GOUGH RECRUITMENT SALARY REPORT REAL ESTATE 2025 : simplebooklet.com

FOREWARDAs we enter a new chapter in the Australian employment landscape, weare witnessing a shift in pace across the recruitment market. While jobdemand has moderated compared to previous years, we’re seeing anuptick in candidate applications—a dynamic that presents both achallenge and an opportunity for employers and recruiters alike.In a more competitive market, standing out requires more than justfilling roles—it demands strategic thinking, sharper tools, and a deepunderstanding of both talent and technology. Recruiters today muststrike the right balance between automation and authenticity. AI-drivenplatforms are now playing a significant role in the recruitment process,from sourcing and screening to enhancing candidate interactions. Whilethese technologies streamline operations and improve speed-to-hire,the human touch remains critical—especially in relationship-drivenindustries like real estate, development, construction, and property.Speed continues to be a deciding factor. In a market where top talentcan be snapped up in days, delays in the hiring process can meanmissing out. At Gough Recruitment, we’ve made it our mission to movequickly without compromising on quality, leveraging the latest tech anddata insights to stay ahead of the curve.We’re also seeing a stronger push from businesses towards improvingthe employee experience. Companies are increasingly recognising thelink between a positive internal culture, higher retention, and strongeremployer branding.Learning and development is emerging as a key area of focus for candidates—particularly in the property and construction sectors, where continuous upskilling isessential to keep pace with evolving project needs, regulations, and technologies.In real estate, the demand for adaptable, customer-focused professionals remainsstrong, especially in roles that blend traditional expertise with digital fluency. In theconstruction space, talent shortages continue to drive demand for experiencedsite managers, estimators, and project coordinators. Meanwhile, the developmentsector is leaning on strategic hires who can navigate the shifting economic andplanning landscape while pushing forward with innovation and sustainability.Our Salary Report is designed to provide employers and jobseekers with a clear picture of current market trends, salarybenchmarks, and candidate expectations across the industrieswe serve. It’s a tool to help you plan ahead, make informeddecisions, and stay competitive in an evolving market.Whether you're looking to attract top-tier talent or take the nextstep in your career, we hope this report provides the insightsyou need to succeed.Joel BarbutoCEO – Gough Recruitment

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NSWRhiannon Cook Regional DirectorDespite a backdrop of economic uncertainty—including persistent inflationand high interest rates—the NSW real estate recruitment market hasremained remarkably resilient over the past year. Demand for skilled realestate professionals has continued, particularly across sales, propertymanagement, leasing, and corporate support roles, underpinned bypopulation growth, housing demand, and ongoing investor interest.To remain competitive and retain top talent, employers in NSW have beencompelled to offer more attractive salary packages, performance bonuses,and long-term incentives. Over the past 12 months, we’ve observed anaverage salary growth of 4–6% across core real estate roles, with top-tierproperty managers, BDMs, and high-performing sales agentscommanding increases at the upper end of this scale.The pressure to counteract cost-of-living concerns and pre-emptcounteroffers has led many employers to reevaluate their remunerationstrategies. Bonus structures are also being refined to focus more onretention and performance consistency rather than short-term wins.Candidate movement in NSW has remained steady, driven by a desire forcareer progression, better work-life balance, and company culture. Hybridflexibility continues to be a high priority, particularly for administrative andcorporate support roles.We’re seeing a shift towards value-aligned employers—candidates are morelikely to join businesses that invest in their professional growth, offer stability,and provide a clear career roadmap. Employers with strong internal L&Dprograms and structured onboarding processes are winning the war for talent.From a hiring perspective, there's been a moderate slowdown in job volumes.However, hiring remains active—particularly in growth corridors such asWestern Sydney, the Central Coast, and the Illawarra, where propertydevelopment and demand are expanding.One of the key challenges facing real estate employers is the tight supply ofexperienced talent—especially in senior property management and high-volume sales roles. While more candidates are applying for roles overall, thepool of “job-ready” candidates remains limited, making proactive sourcing andtalent pipelining more crucial than ever.

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QLDJames NewmanRegional DirectorQueensland’s real estate sector has continued to show resilience in2025, despite national economic pressures including inflation andrising interest rates. The state's population growth, infrastructureinvestment, and strong migration trends—particularly to lifestyle-drivenregions—have helped keep the real estate employment market activeand competitive.Across Queensland, average salary increases of 4–6% have beenobserved in core real estate roles over the past 12 months. Employersare recognising that to retain high-performing talent, competitiveremuneration is non-negotiable. We've seen clear salary uplifts in keyareas such as property management, residential sales, BDMs, andsupport roles, especially in high-demand areas like Brisbane, the GoldCoast, and Sunshine Coast.Bonuses and non-financial benefits are also being leveraged morecreatively—flexible work, mental health days, car allowances, andstructured progression plans are all being used to enhance employeevalue propositions.Candidate sentiment in QLD is increasingly focused on stability,company culture, and career development. While job applications areon the rise, the calibre of job-ready candidates remains mixed—creating a competitive advantage for businesses with strong trainingand onboarding processes.We’ve observed sustained demand for experienced property managers andleasing consultants, with employers often struggling to find seasonedcandidates who can hit the ground running. At the same time, there’s agrowing cohort of junior candidates entering the industry—highlighting theneed for businesses to invest in upskilling and mentorship pathways.Lifestyle remains a major motivator, with talent drawn to coastal and regionalareas. This decentralisation trend is opening up recruitment opportunitiesoutside of Brisbane and placing new importance on regional employerbranding.Queensland’s real estate employers continue to face challenges with talentsupply and rising salary expectations. As living costs remain high, manyprofessionals are seeking roles that offer both financial security and work-lifebalance.

