Queensland has experienced many of the same market pressures affecting the broader Australian technology sector, with fewer vacancies and more competition for roles than we saw during the post-pandemic hiring boom. Employers are being more cautious about approving technology headcount, recruitment processes are taking longer, and hiring managers are becoming increasingly selective about the skills and experience they want.

However, what we’re seeing in Queensland is a market that is showing steady signs of improvement and confidence returning due to continued investment across government, health, energy, utilities, resources and major infrastructure programs. Candidates with in-demand skills in cyber security, cloud, data, AI and digital transformation continue to find opportunities, even in a more competitive market.

The biggest challenge for many jobseekers is that employers are no longer hiring for potential to the same extent. They’re looking for candidates who can add value quickly with proven experience in specific technologies and environments. While market conditions remain cautious, there are encouraging signs that confidence is returning in Queensland. Strong population growth, major infrastructure investment, the energy transition and the lead-up to Brisbane 2032 are all contributing to a more positive outlook than we’re seeing in some other markets.

The technology market has moved from being candidate-led to much more balanced. During 2021 and 2022, organisations were competing aggressively for scarce talent, and salary and rates growth accelerated as a result. We’ve now seen a period of correction as economic conditions have tightened and businesses have become more disciplined about costs.

At the same time, there are more candidates actively seeking work than there were a few years ago, which naturally reduces salary pressure in many areas of the market.

That said, I wouldn’t describe Queensland as experiencing wage decline as much as wage normalisation. Employers are still willing to pay a premium for hard-to-find skills, particularly in cyber security, data, cloud, architecture and leadership roles tied to major transformation programs.

As confidence returns, I expect salary and rates growth in Queensland to recover more quickly than some other states because many of the sectors driving technology investment here remain fundamentally strong. As we approach Brisbane 2032, we may see extreme shortages resulting in spikes in salary and rate growth.

For some candidates, particularly those coming from sectors that have slowed significantly or those with highly specialised experience, job searches are taking longer than they would have a few years ago.

There are simply fewer opportunities available than during the peak hiring years, and employers are often taking longer to make decisions. In many cases, organisations are conducting more interviews, seeking additional approvals and carefully assessing every hire.

We’re also seeing candidates face increasing competition. Advertised roles are attracting significantly more applications than they did in the past, making it harder for individuals to stand out.

The positive aspect from a Queensland perspective is that candidates who possess in-demand skills and remain flexible about industry, contract versus permanent work or adjacent opportunities are generally finding work more quickly. As activity levels continue to improve across several sectors, I would expect those timeframes to shorten.

I don’t think this is primarily a qualifications issue. It’s more a skills-matching challenge.

While there may be a large number of applicants for a role, employers are often looking for very specific combinations of technical capability, industry experience and stakeholder skills. Someone may be an excellent cloud engineer, data specialist or cyber professional, but not have experience with the exact platforms, environments or regulatory settings a particular employer requires.

Queensland also has a relatively smaller technology workforce than Sydney or Melbourne, which means shortages can still exist in niche skill areas even when the broader market is softer.

The pace of technological change is another factor. Demand has shifted quickly towards AI, advanced data capabilities, cloud engineering, cyber security and digital transformation skills. Employers are often competing for a relatively small group of professionals who have practical experience in these areas.

Longer term, organisations may need to place greater emphasis on developing adjacent skills and investing in training rather than expecting the market to supply a perfect match every time.

Yes, broadly speaking, entry-level opportunities have become more difficult to secure.

Part of that is due to economic conditions. When organisations are only approved to make a limited number of hires, they often prioritise experienced professionals who can contribute immediately.

AI and automation are also changing the nature of some traditional entry-level work. Tasks that previously provided early career experience can now be completed more efficiently using technology-enabled tools.

However, I think it would be a mistake to attribute the entire trend to AI. A bigger factor is often organisational capacity. Training, mentoring and developing graduates requires investment, and many teams have been operating in cost-conscious environments for several years.

Encouragingly, we are still seeing Queensland Government agencies, utilities, large corporates and some professional services organisations continue to invest in graduate and early-career programs. Many recognise that today’s graduates become tomorrow’s senior engineers, architects and technology leaders. Organisations that stop investing in talent pipelines now may face more significant skills shortages in the future.

It’s certainly a concern we hear from jobseekers, but the reality is more nuanced.

Offshoring has been part of the Australian technology landscape for many years and continues to play an important role for organisations looking to access specialised skills, scale capability or manage costs. In some organisations, we are seeing increased use of global delivery models, particularly for work that can be performed remotely.

However, many technology roles still require strong local stakeholder engagement, knowledge of Australian regulations, industry expertise and close collaboration with business teams. Those roles continue to be performed successfully by local talent.

With skilled migration, I don’t believe the issue is employers simply looking for cheaper labour. Employers still need access to the right skills, and many skilled migrants face their own challenges entering the Australian market due to a lack of local experience.

The bigger factor affecting jobseekers today is a more competitive hiring market and greater employer selectivity, rather than migration alone.

It’s one of the most common conversations we’re having with candidates right now.

Most technology professionals do not need to become AI specialists or machine learning engineers. What they do need is an understanding of how AI is changing their profession and how they can use it to improve productivity, decision-making and outcomes.

Whether you’re a developer, business analyst, project manager, cyber security specialist or technology leader, employers increasingly expect some level of AI literacy. The candidates who stand out are not necessarily those with the most AI certifications, but those who can demonstrate how they’ve used AI tools in a practical way to solve problems or create value.

From a Queensland perspective, we’re already seeing organisations move beyond experimentation and start embedding AI into business processes and transformation programs. As confidence and investment continue to grow, AI capability will increasingly become an expected skill across many technology roles.

The good news is that this is still early in the adoption curve. Those who invest time now in understanding and applying AI are positioning themselves strongly for the next phase of growth in the technology workforce.