22/23 Talent Guide - Technology

Talent Guide 2022–2023

Welcome to the 2022/23 Talent Guide When the Talent Guide debuted for the first time in 2018, we had big dreams to create a fresh, unique recruitment resource packed with valuable data for our Talentpath community, but we had no idea the sheer impact it would have on our networks and team. Fast forward five years, an extraordinary alumni of profiled talent, thousands of printed copies distributed and more than 4,000 digital downloads later and it’s almost hard to believe there was a time the Talent Guide didn’t exist. It is such an integral resource to our team, candidates and clients; we couldn’t imagine a world without it. In 2022 we not only celebrate the 5th edition of the Talent Guide, but a remarkable year for the team at Talentpath too.

It takes a village to bring the Talent Guide to life, and it is no secret that we wouldn’t be able to do it without the incredible talent profiled in each division. We want to take this moment to thank each and every person in the Talent Guide who has shared such invaluable advice and captivating career stories that are inspiring to say the least. Showcasing thought-provoking insights is one thing, but to see those statistics reflected in the talent profiles really is something special; Sales & CX talent excel with ample learning opportunities, a warm team environment and flexible working options in addition to a competitive remuneration package, Business Services need to make a difference in their role and feel acknowledged for their contribution, Accounting & Finance thrive on problem solving, a strong leadership structure and hybrid working models, Marketing & Digital search for flexible working locations, a tonne of ongoing development opportunities and creative freedom, Projects & Change seek a diverse team, strong organisational values and transparent and consistent communication, whilst Human Resources value clear career progression, flexible working hours, regular recognition, and a competitive salary. Last but not least, Technology are driven by innovative ideas, flexible working conditions, ample professional development opportunities and financial incentives to reward them for all their hard work.

Every single year the talent market experiences a shift, and two years after the global pandemic struck the past 12 months threw a few more spanners in the recruitment works. Coronavirus hit Australia hard, and at the beginning of the year thousands across the country were feeling the effects, including us. Not long after, we experienced devastating floods across SEQ and the Northern Rivers, a heartbreaking disaster to watch unfold in familiar places we know all too well. But amongst the gloom we found light – international travel is back in full swing, national border closures are no more and we’ve learnt how to tackle Coronavirus to minimise workplace disruption as much as we can. This year has not only tested our resilience, adaptability and drive but has highlighted that we must recruit with care, empathy and dedication as we guide our clients and candidates through the volatility of the market.

With a golden glimmer and countless pages of insights & stories, we hope you enjoy the 5th Edition of the Talent Guide as much as our small but mighty team loved bringing it together. Did we also mention a centerfold feature this year? It really is a Talent Guide full of surprises, you’ll have to read it to see what the excitement is all about.

In what has been a turbulent year for the nation, we as recruiters have felt the impact on the frontline. These events have presented an opportunity to be innovative and resourceful for our clients in a time of need. We’re in the business of talent acquisition, but this year we’ve spent a lot of time working closely with clients on retention strategies as the war for talent continues. If this year has taught us anything, it’s that people are more purpose-driven than ever before and that a personalised approach to flexibility, learning & development and incentivisation in addition to a competitive salary are non-negotiables for hiring in 2022 and 2023.

Sincerely, Jody Fazldeen and Dionne Sharp Directors at Talentpath

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As always, we are fascinated and excited by the insights from our nationwide Talent Guide survey. We bring into focus the emerging trends that will define what drives talent in 2023, as well as drill down into the nitty-gritty statistics around diversity, motivational drivers, benefit expectations and more. You’ll notice a few extra pages to make way for the new kids on the block. Drum roll please...welcome Projects & Change and Technology to the 22/23 Talent Guide! As our service offering expands, so does our Talent Guide. Expect some seriously impressive talent profiles and intriguing insights to kick-off their debut.

