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Message CONTENTSProperty, Development & Construction AUSTRALIA | 2025SALARY REPORTSALARY REPORT
TABLE OFCONTENTSFOREWARDOUR NUMBERSPLACEMENTSDAYS TO PLACEMARKET PULSENSWQLDWASASALARY SNAPSHOTCANDIDATE DRIVERSVICTEMPWHY GOUGHTALENT POOLIMPACT OF AI
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
OUR NUMBERSPERMANENT PLACEMENTS 3051TEMPORARY PLACEMENTS 11725 STAR REVIEWS936OVERALL RATING4.9AWARDS5CANDIDATE ADDED TO DATABASE61975JOB APPLICATIONS2642260INTERVIEWS61572024
OUR PROPERTY PLACEMENTSCOMMERCIAL/INDUSTRIALARCHITECTURE/DESIGNCONSTRUCTIONDEVELOPMENTENGINEERINGINVESTMENT/FUNDSRETAILRETIREMENT050100150200
DAYS TO PLACEPERMANENT ROLESIndustry Gough2023 202401020304050TEMPORARY ROLESIndustry Gough2023 20240510152025
I'm seeking a new job.79%I'm seeking a promotion.12%I'm happy where I am.9%MARKET PULSEAre you currently seeking to advance your career?Which aspect of recruitment is the most challenging right now?Retaining top talent44%Attract qualified candidates31%Managing remote / hybrid teams14%Adapt to changing market11%
What's your top priority for 2025?If you could change one thing right now,what would it be?Career advancement49%Work-life balance37%Upskilling/development9%Hiring top talent5%A new job51.5%A pay rise30.7%A promotion8.9%A mentor8.9%
JOB DEMANDQ1 2024 Q2 2024 Q3 2024 Q4 2024 Q1 202501020304050602019 2020 2021 2022 2023 202405101520253035JOB APPLICATIONS
SALARY SNAPSHOT$110k-$145k4%$8000$100k-$160k$105k-$125k
CANDIDATE DRIVERS0 5 10 15 20Salary & CompensationWork-life balanceWorking environmentManagement cultureCareer developmentJob locationJob security & market positionOrganisation cultureCompany reputationSocial and Environmental Responsibility
1.811%Sydney31.4%Melbourne27.3%Brisbane16.3%Perth13.8%Adelaide6.3%Gold Coast4.8%TALENT POOL900,000
NSWLiz Murphy Regional DirectorThere is a noticeable preference for employers who offer clearly defined career pathways,structured onboarding, and strong learning and development programs, with valuealignment continuing to play a significant role in candidates’ decision-making.Although job volumes have moderated compared to previous years, hiring activity remainsactive, particularly across growth regions like Western Sydney, the Central Coast, and theIllawarra, where ongoing development pipelines and infrastructure initiatives fuel demand.One of the biggest challenges facing employers is the tight supply of experienced, job-ready professionals — particularly in senior asset management, project delivery, andcommercial leasing roles.While application numbers have increased, the pool of highly qualified candidates remainslimited. As a result, proactive talent sourcing, headhunting, and long-term pipeliningstrategies are more crucial than ever for securing top talent. To stay competitive, manyorganisations have had to adapt both their salary structures and their broader employeevalue propositions.
