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Message 01HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT2025 REPORTEMPLOYMENT AND SALARY TRENDSHire quality talent, fast

02HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT2024 & 2022 RCSA Large Outstanding Recruitment Agency Winner2024 RCSA Excellence in Client Service Winner – New Zealand2024 RCSA Excellence in Candidate Care Winner – Australia2024 REC Shared Services Team of the Year – United Kingdom 2023 SEEK SARA Candidate Experience Winner – Australia & New Zealand20 YEARS RECRUITING EXCELLENCE130,000 candidate interviews4,700,000 website visitors every year8,000,000 impressions through our TOPDOG campaign900,000 social media lives views80,000 social media followers34,600 permanent roles taken4,500 contract roles taken60,000 temporary roles taken1,500,000 candidate resumes in our databaseRecruitment activity since inception

03HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT 2025 CONTENTS "After the buoyant market of 2022, uncertainty loomed over 2023, and 2024 proved challenging for Australia, with job advertising down across most industries. The recruitment landscape shifted, with job seekers losing leverage while employers navigated cost pressures and worked to maintain their appeal as a top employer. This year's report delves into recruitment trends, evolving job seeker expectations, and provides remuneration insights, offering a current overview of salary trends to support your hiring strategies." Mark Smith, Chair - people2people groupAbout this report 220 years recruiting excellence2025 contentsAbout our recruitment groupGiving back to communitiesRecruitment servicesOutsourced HR services234567Recruitment in 2025 16The hiring speed equationWhy employees quitSalary and employee benets What matters to employeesReturn to the ofceIndustry experts outlook Gen Z's at workMillennials at workGen X's at workBaby Boomers at work16171820212224252627Salaries and trends 28Accounting & FinanceBusiness SupportGovernmentHuman ResourcesLegalMarketing & DigitalPropertySalesSupply ChainTechnology28343842465054586268Labour market analysis 8Survey methodologyGlobal workplace trends National trendsState trendsNew Zealand trendsUnited Kingdom trends8910121415

04HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTWE IDENTIFY POTENTIAL TODAY TO BUILD THE BUSINESSES AND CAREERS OF TOMORROWOperating for 20 years across Australia, New Zealand, and the United Kingdom, people2people, Frog Recruitment and Edge Recruitment are award-winning recruitment experts and HR solutions providers. We base our relationships on longevity: our client and candidate Net Promoter Scores are over 90%, and 40% of our staff have been working with us for more than ve years. Our specialised teams achieve exceptional results through tailored services to meet your unique market requirements. We hire quality talent fast, whilst supporting our communities.Let us help you. Contact our team and start recruiting today.GROUP EXPANSION2005 Foundation of people2people2011 New ofce in Chatswood 2012 New ofce in Brisbane 2015 New ofces in Melbourne and Parramatta2018 New ofces in Perth and Auckland2019 New ofce in Adelaide and acquisition of Frog Recruitment2021 New ofce in Wellington2022 UK expansion with new ofce in London2023 Partnership with Edge RecruitmentMOST RECENT INDUSTRY AWARDS2024 RCSA Large Outstanding Agency AUS RCSA Excellence in Candidate Care AUS RCSA Excellence in Client Service NZ REC Shared Services Team of the Year UK2023 RCSA Excellence in Client Service AUS & NZ RCSA Excellence in Candidate Care AUS & NZ SEEK Sara Candidate Experience AUS & NZ2022 RCSA Excellence in Candidate Care RCSA Large Outstanding Agency TIARA Excellence in Client Service2021 TIARA Excellence in Client Service2020 TIARA Candidate Experience2019 RI Growth Company of the Year2017 RI Growth Company of the Year2016 RI Growth Company of the Year

05HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTGIVING BACK TO OUR COMMUNITIESOur business approach reects not just our commitment to recruitment but also our dedication to making a lasting impact on the world around us. Our giving-back strategy focuses on three key pillars: Sustainability, Inclusion, and Education.Don't miss out on our annual fundraiser for mental health: TOPDOG.In 2015, as part of our ongoing research into company culture, our NZ branch discovered studies on the positive effects of dogs in the workplace. Benets included enhanced workplace culture, lower absenteeism, lower stress levels and increased collaboration. In 2025, our 10th annual TOPDOG campaign will raise money for local mental health charities.SUSTAINABILITYIn 2023, we introduced processes to measure and mitigate our carbon footprint by planting native trees, locally. This investment ensures our emissions stay below industry averages.INCLUSIONSince 2022, we’ve donated monthly to charities chosen by our clients and candidates. For over four years, we’ve also sponsored initiatives supporting mental health, veterans, and LGBTQIA+ communities.EDUCATIONWe invest in the future of recruitment. One of our Directors played a key role in developing Australia’s rst Major and Postgraduate Certicate in Recruitment with the RCSA. We also support the RCSA by mentoring aspiring leaders.Assess your company's carbon emissions today.Learn more about our TOPDOG campaign.

06HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT SERVICESSpecialist RecruitmentOur recruitment services cover Accounting & Finance, Business Support, Early Childhood Education, Executive, Government, Human Resources, Legal, Marketing & Digital, Property, Sales, Supply Chain Management, and Technology.Executive SearchPartnering with SMEs and top-tier rms alike, our experienced recruiters offer detailed and tailored solutions to identify and secure leadership talent across our specialisations, facilitating our clients' organisational success and fostering sustainable growth. Bulk RecruitmentStarting with a personalised recruitment plan, and led by your account manager, we utilise our extensive networks, targeted marketing and sourcing methods, latest technologies, and scalable evaluation criteria, to ensure a top candidate experience and quality hiring while managing volume. Skill Testing and Added ValueOur supplementary services include skill assessments such as typing test, attention-to-detail and accuracy tests, and MS Ofce Skills test. We also present key market trends and career insights across Facebook, Instagram, LinkedIn, Twitter and YouTube with our webinars, and on our social media Lives every Friday.

07HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTOUTSOURCED HR SOLUTIONSOutsourced Payroll SolutionsOutsourcing payroll is a scalable and efcient payroll solution for businesses of all sizes, including large enterprises and small businesses, by handling complex workforce needs, offering process improvements, standardisation, automation, and extended payroll services, as well as standard and custom reporting.Learn more about our outsourced HR servicesRecruitment Process Outsourcing (RPO)This solution offers additional resources for your in-house recruitment team, to assist in managing the internal recruitment process and any necessary agency partners. Our "unbundled" approach lets you select the specic parts of the recruitment or HR process you need assistance with, and you only pay for the services you choose.Contractor Management Outsourcing (CMO)This service offers a streamlined process, ensuring consistency in every aspect, from contracts and onboarding to compliance and payments. This gives organisations condence that their contingent workforce is effectively managed while retaining the freedom to engage various suppliers and contractors. Career Transition and OutplacementProactive career development and career transition has a profound inuence on employee engagement, reputation management and employee wellbeing. Investing in career transitioning and outplacement services for departing or transitioning employees is a smart strategic decision, when done right.

08HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSURVEY METHODOLOGYNow in its thirteenth iteration, our employment and salary report investigates the evolution of workplaces across Australia, New Zealand, and the United Kingdom. The people2people, Frog Recruitment, and Edge Recruitment teams survey job seekers, employees, and employers year-round to identify emerging workplace trends.1,150Employers representing over 10 million people shared their views on talent strategies and salaries2,300Job seekers answered questions around career plans, work expectations, and priorities10,000Employees were surveyed on a range of workplace subjects impacting their work life and careerOur teams utilised years of experience in their own specialisations and markets, as well as the most up-to-date tools and databases available, to complete the salary tables and provide you with the most accurate salary ranges for the roles covered in our market report.EMPLOYER SURVEY RESPONDENTS> 1,000 staff 23%250-999 staff 20%50-249 staff 30%10-49 staff 20%< 10 staff 7%29% C-suite Executives49% Managers7% Team Leaders15% Employees

09HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTGLOBAL WORKPLACE TRENDSLABOUR MOBILITY3.3 %3.3% projected productivity for both 2025 and 2026, below the historical average of 3.7% (2000-19)PRODUCTIVITYStay updated with the latest visa changes.Learn more about labour mobility in other countries.National visa breakdown464,000 temporary visa holders91,000 permanent visa holders51,000 NZ citizens2016 2018600,000400,000200,0002020 2022445,000Australian net overseas migration2024Source: ABS, 2025Source: ABS 2025, Overseas migrant arrivals - visa groupsVery willing 19%Willing 14%Neutral 26%Not willing 41%Employers' willingness to sponsor overseas workersThe Australian government forecasts net overseas migration to reach 340,000 in 2025, a 24% decline. Combined with current skill shortages, this may explain the 6% increase in employers willing to sponsor overseas workers.20 %of employees in a temporary, contract, part-time or casual role in 2025, reecting a slow shift towards exible employment modelsTEMP AND CONTRACT25 %1 in 4 people expected to be working remotely from anywhere by 2030 according to the World Economic ForumREMOTE WORK DEBATE +15 %up to a 15% increase in part-time roles globally, driven by the rise of work-from-home and remote work optionsRISE OF PART TIME WORK63 %of businesses found great value in the 4-day work week in order to attract and retain talent, along with a productivity jumpFOUR-DAY WORK WEEK

10HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTAUSTRALIA2024 RCSA Outstanding Large Agency Winner2024 RCSA Excellence in Candidate Care Winner2023 RCSA Excellence in Client Service Winner 2023 RCSA Excellence in Candidate Care Winner 2023 SEEK SARA Candidate Experience Winner Explore our regional market updates.Ben Wheeler QLD Managing DirectorCatherine Kennedy NSW Managing DirectorMary Savova VIC Acting Branch ManagerKim Padmore WA Managing DirectorPeta Seaman SA Managing DirectorHIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT

11HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT2025 AUSTRALIAN LABOUR MARKETJob ad change-11 %Applicationincrease+22 %JOB VACANCY NUMBERSUNEMPLOYMENT RATESource: ABS, 2025SALARY INCREASES Private sector Public sector Annual ination 2010 2012 2014 2016 202020181%2%3%4%5%2022 20242016 20182020 2022 20245 %0 %4.23.27.6300,0002012 2014 2016 2018 2020 2022 2024JOB SEEKER CONFIDENCE INDEXCondence in nding talent (1=not condent; 10=condent)Condence in nding a job (1=not condent; 10=condent)1 51054%-8% yoyHIRING CONFIDENCE INDEX1 51063%-4% yoy2.4% ination+3.3% private wages+3.2% public wages83% business condence225,000200,000

12HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTREGIONAL TRENDSWestern AustraliaSouth AustraliaCompetition for talent 26%Overseas applications 20%Irrelevant applications 19%Candidate ghosting 16%TOP 5 HIRING CHALLENGESJob offer negotiations 14%Irrelevant applications 25%Competition for talent 21%Overseas applications 16%Decrease in applications 12%TOP 5 HIRING CHALLENGESCandidate unreliability 11%73% active job seekers21% passive job seekers2% hesitant job seekers4% inactive job seekersJOB SEEKER SENTIMENT-12.9% job ad change3.5% unemployment +2.1% public wages+3.5% private wages67% active job seekers29% passive job seekers2% hesitant job seekers2% inactive job seekersJOB SEEKER SENTIMENT-2.6% job ad change4.1% unemployment +3.2% public wages+3.0% private wagesPercentages on job ad changes and public and private wage increases represent the annual change (Source: ABS, February 2025)

13HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTQueenslandNew South WalesVictoriaIrrelevant applications 26%Overseas applications 21%Competition for talent 18%Candidate unreliability 15%TOP 5 HIRING CHALLENGESCandidate ghosting 12%Irrelevant applications 25%Competition for talent 18%Candidate unreliability 14%Overseas applications 13%TOP 5 HIRING CHALLENGESJob offer negotiations 9%Competition for talent 23%Irrelevant applications 19%Overseas applications 14%Decrease in applications 12%TOP 5 HIRING CHALLENGESCandidate unreliability 11%72% active job seekers24% passive job seekers1% hesitant job seekers3% inactive job seekersJOB SEEKER SENTIMENT-4.2% job ad change3.9% unemployment +4.3% public wages+3.4% private wages79% active job seekers18% passive job seekers1% hesitant job seekers2% inactive job seekersJOB SEEKER SENTIMENT-10.4% job ad change3.9% unemployment +1.8% public wages+3.2% private wages77% active job seekers20% passive job seekers1% hesitant job seekers2% inactive job seekersJOB SEEKER SENTIMENT-17.0% job ad change4.6% unemployment +2.9% public wages+3.3% private wages

14HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT2025 NZ LABOUR MARKETJob ad change-27 %Application increase+20 %JOB VACANCY NUMBERS 2016UNEMPLOYMENT RATE20182020 2022 20244 %5.10 %5.23.21 510JOB SEEKER CONFIDENCE INDEXCondence in nding talent (1=not condent, 10=condent)Condence in nding a job (1=not condent, 10=condent)1 51051%-12% yoy60%-20% yoy200300Source: Stats NZ, 2025. Job vacancies reect All Vacancies Index (100 = First 2010 Quarter).2012 2014 2016 2018 2020 2022 2024HIRING CONFIDENCE INDEXSALARY INCREASES Private sector Public sector Annual ination 2010 2012 2014 2016 202020181%2%3%4%5%202220241302.2% ination+3.0% private wages+4.5% public wages71% business condence

15HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT2025 UK LABOUR MARKETJob ad change-14 %Application increase+22 %JOB VACANCY NUMBERSUNEMPLOYMENT RATEJOB SEEKER CONFIDENCE INDEXCondence in nding talent (1=not condent; 10=condent)Condence in nding a job (1=not condent; 10=condent)Source: Migration Observatory, University of Oxford, 2025HIRING CONFIDENCE INDEXSALARY INCREASES Private sector Public sector Annual ination 2010 2012 2014 2016 20202018-5%0%5%10%15%202220242016 20182020 2022 20246 %4.40 %5.33.61,250,0002012 2014 2016 2018 2020 2022 20241 51051%-7% yoy1 51052%-6% yoy3.9% ination+6.2% private wages+4.7% public wages68% business condence812,000750,000

16HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT THE HIRING SPEED EQUATIONStaff turnover is costly—not just in time and money, but also in training and lost productivity for the team affected by a resignation.SLOW HIRING PROCESS = HIGHER HIRING COST + LOST CANDIDATES + LOST PRODUCTIVITY + PROJECT DELAYS + EXTRA TEAM WORKLOAD + OVERTIME COSTFor mid- to senior-level roles, the cost of losing an employee can reach over $50,000. 42 %of hiring managers have lost candidates due to speed in 2025 (-9% from 2024)64 %of job seekers are at least engaged in 2 and 3 hiring processes simultaneouslySTANDARD PERMANENT RECRUITMENT PROCESS52% of job seekers nd a recruitment process longer than two weeks too slow, yet the average hiring time is 1.5 months for permanent roles and 3 weeks for temporary or contract roles.HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTLess than a month 10%1 month 29%2 months 46%3+ months 15%STANDARD TEMP/CONTRACT RECRUITMENT PROCESSLess than a week 15%Less than 2 weeks 40%Less than a month 33%More than a month 12%

17HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTWHY EMPLOYEES QUITSHORT-TERM SOLUTION TO STAFF TURNOVER: TEMP AND CONTRACT RECRUITMENT61% of employers have hired someone temp-to-perm in the last 12 months (+9% year-on-year)With only 33% of the workforce open to temp or contract work out of necessity, attracting quality temp workers requires a stronger value proposition, such as higher hourly rates and better benets. Notably, 63% of temp workers remain on assignments for more than a month, highlighting the importance of competitive offers.TOP REASONS TO HIRE TEMP AND CONTRACT WORKERSProject work 27%Covering leave 25%Seasonal work/Peak times 20%Filling immediate needs 19%Skill gap(s) in the team 10%42% of assignments last 1-2 months, while 37% are shorter, and 21% extend beyond 3 months56% of employers offer hourly rates above market levels to attract temporary workersWhy employees quit, according to job seekersWhy employees quit, according to employersInsufcient exibility 17% vs 11% Lack of career opportunities 58% vs 38%Lack of worklife balance 26% vs 16%Limited employee benets 14% vs 9%Management issues 18% vs 18%Uncompetitive salary package 15% vs 27%Stressful work conditions 20% vs 22%Poor recognition and rewards 17% vs 11%Non supportive company culture 16% vs 4%Mismatch between job and employer's expectations 11% vs 36%In 2024, talent retention focused heavily on pay increases and development opportunities. By 2025, this approach has broadened, with greater emphasis on recognition, wellbeing, and workplace culture. Companies are now balancing nancial incentives with long-term engagement and support. TALENT ATTRACTION AND RETENTION STRATEGIES OVER THE PAST 12 MONTHSAdditional training 54%Better employee recognition 42%Increased base pay 41%Enhanced wellbeing support 37%New work arrangements 28%Lateral promotions 15%Strengthened DEI initiatives 11%Increased annual leave 6%Increased variable pay 5%

18HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTECONOMIC FACTORS INFLUENCING SALARY AND BONUS PLANNING 34 %of job seekers are satised with their salary (down 6% from 2024)17 %of job seekers say their salary isn't in line with market levels (down 5% from 2024)49 %of job seekers say their salary doesn't reect their performance or workload (up 16% since 2024)SALARY AND BONUS STRATEGY2024 bonuses were primarily based on individual performance (70%) and company performance (66%). Achievement of specic goals or KPIs (44%) also played a role, though to a lesser extent than overall performance metrics. Managerial discretion (34%) and team performance (26%) had the least impact.BONUS PAID IN 2024 - PERCENTAGE OF BASE SALARYMOST COMMON FINANCIAL BONUSES OFFERED64% of hiring managers paid bonuses in 2024. In 2025, over 68% plan to offer bonuses, although more than half (59%) acknowledge that they will not increase their value due to current market conditions.0%1-3%4-5%>5%Matching inationPAY RISES IN 2024 AND 2025Planned salary increases for 2025 have slightly declined, with 1 to 3% increases remaining the most common. More organisations are taking a cautious approach to larger raises. Notably, 70% of organisations adjust salaries upward to ll previously existing roles. Job seekers expectations Employers' forecasts2%14%19%24%41%9%52%20%5%14%Less than 5% 33%5-10% 37%11-20% 22%21-30% 5%Over 30% 3%KPI bonuses 41%Year-end bonuses 38%Prot-sharing bonuses 12%Sign-on bonuses 8%Stock options/equity 6%Completion bonuses 4%25% Labour market competition and talent shortages36% Ination and rising cost of living26% Industry-specic nancial performance39% Employee retention and engagement strategies34% Economic uncertainty and market volatility61% Budget constraints34% Outstanding employee performance18

19HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTREVIEWING YOUR EMPLOYEE BENEFITS IN 2025The white percentages indicate how often benets are provided by employers, while the blue percentages reect how much they matter to employees.SALARY PACKAGE AND ALLOWANCESLEARNING AND DEVELOPMENTMobile phone and laptop (or allowances)63%60%54%45%59%WORK FLEXIBILITYOTHER BENEFITS39%27%19%18%10%74% 81%78%Bonuses56%Car park30%Health care subsidies34%Car and/or car allowance18%Insurances38%Gym membership25%Meal provided or allowance23%Connectivity allowance27%Career development training46%44%43%53%42%36%30%27%24%Mental health rst-aid training54%Access to industry publications44%Wellbeing programme38%Association membership26%Secondment opportunities18%Study allowances26%Mentorship programme39%AI and Tech upskilling44%Employee Assistance Programme59%53%47%48%20%10%8%7%6%Social activities40%Referral incentives22%Employee discount44%Volunteering programme24%Share incentives21%Mobility programme16%Home ofce budget 13%Legal/Tax advisory23%Flexible working hours69%42%41%64%30%28%20%17%16%Work-from-home options49%Study and short career breaks30%Parental leave beyond entitlements17%Overtime payments46%Extra annual leave21%Birthday/mental health leave27%Remote work options18%Career break/sabbatical12%

20HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTWhat matters most to job seekers and employeesWhat matters most to job seekers and employees according to employersTALENT RETENTION - WHAT MATTERS MOSTIncreased/decreased/new addition to the top 12 employee retention levers++Mental health 48% Company culture 60%Work–life balance 74%Corporate Social Actions 48% Salary and bonuses 59%Management support and trust 69% Job security 70% Training and development 67%Career opportunities 70%My work has purpose 57%Diversity, Equity and Inclusion 57%2025Flexible working 49% Mental health 54% Company culture 65%Work–life balance 68%Leadership style 57% Salary and bonuses 57%Management support and trust 70% Job security 67% Training and development 69%Career opportunities 71%My work has purpose 64%Diversity, Equity and Inclusion 56%2024Flexible working 57% +Mental health 50% Company culture 62%Work–life balance 64%Leadership style 53% Salary and bonuses 52%Management support and trust 69% Job security 63% Training and development 64%Career opportunities 62%My work has purpose 62%Diversity, Equity and Inclusion 54%2023+Mental health 44% Company culture 67%Work–life balance 70%Flexible working 61% Leadership style 56% Salary and bonuses 59%Management support and trust 72% Job security 64% Training and development 57%Career opportunities 54%Challenging job 46%Diversity, Equity and Inclusion 51%2022Flexible working 61% Mental health 19% Company culture 71%Work–life balance 66%Flexible working 63% Leadership style 58% Salary and bonuses 54%Management support and trust 54% Job security 53% Training and development 49%Career opportunities 44%Challenging job 42%Diversity, Equity and Inclusion 20%2021

21HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRETURN TO THE OFFICEThe shift back to the ofce is shaping how businesses approach work-life balance, engagement, and collaboration. While opinions on its impact remain mixed, many employees are now expected to be in the ofce multiple days a week. At the same time, challenges related to remote work—such as team cohesion, engagement, and spontaneous collaboration—highlight the need for businesses to rene their hybrid strategies. Striking the right balance will be key. Companies must consider how to maintain productivity and culture while also supporting employees' expectations for exibility. A thoughtful approach to hybrid work will be essential in creating sustainable and effective workplace models.58% of employees say employers' request to return to the ofce negatively affects their wellbeing26% of employees may quit if asked to return to the ofce more oftenIDEAL NUMBER OF DAYS WORKING FROM THE OFFICENUMBER OF DAYS REQUESTED IN THE OFFICE BY EMPLOYERSWORK-FROM-HOME CHALLENGES FOR MANAGERS013%1 2345+13%39%20%6%9%036%1 2345+3%9%21%11%20%62% Team cohesion33% Employee onboarding32% Miscommunication27% Loss of productivity65% Lack of spontaneous interactions60% Employee engagementJOB SEEKERS' FINANCIAL EXPECTATIONS ON RETURNING TO THE OFFICE FULL-TIME20%+ pay rise 12%10-20% pay rise 37%5-10% pay rise 32%0-5% pay rise 19%MOST COMMON TIMING FOR FLEXIBILITY WHEN STARTING A NEW JOBOn start date 54%After probation 23%Once up to speed 5%Case-by-case basis 18%

22HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTHE STATE OF TALENT ATTRACTIONMAKING THE FOUR-DAY WORK WEEK WORKImplementing a four-day work week isn’t just about giving employees more time off—it’s about rethinking how work is done. With planning and a willingness to adapt, businesses can achieve better productivity, higher employee satisfaction, and stronger retention while maintaining operational efciency.EMPLOYEE RETENTION The four-day work week trial scored 8.2/10 overall, with 8.3/10 for talent attraction and 7/10 for productivity. Resignation rates fell 8.6%, and absenteeism dropped 44.3% (1.40 to 0.78 days per employee per month).EMPLOYEE SATISFACTIONEmployees rated the trial 9/10. Productivity improved, with 54% reporting higher work ability. When asked about returning to ve days, 35% would need a 26-50% pay increase, 9% over 50%, and 11% wouldn’t return for any amount.WORKLIFE BALANCE AND WELLBEINGBurnout dropped by 64%, stress by 38%, and anxiety also declined. 65% of employees felt more satised with their time, with a 49% reduction in work-family conicts. Fatigue decreased by 38%, and 35% reported better sleep.Founded in 2019, 4 Day Week Global aims to shift the focus from hours worked to productivity. Since then, they have organised pilot programs across the world and help businesses plan, trial, and implement the four-day week using the 100:80:100 principle.www.4dayweek.com KEY STEPS FOR IMPLEMENTATIONStep 1: Run a trial before committing Before making it permanent, test the four-day work week with a structured pilot to identify challenges and rene your approach. Step 2: Assess business suitability Industries requiring continuous stafng (e.g., healthcare, hospitality) may need a rotating schedule rather than a universal shift. Research similar businesses that have successfully adopted this model. Step 3: Dene goals and cut inefciencies Determine your objectives, use surveys and set KPIs to measure success. Maximise productivity by reducing unnecessary meetings, setting clear agendas, and using collaboration tools. Step 4: Select a work week structure Options include xed schedule (Monday–Thursday, longer workdays), Rotating Days (employees choose their day off), and company-wide closure (everyone off on the same day). Step 5: Document policies and expectations Update the employee handbook with guidelines on schedules, workloads, and performance expectations to ensure clarity. Decide how the new model affects part-time employees. Step 6: Continuously review and adjust Gather employee and management feedback regularly to rene policies, adjusting work schedules as needed for sustainability.FROM TRIAL TO ADOPTION: AUSTRALASIAN IMPACT

23HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTLEGAL CHANGES IN 2024 AND 2025A new employee choice pathway will also become available to casual employees to provide a further avenue to seek permanent employment and an employer must respond within 21 days. An employer however can refuse the change due to fair and reasonable business grounds. Some examples of what are considered reasonable and fair grounds to refuse include: • Substantial changes would be required to the business • Any changes would breach conditions under an industrial instrument such as a modern award or enterprise agreement • There would be a signicant impact on the business Other changes include a rise in General Protections claims, unfair dismissal and workplace bullying due to a number of factors. However, do not be surprised if performance management and restructures also sees a rise in disputes in the Fair Work Commission. The expectations for Human Resources teams has just risen with more at stake.Our Employment Lawyers at South Geldard Lawyers have essential expertise in preventing these issues occurring in the rst place and helping with the legal issues when they do occur. Feel free to reach out on 07 4936 9100 or via email to Jonathan Mamaril, Director at jmamaril@southgeldard.com.au. All Employers receive an obligation free consultation. 2024 key IR law changes include Wage Theft, Right to Disconnect, Psychosocial Risks and Hazards, Sexual Harassment, Contractor and Contract changes and xed term contracts. • The Right to Disconnect is an unequivocal right to not monitor, read, or respond to any work related communication from their employer after hours, including contact attempts from work-related third parties like clients or customers.• Sexual Harassment has now a positive duty obligation, coupled with nancial penalty powers in the Fair Work Commission to stop sexual harassment and even powers bestowed on the Sex Discrimination Commissioner to force action such as requiring implementation of a policy or mandatory sexual harassment training.• Fixed term contracts have limits of 2 years with some exceptions such as Government funded positions, employees earning more than the high income threshold (currently $175,000 annualised).• Psychosocial Risks and Hazards - As far as is reasonably practicable, the elimination or minimisation of risks to psychological health arising from work-related stress to workers which includes obvious ones such as sexual harassment and workplace bullying but other areas which have not had the requisite focus such as workload, change management and low role clarity, reward and recognition.• A new denition of contract of employment affects both employment contracts and contractor arrangements as recent High Court Cases were put aside by new legislation which focusses on three elements of a contract: Real Substance, Practical Reality and True Nature of the Relationship Between the Parties.Jonathan MamarilHead of Employment LawSouth Geldard LawyersHR, nance, and payroll teams must stay aware of Wage Theft from the outset. Intentional underpayment of wages can now be criminally prosecuted as well as attracting even higher penalties and higher compensation amounts. Honest mistakes are an exemption to this (penalties and breaches for underpayment still apply) and there is a code for small businesses to follow. Penalties include:• Financial Penalty: the greater of 3 times the underpayment amount, or $1.585 million for an individual; and $7.825 million for a company• Imprisonment: up to 10 years in prisonWELCOME TO 2025!

24HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTGENERATION ZThe four-generation workforceBorn after 1996Represents 27% of the current workforceIdeal work-week: 2 work-from-home daysAverage tenure: 2 yearsPREFERRED COMMUNICATION CHANNELSTOP CHANNELS TO DISCOVER NEW BRANDSMAIN SOURCES OF STRESS AT WORK17% Unclear job expectations12% Colleagues and teams11% Time pressureWHAT MATTERS MOST TO THEMHOW TO MANAGE THEMRecognises achievements 48% Provides support and guidance 73%Listens and is approachable 69%Drives collaboration 63% Values diversity and inclusion 60%Demonstrates integrity 71% Communicates effectively 73% Supports career growth 68%Inspires with vision 48%Gives useful feedback 60%Career opportunitiesTrainingWorklife balanceManager's trustJob securityDiversityCompany cultureSalary and bonuses Work exibilityCSRTOP RETENTION FACTORSMental healthWork has purpose#1#1260%What is considered most important (from rst to last)MOST WANTED BENEFITS10% more likely to resign over limited career growth20% more likely to choose a diverse employer9% more likely to apply to sustainable employers29% of Gen Z job seekers are satised with their salary, while 59% say it doesn't reect their performance or workloadSALARY EXPECTATIONSGen Z'sWorkforce averagePrefers fortnightly recognition from managementPrefers weekly management check-insPrefers weekly priority reviewPREFERRED TRAINING METHODSEmails 32%Face-to-face meetings 22%Instant messaging 20%Texts 14%LinkedIn 28%Career pages 23%Search engines 15%YouTube and TikTok 10%Career dev. training 71%Flexible work hours 55%Bonuses 52%Overtime payments 49%Social activities 46%In-person training 20%On-the-job training 19%Networking opportunities 18%Collaborative team learning 17% 5%Mentorship 16%MOST VALUED MANAGERIAL TRAITS

25HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTMILLENNIALSThe four-generation workforceBorn between 1981 and 1996Represents 35% of the current workforceIdeal work-week: 2-3 work-from-home daysAverage tenure: 2-3 yearsWHAT MATTERS MOST TO THEMPREFERRED COMMUNICATION CHANNELS15% more likely to resign over salary7% more likely to seek roles with opportunities17% more condent in nding workTOP CHANNELS TO DISCOVER NEW BRANDSMAIN SOURCES OF STRESS AT WORK20% Unclear job expectations11% Workload10% Stress due to skill gapsEmails 30%Instant messaging 28%Face-to-face meetings 20%Video calls 14%LinkedIn 35%Career pages 31%Search engines 15%Instagram 8%HOW TO MANAGE THEMWorklife balanceManager's trustTrainingJob securityCareer opportunitiesCompany cultureSalary and bonusesDiversityWork exibilityWork has purposeTOP RETENTION FACTORSCSRMental health#1#1260%What is considered most important (from rst to last)MOST WANTED BENEFITS36% of Millennial job seekers are satised with their salary, while 49% say it doesn't reect their performance or workloadSALARY EXPECTATIONSPrefers recognition from management every 2-3 weeksPrefers management check-ins every 1-2 weeksPrefers fortnightly priority reviewPREFERRED TRAINING METHODSCareer dev. training 73%Flexible work hours 61%Bonuses 57%Work-from-home option 52%EAP 48%On-the-job training 25%Collaborative team learning 18%In-person training 17%Mentorship 17%Industry certications 16%Recognises achievements 57% Provides support and guidance 67%Listens and is approachable 65%Drives collaboration 63% Values diversity and inclusion 53%Demonstrates integrity 72% Communicates effectively 70% Supports career growth 69%Inspires with vision 46%Gives useful feedback 60%MillennialsWorkforce averageMOST VALUED MANAGERIAL TRAITS

26HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTGENERATION XThe four-generation workforceWHAT MATTERS MOST TO THEMBorn between 1965 and 1980Represents 27% of the current workforceIdeal work-week: 2 work-from-home daysAverage tenure: 3 yearsPREFERRED COMMUNICATION CHANNELS14% more likely to quit over lack of benets13% more likely to seek better worklife balance8% less likely to prioritise salary in job decisionsTOP CHANNELS TO DISCOVER NEW BRANDSMAIN SOURCES OF STRESS AT WORK17% Workload16% Management12% Unclear job expectationsFace-to-face meetings 30%Emails 27%Instant messaging 21%Video calls 17%Search engines 31%LinkedIn 30%Career pages 28%Facebook 7%HOW TO MANAGE THEMManager's trustCompany cultureWorklife balanceJob securityWork exibilityWork has purposeTrainingCareer opportunities Salary and bonusesChallenging jobTop retention factorsDiversityCSR#1#1260%What is considered most important (from rst to last)MOST WANTED BENEFITS33% of Gen X job seekers are satised with their salary, while 47% say it doesn't reect their performance or workloadSALARY EXPECTATIONSPrefers recognition from management every 3 weeksPrefers management check-ins every 1-2 weeksPrefers fortnightly priority reviewPREFERRED TRAINING METHODSFlexible work hours 73%Career dev. training 72%AI and Tech training 53%Work-from-home option 52%EAP 47%On-the-job training 28%In-person training 22%Online courses 19%Mentorship 18%Cross-functional learning 18%Recognises achievements 49% Provides support and guidance 59%Listens and is approachable 60%Drives collaboration 50% Values diversity and inclusion 50%Demonstrates integrity 78% Communicates effectively 76% Supports career growth 61%Inspires with vision 45%Gives useful feedback 46%Gen X'sWorkforce averageMOST VALUED MANAGERIAL TRAITS

27HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTBABY BOOMERSThe four-generation workforceWHAT MATTERS MOST TO THEMBorn before 1965Represents 11% of the current workforceIdeal work-week: 1 to 2 work-from-home daysAverage tenure: 3 to 5 yearsPREFERRED COMMUNICATION CHANNELS3x more likely to quit over management issues30% more likely to seek purpose-driven work23% less condent in nding workTOP CHANNELS TO DISCOVER NEW BRANDSMAIN SOURCES OF STRESS AT WORK19% Unclear job expectations 16% Organisational change11% WorkloadFace-to-face meetings 34%Emails 23%Video calls 20%Instant messaging 17%Search engines 33%Career pages 30%LinkedIn 26%Facebook 7%HOW TO MANAGE THEMManager's trustWork has purposeWorklife balanceJob securityWork exibilityCompany cultureChallenging jobDiversityTrainingSalary and bonusesTOP RETENTION FACTORSCareer oppsMental health#1#1260%What is considered most important (from rst to last)MOST WANTED BENEFITS45% of Baby Boomer job seekers are satised with their salary, while 30% say it doesn't reect their performance or workloadSALARY EXPECTATIONSPrefers monthly recognition from managementPrefers monthly management check-insPrefers fortnightly priority reviewPREFERRED TRAINING METHODSFlexible work hours 86%Career dev. training 68%AI and tech training 63%Work-from-home option 46%Employee discounts 45%In-person training 26%On-the-job training 25%Cross-functional learning 23%Networking opportunities 15%Industry certications 13%Recognises achievements 35% Provides support and guidance 53%Listens and is approachable 68%Drives collaboration 38% Values diversity and inclusion 36%Demonstrates integrity 72% Communicates effectively 78% Supports career growth 48%Inspires with vision 42%Gives useful feedback 44%Baby BoomersWorkforce averageMOST VALUED MANAGERIAL TRAITS

28HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATE2024 was a challenging year for businesses across all sectors, leading to a slowdown in recruitment. As we move into 2025, while the market has slowed, job seekers remain open to new opportunities if salaries and workplace conditions meet expectations. Employers must move quickly and offer compelling value beyond compensation. Qualied accountants remained the hardest to hire in 2024, with 40% of businesses citing them as the most difcult to ll, followed by transactional nance (17%) and payroll roles (14%). In-demand roles such as nance managers, systems accountants, and specialists in data analytics and sustainability reporting indicate a shift in workforce priorities. To remain competitive in 2025, 75% of organisations will focus on automation and system improvements, with additional emphasis on upskilling (45%), cash ow management (37%), and compliance (33%). Many businesses are investing in professional development, including certications, workshops, and AI skill training, to enhance their teams and adapt to new technologies. 86% of businesses preferred maintaining in-house teams for better communication, control, and compliance, and while many employers relied on internal hiring teams, 54% sought external recruitment support within a month, highlighting the ongoing value of recruitment agencies in securing top talent.ACCOUNTING & FINANCE0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts7%49%32%5%7%4%60%19%4%13%

29HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTHarry Marfatia Chief Financial Ofcer Simba Global86 %of teams plan to maintain their teams onshore in 202555 %of teams offer ongoing training programmes, along with certications and online courses51 %of accounting professionals describe their teams as under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSINDUSTRY LEADER'S HIGHLIGHT"Employers looking to attract and retain accounting and nance staff should focus on strategies that enhance productivity and offer incentives tied to those improvements. Over the past 12 months, we have seen this approach work particularly well for us, as it keeps employees engaged in the day-to-day business and allows them to grow professionally, with nancial incentives and signicant learning and development in return. The accounting profession has historically been viewed as nancial custodians. As we look ahead to 2025, the skills required for both junior and senior accounting professionals are evolving beyond traditional nancial stewardship. I strongly encourage accounting staff to invest in critical areas such as business partnering, project management, strategy execution, and machine learning. These competencies will be essential as we enter an exciting phase of AI-driven transformation in the industry. AI has already begun reshaping our accounting teams, serving as a powerful enabler in advancing data-driven decision-making. We have actively integrated AI for customer insights, market analysis, and predictive modeling, making it a crucial component of our strategic planning for the next four years."ACCOUNTING PRIORITIESTOP HIRING ROLES IN 2025Covering for leave 20%Filling skill gaps quickly 17%Lightening staff workload 15%Meeting tight deadlines 11%Bringing fresh perspective 10%Business growth 21%Organisational change 13%Seasonal staff/Peak periods 4%Replacements 38%Qualied 30%Transactional 17%Part-qualied 17%Payroll 8%Executive/Management 7%No hiring plans 24%45% Upskilling current team10% Status quo 9% Mergers and acquisitions37% Expense and cashow management34% Compliance75% Automation and system improvement% of teams hiring for these roles

30HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonSenior Financial Accountant* 110-135 110-140 110-140 120-170 120-140 120-150 120-150 55-75Financial Accountant* 90-120 100-120 100-120 100-130 100-120 95-130 95-125 45-65Management Accountant* 90-130 110-140 110-140 110-150 110-140 95-140 100-140 50-70Statutory Accountant* 120-150 120-150 120-150 120-150 120-150 100-130 100-130 50-70Tax Accountant* 100-120 120-160 120-150 120-150 120-140 100-150 100-150 50-70Systems Accountant* 90-130 120-140 120-140 120-140 120-135 115-145 115-145 50-70Commercial Analyst* 100-140 110-140 110-150 120-150 120-150 90-155 90-160 45-65Financial/Business Analyst* 100-140 100-150 110-140 110-160 110-140 90-150 90-150 40-80Company Accountant 80-100 95-115 100-120 95-115 100-115 90-120 90-115 50-80Assistant Accountant 70-80 75-90 80-90 75-90 80-90 70-90 75-85 30-40Payroll Manager (standalone) 100-115 100-120 100-130 100-120 100-130 90-150 90-140 45-80*Senior Payroll Ofcer 85-110 95-110 95-110 95-110 100-110 80-110 80-95 35-50Payroll Ofcer 75-85 85-95 85-95 85-95 90-100 80-95 80-95 30-40Collections Ofcer 65-90 70-95 70-95 70-95 70-95 65-85 65-80 27-35Credit Manager* 90-130 90-120 115-135 100-130 120-140 100-140 100-120 50-75Credit Analyst 75-95 90-100 90-100 90-100 90-110 85-110 90-100 40-60Credit Controller 70-90 80-90 80-90 80-90 80-90 65-85 65-80 30-42Accounts Payable Manager* 80-110 95-120 110-130 95-120 110-140 85-125 85-120 45-60Accounts Payable Team Leader 75-95 80-100 80-110 80-100 80-120 80-100 80-95 35-45Accounts Payable Ofcer 70-80 70-80 75-85 75-90 75-85 65-85 65-85 27-37Accounts Receivable Team Leader 80-100 80-110 85-115 85-115 85-115 80-100 80-100 35-45Accounts Receivable Ofcer 70-80 70-80 75-85 70-75 75-85 65-85 65-80 27-35Accounts/Finance Ofcer 65-70 70-80 70-80 70-80 70-80 65-80 65-75 30-40QUALIFIED, TRANSACTIONAL AND SHARED SERVICES ACCOUNTINGOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.Did you know? We also specialise in Business Support, Government, HR, Legal, Marketing & Digital, Property, Sales, Supply Chain and Technology.

31HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonFinance Manager* 115-180 145-180 155-180 145-180 160-200 130-180 130-180 60-80Billings Manager* 125-160 125-160 125-160 125-160 135-160 125-150 125-150 50-70Billings Ofcer 80-100 80-100 95-105 95-105 105-110 80-100 80-100 30-45WIP Manager* 120-160 120-160 120-160 120-160 130-170 120-150 120-150 50-70WIP Supervisor 100-115 100-115 105-120 105-120 110-125 95-110 95-110 40-60WIP Ofcer 90-100 95-100 90-100 90-100 90-100 90-100 90-100 30-45Trust Accounts Ofcer 85-95 85-95 85-95 85-95 90-100 85-95 80-95 40-60LEGALPROPERTY, MANUFACTURING AND MININGSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonPartner* 250-500+ 300-500+ 300-500+ 300-500+ 300-500+ 300-500+ 300-500+ 150-500+Director* 165-195+ 180-220+ 180-220+ 170-200+ 180-220+ 170-200+ 170-200+ 100-150Senior Manager* 130-160 145-180 150-180 135-165 150-180 135-165 135-165 75-100Manager* 120-150 125-150 130-160 125-155 130-160 125-155 125-155 60-75Assistant Manager 100-120 110-125 110-130 105-120 110-130 105-120 105-120 50-60Senior Accountant 85-105 85-110 90-110 90-110 90-110 90-120 90-120 45-55Intermediate Accountant 70-85 70-90 75-90 70-85 75-90 70-85 70-85 35-45Graduate Accountant 55-70 55-70 60-70 57-70 60-70 60-70 55-70 28-35PUBLIC PRACTICEPlease note Australian salaries for the legal sector include superannuation, whereas New Zealand and United Kingdom salaries exclude KiwiSaver and pension. Please also note that superannuation will increase to 12% from July 2025.Salary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonSenior Finance Manager* 150-190 160-200 160-200 160-200 160-200 130-180 130-180 70-90Finance Manager* 120-150 120-160 130-160 120-160 140-160 130-150 125-145 60-80Portfolio Accountant Senior 110-120 110-120 110-120 110-120 110-130 110-120 110-120 50-65Portfolio Accountant Junior 80-95 85-95 90-95 85-95 90-95 85-95 85-95 35-45Cost Accountant 100-120 120-150 120-140 120-150 120-140 120-150 120-150 40-66Plant Accountant* 110-140 140-160 120-140 140-160 110-140 120-150 120-150 58-66Mine/Site Accountant* 110-160 130-160 130-150 150-200 110-160Please note Australian salaries for Public Practice include superannuation, whereas New Zealand and United Kingdom salaries exclude KiwiSaver and pension. Please also note that superannuation will increase to 12% from July 2025.

32HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTMANAGEMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonCFO 170-240 220-300 200-300 200-300 220-320 200-450 180-350 90-150Commercial Manager 140-200 160-220 160-220 150-200 160-220 160-260 140-220 50-85Financial Controller 130-190 160-200 160-200 150-200 160-210 150-200 140-200 55-80Finance Manager 115-140 130-160 130-160 120-150 130-160 125-160 110-150 50-75Financial Planning & Analysis Manager 150-180 150-180 150-180 150-180 160-180 150-180 140-175 50-80Shared Services Manager 120-140 130-160 140-170 130-160 140-170 130-140 120-140 45-70Tax Manager 120-150 150-170 150-170 140-170 160-180 120-150 105-140 50-80Group Accountant 100-140 100-140 100-140 110-140 110-140 120-150 110-140 50-75Project Accountant 95-120 120-150 110-140 110-150 120-140 110-140 110-140 45-70National Payroll Manager 120-145 120-150 125-160 120-150 130-170 120-145 120-145 40-60National Credit Manager 120-160 130-160 140-160 130-160 140-160 110-125 110-125 40-60CFO 180-250 250-350 250-350 200-350 260-350 180-450 200-400 150-250Commercial Manager 150-250 180-300 180-300 160-300 180-300 160-250 160-260 70-120Financial Controller 130-200 170-260 170-260 170-220 170-280 140-210 150-200 80-130Finance Manager 120-180 150-200 150-200 140-180 150-210 125-200 120-150 65-100Financial Planning & Analysis Manager 150-180 180-230 180-230 180-220 190-240 150-180 150-180 70-110Shared Services Manager 120-140 150-180 150-180 150-180 150-180 130-140 130-140 60-90Tax Manager 140-160 180-250 180-250 170-220 200-250 120-150 105-140 70-120Group Accountant 110-150 120-150 120-150 120-150 120-150 100-140 110-140 65-95Project Accountant 110-135 140-160 130-160 140-160 130-160 100-140 110-140 60-90National Payroll Manager 120-145 150-190 160-200 160-190 180-200 120-145 125-140 55-85National Credit Manager 120-160 150-170 160-170 150-170 170-190 110-125 110-125 55-85Above T/O $150M Up to T/O $150MMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.Roles may vary by job scope, industry, and company size. Contact us for precise estimates.

33HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTVikram Cariappa Partner, Audit and Assurance DeloitteINDUSTRY LEADER'S HIGHLIGHT"Over the past 12 months, the professional services industry has undergone signicant evolution marked by technological advancements, market shifts, and regulatory updates. The adoption of AI, machine learning, and automation has accelerated, enhancing efciency, and reducing costs. Cloud computing and cybersecurity solutions have become critical as remote work persists. There’s been a notable shift towards digital transformation services, with clients seeking expertise in data analytics, digital strategy, and IT consulting. From a regulatory standpoint, increased data privacy regulations and emerging Environmental, Social, Governance requirements are reshaping compliance services. Firms are adapting to provide robust advisory services in these areas. Today, AI-driven tools have enabled professionals to process vast amounts of data quickly, uncovering actionable insights that inform strategic decisions. Predictive analytics and machine learning models are now integral in nancial audits, risk assessments, and market analysis. AI has helped automate repetitive tasks allowing professionals to focus on the “Why” as opposed to the “How”, but AI’s true potential lies when it is combined with human skills and expertise: AI tools are helping change the Audit and Assurance industry, enabling auditors to focus on higher value tasks. An example of this would be Deloitte’s "Argus" which leverages AI for anomaly detection in audit processes."BENEFITS OF AN ONSHORE TEAMCYBERSECURITY MEASURESECONOMIC FACTORS SHAPING FINANCIAL PLANNINGFocus on cost control 62%Revised revenue projections 50%Increased cash ow tracking 49%Dynamic budget adjustment 42%KEY AREAS IMPACTED BY AINone yet 58%Accounts payable 24%Financial reporting 13%Accounts receivable 12%Budgeting and forecasting 8%Audit and compliance 6%Payroll processing 4%Risk management 4%Easier communication 67%Greater process control 67%Better customer service 65%Better cultural alignment 58%Responsiveness 51%Better compliance 51%Market understanding 47%Focus on risk mitigation 41%60% Regular software updates and patch management46% Implementing access control policies60% Data backup and recovery plans63% Cybersecurity training for staff40% Conducting regular security audit73% Adopting multi-factor authentication51% Using secure cloud storage solutions

34HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEIn 2025, the recruitment landscape continues to evolve, with AI integration and digital prociency becoming more critical than ever. Organisations are prioritising automation, process optimisation, and AI-powered customer interactions to drive efciency. Nearly half of business support professionals highlighted AI-assisted content creation, process automation, and chatbot management as emerging priorities, reecting the sector’s rapid digital transformation. As a result, candidates with strong adaptability to AI-driven tools are in higher demand. While customer satisfaction remains the top priority at 70%, there is a notable rise in strategic initiatives such as automating admin processes (50%) and supporting leadership with insights (47%). The demand for transferable skills remains high at 70%, reinforcing the shift toward versatile talent. However, tenure rates indicate a slight increase in short-term employment, with 23% of employees staying less than two years, compared to 18% last year, likely reecting of a challenging job market. Flexible working arrangements remain stable, with 77% of businesses making no changes, up from 70% in 2024. Hiring trends indicate a cautious approach, with customer service and admin roles remain in demand. As businesses adapt to AI-driven efciencies, the focus in 2025 is on balancing automation with human-centric skills to maintain engagement and service quality.BUSINESS SUPPORT0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts10%56%23%7%4%11%52%16%5%16%

35HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTVanessa Franks Executive Assistant New Zealand Health GroupINDUSTRY LEADER'S HIGHLIGHT"Flexible working and wellness benets continue to be attractive to business support staff in 2025 this has not shifted materially in the last 12 months other key strategies and benets that would be attractive to business support staff include wellbeing leave, lead roles in projects and investment in learning and development in AI use.The greatest benet that has emerged from COVID is the increased use of technology—not only to maximise our work as business support professionals but also to enhance trust. I transitioned from supporting an Executive in my ofce to supporting an executive in another location, and as long as expectations are clear and accountability is maintained, technology and communication tools ensure that physical presence is no longer as crucial as it once was. We can work remotely with the same level of performance.To succeed in 2025, business support staff will need to be resilient and adaptive to change and proactive in learning how to maximise the use of the latest AI tools and products. AI has yet to truly disrupt business support roles with many businesses being in their early adoption phase. For now, the main use of AI on our end has been for email drafting, which still requires tweaking to ensure the tone and content are correct, as well as for searching our database for information."36 %of business support professionals have been asked to develop digital analytics skills77 %of teams won't make any alterations to existing exible working arrangements in 202558 %of business support professionals describe their team as under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSBUSINESS SUPPORT PRIORITIESTOP HIRING ROLES IN 2025Covering for leave 18%Filling skill gaps quickly 18%Lightening staff workload 15%Meeting tight deadlines 11%Reducing costs 10%Business growth 25%Organisational change 19%Seasonal staff/Peak periods 6%Replacements 36%No hiring plans 15%Customer Service Rep. 30%Ofce/Admin Assistant 20%Project Coordinator 13%Admin/Ofce Manager 9%Customer Service Manager 9%EA/PA 6%Receptionist 5%47% Leadership support with strategic insights43% Customer query responsiveness70% Customer satisfaction55% Customer retention42% Cost savings50% Automating admin processes47% Upskilling % of teams hiring for these roles

36HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonData Entry 55-70 60-70 60-70 60-70 65-70 55-60 55-60 27-32Ofce Manager 80-100 85-110 85-110 90-110 95-110 85-110 85-105 35-55Ofce Coordinator/Ofce Assistant 60-80 60-85 65-90 65-85 65-85 55-75 60-70 27-35Corporate Receptionist 62-70 70-80 70-80 60-75 70-80 65-75 60-70 30-40Receptionist 60-70 60-70 65-75 65-75 65-75 58-65 55-65 26-32Administration Manager 75-90 90-100 85-100 85-100 90-100 70-80 70-80 33-55Administration Assistant 60-70 60-70 65-75 65-75 65-75 55-70 55-70 26-32Executive Assistant 90-110 90-115 85-125 90-120 95-130 85-120 80-105 45-90Personal Assistant 70-85 75-90 70-90 70-85 80-90 70-85 70-85 35-50Secretary/Team Assistant 60-70 65-80 70-85 60-75 70-85 60-85 60-85 35-50Records Ofcer 65-75 70-80 65-80 65-80 75-85 70-95 70-95 26-35Contract Administrator 90-110 100-130 100-130 90-110 110-130 65-70 65-70 30-44Document Controller 75-100 85-110 85-110 85-110 85-110 70-95 70-95 33-38Project Administrator 70-80 75-85 80-100 70-80 80-110 65-85 65-85 27-34Project Coordinator 75-90 85-100 85-105 70-80 90-110 70-95 70-95 30-55Concierge 55-70 65-75 60-75 55-70 65-75 55-75 55-75 26-30Client Services 65-75 65-80 65-80 65-80 65-80 55-65 55-65 28-40ADMINISTRATION AND OFFICE SUPPORTOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.Did you know? We also specialise in Accounting & Finance, Government, HR, Legal, Marketing & Digital, Property, Sales, Supply Chain and Technology.

37HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonGM/National Manager Customer Service* 140-180 150-180 160-180 150-180 160-200 120-150 110-150 60-90Contact Centre Manager* 110-125 120-140 100-130 110-125 120-140 100-130 95-130 50-80Customer Service Manager* 90-120 90-125 110-145 90-125 110-145 80-100 80-100 40-70Customer Service Team Leader 75-85 75-90 80-100 75-90 80-110 75-90 70-90 30-40Customer Service Representative 55-65 60-70 60-70 60-70 65-75 55-75 55-65 24-30Inbound Customer Service Representative 60-70 60-75 60-80 60-75 65-80 55-65 55-65 24-30Outbound Customer Service Representative 60-70 60-75 60-80 60-75 65-80 55-65 55-70 24-32Outbound Telesales 60-65 65-80 60-75 60-70 65-80 55-65 55-70 24-30Service Coordinator 65-75 65-75 65-80 60-70 70-75 60-75 55-75 24-30Customer Tech Support Ofcer 65-75 65-75 65-80 65-70 65-75 60-75 50-70 27-35CUSTOMER SERVICEBUSINESS SUPPORT AVERAGE TENURE Missing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.HIRING MANAGERS' OPENNESS TO CANDIDATES WITH TRANSFERRABLE SKILLS WITH NO ADMIN EXPERIENCELess than a year 4%Up to 2 years 23%3 to 5 years 44%Over 5 years 29%Would consider 69%Wouldn't consider 31%KEY AREAS IMPACTED BY AIEmail/Content writing 48%Process optimisation 47%Data entry 46%Chatbots 38%Communication tools 37%CRM prociency 34%Real-time problem solving 33%Scheduling tools 33%

38HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENT3,800candidates placed into their dream roles with government employers100+employers within government supported with their hiring needsRECRUITMENT UPDATEWe service Government entities across Australia and New Zealand and are approved suppliers for:• All-of-Government (AoG) Talent Acquisition Services (TAS) Generation Three (New Zealand) – supplier since its inception across all role types and geographies. Part of the Auckland Council Group sub-panel• Commonwealth of Australia (Federal Government)• Government of South Australia• NSW Government – schemes 0007 and 00012• Queensland Government• Victoria State Government• Western Australian Local Government AssociationGOVERNMENT0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts22%51%18%7%2%27%51%12%2%8%

39HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTOP 5 REASONS TO HIRETOP REASONS FOR STAFF TURNOVER85 %of hiring managers spend up to two months to ll a permanent vacancy69 %of hiring managers spend up to one month to ll a temporary or contract vacancyThe recruitment process within government only matches the private sector's recruitment speed for a quarter of the permanent vacancies advertised and for less than 25% of temporary and contract vacancies.55 %of government teams' budgets decreased in 2025, with 31% decreasing signicantly81 %of managers have lost candidates due to hiring speed in the past 12 months62 %of government professionals describe their team as under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSSKILLS GAINING IN IMPORTANCE DUE TO AIFilling skill gaps quickly 22%Covering for leave 14%Bringing fresh perspective 14%Meeting tight deadlines 13%Lightening staff workload 13%Business growth 12%Organisational change 17%Seasonal staff/Peak periods 3%Replacements 39%No hiring plans 31%Replacements 60%Restructure 46%Increased workload 25%Project work 22%Business expansion 8%Lack of job security 37%Lack of career progression 27%Low salary package 15%Lack of employee benets 8%24% Prociency with AI-powered CRMs44% Process optimisation with AI20% Multitasking with AI-driven scheduling tools28% Digital communication tools23% Data entry automation22% Chatbot integration and management47% Real-time problem-solving with AI

40HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTALENT ATTRACTION WITHIN GOVERNMENTRECRUITMENT CHALLENGES IN 2025KEY BENEFITS OF WORKING FOR GOVERNMENTWorklife balance 46%Career and training opportunities 22% Employee benets 13%Flexible working 3% Giving back to communities 85% Interesting projects 51%Job security 38% Salary package 12%With 55% reporting budget cuts and only 12% seeing increases, government agencies must be strategic. Attracting and retaining staff is the top priority, while restructures and redundancies signal cost-cutting. Upskilling remains key, but lower focus on diversity and social procurement reects shifting priorities amid nancial pressures.GOVERNMENT WORKFORCE PRIORITIES TOP SKILL SHORTAGES Talent attraction/retention 70%Restructures 43%Upskilling 42%Diversity and inclusion 20%Social procurement 8%Operational/Delivery 33%Policy 26%Data/Insights 23%Governance 21%Project/Programme 18%23% Low volume of applications44% Long hiring process22% Image perception20% Change in job requirements9% Candidate unreliability31% Candidate availability27% Skill shortages incl. government exp.

41HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTGOVERNMENT TRENDSGOVERNMENT BULK RECRUITMENT PROJECTSVictorian Electoral Commission – 2022An event the size of a state election requires considerable planning, resources, and collaboration. people2people addressed the VEC recruitment needs across their Centralised Activities Site and 10 district Hubs in Metropolitan Melbourne. Using our cross-functional team (Marketing, Payroll, Recruitment and Systems), our 1.3 million candidate database, over 10 job boards, social media ads and community roadshows, we achieved within four weeks:• 800 interviews• 500 candidates placed• 99% attendance rate NZ Contact Tracing Centre – 2020As a result of the COVID-19 pandemic and the New Zealand Government’s unprecedented lockdown measures, tracing people who had potentially come in close contact with a COVID case became a national priority. Using our social channels, our robust database, multi job board approach and referral programme, we achieved within two weeks:• 70 candidates recruited to cover 2 shifts per day• 350 candidates ready as a remote workforce• An additional 150 people on standby“Please pass on our immense gratitude. You and your team have been incredible partners to us.” – New Zealand Ministry of Health, NCCS45 %of government employees plan to stay for over 5 years in their organisation75 %of government teams' feel supported by their direct managers84 %of teams feel that their direct managers foster engagementFlexible work location 32%Flexible work hours 24%Part-time work 21%Shift swap 12%MOST COMMON FLEXIBLE ARRANGEMENTSGOVERNMENT EMPLOYEE SATISFACTIONUsing leave for exible hours 9%Condensed work week 7%Study leave 5%None of the above 30%Understand their role and how it ts within the organisation 84%Dene change as being well-managed within their organisation 44%Have an appropriate workload and time to do their job 57%Are satised with their jobs, worklife balance and career development 66%Describe their employer as supportive of their career growth 62%Sources: vpsc.vic.gov.au, apsc.gov.au

42HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEHR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benets and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no signicant impact yet. Recruitment challenges persist. While 63% adjust salaries to ll existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement. The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work exibility remains widespread, with 78% allowing exible hours and 69% offering remote work options. As HR leaders rene attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.HUMAN RESOURCES0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts5%46%31%6%12%5%54%22%6%13%

43HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTAdeline Rooney Head of People and Culture Cancer Council QueenslandINDUSTRY LEADER'S HIGHLIGHT" Employee rewards and benets have become more diverse and personalised. We’ve found a greater need to focus on offering competitive compensation and benets, fostering a positive and inclusive work culture, and providing growth opportunities. Flexibility and additional leave (we offer grandparent leave!) are also a huge drawcard. Allowing employees to work from anywhere and shifting the focus to outcomes rather than hours worked has become a key driver of attraction and retention in our teams. Given the nature of the HR load, we are going beyond traditional health benets to include nancial wellness programs, wellbeing leave and wellness programs for tness, stress and anxiety management. All HR professionals need to stay updated on workplace trends, employee expectations, and technology.For junior HR professionals, familiarity with HR technologies like AI and automation is essential, along with strong digital literacy to analyse HR metrics. Equally important are interpersonal skills, empathy, and conict management, along with a solid understanding of labour laws. Senior HR professionals need strategic thinking and leadership skills. They must align HR initiatives with organisational goals, have advanced workforce analytics capabilities, and support their business' leadership development and change management."49 %of HR teams say staff turnover has improved (17%) or signicantly improved (32%)54 %of HR teams have invested in AI in the past 12 to 24 months48 %of Human Resources professionals describe their team as under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERS2025 TOP HR PRIORITIESTOP HIRING ROLES IN 2025Filling skill gaps quickly 18%Covering for leave 18%Lightening staff workload 14%Handling peak periods 12%Meeting tight deadlines 12%Business growth 29%Organisational change 19%Seasonal staff/Peak periods 7%Replacements 38%HR Generalists 21%WH&S roles 14%L&D roles 13%ER/IR roles 6%HR Executives 4%No hiring plans 7%73% Employee experience37% Recruitment54% Learning and development30% Diversity, equity and inclusion67% Developing leaders37% Controlling labour costs46% Supporting change% of teams hiring for these roles

44HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonHR Director* 160-300 170-300 170-300 160-300 180-300 160-280 160-250 90-120+HR Manager (managerial function)* 150-200 150-200 150-200 150-200 170-200 140-200 100-150 65-80HR Manager (standalone)* 120-160 120-180 120-180 120-160 130-200 100-170 100-170 65-80HR Business Partner 110-130 115-150 120-145 110-140 125-170 120-190 110-150 56-80HR Generalist 85-105 85-110 90-100 85-105 90-115 70-95 65-90 40-60HR Advisor 85-105 90-120 90-110 85-105 90-120 80-115 60-80 40-46HR Ofcer 80-100 85-110 90-110 80-110 90-120 60-80 55-75 33-40HR Administrator/Coordinator 70-80 70-80 70-85 70-80 70-85 55-75 50-60 32-35HUMAN RESOURCES GENERALISTSOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.Did you know? We also specialise in Accounting & Finance, Business Support, Government, Legal, Marketing & Digital, Property, Sales, Supply Chain and Technology.KEY AREAS IMPACTED BY AITalent Acquisition 25%L&D 19%Employee onboarding 17%Workforce planning 14%Employee engagement 13%HR compliance 13%Performance management 9%Succession planning 5%MAIN SOURCES OF STRESS AT WORKUnclear job expectations 51%Job security 31%Workload 28%Social environment 26%Time pressure 22%Management 21%Extra work hours 20%Organisational change 17%

45HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonHead of Talent/Talent Acquisition Lead* 120-180 140-200 150-200 120-180 160-250 120-200 110-160 60-70TA Business Partner/Senior TA Advisor* 95-130 100-150 100-150 95-130 100-150 90-120 80-110 50-70TA Specialist/Advisor/Consultant* 85-130 100-140 90-140 85-130 100-150 80-110 70-100 40-48Talent Acquisition (TA) Coordinator 65-85 75-90 75-85 65-85 80-95 65-80 60-75 30-40Health & Safety Manager* 100-160 120-180 120-180 120-185 120-180 120-180 80-140 50-70Health & Safety Advisor/ Senior H&S Advisor 85-115 90-125 85-125 85-115 85-125 80-130 65-90 35-50Health & Safety Administrator/ Coordinator 70-80 75-85 75-85 70-80 80-90 60-90 60-80 27-35Employee Relations Manager* 120-190 130-200 130-190 120-190 150-200 110-150 110-140 70-75Employee Relations Ofcer/Advisor 85-115 100-125 90-130 100-120 90-130 80-100 70-100 35-45Industrial Relations Manager* 120-180 140-200 150-200 120-180 150-200 130-190 120-180 50-70Industrial Relations Ofcer 90-115 100-130 100-120 90-120 100-130 75-130 70-120 35-45HR Projects Manager* 110-150 140-200 130-180 120-185 140-200 115-140 110-150 62-82HR Projects Ofcer 85-100 90-140 90-110 90-125 120-180 75-100 70-95 40-55L&D Manager/Business Partner* 110-150 120-160 120-160 110-160 110-160 100-130 100-130 56-74L&D Ofcer/ Advisor 75-100 90-110 80-100 75-100 90-110 85-100 70-95 35-45L&D Admin/Coordinator 70-80 80-90 70-80 70-80 80-90 60-80 55-70 32-35Remuneration & Benets Specialist 95-115 95-130 90-130 95-115 95-130 100-120 95-115 50-70Return to Work Coordinator 70-90 85-95 75-110 65-90 90-120 65-85 60-80 30-40HUMAN RESOURCES SPECIALISTSMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.

46HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEThe legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of rms struggling to ll these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of rms using their services, while job boards (40%) and referrals (40%) serve as supporting channels. Workplace exibility remains a priority, with 82% of rms offering work-from-home options and 68% providing exible hours. Despite this, ofce attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some rms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benets. To attract and retain talent, rms are focusing on competitive benets, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As rms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.LEGAL0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts13%25%30%21%12%13%30%22%9%26%

47HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTEmma Elliott Chief Executive Ofcer ALPMAINDUSTRY LEADER'S HIGHLIGHT"Over the past year, the Australian legal industry has started to undergo signicant transformation, with AI integration, regulatory developments, and evolving workplace dynamics reshaping how we work. To remain competitive, attract and retain top talent, rms must adopt a holistic approach to talent management. This includes offering competitive remuneration packages, embracing exible work arrangements, providing clear career progression pathways, and prioritising well-being initiatives. Investing in continuous learning, particularly in AI and legal technology, will be essential. For our junior lawyers, developing prociency in AI tools, honing commercial acumen, and enhancing client engagement skills will be vital. Senior professionals should focus on strategic business development, managing client expectations and effective leadership.From automating legal research and contract analysis to providing predictive analytics and client interactions through chatbots, Articial Intelligence is reshaping the profession. However, the irreplaceable value of human judgment, strategic insight, complex decision-making and the ability to build strong relationships remains paramount. The challenge lies in seamlessly integrating AI into our rms whilst upholding the core values and expertise that dene the profession. As we navigate this AI-driven landscape, rms that thrive will be those that innovate while focusing on client-centric service delivery."78 %of law rms plan to grow their teams in 202556 %of law rms describe their team as slightly (44%) or signicantly (12%) under-resourced63 %of law rms have a hybrid working policy in place in 2025TOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSFilling skill gaps quickly 22%Covering for leave 21%Lightening staff workload 14%Bringing fresh perspective 12%Reducing costs 11%Business growth 37%Organisational change 17%Seasonal staff/Peak periods 3%Replacements 34%No hiring plans 10%TOP HIRING ROLES IN 2025HARD-TO-FILL ROLESLawyers 41%Associates 36%Senior Associates 33%Legal Secretaries 29%Paralegals 16%Senior Associates 39%Lawyers 25%Associates 21%Legal Secretaries 21%Paralegals 14%67% of law rms have used recruitment companies in the past 12 months. Other hiring channels include job boards such as SEEK (40%), referrals (40%) and internal recruitment (26%).% of teams hiring for these roles % of teams struggling to ll these roles

48HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonLegal Executive Assistant 90-100 90-110 98-120 85-100 100-130 65-95 65-95 50-60Legal Assistant Senior 85-98 88-100 90-100 80-100 90-110 65-80 75-90 40-55Legal Assistant Intermediate 75-85 75-85 80-90 75-80 80-90 60-75 60-80 40-45Legal Assistant Junior 60-70 65-72 70-80 65-75 75-80 60-70 60-70 33-37Legal Administration Assistant 60-70 60-65 65-75 60-65 70-75 60-70 55-70 30-40Corporate Receptionist 65-80 65-75 70-85 65-75 70-85 60-70 55-70 28-38Ofce Services Clerk 60-65 60-65 65-75 60-65 65-70 60-70 55-65 27-30Licensed Conveyancer 80-110 90-110 90-120 80-95 90-130 75-130 75-110 40-60Secretarial Coordinator 85-100 90-100 90-110 85-100 90-110 65-80 75-95 30-40Career Paralegal 80-95 85-95 90-120 80-100 85-110 70-95 70-95 40-60Student Paralegal 70-80 70-85 75-90 65-80 70-85 60-85 60-85 38-500-2yrs PAE 80-100 80-100 80-100 80-100 80-100 65-95 65-95 35-552-4yrs PAE 100-135 100-135 100-135 95-130 100-135 85-115 85-115 55-604-6yrs PAE* 125-145 125-145 125-145 120-150 130-150 120-140 120-140 55-706-8yrs PAE* 150-190 150-190 150-190 140-185 150-190 140-200 140-200 70-908+yrs PAE* 180+ 180+ 180+ 180+ 180+ 180+ 180+ 80-1100-2yrs PAE 80-100 80-100 80-100 90-110 85-110 60-75 60-75 70-902-4yrs PAE 100-135 100-135 100-135 100-140 110-140 75-100 75-110 85-1504-6yrs PAE* 125-145 125-145 125-145 130-160 130-160 90-140 100-140 90-1556-8yrs PAE* 150-190 150-190 150-190 150-200 150-195 140-195 140-190 100-1608+yrs PAE* 180+ 180+ 180+ 190+ 190+ 170+ 170+ 130-1800-2yrs PAE 95-120 95-120 95-120 100-115 95-120 65-95 65-95 90-1602-4yrs PAE 110-140 110-140 110-140 110-150 110-150 85-115 85-115 110-2604-6yrs PAE* 140-180 140-180 140-180 140-180 140-180 120-140 120-150 140-3306-8yrs PAE* 170-190 170-190 170-190 170-200 160-190 160-220 160-220 150-4008+yrs PAE* 190+ 190+ 190+ 200+ 180+ 210-250 210-250 160+LEGAL SUPPORT AND FEE EARNERSOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Please note Australian salaries include superannuation, and superannuation will increase to 12% as of July 2025, whereas New Zealand and United Kingdom salaries exclude KiwiSaver and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates. Legal Fee EarnersTop Tier Mid Tier Boutique

49HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonPractice Manager* 95-120 100-135 120-150 95-120 110-150 90-110 85-115 50-70Operations Manager* 100-125 100-135 120-160 100-125 110-150 100-120 95-120 55-75Human Resources Manager* 140-180 150-180 160-200 140-180 160-200 100-150 100-160 60-90Human Resources Business Partner 120-145 120-155 130-155 120-145 130-150 110-155 110-140 60-80Human Resources Advisor 90-120 90-120 90-120 90-120 90-120 95-110 85-110 40-60IT Team Leader/Manager* 130-180 150-200 160-200 130-180 180-210 120-160 120-160 60-80Systems Engineer 140-170 145-170 140-170 145-170 140-170 120-150 120-150 50-70IT Support Ofcer 65-120 65-120 70-120 65-120 70-120 55-100 55-100 30-45Finance Manager* 115-180 145-180 155-180 145-180 160-200 130-180 130-180 60-80Billings Manager* 125-160 125-160 125-160 125-160 135-160 125-150 125-150 50-70Billings Ofcer 80-100 80-100 95-105 95-105 105-110 80-100 80-100 30-45WIP Manager* 120-160 120-160 120-160 120-160 130-170 120-150 120-150 50-70WIP Supervisor 100-115 100-115 105-120 105-120 110-125 95-110 95-110 40-60WIP Ofcer 90-100 95-100 90-100 90-100 90-100 90-100 90-100 30-45Trust Accounts Ofcer 85-95 85-95 85-95 85-95 90-100 85-95 80-95 40-60Marketing Assistant 60-80 60-80 60-80 60-80 60-80 55-65 55-65 26-35Business Development Manager* 100-145 110-155 110-165 100-155 110-165 95-130 95-115 60-80Boardroom Attendant / Corporate Waiter 65-80 70-80 70-80 65-80 60-80 60-80 55-80 25-30CORPORATE SERVICETOP BENEFITS OFFERED BY LAW FIRMSDid you know? We also specialise in Accounting & Finance, Business Support, Government, HR, Marketing & Digital, Property, Sales, Supply Chain and Technology.Working from home 82%Association membership 72%Flexible work hours 68%Social activities 66%Bonuses 65%Industry publication access 65%EAP 59%Additional leave 43%Car park 42%Company mobile/laptop 41%Health care subsidies 39%Extra parental leave 37%Mental health training 36%Legal services 35%Wellbeing programme 33%02%1 2345+7%5%17%37%32%LEGAL TEAMS' NUMBER OF DAYS WORKING FROM THE OFFICE

50HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEMarketing recruitment trends continue to shift, with strategic planning (64%), customer experience (50%), and social media (39%) emerging as key skill areas for development. Businesses are focusing on lead generation (60%) and brand awareness (54%), while AI and automation remain secondary concerns at 14%, reecting a cautious but growing interest in technology-driven marketing solutions. Hiring activity remains subdued, with 42% of respondents not planning any marketing hires this year. However, demand persists for junior roles such as marketing assistants (19%) and coordinators (14%), alongside a resurgence of generalist positions as businesses tighten budgets. AI is impacting content creation the most (41%), followed by creative asset generation (27%) and SEO (21%), underscoring the industry's shift toward automation in digital marketing functions. Most organisations (58%) report stable staff turnover, with 56% expecting no change in the next 12 months. However, retention remains a focus as businesses seek to build adaptable, cross-functional teams to navigate shifting market demands. While digital skills continue to be essential, creativity, research, and design are emerging as critical competencies, reinforcing the need for well-rounded marketing professionals in an increasingly competitive space.MARKETING & DIGITAL0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts18%47%20%11%4%16%63%9%9%3%

51HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTStuart Thompson Director of Sales and Marketing JetPark HotelsINDUSTRY LEADER'S HIGHLIGHT"Top marketing talent needs more than just a paycheck—they need growth opportunities, recognition, and a culture that values creativity. Competitive salaries are expected, but engagement comes from upskilling, particularly in AI, data analysis, and consumer psychology. While exible work is valuable, being on-site fosters real brand connections, better customer insights, and stronger collaboration. The human touch remains irreplaceable.Junior marketers must master digital tools, storytelling, and audience understanding—not just personal preferences. They should also see how traditional media ts with digital strategies to form a true media mix. Senior marketers must be strategic thinkers, using data to drive action while keeping teams creative and motivated. A critical skill for all? Balancing AI’s efciency with human intuition.AI has changed the game—automating the grunt work, crunching data faster than ever, and helping us personalise content like never before. But AI is a tool, not a marketer. It can’t replace human creativity, brand voice, or the instincts that make great marketing work. The trick is knowing how to use AI to enhance, not replace, the human touch that makes brands stand out."65 %of marketing teams plan to grow their teams in 202589 %of marketing teams have started using AI to maximise their efciency56 %of teams describe themselves as slightly (40%) or signicantly (16%) under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERS2025 MARKETING PRIORITIESTOP HIRING ROLES IN 2025Filling skill gaps quickly 20%Lightening staff workload 15%Reducing costs 11%Bringing fresh perspective 11%Meeting tight deadlines 10%Business growth 27%Organisational change 17%Seasonal staff/Peak periods 6%Replacements 34%No hiring plans 16%Marketing Assistant 21%Marketing Coordinator 16%Social Media Manager 14%Graphic Designer 13%PR Advisor 6%CRM Marketing Manager 4%Marketing Manager 3%60% Lead generation8% Customisation32% Customer retention41% Customer experience54% Brand awareness13% Automation and AI35% Social media engagement% of teams hiring for these roles

52HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonMarketing Director* 140-180 160-220 165-230 140-180 180-230 165-230 165-230 80-130Marketing Manager* 100-140 120-160 120-160 100-140 120-160 120-160 110-160 45-68Digital Marketing Manager* 90-120 100-140 100-140 90-120 110-140 100-145 100-145 45-60Digital Marketing Coordinator 70-85 75-90 75-90 70-85 75-95 80-95 75-95 28-40Marketing Executive/Specialist 80-95 85-110 85-110 80-110 90-110 75-95 75-95 30-42Marketing Coordinator 65-75 70-85 70-85 70-80 70-85 70-75 65-75 30-35Marketing Assistant/Graduate 55-65 60-70 60-70 55-65 60-70 55-65 55-65 27-32MARKETING GENERALISTSOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.STAFF TURNOVER IN 2024EXPECTED STAFF TURNOVER IN 2025KEY AREAS IMPACTED BY AIDid you know? We also specialise in Accounting & Finance, Business Support, Government, HR, Legal, Property, Sales, Supply Chain and Technology.Signicantly improved 1%Somewhat improved 28%No change 58%Worsened 13%Signicantly improved 8%Somewhat improved 22%No change 56%Worsened 14%Content creation 41%Creative asset generation 26%SEO 21%Email automation 18%Customisation 18%Chatbots 17%Social media 16%Analytics 15%

53HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonProduct Manager* 100-140 100-140 100-140 100-130 100-150 100-150 100-150 60-99eCommerce Manager* 100-140 100-150 100-150 100-150 100-150 110-145 85-125 45-70CRM Marketing Manager* 90-120 95-120 100-140 90-115 100-140 95-130 80-120 40-60Communications Manager 100-120 115-135 100-130 95-130 100-130 110-135 100-130 45-55PR and Communications Advisor 80-100 95-120 110-130 75-95 110-130 75-95 65-110 40-60Market Research Analyst 80-110 85-120 85-120 75-115 85-120 70-90 70-90 30-50Social Media Manager 80-100 80-100 80-100 75-100 85-100 80-95 70-80 35-65Brand Manager* 90-120 90-130 90-130 80-115 90-130 90-135 90-135 40-70Brand Coordinator 65-75 75-85 70-80 60-75 75-80 75-85 50-85 30-40Brand Assistant 55-65 55-75 60-70 55-75 60-70 60-70 60-70 27-35Digital Designer 65-85 80-95 80-90 70-90 85-95 70-95 65-95 30-55Graphic Designer 65-75 70-95 70-95 65-80 70-95 75-95 60-90 30-45MARKETING SPECIALISTSMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.KEY SKILLS TO DEVELOP IN 2025Strategy and planning 64%Customer experience 50%Social media 39%Creativity and design 36%Data analytics 36%Insights and research 35%Digital optimisation 33%Advertising and branding 25%Digital engagement 22%Marketing automation 19%

54HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEThe property and real estate industry continues to grapple with talent shortages, particularly in commercial and residential property management, as well as facilities and operations management. The hiring landscape has shifted slightly over the past year, with a notable decline in demand for administrative and accounts managers. Employers remain open to upskilling candidates, with 64% willing to train high-quality hires lacking industry-specic experience if they align with company culture. However, the challenge persists, with 23% of employers struggling to hire commercial property managers and 20% facing difculties lling residential property management roles. The demand for exibility and benets has also evolved. Bonuses and remote work options are now the most commonly offered benets, each provided by 56% of employers, while career development training has seen a decline, with only 36% of companies prioritising it compared to 54% last year. AI and automation are emerging as key drivers in property management, with virtual property tours (33%) and AI-assisted workow automation (31%) gaining traction. As the market adjusts to evolving workforce expectations and technological advancements, businesses must balance competitive salaries, upskilling initiatives, and automation to attract and retain top talent.PROPERTY0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts18%56%12%6%8%11%62%15%2%10%

55HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTDaniel Hill Chief Operating OfcerHarris Real EstateINDUSTRY LEADER'S HIGHLIGHT"Our key talent strategy has been to build our own candidate pipeline through our cadet program, which has ensured that we have been able to attract and develop talent, ensure retention through clear career progression frameworks and ongoing investment, and ll key roles internally. It’s an approach that supercharges our recruitment strategy when used alongside strong partnerships with recruitment agencies that hold key relationships and insights to industry talent and movements. As our cadet program enters its fth year, it’s been vital to look at the lifecycles of staff within the business and their longer-term career growth. To do this, we’ve developed Job Scorecards for every role, that state role expectations and responsibilities, measurable KPI’s, SMART and long-term goals. We can now map the training and development needed to progress employee in line with their personal plans, and our agency needs. In today’s market, key skills such as resilience and adaptability are essential. The speed at which markets, legislative reforms, and technological advancements now move means that to succeed, you need to work with them and be ready for anything. AI has also had a signicant impact on reinforcing our priorities. When anything can be automated, what boundaries do you set to uphold your company values and client care? For us, that means embracing AI in ways that free up our staff to do what they do best – serve their clients – without compromising human engagement."66 %of property and real estate teams plan to grow their teams in 202576 %of property and real estate teams have started using AI to maximise their efciency67 %of teams describe themselves as slightly (52%) or signicantly (15%) under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSCovering for leave 24%Filling skill gaps quickly 24%Lightening staff workload 20%Bringing fresh perspective 17%Meeting tight deadlines 16%Business growth 31%Organisational change 9%Seasonal staff/Peak periods 4%Replacements 36%No hiring plans 20%TOP HIRING ROLES IN 2025HARDEST-TO-FILL ROLESCommercial Prop. Manager 21%Facilities/Ops Manager 19%Residential Prop. Manager 18%Property Accountant 16%Admin/Accounts Manager 15%56% of hiring managers include bonuses in salary packages, as well as work-from-home options (56%), company laptop and mobile (38%), training (38%), exible work hours (36%), additional leave (26%), company car (20%), and car parking (19%).Lease Administrator 14%Commercial Prop. Manager 23%Residential Prop. Manager 20%Facilities/Ops Manager 15%Capital Works Project roles 9%Property Accountant 6%Strata Manager 6%% of teams hiring for these roles % of teams struggling to ll these roles

56HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonGeneral Manager - Property* 170-230 170-250 180-250 170-250 180-250 120-180 120-180 50-100Asset Manager Senior* 130-160 130-160 140-170 130-160 140-170 95-125 95-120 70-100Asset Manager Junior 80-100 80-110 80-110 80-110 80-110 75-90 75-90 40-55Valuer CPV/RPV* 70-120 75-120 85-130 75-120 90-140 65-120 60-120 45-65Acquisitions* 90-150 90-170 100-160 100-150 100-160 65-120 60-120 50-75Commercial/Industrial Sales & Leasing 90-110 90-120 90-120 90-120 90-130 80-120 65-120 45-70Head of Department* 140-180 140-180 150-200 140-180 160-220 95-150 90-110 80-120Property Manager Senior* 120-140 120-140 120-150 120-140 120-160 80-105 80-105 50-70Property Manager Intermediate 80-100 90-110 95-115 90-110 95-115 70-85 70-85 40-55Property Manager Assistant 70-80 70-80 70-90 70-80 70-90 60-70 55-75 30-40Retail Centre Manager* 120-160 120-160 120-180 120-160 120-180 80-120 80-120 50-70Lease Administrator 75-100 75-95 80-100 80-100 80-110 55-70 50-70 30-40COMMERCIAL, INDUSTRIAL AND RETAILOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.Salary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonOperations Manager* 100-140 110-150 110-150 120-145 110-155 90-130 90-130 50-80Contracts Manager* 100-130 110-145 110-155 110-145 110-145 130-190 120-180 55-85Service Manager* 85-120 90-125 105-125 105-125 105-125 100-150 90-140 45-70Facilities Manager* 95-130 100-130 100-130 100-125 100-130 100-140 90-130 45-65Facilties Coordinator 70-85 70-85 75-95 75-95 80-100 65-90 60-85 30-40Building Manager 80-100 80-100 80-110 80-100 90-120 85-120 75-110 40-60Client Side Project Manager Senior* 115-150 125-150 125-150 120-150 120-150 130-200 120-180 60-90Client Side Project Manager Junior 80-110 90-105 90-110 80-100 85-120 65-85 60-80 40-55Project Coordinator 70-90 75-100 75-100 70-90 75-100 60-80 55-75 30-40OPERATIONS AND PROJECT MANAGEMENTDid you know? We also specialise in Accounting & Finance, Business Support, Government, HR, Legal, Marketing & Digital, Sales, Supply Chain and Technology.

57HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonHead of Department* 110-130 110-140 110-150 110-140 110-150 110-150 110-150 80-120Property Manager Senior 85-100 90-105 90-110 90-105 90-120 95-120 85-110 50-70Property Manager Intermediate 75-85 75-95 75-100 75-95 75-100 75-100 75-100 40-55Assistant Property Manager 60-70 60-75 60-75 60-70 60-75 60-75 50-70 30-40Sales Administrator/PA 70-80 70-80 70-80 70-80 75-85 55-70 50-65 25-35Strata Manager Senior 90-110 90-120 90-120 80-120 100-140 80-105 80-100Strata Manager Junior 75-90 75-95 75-95 70-95 75-100 70-85 65-80Strata Assistant 65-75 65-75 65-75 65-75 65-80 60-70 55-65RESIDENTIALMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.KEY AREAS IMPACTED BY AIVirtual property tours 33%Email and content writing 31%Leasing/tenant mngmt 31%Property Mngmt platforms 26%Data visualisation 24%CRM 21%Property listings 20%Valuation/pricing tools 17%Predictive analytics 16%Sustainability planning 15%Risk assessment 14%

58HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEThe demand for sales leadership talent remains strong in 2025, with businesses continuing to prioritise candidates with technical expertise, stakeholder management skills, and commercial acumen. Hiring managers face ongoing challenges in sourcing high-calibre sales professionals, particularly in roles such as Business Development Managers, Sales Representatives, and Key Account Managers. The integration of AI in sales functions is inuencing the required skill set, with CRM optimisation (48%), AI-assisted content writing (43%), and sales data visualisation (36%) emerging as key competencies. Attracting top sales talent is increasingly reliant on offering competitive KPI bonuses (57%), exible work arrangements (53%), and career growth opportunities (50%). Notably, the percentage of companies communicating KPIs and commission structures at the interview stage has risen from 57% to 68%, reecting a shift towards greater transparency in the recruitment process. Staff turnover remains stable, with 58% of organisations reporting no change over the past year, while 22% have seen some improvement. Looking ahead, 57% anticipate turnover levels will remain steady, with 21% expecting further positive shifts. As businesses rene their talent strategies, the focus is on long-term career growth, AI-driven sales processes, and structured incentive plans to attract and retain top sales professionals.SALES0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts14%51%25%8%2%6%60%17%4%13%

59HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTChris KellyState Sales Manager TOMRA CollectionINDUSTRY LEADER'S HIGHLIGHT"To attract and retain sales staff, employers must prioritise both workplace exibility and meaningful team connections. The freedom to choose where they work remains crucial for employees, alongside strong engagement with teams and senior leaders. Beyond this, offering opportunities to participate in activities outside their immediate job scope has become a key strategy. Looking ahead to 2025, both junior and senior sales professionals will need to rene their ability to understand customer needs through skills like concise communication and active listening. With professionals becoming increasingly time-poor and businesses competing for their attention, salespeople who can acknowledge this reality will stand out. Another critical skill is the ability to communicate effectively across multiple platforms. Customers no longer want, nor have time for, endless meetings, and emails often create barriers due to their limited engagement. Successful sales professionals must be adept at leveraging digital, analogue, and in-person communication to engage with their audience. Many sales professionals now use AI tools to draft emails and other materials, streamlining their workload. Additionally, AI plays a vital role in company and market research, providing insights into customers and competitors. This shift allows sales teams to access valuable information more efciently, enhancing their overall strategy and approach."74 %of sales teams plan to grow their teams in 202580 %of sales teams have started using AI to maximise their efciency55 %of teams describe themselves as slightly (40%) or signicantly (15%) under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSKEY BENEFITS TO ATTRACT SALES TALENTTOP HIRING ROLES IN 2025Lightening staff workload 24%Filling skill gaps quickly 22%Bringing fresh perspective 17%Covering for leave 16%Reducing costs 15%Business growth 35%Organisational change 18%Seasonal staff/Peak periods 5%Replacements 33%No hiring plans 9%BD Manager 36%Sales Representative 25%Key Account Manager 14%Account Manager 13%Partnership Manager 9%Sales Manager 6%National Sales Manager 6%53% Flexible work arrangements44% Competitive commission structure19% Company car23% Car parking50% Career opportunities26% Car allowance57% KPI bonuses% of teams hiring for these roles

60HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonCustomer Success Manager* 110-140 120-150 120-140 110-140 120-145 100-145 100-130 40-60Enterprise Account Executive* 90-120 100-140 100-140 90-130 100-140 85-120 85-115 70-100Key Account Manager* 90-130 120-180 120-180 90-130 120-180 70-110 70-105 38-60Account Manager 80-110 95-120 90-120 80-110 90-120 65-95 65-90 32-50Account Executive 75-95 85-95 80-95 75-95 85-100 65-90 65-90 30-48ACCOUNT MANAGEMENTOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.KEY AREAS IMPACTED BY AISTAFF TURNOVER IN 2024COMMISSION PAYMENTEXPECTED STAFF TURNOVER IN 2025Did you know? We also specialise in Accounting & Finance, Business Support, Government, HR, Legal, Marketing & Digital, Property, Supply Chain and Technology.CRM optimisation 48%Email/content writing 43%Data visualisation/reporting 36%Predictive sales forecasting 32%Email outreach/follow-ups 25%Lead prioritisation 21%Personalisation 20%Chatbots 18%Signicantly improved 11%Somewhat improved 23%No change 58%Worsened 8%Signicantly improved 15%Somewhat improved 21%No change 57%Worsened 7%Yearly 13%Quarterly 40%Monthly 33%Correlated with turnover 14%67% of hiring managers mention KPIs and commissions during job interviews, followed by 23% at job offer stage

61HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonGeneral Manager Sales* 130-160 145-190 130-160 130-160 150-190 140-190 140-190 70-150+Sales Director* 140-200 150-200 150-200 150-200 150-210 130-150 130-150 70-150+National Sales Manager* 130-160 130-160 140-160 130-160 140-160 130-180 120-180 60-100+National Business Development Manager* 120-170 130-180 130-180 120-170 140-180 130-180 130-170 60-90Business Development Manager* 90-130 100-140 100-150 90-140 100-150 80-130 75-130 40-70Regional Sales Manager* 100-140 100-160 100-160 100-140 100-160 130-180 110-160 48-90Territory/Area Sales Manager 80-110 90-125 90-125 85-110 90-125 120-140 120-140 48-80Sales Manager* 100-130 110-140 100-130 100-130 120-145 85-125 85-120 48-65Sales Team Leader 85-100 90-100 90-100 90-100 90-110 75-90 75-95 35-52Sales Engineer* 85-120 90-120 90-125 85-120 90-125 80-110 75-110 47-81Sales Representative/Consultant 75-90 75-90 75-90 75-90 75-95 50-65 50-60 27-35Sales Dev. Representative Outbound 70-80 70-85 70-80 70-80 70-85 60-75 60-70 27-40Sales Dev. Representative Inbound 60-70 65-75 65-75 60-70 65-75 55-70 55-65 27-35Sales Associate 60-75 60-75 60-75 60-75 60-75 50-70 50-70 29-38Sales Coordinator 60-70 65-75 60-70 60-70 60-70 50-60 50-60 30-35Sales Support 65-75 65-80 65-75 60-75 65-75 55-65 55-65 27-30SALESMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.

62HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEIn 2024, supply chain and logistics hiring managers faced ongoing challenges, with candidate availability remaining a key issue. More than 50% of employers reported difculty nding candidates, with 46% also citing candidate unreliability as a barrier to hiring. Warehousing and Operations/Admin Support roles remained in high demand, but skill shortages persisted across Warehousing (37%), Demand and Procurement (33%), and Transport (25%). Employers continued to invest in exibility, automation, and technology to mitigate these gaps, while benets such as exible working hours (39%), product discounts (25%), and meal allowances (10%) were offered to compensate for the lack of work exibility. Looking ahead to 2025, hiring demand for Warehousing roles has decreased to 42%, while Transport roles have become more prominent, rising to 33%. Skills shortages persist, particularly in Warehousing (36%), Transport (30%), and Procurement (24%). AI is increasingly inuencing the sector, with predictive analytics (50%), real-time data tracking (47%), and warehouse management systems (43%) emerging as critical skills. Certications and upskilling initiatives (25%) have become a more common retention strategy, but over half of employers still offer no additional benets. As technology continues to reshape supply chains, professionals with technical expertise and adaptability will be crucial in driving industry success.SUPPLY CHAIN0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts14%49%31%3%3%13%69%6%3%9%

63HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTALENT ATTRACTION AND RETENTION STRATEGIES76 %of supply chain teams plan to grow their teams in 202525 %of managers offer upskilling and exible hours to offset limited work-from-home options52 %of teams describe themselves as slightly (44%) or signicantly (8%) under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSKEY SUPPLY CHAIN AREAS IMPACTED BY AILightening staff workload 24%Filling skill gaps quickly 22%Reducing costs 19%Handling peak periods 18%Covering for leave 16%Business growth 27%Organisational change 19%Seasonal staff/Peak periods 5%Replacements 34%No hiring plans 14%37% Supply chain optimisation26% Supplier performance analysis27% Route optimisation47% Real-time data tracking40% Process automation for procurement and operations50% Predictive analytics for demand forecasting43% Warehouse management systemsIncreased base pay 38%Additional training 35%Improved employee recognition 34%Enhanced wellbeing support 27%New work arrangements 23%DEI initiatives 8%Increased variable pay 4%2025 EMPLOYEE PAY RISE EXPECTATIONSOver 5% 27%4 to 5% 25%1 to 3% 19%None 2%Matching ination 27%

64HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTALENT ATTRACTION WITHIN SUPPLY CHAINRECRUITMENT CHALLENGES IN 2025MAIN REASONS FOR STAFF TURNOVERDespite lower hiring intent due to economic uncertainty, gaps between workforce planning and talent availability remain across many areas including warehousing, transport, and operations. Management roles, though not a primary hiring focus, also face recruitment challenges, highlighting the ongoing need for leadership in supply chain operations.KEY TALENT SHORTAGES 2025 TOP HIRING ROLESWarehousing 36%Transport 30%Demand and Supply 24%Management 24%Ops/Admin Support 21%Warehousing 42%Ops/Admin Support 33%Transport 32%Management 21%Demand and Supply 18%Lack of worklife balance 38%Lack of career opportunities 59% Limited employee benets 33%Insufcient exibility 31% Non supportive work culture 34% Stressful work conditions 34%Management issues 30% Uncompetitive salary 33%10% Increase in rejected job offers15% Decrease in application numbers17% Competition for talent33% Candidate unreliability17% Candidate ghosting38% Applications' relevancy27% Increase in international applications

65HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTTOP EMPLOYEE BENEFITS FOR SUPPLY CHAIN STAFFSALARY PACKAGE AND ALLOWANCESLEARNING AND DEVELOPMENTBonuses allowances50%39%35%32%WORK FLEXIBILITYOTHER BENEFITS32%30%26%22%21%64% 47%53%InsurancesTransport allowanceUniform/Uniform benetHealth care subsidiesMeal provided or allowanceCar parkWork phone/laptopGym membershipCareer development training39%35%35%32%22%19%14%14%Wellbeing programmeMentorship programmeAI and Tech upskillingMental health rst-aid trainingStudy allowancesAccess to industry publicationsSecondment opportunitiesMobility programmeEmployee Assistance Programme43%34%22%20%20%19%17%16%Employee discountSocial activitiesReferral incentivesVolunteering programmeRetirement transition programmeShare incentivesLegal servicesTax advisoryFlexible working hours45%32%22%21%18%17%14%13%Overtime paymentsWork-from-home options (when possible)Mental health leaveStudy and short career breaksExtra annual leaveBirthday leaveParental leave beyond entitlementsCondensed work week

66HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonPlanning Manager 130-150 125-150 130-150 110-150 130-150 100-120 100-120 50-70Demand Manager 125-145 120-150 110-140 110-130 130-160 90-110 85-110 45-65Demand Planner 85-100 90-110 85-100 75-105 90-120 75-100 75-95 35-50Supply Manager 110-130 100-130 100-120 100-130 100-120 100-120 100-120 50-70Supply Planner 85-100 80-100 80-100 75-100 90-110 80-100 80-95 35-50Supply Chain Analyst 115-135 90-120 90-110 80-120 90-115 65-85 65-85 40-55Procurement Specialist 95-115 90-130 95-120 80-100 90-140 80-120 80-120 40-55Procurement Manager* 120-140 120-160 130-160 110-140 130-160 120-160 120-150 50-70Purchasing Ofcer 70-80 75-95 70-90 65-85 75-90 70-85 70-85 30-40Purchasing Manager* 90-110 110-140 120-150 110-140 120-150 85-100 85-100 50-70Supply Chain Manager* 115-135 120-145 110-135 105-140 125-145 95-150 95-150 50-70Operations Manager* 105-125 110-160 110-160 100-140 110-160 100-160 95-160 48-65QC Specialist 70-90 75-95 80-100 70-90 80-100 75-90 70-90 35-50QA Manager* 110-150 110-150 125-150 110-150 115-150 100-140 95-140 50-70Project Manager 120-140 130-160 120-160 120-160 120-160 90-150 95-150 50-70Project Engineer* 105-125 100-125 80-120 90-120 90-120 90-130 90-130 40-55OPERATIONSSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonNational Transport/Logistics Manager* 130-170 140-180 140-180 120-170 150-200 110-150 110-150 50-70Logistics Manager* 120-150 130-160 120-150 90-140 130-160 90-130 95-130 50-70Logistics Coordinator 65-75 80-90 70-90 60-80 80-90 65-75 65-75 30-40Transport Manager* 110-130 120-150 120-160 90-120 130-160 100-130 100-125 45-65Transport Supervisor 80-100 80-100 80-100 80-100 80-100 75-95 75-90 35-45Transport Coordinator/Allocator/Scheduler 70-80 75-85 70-90 65-80 75-90 65-75 60-75 30-40Logistics Analyst 55-65 85-100 85-110 80-100 80-100 70-90 70-95 35-50TRANSPORTS AND LOGISTICSOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.

67HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonDistribution Centre Manager* 110-140 120-160 140-180 110-150 150-200 90-140 90-140 50-70Warehouse Site Manager 80-110 90-120 95-120 80-110 95-120 80-90 75-90 45-65Warehouse Team Supervisor 65-80 75-90 75-90 65-85 80-90 60-75 60-75 30-40Storeman/Forklift Driver 60-65 65-80 65-75 65-80 70-80 55-65 55-65 25-35Warehouse Assistant/Kit Assembler 55-60 60-70 65-80 50-70 65-75 50-75 50-75 22-28CNC Machinist 50-70 75-85 75-85 75-85 75-85 70-80 70-75 30-40Inventory Manager 85-100 85-100 85-100 85-100 85-100 75-85 70-85 40-55Inventory Controller/Analyst/Planner 65-85 75-95 75-90 60-85 75-90 65-85 65-85 30-40Production Manager 80-100 100-140 100-120 100-130 100-130 90-130 85-125 50-70Production Planner 85-100 85-100 80-100 80-100 80-100 95-130 85-120 35-50Field Service Technician 75-90 80-100 85-110 70-100 95-115 70-85 70-85 30-40Service Fitter 68-85 85-100 85-100 85-100 85-110 70-80 70-80 28-35Service Centre Engineer 60-65 70-85 80-100 65-85 80-90 70-85 70-85 35-45WAREHOUSING AND PRODUCTIONSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonAir/Ocean Freight Manager 100-120 100-125 110-130 100-120 110-130 85-90 85-90 50-70Air/Ocean Import/Export Specialist 85-110 90-115 90-110 85-110 90-110 60-70 60-70 30-40Air/Ocean Freight Operator 65-75 70-85 75-85 65-75 70-80 75-80 75-80 25-35Import/Export Manager 100-120 100-130 100-120 100-120 100-120 90-120 85-120 50-70Import/Export Operator 75-80 75-90 75-95 75-80 75-90 75-90 75-90 25-35Branch Manager* 95-115 140-150 140-150 95-115 140-150 90-140 85-130 50-70Customs Broker 105-115 110-130 110-130 105-115 90-130 80-110 80-110 30-40FREIGHT FORWARDINGMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.Did you know? We also specialise in Accounting & Finance, Business Support, Government, HR Legal, Marketing & Digital, Property, Sales, and Technology.

68HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTRECRUITMENT UPDATEThe demand for IT talent remains high, with 28% of companies taking over two months to ll key roles, highlighting persistent skill shortages. Despite this, hiring plans for 2025 show a cautious approach, with 34% of businesses not planning to recruit for IT positions. Developers, project managers, and business analysts remain among the most sought-after roles, while AI governance, cybersecurity, and cloud engineering emerge as critical areas for future investment. AI continues to reshape workforce priorities, with 47% of businesses seeking candidates with at least a base-level understanding of AI. Key skills growing in importance include automation and IT process orchestration (63%), continuous learning in AI (45%), and cybersecurity using AI-driven threat detection (37%). Cybersecurity, upskilling, and AI and machine learning are now the top three business priorities, each cited by over 50% of companies. Contractor usage has remained relatively stable, with 81% of companies expecting no change in 2025, and nearly half keeping contractor levels under 10%. The shift towards AI, automation, and cybersecurity signals an evolving skills landscape, requiring businesses to balance permanent hires with specialised expertise to stay competitive.TECHNOLOGY0%1-3%4-5%>5%Matching ination2024 PAY RISES AND 2025 FORECASTS 2024 pay rises 2025 pay rise employer forecasts14%37%31%12%6%17%43%29%4%7%

69HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTKate Moore People Director SAMSUNG Electronics AustraliaINDUSTRY LEADER'S HIGHLIGHT"There has been a noticeable shift in workforce dynamics, with a growing emphasis on fostering deeper connections among colleagues to boost collaboration and achieve shared goals. Despite the rapid advancement of AI, navigating uncharted waters presented by this technology requires careful consideration and exploration of novel possibilities. Across all industries, including Tech, we need to adopt fresh approaches to work and integrate emerging technologies to improve efciency. With this, it becomes apparent that humanistic skills including creative problem-solving, strategic acumen, and exceptional people skills will remain indispensable in shaping tomorrow's workplace. At Samsung, we're dedicated to innovation and tech leadership fueled by our commitment to connection – for our people and our products. When attracting talent, we seek candidates whose skills defy conventional norms; those with passion for our brand and products, coupled with empathetic competencies requisite to fullling our mission statement. And in return, we provide the space for our people to grow and thrive. "65 %of tech hiring managers plan to grow their teams in 202569 %of employers value talent with AI expertise, but only 22% actively seek it61 %of teams describe themselves as slightly (54%) or signicantly (7%) under-resourcedTOP BENEFITS OF TEMP/CONTRACT WORKERS2025 RECRUITMENT DRIVERSTECH TEAMS' TOP PRIORITIESTOP HIRING ROLES IN 2025Meeting tight deadlines 24%Filling skill gaps quickly 22%Reducing costs 19%Providing niche expertise 17%Bringing fresh perspective 17%Business growth 23%Organisational change 22%Seasonal staff/Peak periods 19%Replacements 18%No hiring plans 18%Developers 27%Project Managers 22%Business Analysts 21%Data Analysts/Scientists 15%Help Desk 15%IT Managers 8%Programme Managers 7%System Administrators 7%57% Process improvement37% Data Management and Analytics51% Cybersecurity34% Cloud computing31% Automation and DevOps46% AI and machine learning51% Upskilling% of teams hiring for these roles

70HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonCTO/CIO* 200-260 200-300 220-350 200-300 250-400 180-260 180-260 120-200+Cloud Architect* 160-200 160-220 160-220 160-200 160-220 145-165 145-165 80-120Solutions Architect* 135-160 150-200 160-200 150-200 160-200 150-180 140-170 75-110Technology Trainer 90-120 100-130 100-130 100-130 100-130 100-130 90-120 50-70Data Scientist* 110-160 140-200 140-250 140-200 140-250 120-140 120-180 60-90Data Analyst 80-130 90-150 90-160 90-150 90-160 80-100 80-100 40-60IT Consultant - Functional/Technical 100-140 100-160 100-160 100-160 100-160 70-130 70-130 55-80Senior Business Analyst 110-160 120-160 130-160 120-160 130-160 120-160 120-160 65-85Business Analyst 95-120 100-130 100-130 100-130 100-130 100-130 100-130 50-70Organisational Change Manager* 115-170 125-200 130-200 120-200 120-200 120-200 125-145 70-100CRM Developer 110-150 130-180 130-180 130-180 130-180 130-180 100-130 50-75UX/UI Developer 110-140 110-160 110-160 110-160 110-160 110-160 110-140 45-70Web Developers 80-140 90-160 90-160 90-160 90-160 90-160 70-120 40-65IT Manager* 110-200 120-220 140-200 120-200 150-200 120-200 110-200 55-80Test Manager* 120-150 120-180 130-180 120-180 130-180 120-180 120-150 50-75Test Analyst 85-110 100-130 100-130 95-130 100-130 100-120 85-110 35-50Technical Writer 85-110 100-140 100-160 90-130 100-160 100-130 85-110 40-55Service Desk Manager 100-130 100-140 120-150 100-140 120-150 80-110 75-105 45-60Systems Administrator 80-130 90-130 95-140 90-130 95-120 80-130 80-130 35-50Help Desk Support 65-85 65-85 70-90 65-85 65-85 65-85 65-85 27-35TRANSFORMATION, ANALYTICS AND DEVOPSOur salary benchmarks, based on insights from over 100,000 job seeker interviews, industry expertise, and market data, are listed in AUD (Australia), NZD (New Zealand), and GBP (UK). Salaries exclude superannuation, KiwiSaver, and pension. Roles marked with * may vary by job scope, industry, and company size. Contact us for precise estimates.Did you know? We also specialise in Accounting & Finance, Business Support, Government, HR Legal, Marketing & Digital, Property, Sales, and Supply Chain.

71HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTSalary band (’000) Adelaide Brisbane Melbourne Perth Sydney Auckland Wellington LondonSenior Project Manager* 135-175 150-200 160-200 140-200 160-200 125-180 125-155 60-90Project Manager* 115-145 120-160 130-170 115-150 120-160 90-130 90-130 48-55Project Coordinator 75-110 85-130 90-130 80-120 85-150 65-120 65-115 30-40Program Manager* 120-170 140-180 140-220 135-180 140-220 180-240 170-230 70-100Program Coordinator 70-100 80-110 80-130 80-110 80-130 70-110 70-110 35-45Implementation Manager* 120-140 120-150 120-150 120-150 120-150 90-110 90-110 55-75PMO Manager* 120-200 140-200 150-250 140-200 150-250 140-190 140-190 60-80Security Administrator* 100-130 100-140 100-140 100-140 100-140 75-120 75-120 27-35PROJECT MANAGEMENT AND SECURITYMissing role in our salary tables or looking for an hourly rate estimation? Get an expert opinion.PROPORTION OF IT CONTRACTORS IN BUSINESSES' IT WORKFORCEAVERAGE TIME TO RECRUIT KEY IT ROLESOver 2 months 34%Up to 2 months 32%Up to a month 28%Up to 2 weeks 6%Up to 10% 49%Up to 20% 20%Up to 30% 14%Up to 40% 6%Up to 50% 11%

72HIRE QUALITY TALENT, FAST PEOPLE2PEOPLE, EDGE RECRUITMENT, FROG RECRUITMENTAustralia New Zealand United KingdomOutsourced HR, recruitment and payroll solutions providers and recruitment specialists in Accounting & Finance, Business Support, Early Childhood Education, Executive, Government, Human Resources, Legal, Marketing & Digital, Property Management, Sales, Supply Chain, and Technology.people2people.com.au 1300 121 727edgerecruit.com.au 08 8232 2220frogrecruitment.co.nz 0800 GO FROG people2people.co.uk 020 3824 0970DIGITAL COPYGET IN TOUCH SUBSCRIBE