2025-26
|
NEWCASTLE & SYDNEY
TECHNOLOGY & ENGINEERING
MARKET INSIGHTS & SALARY GUIDE
STATE OF THE MARKET The most important thing you need to approach hiring with confidence is a deep understanding of the market. With our Market Insights guide, we cover employment trends, market insights, and salary expectations across technology & engineering along the east coast of Australia. The technology and engineering markets have shifted considerably over the past year, with many changes being a sign of things to come in the future. In the 2025 Australian Tech Leaders Survey, conducted by the Tech Council of Australia in conjunction with Datacom, they found Artificial Intelligence (AI) overwhelmingly emerged as the top trend for 2025, named by 67% of tech leaders. Despite being considered this way, 90-93% of leaders feel Australia isn't doing enough to address declining productivity. The Tech Council of Australia has urged the Australian government to accelerate its National AI Capability Plan, warning that we risk falling behind without coordinated and expedited action. Alongside the rise in AI, the demand for Cyber Security professionals across Australia continues to grow, fuelled by the increasing frequency of cyber threats, regulatory changes, and the need to safeguard digital assets. The fastest growing roles in cybersecurity include Security Analysts, Governance, Risk & Compliance Specialists, Security Architects, and CISOs. This presents a hiring challenge, with skilled candidates often in short supply, and those available are seeking higher salaries. It has been the year of the daily rate contractor in the Hunter, signalling the largest shift in the region over the past 12 months. Daily rate contractors made up 51% of our placements—up notably from approximately 30% year-on-year. Many of these roles revolve around project-based work, particularly for business analysts, project managers, and change managers.
The Sydney market has seen the pendulum swing back to the employer having equal or more power in the dynamic between talent and company. There’s more tech talent available on the market, in conjunction with companies reducing headcount and being hesitant to hire. This is where experienced talent faces an advantage. Highdemand roles remain across Software Engineering, AI, Cyber, Project Management, Business Analysts, DevOps, Cloud Engineering, Data Engineering, and Analytics. Engineering across Australia is undergoing a major shift. With changes in the coal industry, the conversation around energy within Australia has changed. Gone are the days of one type of product or one type of business when it comes to how energy is generated, stored, and used; we’re seeing more diversity in the sector than ever before. The companies that thrive in these changing conditions need to prioritise transitioning existing skills to adapt to emerging markets, including renewable energy and advanced manufacturing. Despite the growing need for engineering, the talent pool is under pressure. Redundancies across mining are leaving a growing pool of mid-tosenior talent available, but the specialised roles needed remain hard to recruit for. The opportunity is for businesses to invest in training pathways to build the skillsets in th workforce. The most in-demand Engineering roles we’re seeing are Control Systems Engineers as we move towards more sophisticated automation systems, Electrical Engineers, and Design Engineers due to increasing energy projects that require designs of high-voltage substations, and IoT and Embedded Engineering roles as the push for Australian-manufactured electronics increases.
We hope this guide empowers you to make informed decisions, either about your career or your hiring process, to shape your future.
James MacDonald Director
Linda Apostolidis Director
TABLE OF CONTENTS
WHAT’S IN THIS GUIDE
6
KEY INSIGHTS
8
SALARY TABLES
26
Newcastle & Regional
27
Software Development
28
QA & Testing
29
Cloud Engineering & DevOps
29
Infrastructure & Support
30
Data, Analytics & Data Science
31
Cyber Security
31
Projects & Change
32
Product & Design
33
Marketing
34
Architecture
35
Senior Leadership
35
Engineering
36
Mechatronics & Embedded Engineering 38 Supply Chain
Sydney
39
Software Development
40
QA & Testing
41
Cloud Engineering & DevOps
41
Infrastructure & Support
42
Data, Analytics & Data Science
43
Cyber Security
43
Projects & Change
44
Product & Design
45
Marketing
46
Architecture
47
Senior Leadership
47
ABOUT US
49
GET IN TOUCH
52
38
6 WHAT’S IN THIS GUIDE KEY INSIGHTS Our extensive 2025 survey of the Australian Technology and Engineering Community provides the data for our market insights. The survey was completed by over 400 members of our community across the east coast of Australia from a variety of technology and engineering disciplines. We’d like to thank everyone who participated in this year’s survey. The remaining insights featured in this guide are collected from our expert team of recruiters and the data from over 200 technology and engineering roles we’ve placed in the past 12 months.
SALARY GUIDE TABLES We’ve compiled a guide for technology salaries across Newcastle and Sydney, and engineering salaries in the Hunter. The salaries listed cover the 80th percentile of salaries. This means that, on average, 10% of salaries will be higher than the values listed and 10% will be lower. These variations are due to a variety of factors, including personal experience, company size, industry, and market competition at the time of hiring. These figures are base-salaries, excluding superannuation, bonuses, perks, and the like. The featured salary ranges should be seen as a guide only. To receive expert, tailored advice for your specific hiring needs, contact the team at NTP Talent. Our contact details can be found on the last page of this guide.
EXPANDING OUR FOOTPRINT INTO SYDNEY We embrace the power of our specialisation and bring deep technical knowledge and insight to the fields we recruit for. Our team of recruiters is comprised of senior leaders in their respective spaces with a focus on technology and engineering disciplines. With our deep understanding of the Hunter, we have broadened our impact and reach in the Sydney and Melbourne regions, expanding our business with specialist recruiters across verticals in Software Engineering, Cyber and AI.