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STORIES

Survey Insights–All respondents 52% of respondents expect to change jobs in the next year 30% 56% males vs 46% of females expect to change jobs in the next 12 months

Only 40% of Gen Z expect to stay in the same role over the next 12 months

43% of respondents strongly agree their workplace is inclusive and respectful of people from different cultures, backgrounds and abilities

are currently job hunting

54% of respondents who identify as Aboriginal, or Torres Strait Islander strongly agree

45% of respondents who identify as having a disability strongly agree

More females feel their company enables them to balance their work and professional life compared to males

29% of respondents strongly agree they have shared values with their organisation

43% of respondents strongly agree they know how the work they are doing contributes to their organisation’s success

Of those that strongly agree with this statement, 45% expect to change jobs in the next year

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Of those that strongly disagree with this statement, 83% expect to change jobs in the next year

Talent Guide 2022/23 | Insights—All Respondents

Of those that strongly agree with this statement, 43% expect to change jobs in the next year

Of those that strongly disagree with this statement, 81% expect to change jobs in the next year

40% of respondents strongly agree they feel included, respected and safe to be their authentic self in their workplace

30% of respondents who identify as LGBTQIA+ strongly agree

46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree

42% of respondents who identify as having a disability strongly agree

64%

What could employers do to improve their recruitment processes?

of respondents say flexible working hours would enable them to perform at their best

“Employers should keep the candidate in the loop and be transparent about the recruitment process and, most importantly, must share the feedback and result of the interview in a defined timeline.”

45%

Business Development Manager

of respondents say flexible work locations would enable them to perform at their best

“Be more open and honest about the highs and lows, the team, the workplace flexibility, and the responsibilities.”

24%

Marketing Coordinator

of respondents say regular mental health days would enable them to perform at their best

“Include team members in the recruitment process that are not just the senior leaders.”

15%

“Clear and continuous communication with new employees in their onboarding processes.”

Partner

Recruitment & Onboarding Coordinator

of respondents say working in the office would enable them to perform at their best

What words would you use to describe a desirable workplace culture:

most mentioned words

Inclusive fun flexible supportive friendly positive respectful trust collaborative safe understanding professional diverse

Women are twice more likely than men to be attracted to health & wellbeing initiatives 5

The most common top 3 factors that are more important than salary

1 3

Flexible hours

2

Gen Z

Gen Y

Flexible locations

Flexible hours

Flexible hours

Flexible locations

Health & wellbeing initiatives

Professional development

Gen X

Baby Boomers

Flexible hours

Flexible locations

Flexible locations

Flexible hours

Flexible locations

Professional development & training programs

37% of respondents last year said salary was in their top three attractions to a role

Professional development

WHAT IS THE NUMBER ONE FACTOR THAT WOULD ATTRACT YOU TO A NEW ROLE: Salary

This year it is back up to 57%, which was the same as the 20/21 Talent Guide

Promotion

Job security

Men are twice as likely to think conferences, volunteering opportunities and social clubs have the biggest impact on company culture.

WHAT DO YOU THINK HAS THE BIGGEST IMPACT ON COMPANY CULTURE?

Ongoing learning and development

Team building activities

Regular communication and visibility from executives and management

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Talent Guide 2022/23 | Insights—All Respondents

Most common top 3 factors that would attract you to a new organisation?

1

Culture

2

Employee benefits

3

MALE

FEMALE

Culture

Culture

Employee benefits

Values alignment

Stability

Employee benefits

Stability

WHAT WERE THE CONTRIBUTING FACTORS FOR LEAVING YOUR LAST ROLE?

19% of respondents left their last role because of their direct manager/s

28%

1

Feeling unfulfilled

3

Lack of career progression

2

Salary

4

Culture

Last year Role Responsibilities tied first for women when asked what attracted them to their current role this year it came tenth when asked what would attract them to their next role

of respondents were referred to their current role by a friend, family member or colleague

24% of respondents strongly agree that their most recent interview process was inspiring, personal and thorough

11% of respondents don’t know what their organisation’s values are 7

What does offering flexibility mean to you?