BUSINESS PARTNERSRETAILOCCUPATIONSALARYLEGALMARKETING & BRANDRETAILOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTLEASINGPORTFOLIO MANAGEMENTRETAIL SHOPPING CENTRESOCCUPATIONSALARY
ASSET BASEDINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTLEASINGINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANGEMENTLEASINGPROPERTY MANAGEMENT
RESIDENTIAL DEVELOPMENTOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTPORTFOLIO MANAGEMENTOFFICEOCCUPATIONSALARYCOMMERCIAL/OFFICEOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTPROPERTY MANAGEMENTAGENCY LEASINGLANDLORD LEASING
RESIDENTIAL BUILDING MANAGEMENTFINANCE & ANALYSISINDUSTRIALOCCUPATIONSALARYSECTOR ANALYTICSOFFICESECTOR ANALYTICSRESIDENTIALSECTOR ANALYTICSRETAILSECTOR ANALYTICSCOMMERCIAL / OFFICEOCCUPATIONSALARYDEVELOPMENT
ACCOUNTINGOCCUPATIONSALARY$375K - $420KARCHITECTURE & DESIGNOCCUPATIONSALARYTOWN PLANNING CONSULTANCYPROJECT MANAGEMENT CONSULTANCYARCHITECTURE AND LANDSCAPE ARCHITECTENGINEER (TIER 1 FIRMS)REAL ESTATE INVESTMENT / FUNDS / ASSET MANAGEMENTOCCUPATIONSALARY
CONSTRUCTIONRESIDENTIALOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYINDUSTRIALOCCUPATIONSALARY
HEAD OFFICEOCCUPATIONSALARYRETIREMENT LIVINGOCCUPATIONSALARY
QLDJames NewmanRegional DirectorQueensland’s commercial property, development, and construction recruitmentmarket has shown resilience over the past year, despite national economicheadwinds like inflationary pressures and high interest rates. In fact, Queenslandcontinues to benefit from strong interstate migration, major infrastructure projects,and heightened demand for commercial, mixed-use, and industrial developments,keeping hiring activity steady across key sectors.There’s been particularly strong demand for talent in asset management, propertymanagement, project management, site supervision, estimating, and leasing —driven by ongoing projects in Brisbane, the Gold Coast, Sunshine Coast, andemerging growth corridors like Logan and Moreton Bay.Like other markets, candidates in Queensland are increasingly drawn tobusinesses that offer long-term security, career progression, and meaningfulprofessional development opportunities. Employers with strong internal L&Dprograms, structured onboarding, and clear growth pathways are consistentlyattracting top-tier talent, especially in competitive skill-short areas.While job volumes have eased compared to the post-pandemic boom, hiringactivity remains solid, particularly in project delivery and asset management, withdemand expected to increase further as Queensland gears up for the 2032Olympics and associated infrastructure projects.A key challenge for employers is the limited supply of experienced, job-ready talent,particularly for senior property managers, development managers, senior projectmanagers, and high-volume leasing agents. Although more candidates are active inthe market, the number of immediately suitable, experienced professionals remainstight, making targeted headhunting, proactive networking, and talent pipeliningstrategies critical.To remain competitive, Queensland employers have been revising salarystructures and incentive packages. Over the past year, we’ve seen average salaryincreases of 4–6% across the commercial property, development, and constructionsectors, with standout candidates in development management, senior leasing,and project delivery commanding increases above this range.Rising living costs and the threat of counteroffers have also prompted manybusinesses to review their retention strategies, shifting towards performance-linked, long-term incentives and milestone-based bonuses to secure highperformers.Candidate movement in Queensland has remained steady, with professionalsprioritising career growth, flexible working arrangements, and positive workplaceculture. Hybrid working options continue to be highly valued, particularly incorporate, project support, and property management functions.
ASSET BASEDINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANGEMENTDEVELOPMENTLEASINGRESIDENTIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTPORTFOLIO MANAGEMENT
OFFICEOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTRETAILOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTDEVELOPMENTLEASINGPORTFOLIO MANAGEMENTRETAIL SHOPPING CENTRESOCCUPATIONSALARY
COMMERCIALOCCUPATIONSALARYDEVELOPMENTFINANCE & ANALYSISINDUSTRIALOCCUPATIONSECTOR ANALYTICSOFFICESECTOR ANALYTICSRESIDENTIALSECTOR ANALYTICSRETAILSECTOR ANALYTICS
BUSINESS PARTNERSRETAILOCCUPATIONSALARYLEGALMARKETING & BRANDADMINISTRATION ROLES (ALL ASSET CLASSES)OCCUPATIONSALARY
SOCIAL HOUSINGOCCUPATIONSALARYNON-FOR-PROFIT ORGANISATIONSRETIREMENT, AGED-CARE & LLCOCCUPATIONSALARYVILLAGE OPERATIONSPROPERTY & DEVELOPMENT
CONSTRUCTIONRESIDENTIALOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYINDUSTRIALOCCUPATIONSALARY
HEAD OFFICEOCCUPATIONARCHITECTURE & DESIGNOCCUPATIONSALARYTOWN PLANNING CONSULTANCYPROJECT MANAGEMENT CONSULTANCYARCHITECTURE AND LANDSCAPE ARCHITECTENGINEER (TIER 1 FIRMS)