7
KEY INSIGHTS We surveyed technology and engineering professionals, hiring managers and leaders from across the east coast of Australia to gather insights about what the next 12 months looks like for the Australian technology and engineering market.
8 PAGE 6
EXPECTATIONS FOR NEXT YEAR FOR HIRING MANAGERS
TECHNICAL TEAMS EXPERIENCING CONTINUED GROWTH Hiring confidence has rebounded with growth expected to continue. 67% of hiring managers are planning to grow their permanent teams over the next 12 months—up 17% year-on-year. This signals renewed investment and optimism across the tech and engineering markets. Temporary staffing expectations remain steady, with 50% experiencing no change in previous 12 months, and 22% still planning to increase contractor headcount into the next year. This is positive news for contractors given the demand experienced in the past 12 months.
The change in permanent staffing levels seen by hiring managers in the past 12 months
How hiring managers expect permanent staffing levels to change in the next 12 months
11%
28% 50%
Increased Decreased
22%
28%
Stayed the same
Decrease Stay the same
How hiring managers expect temporary staffing levels to change in the next 12 months
22%
Increased Decreased
50%
67%
Stayed the same
The change in temporary staffing levels seen by hiring managers in the past 12 months
22%
Increase
22%
Increase Decrease
45% 33%
Stay the same
PAGE 9
EXPECTATIONS FOR NEXT YEAR FOR HIRING MANAGERS
WAGE GROWTH HOLDING STEADY Following a significant jump in 2024, salary increases slowed with 1-5% remaining the dominant percentage increase this past year, closely followed by no increase at 34%. This wasn’t a surprise; we expected the flattening of the market with companies now having at least equal power in the employment market. Those receiving 6% or above are expected to be those who received promotions, counteroffers, or are in high-demand roles. Looking ahead, more than half of those surveyed are anticipating a salary increase of 1-5% next year, with nearly a quarter expecting 610%. Higher increases of 6% and above are forecast across mid-tosenior software engineers, cloud architects, data scientists, and cybersecurity specialists.
The change in salary of technical professionals experienced in the past 12 months
The change in salary of technical professionals expected in the next 12 months
1-5%
1-5%
6-10%
6-10%
Over 10%
Over 10%
10 % 20 % 30 % 40 % 50 %
No increase
0%
No increase
0%
20% 40% 60% % of respondents
% of respondents
2024 PAGE 10
2025
EXPECTATIONS FOR NEXT YEAR FOR HIRING MANAGERS
FOCUS ON SOFTWARE DEVELOPMENT & ENGINEERING AND DATA ANALYTICS & DATA SCIENCE Unsurprising to most, software, data and security remain high priorities for hiring managers for the year ahead. Data analytics and data engineering teams are growing, recording an 8% increase. While software remains number one, with 32% of companies looking to hire these roles within the next year, it’s a 23% fall year-on-year, which could indicate companies are looking to use AI to drive efficiencies in their engineering teams. Experts / senior engineers, especially in high-growth areas (AI/ML, data engineering, cybersecurity, cloud infrastructure) are still in strong demand. These roles will be competitive when hiring, with talent open to changing roles likely having multiple opportunities to consider.
Roles that hiring managers are looking to fill in the next 12 months Software Development & Engineering Data Analytics & Data Science Cyber Security Project Managers, Business Analysts & Change Managers Engineering Cloud Engineering & DevOps Mechatronics & Embedded QA & Testing Digital and UX/UI Design Marketing Architecture 0%
2025-26
2024-25
20% 40% 60% Percentage of hiring managers PAGE 11
EXPECTATIONS FOR NEXT YEAR FOR HIRING MANAGERS
TALENT ATTRACTION BIGGEST CHALLENGE FACING ORGANISATIONS Talent attraction remains a big challenge for all employers moving forward, which is consistent with previous years. There is growing concern around global market conditions creating uncertainty in business, but this is also seen from an employee side, with a higher number of people looking to stay in their job for longer. There’s been a shift from ‘defensive’ business concerns (budgets, skill gaps, and rising costs), to ‘proactive’ concerns, including digital transformation, competition, and the introduction of AI, indicating companies are gearing up for periods of growth and moving forward.
Challenges that employers envisage their organisation facing in the next 12 months Talent attraction Global market conditions Digital and business transformation Competition Regulatory changes Funding and investment Introducing / leveraging Artificial Intelligence (AI) Cyber security Budgets Workforce skills gap Innovation Rising operational costs Harnessing big data Marketing automation 0%
PAGE 12
2025-26
2024-25
20% 40% Percentage of hiring managers
60%
EXPECTATIONS FOR NEXT YEAR FOR TALENT
More than 40% of tech professionals are looking to stay in their job for longer than 3 years
OVER A THIRD OF EMPLOYEES ARE LOOKING TO LEAVE THEIR JOBS WITHIN THE NEXT TWO YEARS There’s been a large increase year-on-year in employees looking to stay with their current employer for at least the next three years, indicating people are looking for safety and consistency in their role which is positive for employers. However, employers also need to be on their toes with retention strategies—while we’re seeing increasing willingness among employees to increase tenure, there are still 34% who will be looking for new positions within the next two years.