“Focusing on output/deadlines rather than days and hours. Being able to tailor how I complete my work in terms of location and timing.”

Top attractions to a role MALE

FEMALE

Salary

Salary

Job Security

Flexible working

Clear potential for progression

Job security

Financial Controller

60% of females ranked salary in their top 3 attractions to a role, compared to 52% of males

“I can balance my career and personal life therefore allowing me to be more successful in both. It also allows me to enjoy my work more as I have more autonomy. I feel valued when I’m supported in a flexible work arrangement.”

Recruiter “Providing one with increased freedom in performing their duties, while still holding them accountable for performance (results on target, on budget and on time).”

Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week.”

Administration Assistant

What does diversity and inclusion in the workplace mean to you?

To be fulfilled in my work, from my leaders I need:

most mentioned words

Support trust respect understanding recognition communication guidance autonomy feedback honesty transparency direction encouragement

“Diversity of thought that enables innovation and creative human centric design solutions and the feeling of being valued and respected.”

People Experience Business Partner “Diversity is working with people from all backgrounds and all levels of education and mindsets. Inclusion is creating a workplace where everyone feels like a family and can voice their opinion and be heard.”

Purchasing and Inventory Controller “An environment where bias is challenged in a respectful way; processes and procedures that are not only inclusive but involve minority groups in their feedback and development.”

Recruiter

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Talent Guide 2022/23 | Insights—All Respondents

61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role

71% of males believe 4+ years is the ideal amount of time to have valuable tenure compared to 54% of females.

How do you like to be rewarded for your work?

1

Salary raise

2

Bonus or financial reward

3

Verbal one on one recognition

58% of respondents have directly negotiated with a prospective employer during the salary offer process

Male 62%

4

Promotion

Female 56%

WHAT ARE COMPANIES CURRENTLY DOING TO FOSTER COMPANY CULTURE?

Number 1 attraction to a new role by work type: Full time Promotion

Team building activities Part time Celebrating employee anniversaries, promotions and birthdays

Flexible working

Temp/Contract Awards and recognition

36% of respondents strongly agree their company enables them to balance their work and personal life

Salary

37% of respondents are highly likely to recommend their current employer to a friend or relative 9

48% of Technology talent say that 6+ years is the ideal time to have valuable tenure in a role, making them the most loyal

Technology For the first time in Talent Guide history, we are excited to welcome Technology to the division line-up. There is more to your Technology talent than meets the eye and if you can tap into their creative minds, quick-thinking practicality and incredible ability to learn new digital languages on the regular you’re guaranteed to see your organisation excel. Despite stereotypes, Technology people are some of the most genuine, open, collaborative and creative people you’ll ever meet.

Keep them engaged with innovative ideas, flexible working conditions, ample professional development opportunities and financial incentives to reward them for all their hard work.

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Talent Guide 2022/23 | Technology

65% of Technology talent have directly negotiated with a prospective employer during a salary offer process

FEMALES

Culture

Culture

Stability

Senior leadership / executive team

Brand reputation

Innovation

75% of Technology talent expect to change jobs in the next year with 43% currently job hunting

Flexible hours

10%

Working in the office

26%

Flexible locations

67%

1

Flexible locations

2

Flexible hours

3

Professional development and training programs

4

Technology

TOP CONTRIBUTING FACTORS FOR TECHNOLOGY TALENT LEAVING THEIR LAST ROLE

1

Salary

3

COVID-19 related redundancy

What working schedule would enable Technology talent to perform at their best?

52%

FEMALES

65%

MORE THAN MONEY:

The number one attraction to a new organisation for Technology talent: MALES

MALES

2

Feeling unfulfilled

Females are over three times more likely to leave a role due to the lack of flexibility 49

Reward How do Technology talent like to be rewarded for their work?