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VICJames NewmanRegional DirectorVictoria's real estate sector has demonstrated resilience in 2025, navigatingthrough economic challenges such as inflation and fluctuating interest rates.The state's robust infrastructure investments and steady population growthhave contributed to an active and competitive employment market within thereal estate industry. Over the past 12 months, Victoria has experienced an average salaryincrease of 5.7% across various sectors, a slight deceleration from the 6.1%rise observed in 2024. This trend reflects a broader moderation in salarygrowth, yet it underscores the ongoing commitment of employers to offercompetitive remuneration to retain top talent. In Melbourne, the demand for skilled professionals in property management,residential sales, business development managers (BDMs), and supportroles remains robust. Job postings for BDM positions, for instance, highlightattractive compensation packages, with on-target earnings (OTE) rangingfrom $100,000 to $250,000 annually. This competitive landscape indicatesthat employers are proactively enhancing their value propositions to attractand retain high-caliber candidates. Beyond financial incentives, companies are increasingly incorporating non-monetary benefits such as flexible working arrangements, professionaldevelopment opportunities, and clear career progression pathways tostrengthen their employee value propositions. Candidate sentiment in Victoria reflects a heightened focus on job stability,organisational culture, and avenues for career advancement. While there isa steady influx of job applications, the availability of candidates who areimmediately ready to contribute effectively remains limited. This scenariopresents a strategic advantage for organizations that have robust trainingand onboarding programs, enabling them to cultivate talent internally andaddress skill gaps effectively. The decentralisation trend is also influencing the real estate employmentmarket, with professionals showing increased interest in opportunitiesbeyond Melbourne's central business district. This shift underscores theimportance for employers to enhance their branding and recruitment effortsin regional areas to attract a broader talent pool.

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WAJustine Walker Regional DirectorWestern Australia’s real estate sector remains steady in 2025,underpinned by strong resource-driven migration, continuedinfrastructure development, and sustained housing demand in Perth andsurrounding regions. While economic conditions have been challengingnationally, WA’s property market has demonstrated consistency andresilience.Over the past year, WA has experienced salary increases ofapproximately 4–5% across most real estate roles. Employers areincreasingly focused on retention strategies, offering both competitivebase salaries and structured bonus incentives to retain key staff—particularly in property management and leasing roles, where talentremains in short supply.To remain competitive, many agencies are also expanding their benefitsofferings—introducing flexible work arrangements, career developmentpathways, and wellbeing initiatives aimed at improving retention.Demand for experienced real estate professionals remains high acrossPerth, with regional growth emerging in places like Bunbury, Albany, andGeraldton. The residential rental market’s continued tightness is drivinghiring in property management, while growth in commercial real estate isfueling demand for asset and facilities managers.Candidate movement has increased slightly, driven by rising living costs and thesearch for better alignment with culture and career progression. Companies withstrong onboarding processes, employer branding, and learning programs arestanding out in the market.WA employers continue to face a limited talent pool, particularly in mid- to senior-level roles. Candidates are cautious and value security—making proactiveengagement and long-term career opportunities more important than ever.Recruiters and hiring managers are embracing technology to speed up theprocess, but businesses must also maintain a strong human touch. Speed,clarity, and candidate care are what secure hires in a competitive market.

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SAJustine Walker Regional DirectorSouth Australia’s real estate industry is showing signs of renewed growthin 2025, driven by increased housing demand, urban development, andrising interest from interstate investors. While still a relatively containedmarket compared to the eastern states, recruitment activity is ramping up,particularly in Adelaide and expanding metro corridors.Salary increases of 3.5–5% have been seen across core real estate rolesin SA over the past 12 months, as businesses compete to attract andretain experienced professionals. Given the smaller talent pool,employers are becoming more strategic with their offers—balancingsalary uplift with strong benefits, including flexible work, training support,and structured career paths.There’s also a growing appetite for recruiting candidates from otherindustries with transferable skills, particularly in administrative, leasing,and customer service roles. Employers who offer strong onboarding andmentoring are succeeding in bringing new talent into the sector.Recruitment demand is strongest in residential property management,leasing, and entry-level sales roles, with an emerging need for real estateand strata professionals. The growth of new developments acrossAdelaide and its fringes is creating consistent opportunities for hiring.Candidate expectations are shifting—job seekers want not just a job, buta clear trajectory for growth, supportive leadership, and purpose in theirwork. This puts the spotlight on company culture, structured onboarding,and training as key levers to attract and retain talent.The SA market’s smaller size presents a unique challenge: the talent poolis limited, and top performers are highly sought after. Companies need tothink long-term—building pipelines, investing in internal development, andreducing turnover through better employee engagement.

GOUGH RECRUITMENT SALARY REPORT REAL ESTATE 2025

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