How long technical professionals are planning on remaining with their current employer
5% 5% 14%
<1 year
19%
1-2 years 20%
14%
3-5 years >5 years Unsure
28%
Prefer not to say
PAGE 13
EXPECTATIONS FOR NEXT YEAR FOR TALENT
SEARCH FOR NEW ROLE IS A TOP CONCERN FOR ONE IN FOUR PROFESSIONALS Nearly a quarter of professionals expressed concern in their ability to find a new job in the next year in response to uncertainty in the job market. One in five are concerned about getting a promotion or career pathways in their current roles. This echoes to the 42% of those surveyed saying they would leave their role if greater career progression was offered elsewhere. What employees are most concerned about in their career and work life this year
Finding a new job Getting a promotion/career pathways Keeping up with the demands of my job Maintaining work-life balance Upskilling Convincing my employer I can work from home Keeping my job Having hard conversations with my team Pivoting careers Increased threat of cyber security Boosting my salary Working from home Letting people go 0%
Employees
PAGE 14
5% 10% 15% 20% Percentage of employees
25%
WHY ARE PEOPLE MOVING?
MANAGEMENT & EMPLOYEES AT ODDS IN MOTIVATION BEHIND MOVING ROLES Hiring managers and employees have a difference in opinion when it comes to primary motivators for leaving roles. While higher salary remains the top reason listed in both camps, only 26% of hiring managers name it as the main motivator, in contrast to 69% of employees. Other large differences include burnout and management style, with employees listing them as among the top three reasons behind role change. There is a discrepancy between the two camps of the scale of the issue, with management thinking burnout accounts for 11%, in contrast to 58% of employees.
The main motivators for employees to leave a role
Higher salary elsewhere Organisational culture Projects stalled/changed scope Management style Greater career progression elsewhere Burnout Type of work offered Lack of flexiblity and work-life balance Moving out of area 0%
Hiring Managers
10% 20% Percentage of respondents
30%
PAGE 15
WHY ARE PEOPLE MOVING?
COMPANY CULTURE IMPORTANT DECIDING FACTOR IN LEAVING ROLES FOR EMPLOYEES We know salary is king—but company culture is becoming increasingly more important when it comes to employee’s decisions to leave a role. According to the employees surveyed, higher salary offered elsewhere and organisational culture are almost equally important in the decision to move on at 69% and 65% respectively. Burnout, management style, and lack of flexibility and work-life balance rank high among reasons to leave, pointing to the importance of company culture in employee retention.
The main motivators for employees to leave a role
Higher salary elsewhere Organisational culture Burnout Management style Lack of flexiblity and work-life balance Greater career progression elsewhere Type of work offered Projects stalled/changed scope Moving out of area 0%
20% 40% 60% Percentage of respondents
Employees PAGE 16
80%
HOW TO ATTRACT TOP TALENT
WORKPLACE CULTURE & STRONG MANAGEMENT MOST IMPORTANT COMPANY ATTRIBUTE FOR JOB SEEKERS If you remove the option of flexible working arrangements and salary, what employees are seeking most of all is positive company culture. This comes by way of strong management and leadership, a good working environment, and a company with strong values and a moral compass—something usually seen in how they compensate their people both in time and remuneration.
What employees think are the top attributes of the ideal employer
Offers flexible working arrangements (flexitime, remote working, etc) Has strong management/leadership Fosters a pleasant work atmosphere Supports a good work-life balance Provides attractive salary and benefits Has a strong values and moral compass Offers career progression opportunities Offers interesting job content Is financial healthy Promotes balance and wellbeing Cares about the environment & gives back to society Has a very good reputation Offers long term job security Is conveniently located Promotes diversity and inclusion in the workplace Uses the latest technologies available Offers quality products and services that I value 0%
20% 40% 60% Percentage of employees
Employees PAGE 17
HOW TO ATTRACT TOP TALENT
SALARY PACKAGING OVERTAKES REMOTE OR HYBRID WORK OPTIONS AS BEST WAY TO ATTRACT CANDIDATES In a surprise jump, having salary packaging options is an appealing benefit to 81% of job seekers, up 43% from 2024. This is in contrast with remote and hybrid working options falling by 48% in comparison to 2024 levels. With salary packaging, bonuses, and relocation allowances the top tree benefits, given the current cost of living across Australia, employees are still prioritising financial rewards combined with flexibility over all others. Benefits appealing to technical professionals when considering new employers Salary packaging options Living away from home or relocation allowances Bonuses Flexible work policy Remote/hybrid work options Health insurance Professional memberships and subscriptions Learning allowance Time for personal projects Additional leave Diversity initiatives Additional superannuation contribution Volunteering options EAP program Equity schemes (ESOP) Above minimum parental leave 0%
2025-26 PAGE 18
20% 40% 60% 80% 100% Percentage of technical professionals
2024-25
HOW TO ATTRACT TOP TALENT
WORK-LIFE BALANCE MOST IMPORTANT BENEFIT TO OFFER IN ATTRACTION We’re finding more and more people want to be connected to an office, and employers are continuing to shift away from completely remote work. However, flexibility and the option to maintain a healthy work-life balance are where employers are focusing their attention in attracting and retaining employees. Companies are still looking to provide creative benefits for their staff, including increases in recreational leave and equity schemes (ESOP), and strong responses for both Employee Assistance Programs (EAP), and learning allowances.
