Rural Fire Service

The Rural Fire Service is set to see enhanced emergency preparedness with a new purpose-built Emergency Ops centre for the South Coast at $20 million. The allocated $7 million for fire station upgrades hints at potential IT opportunities. A significant tech investment is the $11.3M set aside for the rollout of the “vehicle-as-a-node” (VAAN) technology. This innovation promises seamless internet connectivity to firefighting vehicles, amplifying communication and operational efficacy.


The justice sector is receiving a substantial boost with $97 million spread over four years. This allocation is intended to reinforce courts, tribunals, Legal Aid NSW, and the Office of the Director of Public Prosecutions. The primary tech opportunity lies in cybersecurity and system enhancements for various agencies within the Department of Communities and Justice. With $9.5 million allocated, there’s a clear path to introducing a platform that streamlines the application process for legal assistance. This investment will harness the latest in tech, optimising application management and aiding practitioners serving the underprivileged.


The budget showcases a significant commitment to water infrastructure and security. A collaborative $222.4 million effort with the Australian Government aims to fortify water supply infrastructure in Wilcannia, Eurobodalla, and Cobar. The Safe and Secure Water Program will receive $217.5 million to back regional towns grappling with water-related challenges. Additionally, the Northern Rivers Watershed Initiative gets a $5 million boost to promote water security and healthier catchments.

Department of Customer Service

The Department of Customer Service demonstrates the state’s commitment to enhancing user experience with government departments, and improving digital security.  With a budget allocation of $80 million geared towards Cyber Security, there’s a clear focus on protecting the digital services provided to residents. Additionally, a dedicated $66 million for the digital restart fund signifies the state’s ambition to continuously innovate and improve digital customer services.

NSW Telco Authority

Emerging as a significant player in disaster management, the NSW Telco Authority has been allocated $11.3 million for the acquisition of four new broadband “cells on wheels” (COWs). These mobile base stations, designed for swift deployment, will play a pivotal role in ensuring connectivity in disaster-stricken zones, potentially presenting IT integration opportunities.

Department of Climate Change, Energy, the Environment, and Water

In a strategic shift, this department will transition away from a shared services IT setup over the upcoming two years, focusing on establishing its independent technology environment.

This budget reveals a pronounced emphasis on technology and innovation across a myriad of sectors, from law enforcement to water security and environmental management. These strategic investments not only underscore the importance of technology in contemporary governance but also spotlight the growing demand for tech talent to realise these ambitious projects.

If your department or agency is poised to capitalise on these forward-looking initiatives, securing the right tech talent is paramount. Reach out today to discover why we are the preferred choice for tech talent across all levels of government in Australia.

Leading the way with Slava Kozlovskii

Leading the way with Slava Kozlovskii


Welcome to another instalment of Leading the Way. Today we’re joined by Slava Kozlovskii, Founder & CEO of evee, who talks us through his career journey, key environmental sustainability initiatives in his business and its benefits, and advice he has for those also embarking on a sustainability journey. Let’s get into it.

What inspired you to create evee and what is the company’s vision for the future?

Growing up, I was obsessed with cars, dreaming of driving a Lamborghini one day. As I got older, I realised the environmental impact of fossil fuels, and my childhood enthusiasm waned. In university, I gravitated towards entrepreneurship, eager to make a real difference through my work. With electric vehicles (EVs) becoming more viable – yet remaining costly – an idea began to take shape.

When it was time to have kids of my own, my thoughts turned to creating a better future for them. And instead of buying a house, (my now-wife) Lorena and I bought a Tesla! And we started a car sharing company with a mission to make EVs more affordable, accessible and, ultimately, accelerate the uptake of zero emission transport.

At evee we envision a future where electric vehicles powered by renewable energy are the norm and our mission is to bring that future forward.

What does a day in the life look like for you?