1. Bonus or financial reward

2. Salary raise

3. Promotion

Salary Guide SALES

BRISBANE

SYDNEY

MELBOURNE

VP of Sales

$260 - 400k+

$260 - 400k+

$260 - 400k+

Head of Sales

$150 - 250k

$150 - 250k

$150 - 250k

Sales Director

$175 - 280k

$175 - 280k

$175 - 280k

Account Director / Manager / Executive

$140 - 210k

$155 - 220k+

$150 - 215k+

Business Development Manager / Executive

$140 - 210k

$155 - 220k+

$150 - 215k+

Alliance, Channel & Partner Director / Manager

$140 - 210k

$155 - 220k+

$150 - 215k+

BDR / SDR / Inside Sales

$70 - 95k

$85 - 105k+

$80 - 100k+

Customer Success Manager

$90 - 120k

$100 - 135k+

$95 - 130k+

CIO - Chief Information Officer

$160 - 270k+

$160 - 300k+

$160 - 300k+

CTO - Chief Technology Officer

$160 - 300k

$160 - 300k+

$160 - 300k+

Director of Technology

$135 - 200k

$135 - 200k+

$135 - 200k

IT Director

$135 - 200k

$135 - 200k+

$135 - 200k

Consultant

$95 - 140k

$110 - 155k

$105 - 150k

Solutions Architect

$120 - 180k

$130 - 190k

$125 - 185k

System / Sales Engineer

$85 - 150k

$95 - 160k

$90 - 155k

Software Engineer

$80 - 150k

$90 - 160k

$85 - 155k

Technical Account Manager

$90 - 210k

$100 - 210k+

$95 - 210k+

Developer

$100 - 160k

$110 - 170k

$105 - 165k

TECHNICAL

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Talent Guide 2022/23 | Technology

Career Path Project Manager

Social Impact Project Manager

Investor

Advisor and Investor Software Manager Investor

CEO & Head of Product

Can you give me a brief overview of your journey to becoming CEO & Head of Product at Conpago?

What does supporting diversity and inclusion look like to you in the workplace?

Conpago started off as part of a research project at QUT on how to combat isolation in older Australians. We began with a hardware device to help isolated elderly people feel connected to real people and supported when they need it. Conpago has gone through a journey to find out what the market wants and after user testing, we realised hardware wasn’t the route for us, so we changed to a software solution instead. In the start-up world you must be agile, and whilst we’re shifting our focus slightly our mission remains the same. Conpago has moved into the care sector and now we’re purely a B2B business across aged care and retirement organisations, with plans to extend into NDIS.

Diversity and inclusion are not just about race and background (although we are fully inclusive here at Conpago), it’s about respecting and supporting everyone's responsibilities and life situations the best you can.

Some people prefer working from home to look after children or for their mental health, and others enjoy working best in an office environment five days a week. As the CEO, implementing a flexible work policy was a bit daunting at first, but we’ve seen an increase in employee happiness and productivity, so it has definitely been worth it.

A tech start-up isn’t for the faint hearted, and one of the biggest challenges for us is introducing a technology product that is easy enough for elderly people to pick up and use. I was elected to become CEO & Head of Product by the Executive Board two years ago, and prior to that I was a Product Manager. It’s a tough gig being a CEO, but very rewarding too.

I come from a project management background which has proven to be a great skillset to have under my belt. Regardless of the industry you’re in, the ability to project manage always prevails.

I’ve always loved the technology space but haven’t had any previous tech experience, so I took it upon myself to soak up as much as possible on the job. Every day presents a new learning opportunity, in the start-up world you never stop learning!

What do you enjoy most about working in the technology start-up space?

As the founder I'm pouring every single bit of myself into this company, but I understand that my employees' motivations won’t be the same, and that is more than fine. What is important to me is knowing that each employee has a sense of ownership in their role, because in the end a CEO is only as good as their team. We’re going on this journey together.

What is your best advice for someone wanting to start a career in technology and the start-up space?