Benefits offered by employers to aid with retention and attraction Flexible work policy Remote/hyrbid work options Competitive salary EAP program Equity schemes (ESOP) Additional recreational leave Learning allowance Bonuses Above minimum parental leave Diversity initiatives Time for personal projects Volunteering options Professional memberships and subscriptions Health insurance 0%
2025-26
2024-25
20% 40% 60% 80% Percentage of hiring managers
100%
PAGE 19
HOW TO ATTRACT TOP TALENT
78% of tech professionals prefer to balance time between the office & remote working, recognising the benefits of hybrid working
HYBRID WORKING REMAINS PREFERRED WORK STYLE AMONG TECH PROFESSIONALS Hybrid work (with at least one day per week in the office) remains the preferred option with professionals wanting to split their time between remote work and in-office collaboration. Despite this, remaining fully in office isn’t appealing to many, with less than 2% of respondents preferring office only set ups. In good news, employee preferences are largely aligned with offerings from employers.
Workstyle offered by employers of technical professionals
14%
1% 1%
7%
Fully remote (no office available) Remote-first (we have an office to attend if I choose)
30% 48%
Hybrid (in office at least once a week) Office-first (expected in the office most days) Office only
PAGE 20
HOW TO ATTRACT TOP TALENT
MORE PROFESSIONALS LIKELY TO ACCEPT JOB OFFER REGARDLESS OF THE WORK STYLE Nearly half of job seekers would accept a new role regardless of the work style offered at the company which is up 24% from 2024. This is consistent with what we’re seeing in the market, with most companies predominantly back in the office in some capacity. Just twelve months ago, 60% of people wouldn’t accept an office-only role, now that has dramatically decreased to only 15%.
The work styles that would be a deal-breaker for technical professionals accepting an offer
Hybrid (in the office at least once a week) I would accept an offer regardless Office-first (expected in the office most days) Remote-first (have an office to attend if I choose) Office only Fully remote (no office available) 0% 20% 40% 60% Percentage of technical professionals
2025-26
2024-25
PAGE 21
HOW TO ATTRACT TOP TALENT
INVEST IN YOUR BRAND BOTH ONLINE & AMONG PEOPLE TO PORTRAY THE RIGHT MESSAGE These findings are a good reminder to companies that your brand is just as important as the services and products you provide, especially if you want to attract top talent. If hiring managers are finding it difficult to place roles, it might be time for a brand audit to see how your company presents itself to potential employees, both online and in interactions with others.
How candidates typically gather information about a company during the job search process Company website Social media platforms (eg LinkedIn, Twitter, Facebook) Referrals from friends or colleagues Online reviews (eg Glassdoor, Indeed) Networking events or professional associations News articles or press releases Industry forums or communities Company blog or publications Company presentations or webinars Workplace Gender Equality Agency (WGEA) 0%
Candidates PAGE 22
20% 40% 60% 80% 100% Percentage of candidates
EXPECTATIONS OF AI
ARTIFICIAL INTELLIGENCE (AI) & INTEGRATION OF NEW TECHNOLOGIES MOST SIGNIFICANT CHALLENGES Across Australia, there's a growing AI skills shortage. Greater AI adoption is projected to inject approximately A$200 billion per year into Australia’s economy between 2025 and 2030, while generating an estimated 150,000 new jobs. Nearly two-thirds of organisations are already using or planning to use AI across operations like customer service, HR, marketing, admin, and product development. The current focus of organisations include automation of routine tasks and augmentation of human roles— freeing employees for more creative, strategic work and improving efficiencies. The biggest concern, business leaders have are the ethical implications of AI, which we’re expecting to get more air time across the media, and also government involvement through legislation in the near future.
The most significant challenges that technical professionals see facing the tech industry in the next 3-5 years
Ethical implications of emerging technologies (e.g. AI, automation)
4% 4% 5% 5% 24%
10%
Integration of new technologies with legacy systems Cybersecurity threats and attacks
11%
Rapid pace of technological change
17%
Talent acquisition and retention Data privacy and security
14% 15%
Sustainability and environmental impact of technology Regulation and compliance
PAGE 23
EXPECTATIONS OF AI
TWO-THIRDS OF TECHNICAL PROFESSIONALS LOOKING TO UPSKILL IN AI & MACHINE LEARNING Despite rising concern surrounding the ethical implications of AI among respondents, more than two thirds of tech professionals are looking to upskill in AI and machine learning in response to market changes. Leadership skills, and cyber security and ethical hacking remain steady in second and third place for another year.
Skills technical professionals are looking to learn in the next 12 months
AI and Machine Learning Leadership skills Cyber Security and Ethical Hacking DevOps and CI/CD Change Management Project Management Cloud Computing (AWS, Azure, Google Cloud) Data Science and Analytics UX & UI Design Internet of Things (IoT) Full-Stack Web Development Natural Language Processing (NLP) Blockchain Technology Robotic Process Automation (RPA) 14%
Business Analysis
Mobile App Development (iOS & Android) 28% Big Data Technologies (Hadoop, Spark)
Augmented Reality (AR) and VR Finance & Budgeting Quantum Computing 0%
PAGE 24
20% 40% 60% 80% Percentage of technical professionals
2025-26
2024-25
EXPECTATIONS OF AI
IMPACT OF ARTIFICIAL INTELLIGENCE & MACHINE LEARNING IN SHAPING FUTURE OF TECH Everyone knows AI is here to stay and it’s changing the way everyone approaches work. Acknowledging the challenge of the ethical implications of AI, technical professionals are seeing in the positives of its widespread introduction in creating efficiencies through the automation of repetitive tasks and processes, improving accuracy and enhancing human-machine collaboration. While some technical professionals acknowledge that the personalisation of customer experiences will be affected by AI, it won't be felt the same way as other parts of the business. For now, humanbased traits will be among the least impacted by AI when it comes to driving innovation and delivering customer experience.