My typical day starts with a morning run before the kids and family get up and start getting ready for school. It’s followed by a morning rush trying to get everyone out of the house on time. We have a daily meeting with the team, which helps us outline tasks and priorities for the day. I would then work on my one or two priorities for the day, whether it’s a particular partnership, or a new key hire. I strive to make myself available to all team members throughout the day, but prefer to leave the emails and Slack comms until the afternoon. I like to delegate and empower the team to make decisions. However, in a growing startup, I still maintain oversight on many elements of the company including product, marketing operations, customer support, and more. The trick is to keep the big vision in mind while aligning the day-to-day activities with that vision.

What are you most excited about as you look forward to the next five years in sustainability/clean tech?

The progress we’ve made in the electric vehicle space in the last decade alone is staggering, and the rate of improvement is continuing to accelerate with battery technologies continuing to improve by the day. It makes me feel excited about the opportunities ahead meaning even more affordable EVs on the roads.

I’m also looking forward to electrification of air and water transport as a result of these advancements. I feel that the overall move to renewable electric energy is something that will ultimately align all industries on a path towards a better future. What’s exciting is that the transition is now taking place on both the generation and the consumption ends of the energy cycle.

In our sustainability report, 42% of candidates disagree with the statement that “businesses are currently doing enough in the way of environmental sustainability”. What are the key environmental sustainability initiatives that you are implementing in your business & what have the benefits been?

It’s great to be supporting the uptake of electric cars and we absolutely want more of them on the roads as a replacement for internal combustion engines. However, we recognise EVs still have their own environmental footprint and a clean environment for future generations is not one in which every person has their own vehicle. It simply isn’t sustainable and causes a huge drain on resources, which isn’t necessary given that nobody is driving their car 100% of the time – about 95% of the time a car is usually parked. It’s about maximising what’s already in circulation. Also, electric vehicles alone aren’t enough, we encourage the use of renewable energy to power them, which we do across our customer base. This comes into play throughout partnerships and the way we communicate with our customers and employees.

Environmental considerations are built into our company constitution, we track and offset our operational carbon footprint, we survey our suppliers and prefer the more sustainable ones when possible. We have employee travel policies encouraging less corporate travel and use sustainable options whenever possible. We have just submitted our B Corp certification, which has helped us align our values with our policies and procedures.

What advice do you have for leaders/organisations who are embarking on their sustainability journey?

  1. Identify what initiatives are aligned with your overall business objectives and mission. It can feel overwhelming to act on a sustainability initiative because there are simply too many to choose from. Once you’ve identified the area that’s most suitable to your long-term vision, whether it is renewable energy, or conservation or other – focus on that one area and eliminate the rest.
  2. Create a framework that will help you survey and understand your current position. You need to understand where you’re at on the map before planning a route. Using a carbon accounting platform could be a good start.
  3. Map out where you want to be but focus on one or two initiatives at most. B Corp assessment has been very helpful for us to create this plan and put it into action. Whether you decide to submit your B Corp application or not (I hope you do), I would recommend looking at the assessment and the framework to help crystalise your sustainability roadmap.
  4. Listen to your team. It is likely that your employees are already aware of many sustainability initiatives available to your business. These could range from government incentives targeted at increasing the uptake of electric vehicles to renewable energy and recycling projects that can help your organisations. They may also be involved in local community groups supporting some of these initiatives.

Cybersecurity salary Australia: How to attract top candidates

Cybersecurity salary Australia: How to attract top candidates

Posted September 19, 2023

If the tech industry is Soccer, then Cybersecurity professionals are the Lionel Messis among us; highly skilled, highly paid and high in demand. If your team is looking to recruit a Messi, then it’s necessary to understand what they’re expecting, pay-wise and benefits-wise. Let’s dive into it.

Cybersecurity salary expectations

According to LinkedIn, among the most in-demand tech skills in 2023 are Data Analysis, Microsoft Azure, Python and, of course, cybersecurity. Although salaries for these professionals are set to continue projecting, let’s take a look into the salary growth of cybersecurity professionals across recent history.