VICJames NewmanRegional DirectorVictoria’s commercial property, development, and construction recruitment markethas remained steady over the past 12 months, despite facing the broadereconomic pressures of persistent inflation, high interest rates, and a cautiousinvestment climate. While hiring activity has cooled slightly compared to the high-demand period of 2021–2022, there’s still consistent demand for experiencedprofessionals across asset management, development, project management,estimating, and commercial leasing roles.Activity is particularly strong in growth corridors such as the outer south-east,western suburbs, and regional hubs like Geelong and Ballarat, where populationgrowth, infrastructure investment, and industrial development continue to driveopportunity.Candidates in Victoria are becoming more selective, placing a stronger emphasison joining employers that offer security, genuine career development, and healthyworkplace culture. Businesses investing in structured onboarding, learning &development pathways, and long-term progression plans are standing out in amarket where candidates hold the advantage in several skill-short areas.Although overall job volumes have softened, roles in project delivery, commercialproperty management, leasing, development management, and site supervisionremain in high demand — particularly as projects shift from planning to deliverystages in the wake of major infrastructure and precinct developments.The major challenge for employers in Victoria continues to be a limited pool of job-ready,experienced candidates, particularly for senior property management, development, andproject leadership roles. While more candidates are active in the market, many fall short ofthe experience levels required, prompting employers to place a greater focus on proactivesourcing, passive talent engagement, and succession planning.To remain competitive, Victorian employers have been increasing salary offers andenhancing incentive structures. We’ve observed average salary growth of 4–6%across commercial property, development, and construction roles, with topperformers in Development Management, Senior Project Management, andCommercial Leasing securing increases well above this range.In addition, longer-term retention incentives, career mapping, and workplaceflexibility offerings have become increasingly important as businesses seek tominimise counteroffers and attract long-term talent in a competitive environment.Candidate movement in Victoria has been steady, with professionals driven bybetter career progression, increased job security, stronger company cultures, andimproved work-life balance. Hybrid work arrangements remain a strong priority,particularly for office-based corporate and project support roles.
ASSET BASEDINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANGEMENTDEVELOPMENTLEASINGRESIDENTIALOCCUPATIONLEADERSHIP / MANAGEMENTDEVELOPMENTPORTFOLIO MANAGEMENTOFFICELEADERSHIP / MANAGEMENTASSET MANAGEMENT
RETAILOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTDEVELOPMENTLEASINGPORTFOLIO MANAGEMENTRETAIL SHOPPING CENTRESOCCUPATIONSALARY
COMMERCIALOCCUPATIONSALARYDEVELOPMENTRESIDENTIALSECTOR ANALYTICSRETAILSECTOR ANALYTICSBUSINESS PARTNERSRETAILOCCUPATIONSALARYMARKETING & BRANDFINANCE & ANALYSISINDUSTRIALOCCUPATIONSALARYSECTOR ANALYTICSOFFICESECTOR ANALYTICS
CONSTRUCTIONRESIDENTIALOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARY
INDUSTRIALOCCUPATIONSALARYHEAD OFFICEOCCUPATIONSALARY
WAJustine Walker Regional DirectorWestern Australia’s commercial property, development, and constructionrecruitment market has held firm over the past year, supported by resourcesector strength, infrastructure investment, and steady population growth.While national economic pressures like inflation and high interest rates haveinfluenced hiring sentiment, WA’s diversified economy and pipeline ofcommercial and mixed-use projects have sustained demand for skilledprofessionals.There’s been particularly strong hiring activity in asset management, propertymanagement, project management, site supervision, estimating, andcommercial leasing, driven by a steady stream of projects in Perth, Fremantle,and high-growth regional centres like Busselton and Bunbury.A clear shift is emerging in candidate expectations — professionals areseeking value-aligned employers offering stability, clear career pathways, andpositive workplace cultures. Businesses with structured onboarding,leadership development, and long-term career mapping programs aresuccessfully attracting and retaining top talent, particularly in senior andtechnical roles.While overall job volumes have remained stable, certain areas like projectdelivery, commercial leasing, and development management continue toexperience talent shortages. The limited availability of experienced, job-readyprofessionals in WA — particularly for senior property managers, projectmanagers, and development managers — has placed greater pressure onemployers to proactively pipeline talent, headhunt strategically, and focus onlong-term workforce planning.To compete for talent, WA employers have made notable adjustments toremuneration and incentive offerings. Over the past 12 months, we’ve seen average salary increases of 4–6% acrosscommercial property, development, and construction roles, with premium increasessecured by high-performing candidates in Development Management, Senior ProjectDelivery, and Commercial Leasing.In response to rising living costs and talent scarcity, businesses are also restructuringbonus schemes and long-term incentives, focusing more on retention, project milestoneachievements, and leadership development opportunities.Candidate movement in WA remains steady, largely motivated by career progression,better remuneration, lifestyle factors, and employer culture. While hybrid workingopportunities are still valued, particularly in corporate and project support roles, WA’smarket continues to place strong emphasis on project site-based leadership and hands-on management roles — where on-site presence and team leadership remain critical.