What technical professionals believe is the primary role that artificial intelligence and machine learning will play in shaping the future of the tech industry
5% 5%
5% 5%
Automation of repetitive tasks and processes
3% 3%
Improving operational efficiency
6% 38% 12%
14%
Enhancing human-machine collaboration Improved data analytics and decision-making Development of new products and services
17%
Enhancing cybersecurity and fraud detection Driving innovation in research and development Personalised customer experiences PAGE 25
SALARY TABLES
26
NEWCASTLE & REGIONAL
27
SALARY TABLES | Newcastle and Regional
SOFTWARE DEVELOPMENT
PAGE 28
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
.NET /Java (Junior)
60,000
90,000
450 - 550
.NET / Java (Mid)
90,000
130,000
550 - 700
.NET / Java (Senior)
130,000
160,000
800 - 900
Engineering Manager
160,000
200,000
1,000 - 1,200
Frontend (Junior)
60,000
90,000
450 - 550
Frontend (Mid)
90,000
120,000
550 - 700
Frontend (Senior)
130,000
160,000
800 - 900
Full Stack Developer (Junior)
60,000
90,000
450 - 550
Full Stack Developer (Mid)
90,000
130,000
550 - 700
Full Stack Developer (Senior)
130,000
160,000
800 - 900
Golang Developer (Junior)
65,000
90,000
450 - 550
Golang Developer (Mid)
90,000
130,000
550 - 700
Golang Developer (Senior)
130,000
160,000
800 - 900
Mobile (Mid)
80,000
130,000
550 - 650
Mobile (Senior)
130,000
160,000
800 - 1,100
Principal Engineer / Tech Lead
150,000
180,000
1,000 - 1,200
Python Developer
80,000
160,000
550 - 900
Salesforce Developer
100,000
160,000
800 - 1,000
Scrum Master
120,000
150,000
800 - 1,000
Wordpress Developer
60,000
120,000
400 - 700
AI Engineer
160,000
220,000
N/A
AI Consultant
150,000
220,000
N/A
SALARY TABLES | Newcastle and Regional
QA & TESTING ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
QA Engineer
90,000
130,000
550 - 700
QA Engineer (Senior)
120,000
150,000
650 - 850
QA/Test Lead/Manager
130,000
160,000
800 - 900
Test Analyst
80,000
115,000
500 - 650
Test Analyst (Senior)
115,000
130,000
650 - 750
CLOUD ENGINEERING & DEVOPS ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Platform Engineer
120,000
160,000
650 - 800
Cloud Engineer
100,000
140,000
650 - 800
DevOps Engineer (Junior)
60,000
90,000
450 - 550
DevOps Engineer (Mid)
90,000
130,000
550 - 750
DevOps Engineer (Senior)
130,000
160,000
800 - 1,000
Site Reliability Engineer
120,000
160,000
650 - 800
Cloud Architect
140,000
180,000
800 - 1,000
PAGE 29
SALARY TABLES | Newcastle and Regional
INFRASTRUCTURE & SUPPORT
PAGE 30
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Desktop Support
60,000
70,000
350 - 400
L1 Support Analyst
55,000
70,000
350 - 400
L2 Support Specialist
70,000
90,000
400 - 500
Network Administrator
80,000
100,000
500 - 650
Network Engineer
90,000
150,000
600 - 800
Salesforce Administrator
90,000
140,000
600 - 1000
Service Desk Lead
90,000
130,000
N/A
Systems Administrator
80,000
140,000
500 - 650
Systems Analyst
100,000
130,000
600 - 750
Systems Engineer
90,000
150,000
600 - 800
Infrastructure Lead
120,000
160,000
N/A
SALARY TABLES | Newcastle and Regional
DATA, ANALYTICS & DATA SCIENCE ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Database Administrator
80,000
120,000
500 -650
BI Developer/Analyst
90,000
130,000
550 - 750
BI Lead/Manager
140,000
180,000
N/A
Data Analyst
90,000
130,000
600 - 750
Data Architect
150,000
180,000
800 - 1,100
Data Engineer
90,000
160,000
800 - 1,000
Data Scientist
130,000
160,000
800 - 1,000
Head of Data
180,000
240,000
N/A
Machine Learning Engineer
100,000
160,000
800 - 1,000
Data Engineering Manager
160,000
200,000
N/A
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Cyber Security Architect
160,000
200,000
800 - 1,200
Cyber Security Engineer
120,000
180,000
800 - 1,000
Cyber Security Analyst
100,000
140,000
800 - 1,000
Cyber Security Manager
150,000
200,000
N/A
DevSecOps
140,000
180,000
750 - 1,000
CYBER SECURITY
PAGE 31
SALARY TABLES | Newcastle and Regional
PROJECTS & CHANGE
PAGE 32
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Agile Coach
120,000
150,000
800 - 1,000
Business Analyst
100,000
145,000
600 - 850
Change Analyst
100,000
120,000
600 - 750
Change Manager
130,000
170,000
800 - 1,000
Delivery Lead/Manager
150,000
200,000
800 - 1,100
Head of PMO
170,000
250,000
N/A
Project Coordinator
70,000
90,000
400 - 500
Portfolio Manager