  • Australia: The salary of Australian cybersecurity professionals outpaced the national average, increasing at a yearly rate of 6% per year from 2017-2020.
  • United Kingdom: The average UK cybersecurity salary increased by 12% from 2021 to 2022.
  • United States: Over the span of one year from 2020 to 2021 the US’s cybersecurity workforce saw an average salary increase of 5%.*

To take a look into the specific salaries of cybersecurity professionals in 2023, read through our ‘More Than Money’ salary guide.

More than money: What cybersecurity experts want

A high salary isn’t enough if you want to bring the best on board; attracting and retaining top tech talent requires addressing their specific needs and expectations. To ensure your company stands out in the competitive cybersecurity market, you should consider delivering on what your candidates want:

Prioritising health and wellbeing for cybersecurity professionals

The health and wellbeing of cybersecurity professionals is of utmost importance given the demanding nature of their work — being the steward of their company’s sensitive data is no easy task. Prioritising their wellbeing not only boosts morale but also enhances productivity and job satisfaction. Flexible work arrangements — whether that’s time to pick up the kids, hybrid setups or flexible start and finish times — can be used to promote wellbeing, an employment benefit that’s important to approximately half of cybersecurity professionals. Other health and wellbeing benefits include therapeutic funding, free gym memberships, and ongoing employer-employee collaboration.

Cultivating a cybersecurity-focused company culture and purpose

For cybersecurity professionals, purpose is key. 86% of tech contractors emphasised the importance of connecting to their company’s mission. This desire expands to cybersecurity talent wanting to engage in meaningful work that contributes to the field’s advancement.

A key pillar of a cybersecurity-focused company is collaboration: A study found that 68% of cybersecurity professionals emphasise the importance of employers taking their advice seriously, granting them the space to best protect the company’s sensitive data. A collaborative approach not only helps to drive a company’s mission forward, but also fosters greater engagement among cybersecurity professionals and supercharges their professional development.

Staying competitive in the cybersecurity hiring environment

To stay ahead of the pack, it’s important to keep your Employee Value Proposition (EVP) front and centre throughout the entire recruitment process. Your EVP differentiates you from others, showcasing the unique benefits and rewards that employees can expect by joining your company — after all, you can’t expect to place a Lionel Messi into a role without a little convincing involved.

To attract top cybersecurity professionals, your Employee Value Proposition (EVP) needs to align with their desires. A 2023 global Talent LinkedIn poll, for example, revealed that 95% of respondents preferred either a fully remote or hybrid model of working. Offering a flexible work environment and communicating this to candidates is — more often than not — a necessity.

Sharing your sustainability efforts also matters: Our Talent Sustainability: Awareness to Action insights report revealed that a noteworthy 84% of tech candidates want to work for a company that demonstrates a strong commitment to environmental sustainability. A significant 59% of these candidates consider a company’s dedication to this cause as a determining factor when considering a job offer.

Ultimately, knowledge is power when refining your EVP: our ‘More than Money Salary Guide 2023’ can be valuable for those looking to source top cybersecurity talent by enhancing their Employee Value Proposition (EVP). The guide provides:

  • Comprehensive insights: Real-world insights into the latest salary and benefits trends specific to the tech and digital industries.
  • Understanding of candidate priorities: A deep dive into what tech candidates are looking for beyond salary.
  • A look into market dynamics: Sheds light on the current state of the job market, including the tech skills shortage and changing economic conditions.

Ready to bring top cybersecurity talent onto your team? We can help. Learn more here.


* The data depicted here are averages across the wide spectrum of cybersecurity roles — salary variation can be attributed to the professional’s level of experience, education, certifications and the specific industry or company they work for. Other factors that can influence salary include the regional demand for cybersecurity professionals, the cost of living in a particular location and the overall economic conditions of the country.