ASSET BASEDINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANGEMENTDEVELOPMENTLEASINGRESIDENTIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTPORTFOLIO MANAGEMENTOFFICEOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENT
RETAILOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTDEVELOPMENTLEASINGPORTFOLIO MANAGEMENTRETAIL SHOPPING CENTRESOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYDEVELOPMENT
FINANCE & ANALYSISINDUSTRIALOCCUPATIONSALARYSECTOR ANALYTICSOFFICESECTOR ANALYTICSRESIDENTIALSECTOR ANALYTICSRETAILSECTOR ANALYTICSBUSINESS PARTNERSRETAILOCCUPATIONSALARYLEGALMARKETING & BRAND
ARCHITECTURE & DESIGNOCCUPATIONSALARYTOWN PLANNING CONSULTANCYPROJECT MANAGEMENT CONSULTANCYARCHITECTURE AND LANDSCAPE ARCHITECTENGINEER (TIER 1 FIRMS)RETIREMENT LIVINGOCCUPATIONSALARY
CONSTRUCTIONRESIDENTIALOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYINDUSTRIALOCCUPATIONSALARY
HEAD OFFICEOCCUPATIONSALARY
SAJustine Walker Regional DirectorSouth Australia’s commercial property, development, and constructionrecruitment market has remained resilient over the past 12 months, despitefacing the same national economic challenges of rising inflation, interestrate pressures, and cautious investor sentiment. The steady growth ofAdelaide’s property market, infrastructure projects, and urban renewalinitiatives has continued to drive employment opportunities, particularlyacross project delivery, development management, asset management, andleasing roles.There’s been growing demand for skilled professionals in commercialproperty management, project management, site supervision, estimating,and leasing, supported by major civic and commercial developments inAdelaide’s CBD, the city’s inner fringe, and emerging precincts such asBowden, Tonsley, and Port Adelaide.Candidate priorities are shifting, with a growing focus on employer values,career development pathways, and long-term job security. Businesses withstrong internal training programs, clear succession plans, and transparentleadership opportunities are attracting quality candidates, particularly in mid-to-senior management roles and technical delivery positions.While job volumes in SA have remained stable overall, demand has beenparticularly consistent in project delivery, asset management, anddevelopment management roles — especially as the state benefits fromincreased interstate migration and the rollout of key infrastructure projectslike Lot Fourteen, the BioMed City expansion, and urban renewal programs.A key hiring challenge remains the limited pool of experienced, job-ready candidatesin the South Australian market, particularly for senior property management,development, and project leadership roles. As a result, proactive sourcing,headhunting, and long-term talent pipelining have become essential recruitmentstrategies.To remain competitive, SA employers have been adjusting salary packages andbonus structures. Over the past year, we’ve seen average salary increases of 4–6%across commercial property, development, and construction positions, with higherincreases secured by top performers in Development Management, Senior ProjectManagement, and Commercial Leasing.
ASSET BASEDINDUSTRIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANGEMENTDEVELOPMENTLEASINGRESIDENTIALOCCUPATIONSALARYLEADERSHIP / MANAGEMENTDEVELOPMENTPORTFOLIO MANAGEMENTOFFICEOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENT
RETAILOCCUPATIONSALARYLEADERSHIP / MANAGEMENTASSET MANAGEMENTDEVELOPMENTLEASINGPORTFOLIO MANAGEMENTRETAIL SHOPPING CENTRESOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYDEVELOPMENT
FINANCE & ANALYSISINDUSTRIALOCCUPATIONSALARYSECTOR ANALYTICSOFFICESECTOR ANALYTICSRESIDENTIALSECTOR ANALYTICSRETAILSECTOR ANALYTICSBUSINESS PARTNERSRETAILOCCUPATIONSALARYLEGALMARKETING & BRAND
ARCHITECTURE & DESIGNOCCUPATIONSALARYTOWN PLANNING CONSULTANCYPROJECT MANAGEMENT CONSULTANCYARCHITECTURE AND LANDSCAPE ARCHITECTENGINEER (TIER 1 FIRMS)REAL ESTATE INVESTMENT / FUNDS / ASSET MANAGEMENTRETIREMENT LIVINGOCCUPATIONSALARY
CONSTRUCTIONRESIDENTIALOCCUPATIONSALARYCOMMERCIALOCCUPATIONSALARYCIVILOCCUPATIONSALARY
HEAD OFFICEOCCUPATIONSALARY
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