160,000
200,000
800 - 1,000
Program Manager
160,000
200,000
800 - 1,000
Project Manager
110,000
150,000
700 - 900
Project Manager (Senior)
140,000
180,000
800 - 1,100
Technical Business Analyst
120,000
145,000
700 - 850
SALARY TABLES | Newcastle and Regional
PRODUCT & DESIGN ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Digital Producer
70,000
110,000
450 - 650
Digital Designer
80,000
110,000
550 - 750
Digital Designer (Senior)
110,000
130,000
750 - 850
UI Designer
80,000
110,000
500 - 700
UI Designer (Senior)
110,000
140,000
700 - 850
UX Designer
90,000
120,000
550 - 750
UX Designer (Senior)
120,000
150,000
750 - 850
UX Designer (Lead)
140,000
180,000
N/A
Product Designer
80,000
130,000
550 - 750
Product Designer (Senior)
130,000
150,000
750 - 900
Product Designer (Lead)
150,000
180,000
N/A
Product Owner
100,000
160,000
650 - 900
Product Manager
130,000
160,000
750 - 900
PAGE 33
SALARY TABLES | Newcastle and Regional
MARKETING
PAGE 34
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Digital Account Manager
70,000
120,000
N/A
Internal Communications
80,000
120,000
400-600
Communications Advisor
80,000
120,000
500-700
Communications Manager
120,000
140,000
650-800
Marketing Coordinator
65,000
80,000
350-400
Digital Marketing Specialist
80,000
130,000
500-700
Content Writer
75,000
125,000
N/A
Marketing Manager
100,000
160,000
600-800
Marketing Director
150,000
180,000
N/A
Head of Marketing (CMO)
150,000
220,000
N/A
SEO/SEM Expert
70,000
110,000
N/A
SALARY TABLES | Newcastle and Regional
ARCHITECTURE ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Application Architect
150,000
180,000
800 - 1,100
Cloud Architect
140,000
180,000
800 - 1,100
DevOps Architect
140,000
180,000
900 - 1,100
Enterprise Architect
180,000
220,000
1,000 - 1,200
Infrastructure Architect
140,000
180,000
800 - 1,000
Solution Architect
150,000
180,000
900 - 1,100
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
Chief Information Officer
300,000
400,000
Chief Technology Officer
200,000
300,000
Chief Information Security Officer
180,000
300,000
Chief Operating Officer (Tech)
200,000
230,000
Head of / Director of IT
180,000
250,000
IT Operations Manager
130,000
160,000
Service Delivery Manager
130,000
150,000
IT Manager
130,000
170,000
SENIOR LEADERSHIP
PAGE 35
SALARY TABLES | Newcastle and Regional
ENGINEERING
PAGE 36
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
Engineering Manager
160,000
250,000
Principal Engineer
160,000
210,000
Project Manager (Senior)
170,000
240,000
Project Manager
140,000
180,000
Construction Manager
170,000
220,000
Project Engineer (Senior)
140,000
210,000
Project Engineer
100,000
140,000
Site Engineer
90,000
130,000
Project Coordinator
80,000
130,000
Environmental Engineer
100,000
180,000
Electrical Engineer (Senior)
140,000
180,000
Electrical Engineer (Junior)
70,000
100,000
Electrical Engineer
100,000
135,000
Control Systems Engineer (Senior)
140,000
170,000
Control System Engineer
100,000
130,000
Grid Connection Manager
170,000
250,000
Grid Connection Engineer
120,000
220,000
Design Engineer (Senior)
120,000
180,000
Design Engineer
90,000
130,000
Process Engineer (Senior)
150,000
220,000
Process Engineer
90,000
140,000
Chemical Engineer
90,000
160,000
SALARY TABLES | Newcastle and Regional
ENGINEERING (CONT.) ROLE
MIN ($/YEAR)
MAX ($/YEAR)
Mechanical Engineer
90,000
140,000
Mechanical Engineer (Senior)
140,000
180,000
Reliability Engineer
110,000
180,000
Reliability Engineer (Senior)
140,000
200,000
CAD / 12D Designer
80,000
130,000
Registered Surveyor
120,000
160,000
Surveyor
80,000
120,000
Design/Drafter
70,000
110,000
Design/Drafter (Senior)
100,000
130,000
Graduate Engineer
70,000
120,000
Cost Control/ Project Control Engineer
120,000
220,000
Planner
90,000
225,000
Project Scheduler
85,000
180,000
Maintenance Supervisor
120,000
180,000
Contracts Administrator
120,000
150,000
Contracts Administrator (Senior)
140,000
180,000
Estimator
80,000
130,000
Estimator (Senior)
130,000
200,000
Laboratory Manager
100,000
150,000
Laboratory Technician
70,000
100,000
PAGE 37
SALARY TABLES | Newcastle and Regional
MECHATRONICS & EMBEDDED ENGINEERING ROLE
MIN ($/YEAR)
MAX ($/YEAR)
Mechatronics Engineer (Junior)
70,000
90,000
Mechatronics Engineer (Mid)
90,000
120,000
Mechatronics Engineer (Senior)
120,000
150,000
Embedded Engineer (Junior)
70,000