Australia’s top 5 in-demand tech skills for 2023

Australia’s top 5 in-demand tech skills for 2023

Posted March 29, 2023

The tech hiring market is changing. Layoffs in big tech companies and an uncertain economy are driving greater caution amongst candidates and employers alike, seeing the intense salary growth of the past few years and rapid pace of hiring begin to plateau.

As a job seeker, you don’t want to let your tech skills age like old software. It’s time to run an update to help you get ahead in this uncertain market. Here are 5 of Australia’s most in-demand tech skills with the greatest opportunities for 2023:

1. Cybersecurity

Cybersecurity is one of the hottest topics this year. With data breaches and cyber hacks on the up, the priority is placed squarely on securing company data. Anthony Whyte, Talent Adelaide Managing Director weighs in:

“As well publicised, there have been numerous critical data breaches over the past 12 months. As a result, cybersecurity is now the number one most talked about topic in most (if not all) company board meetings.”

According to LinkedIn Talent Insights, the number of professionals skilled in cybersecurity in Australia has increased by 30% in the past year, however, demand continues to outweigh supply. Australia needs an additional 7,000 cybersecurity workers over the next two years to make a dent in the skills shortage, which globally sits at a staggering 3.4 million people.

If you want to lead the charge when it comes to innovation and security, skilling up in this space is the way to go. According to Talent Melbourne recruitment expert, Joelle Beaton “2022 demanded that we secure our data in more innovative and sophisticated ways and the focus on data security will only increase again this year”. Bolster your security skills in 2023, and you’ll be in top demand.

2. Data Analysis

Data skills are increasing in importance as companies continue to prioritise evidence-based decision-making and embrace the power of data.

What does this mean for hiring? Talent Brisbane Managing Director, Keith Dixon highlights that “As businesses look to maximise the revenue opportunity within their data, business intelligence and data analytics skills continue to be in high demand.”

Salaries for data roles are also evidence of the strong demand for these skillsets, with positions experiencing 17% salary growth since 2022. If you’re proficient in this space, your skills will hold you in good stead over the next 12 months.

3. Microsoft Azure

Microsoft and cloud computing are coveted skillsets as cloud migration projects continue to sit high on companies’ priority lists. This is evident with forecasted global spending on cloud services estimated to reach over $591 billion in 2023, up 20.7% since last year.

This demand is placing those with the right skillsets in the driver’s seat, seeing salaries increase despite a slowing market.

Alan Dowdall, Talent Sydney Practice Manager shares “We are seeing strong demand and salary growth for people who are coming from the Architecture and Design side of Cloud Infrastructure, more specifically with Microsoft skillsets. Microsoft continues to gain market share in the Cloud space and Power Apps continues to grow, claiming market share in the low code space.”

4. Python (Programming Language)

Software development skillsets continue to be in demand, with Python a key proficiency you should have in your arsenal. It’s seen 22% growth amongst tech professionals since last year according to LinkedIn, however, candidates are still in short supply.

Matthew Munson, Talent Sydney Managing Director shares that although the market is slowing and salaries are plateauing, “Skill sets in high demand and short supply such as Cyber and Software Development have bucked the trend with rates still rising.”

What does that mean for you? If you know your class attributes from your instance attributes, you could be earning the big bucks. Software development salaries have seen 15% growth in the past 12 months, even in this shifting market.

5. Artificial Intelligence

The advent of ChatGPT has emphasised just how pervasive AI technologies are set to become. Those with skills in AI and Machine Learning are only going to grow in demand as investment in AI reaches new heights – global AI spend is forecasted to reach $500 billion in 2023.

The robots can’t do everything though. People power is essential. If you possess skills in this space, you’ll be in a good position for the year ahead and beyond.

Uncover more about what the tech hiring market holds and how you can get ahead this year, in our More Than Money Salary Guide.

For hundreds of tech and digital opportunities suited to you, visit our jobs board.