The best advice I’ve received for the tech start-up space is to work on agile systems and pick a tech stack carefully if you want to scale with the team and resources you have. In addition to this, mentors have told me time and time again to ‘hire smart’. It’s something I’ve only recently started to understand being CEO. Wherever you are on your journey, it’s important to know that the people you hire are invested in the business. In saying this, take advice from elders and mentors with a grain of salt! In the end you are the only one in control of the decisions you make.

The tech start-up world is continuously changing and improving. It’s a very exciting industry to be involved in. At Conpago, we’ve built a great environment and company culture that is open and flexible. That’s what I love about start-ups – the culture is very fluid and is fueled by our team.

Another exciting part of a start-up is being able to act on opportunities fast.

There is no red tape when it comes to getting things approved or through management, so you can achieve some amazing things really quickly.

Ali Galadari CEO & Head of Product at Conpago

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Career Path Senior Software Engineer

Engineering Manager

Director of Engineering

Can you give me a brief overview of your journey to where you are today?

I never had grand plans to become a Vice President of Engineering, I just liked coding a lot! The beginning of my journey actually began in a kitchen. I started a chef apprenticeship straight out of high school but about halfway through I had a realisation that I didn’t want to pursue it long-term.

Alongside guidance from a mentor, I started to ask myself what I loved doing as a kid and believe it or not, one of my hobbies was writing basic computer games! I really enjoyed doing something creative and loved being able to create things that people can use. Yes, you created delicious food as a Chef, but after the food is eaten it’s gone. Technology allows you to create something with long-lasting impact.

I entered university as a mature-age student studying a bachelor of IT. At the time, studying opened a world of possibilities. By chance, we had a company host a seminar on an undergraduate program where you were paired with an IT business for work experience whilst completing your degree. I applied, got an offer, and accepted a graduate role in Government, relocating to Canberra shortly after. The weather in Brisbane is hard to beat, and after spending a bit of time in Government I built up a network of connections that eventually helped me find a role in Brisbane.

I continued to grow my career, moving from very hands on positions to senior positions and then eventually into leadership. People in technology commonly move into management after working their way up, but like any leadership role you need a high level of people skills to excel. Whether someone in my team chose to go down a leadership path or wanted to further their technical skills – I'm very supportive and passionate about creating a clear pathway for those in tech.

At Skedulo we work with external academies and learning houses to provide a foot in the door for not only young people starting out in their careers, but mature students like myself who have decided to make a career switch. I started at Skedulo when we were a small team of six, and I’ve grown with the company organically. The challenges that come with a growing company push me through my career, and I love that.

Senior Director of Engineering

Vice President of Engineering

What do you enjoy most about working in the tech space?

It’s different for everyone. As cliché as it is, I read a Simon Sinek’s book about finding your ‘why’. Looking inwards, I found that being able to help and see others succeed is my ‘why’. What I get excited about in my role is creating a work environment that sets my team up for success.

What is your best advice for someone wanting to start a career in technology?

Take this with a grain of salt, but in 2022 I don’t think you need a university degree to succeed in tech. Skedulo doesn’t place a huge emphasis on a degree, especially as the content hasn’t really changed much from when I was studying more than 15 years ago. Bootcamps and short courses are probably going to benefit you more than a 4 year degree, purely because you get more of a feel for what working in tech is like. If you’re fresh out of high school, I recommend giving a short course a go before jumping straight into university.

Also, there are so many online learning courses these days! I taught myself how to build Flutter mobile apps through an online course.

Upskilling and self-learning in your own time shows you have passion, which is important in tech.

How do you believe people should be rewarded and recognised in your workplace?

We spent a lot of time workshopping this at Skedulo recently. It seems obvious but we started by asking our team how they liked to be recognised. What was interesting was yes, some people liked to be recognised publicly and others didn’t, but we found out that our team wanted peer-to-peer recognition more than anything else. Our solution was to create a framework within our team messaging app to give recognition to their peers every week. We’re seeing a lot more acknowledgement and recognition, which also means more conversations about all the great things people are doing. Before, it was up to a manager to start the momentum, but now it’s the group pushing it forward which is more important to our team anyway.