80,000
Embedded Engineer (Mid)
80,000
120,000
Embedded Engineer (Senior)
130,000
160,000
Robotics / Automation Engineer (RPA)
100,000
150,000
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
Procurement Officer
80,000
120,000
Purchasing Officer
75,000
110,000
Procurement Category Specialist
100,000
150,000
Procurement Manager
140,000
220,000
Demand Planner
80,000
130,000
Supply Chain Analyst
80,000
115,000
Supply Chain Planner
75,000
125,000
Supply Chain Manager
110,000
180,000
Logistics Manager
90,000
150,000
SUPPLY CHAIN
PAGE 38
SYDNEY
39
SALARY TABLES | Sydney
SOFTWARE DEVELOPMENT
PAGE 40
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
.NET /Java (Junior)
75,000
100,000
500 - 600
.NET / Java (Mid)
100,000
140,000
700 - 850
.NET / Java (Senior)
140,000
170,000
850 - 1,000
Engineering Manager
170,000
250,000
1,000 - 1,400
Frontend (Junior)
65,000
90,000
500 - 600
Frontend (Mid)
90,000
150,000
700 - 850
Frontend (Senior)
140,000
180,000
850 - 1,100
Full Stack Developer (Junior)
75,000
100,000
500 - 600
Full Stack Developer (Mid)
100,000
140,000
700 - 850
Full Stack Developer (Senior)
140,000
180,000
850 - 1,000
Golang Developer (Junior)
80,000
100,000
500 - 600
Golang Developer (Mid)
100,000
140,000
700 - 850
Golang Developer (Senior)
140,000
180,000
850 - 1,000
Mobile (Mid)
110,000
150,000
700 - 850
Mobile (Senior)
150,000
180,000
850 - 1,200
Principal Engineer / Tech Lead
160,000
200,000
1,000 - 1,200
Python Developer
80,000
170,000
550 - 1,100
Salesforce Developer
100,000
180,000
900 - 1,200
Scrum Master
130,000
180,000
800 - 1,100
Wordpress Developer
80,000
120,000
500 - 700
AI Engineer
170,000
230,000
N/A
AI Consultant
150,000
220,000
N/A
SALARY TABLES | Sydney
QA & TESTING ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
QA Engineer
90,000
130,000
600 - 750
QA Engineer (Senior)
130,000
170,000
750 - 900
QA/Test Lead/Manager
130,000
190,000
850 - 1,000
Test Analyst
80,000
110,000
550 - 700
Test Analyst (Senior)
110,000
140,000
700 - 850
CLOUD ENGINEERING & DEVOPS MINMIN ($/YEAR) ($/YEAR)
MAX MAX ($/YEAR) ($/YEAR)
DAILY RATE DAILY RATE ($/DAY) ($/DAY)
Platform Engineer
120,000
190,000
700 - 1,200
Cloud Engineer
120,000
190,000
700 - 1,200
DevOps Engineer (Junior)
80,000
100,000
500 - 600
DevOps Engineer (Mid)
100,000
140,000
700 - 850
DevOps Engineer (Senior)
140,000
180,000
850 - 1,200
Site Reliability Engineer
120,000
190,000
700 - 1,000
Cloud Architect
150,000
200,000
1,000 - 1,400
ROLE
ROLE
PAGE 41
SALARY TABLES | Sydney
INFRASTRUCTURE & SUPPORT MINMIN ($/YEAR) ($/YEAR)
MAXMAX ($/YEAR) ($/YEAR)
DAILY DAILY RATE RATE ($/DAY) ($/DAY)
Desktop Support
70,000
110,000
350 - 550
L1 Support Analyst
60,000
80,000
400 - 450
L2 Support Specialist
80,000
95,000
400 - 500
Network Administrator
85,000
140,000
500 - 800
Network Engineer
100,000
180,000
700 - 1,000
Salesforce Administrator
100,000
150,000
600 - 1,000
Service Desk Lead
100,000
140,000
700 - 800
Systems Administrator
90,000
140,000
600 - 900
Systems Analyst
100,000
160,000
800 - 1,000
Systems Engineer
100,000
160,000
700 - 1,000
Infrastructure Lead
140,000
180,000
800 - 1,000
ROLE
PAGE 42
ROLE
SALARY TABLES | Sydney
DATA, ANALYTICS & DATA SCIENCE ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Database Administrator
100,000
150,000
500 - 800
BI Developer/Analyst
110,000
160,000
700 - 800
BI Lead/Manager
170,000
200,000
800 - 1,100
Data Analyst
100,000
160,000
700 - 900
Data Architect
160,000
200,000
1,000 - 1,300
Data Engineer
120,000
170,000
800 - 1,200
Data Scientist
130,000
200,000
800 - 1,200
Head of Data
200,000
300,000
1,200- 1,500
Machine Learning Engineer
120,000
180,000
800 - 1,200
Data Engineering Manager
180,000
250,000
1,000 - 1,400
MINMIN ($/YEAR) ($/YEAR)
MAXMAX ($/YEAR) ($/YEAR)
DAILY DAILY RATE RATE ($/DAY) ($/DAY)
Cyber Security Architect
160,000
220,000
1,000 - 1,200
Cyber Security Engineer
120,000
180,000
800 - 1,100
Cyber Security Analyst
100,000
160,000
800 - 1,100
Cyber Security Manager
150,000
220,000
N/A
DevSecOps
140,000
200,000
750 - 1,200
CYBER SECURITY ROLE
ROLE
PAGE 43
SALARY TABLES | Sydney
PROJECTS & CHANGE
PAGE 44
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Agile Coach
150,000
200,000
1,100 - 1,300
Business Analyst
100,000
160,000
800 - 1,000
Change Analyst
100,000
140,000
600 - 800
Change Manager
140,000
180,000
800 - 1,100
Delivery Lead/Manager