Russell Adcock Vice President of Engineering at Skedulo

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Talent Guide 2022/23 | Technology

Matthew Cooke Career Path Java Analyst Programmer

Analyst Programmer

C++ Analyst Programmer

C++ Senior Software Developer

C#.NET Developer

Senior Analyst

Senior Software Engineer

Developer

Bengt Hedberg Career Path Senior Analyst Programmer

Principal Gaming Analyst

Can you give me a brief overview of your career journey so far?

Bengt: My journey started before the web existed! After completing a university degree in technology fresh out of school in Sweden, I worked in various tech roles within the travel industry. I made the move to Australia in the late 90s at a time when tech was booming. I was fortunate to work in a diverse range of industries, meeting Matt along the way. We’ve now worked together at a few organisations (including my current role), so you could say we get along!

Matt: Back in England I completed high school and headed straight into the family engineering business. Living close to London and being interested in finance, I had a vision of being a Stockbroker, so I got my foot in the door running errands before working my way up to an Admin role. Before I could progress any further, I was made redundant due to the stock market crash in the late 80s. At a crossroads, I went back to college to study computers. I studied whilst working for the family business for a while, but it wasn’t until I was 27 that I took tech seriously. 20 years later and I haven’t looked back since.

What skills do you think are important to have in tech?

Matt: I’ve learned a hell of a lot from so many clever people in the tech space. It's a very challenging job for me, so when you meet someone that is really good, you want to learn and absorb as much knowledge as possible.

It’s not often that I’m nice to Bengt (laughs), but I consider him to be one of those people. I like to bounce ideas off him and it's easy to collaborate with him. Although programmers aren’t known for their communication skills, tech people are actually quite modest and normal people.

What do you love most about working in tech?

Matt: For me it’s the challenge. Coding is one of those skills where if you stop doing it, you forget it. It means I’m always pushing myself to become better each and every day. Even though I’ve been in this industry for 20 or so years, it’s never boring and I’m always learning.

Bengt: Personally, it’s seeing something I’ve created come to fruition.

I get a thrill seeing things I’ve made come to life and used by a business or end users. I also enjoy constantly learning. If you don’t like learning, you probably shouldn’t be in tech.

What does a fulfilling professional life look like to you?

Matt: The freedom to practice and learn new things. Obviously you have responsibilities to your role, but what I love about working at Minor DKL is that they provide us we freedom to try new things. A fulfilling professional life is not necessarily about money, it’s the learning opportunities and working in an environment where you’re encouraged to better yourself and be challenged.

Bengt: I agree. As a Developer, being in the zone is really important to be productive, but realistically you don’t feel this way 9-5 every day.

Having trust and autonomy to be able to work to your best schedule will produce the best outcomes. Micromanaging never works, especially in the case of Developers!

Bengt: I’d say the same about Matt, we’re a great team together, and collaboration is very important when you’re a developer so being able to find people that you gel with is really important. I’ll also say that you wouldn’t be good a developer if you didn't have soft skills! Being able to communicate effectively and understanding briefs make your life as a developer ten times easier.

Matthew Cooke & Bengt Hedberg Developers at Minor DKL

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We have left this page blank just for you. Please use this space to reflect on what’s important to you in the workplace using the insights, quotes and learnings from the Talent Guide. Here’s some questions to consider….

— How do you like to be rewarded for your work?

— What is more important to you than salary?

— What do you need from your leaders to be fulfilled in your work?

— What makes an organisation stand out to you?

If you wish to compare notes, share insights that inspired you, or reflect on what’s most important to you in your career, we’re only a phone call away! 1300 768 358

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Talent Guide 2022/23 | Notes

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