150,000
200,000
800 - 1,200
Head of PMO
180,000
250,000
1,000 - 1,300
Project Coordinator
80,000
110,000
600 - 800
Portfolio Manager
160,000
220,000
1,100 - 1,300
Program Manager
160,000
220,000
1,100 - 1,300
Project Manager
130,000
160,000
850 - 1,100
Project Manager (Senior)
160,000
200,000
1,000 - 1,250
Technical Business Analyst
130,000
180,000
800 - 1,000
SALARY TABLES | Sydney
PRODUCT & DESIGN ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Digital Producer
90,000
140,000
500 - 800
Digital Designer
80,000
110,000
500 - 700
Digital Designer (Senior)
120,000
150,000
750 - 900
UI Designer
80,000
120,000
500 - 700
UI Designer (Senior)
120,000
160,000
750 - 900
UX Designer
90,000
130,000
600 - 700
UX Designer (Senior)
130,000
160,000
800 - 900
UX Designer (Lead)
150,000
180,000
1,000 - 1,200
Product Designer
80,000
140,000
600 - 900
Product Designer (Senior)
130,000
160,000
900 - 1,200
Product Designer (Lead)
160,000
180,000
N/A
Product Owner
110,000
160,000
700 - 850
Product Manager
130,000
180,000
850 - 1,100
PAGE 45
SALARY TABLES | Sydney
MARKETING
PAGE 46
ROLE
MIN ($/YEAR)
MAX ($/YEAR)
DAILY RATE ($/DAY)
Digital Account Manager
70,000
120,000
N/A
Internal Communications
80,000
120,000
400 - 600
Communications Advisor
90,000
120,000
600 - 800
Communications Manager
120,000
160,000
650 - 900
Marketing Coordinator
65,000
90,000
400 - 500
Digital Marketing Specialist
90,000
130,000
500 - 700
Content Writer
90,000
140,000
N/A
Marketing Manager
110,000
180,000
600 - 800
Marketing Director
180,000
220,000
N/A
Head of Marketing / CMO
180,000
250,000
N/A
SEO/SEM Expert
90,000
120,000
N/A
SALARY TABLES | Sydney
ARCHITECTURE MINMIN ($/YEAR) ($/YEAR)
MAX MAX ($/YEAR) ($/YEAR)
DAILY RATE DAILY RATE ($/DAY) ($/DAY)
Application Architect
170,000
220,000
1,000 - 1,400
Cloud Architect
140,000
220,000
1,000 - 1,400
DevOps Architect
160,000
200,000
1,100 - 1,400
Enterprise Architect
180,000
250,000
1,200 - 1,500
Infrastructure Architect
140,000
180,000
1,100 - 1,400
Solution Architect
160,000
200,000
1,000 - 1,200
MINMIN ($/YEAR) ($/YEAR)
MAX MAX ($/YEAR) ($/YEAR)
DAILY RATE DAILY RATE ($/DAY) ($/DAY)
Chief Information Officer
300,000
450,000
Up to 2,500
Chief Technology Officer
250,000
350,000
Up to 2,500
Chief Information Security Officer 250,000
400,000
Up to 2,500
Chief Operating Officer (Tech)
250,000
400,000
Up to 2,500
Head of / Director of IT
220,000
300,000
Up to 2,000
IT Operations Manager
200,000
240,000
800 - 1,100
Service Delivery Manager
180,000
220,000
800 - 1,100
IT Manager
160,000
200,000
700-900
ROLE
ROLE
SENIOR LEADERSHIP ROLE
ROLE
PAGE 47
PAGE 48
ABOUT US
COMMUNITY + RECRUITMENT NTP Talent is the region’s only exclusive technology and engineering recruitment agency.
NTP Talent is passionate about building Australia’s future in tech and engineering. We proudly connect outstanding talent with growing teams, helping to shape and strengthen technical communities and are active sponsors of events in the Hunter and Sydney. Across Australia’s east coast, NTP Talent delivers specialist recruitment services with a clear focus in technology and engineering. We’re proud to partner with some of the nation’s most innovative enterprises and ambitious scale-ups, supporting their growth with the best people in the industry.
James MacDonald Director
Linda Apostolidis Director
PAGE 49
ABOUT US
POTENTIAL FULFILLED! NTP Talent’s mission is to enable our clients and candidates to achieve their full potential.
OUR BEGINNINGS NTP Talent was established in 2018 when James MacDonald and Linda Apostolidis joined forces in business and brought together their combined 24 years of experience in the booming tech and innovation hub of Newcastle, NSW. Our values, expertise, and community-first approach have made us the region’s leading specialist tech recruiter. We have now expanded our footprint and provide recruitment services to companies from Brisbane to Melbourne on the east coast of Australia and expanding our team geographically to support the new markets.
PAGE 50
PAGE 51
TALK TO SOMEONE WHO KNOWS YOUR NICHE Our team of specialist technology and engineering recruiters would love to hear from you.
PREFER TO GO DIRECT? hello@ntptalent.com.au Find our contact form, listen to the podcast, browse the job board, connect with us on socials and more.
ntptalent.com.au