Q1 FY27 Australian Tech Hiring Snapshot: Where Demand Moved from July to September 2026 Australia's technology recruitment market is changing. While job vacancies are declining and applications are increasing, demand for specialised skills in artificial intelligence (AI), machine learning, and cybersecurity remains strong. As businesses navigate the first quarter of FY27 (July–September 2026), the latest employment data reveals a hiring environment that is becoming increasingly competitive for jobseekers while remaining challenging for employers seeking highly specialised technology professionals. At Firesoft People, we closely monitor market trends to help Australian organisations make informed hiring decisions. Here's what the latest numbers reveal about Australia's technology hiring landscape and what employers should consider as they plan their workforce strategies. 1. Fewer Technology Vacancies, More Job Applications One of the most significant trends emerging from Q1 FY27 is the growing imbalance between available roles and job applications. According to Australian Bureau of Statistics (ABS) job vacancy data, vacancies across the information media and telecommunications sector declined from approximately 3,600 in May 2026 to 3,000 in August 2026. This represents a decrease of approximately 16.7% over three months. Meanwhile, SEEK's July 2026 Employment Dashboard reported that applications per job advertisement reached a record high. What does this mean for employers? At first glance, an increase in applications might appear to make recruitment easier. However, a larger candidate pool does not necessarily translate into more qualified candidates. Employers may receive significantly more applications while still struggling to identify professionals with the technical expertise, industry experience, and specialist capabilities required for critical positions. This creates several recruitment challenges: Higher application volumes: Recruitment teams may need to review more candidates for each vacancy. Greater screening requirements: Identifying genuinely qualified candidates becomes increasingly important. Specialist talent shortages: Highly skilled professionals may remain difficult to secure despite broader competition for jobs. Longer selection processes: Without clear hiring criteria, additional applications can create unnecessary delays. The key takeaway is simple: more applicants do not automatically mean better hiring outcomes. Organisations need clearly defined job requirements, effective screening processes, and a focused recruitment strategy to identify the right talent. 2. AI Skills Are Becoming Essential Across Technology Roles Artificial intelligence is no longer a capability reserved for specialist research teams or dedicated AI departments. It is increasingly becoming part of the everyday requirements for technology professionals. According to SEEK's July 2026 Employment Dashboard, 13.5% of ICT job advertisements requested AI-related skills, representing the highest proportion among industries. This highlights the growing importance of AI capabilities within Australia's technology workforce. Why are employers prioritising AI skills? Businesses are exploring how AI can improve productivity, automate processes, support decision-making, and create new commercial opportunities. As a result, organisations are looking for professionals who can help translate AI initiatives into practical business outcomes. These capabilities may include: AI and machine learning development Data engineering and analytics AI solution architecture AI integration into existing business systems Automation and process optimisation Responsible AI implementation and governance Importantly, employers should distinguish between roles requiring advanced AI engineering expertise and positions where practical knowledge of AI tools is sufficient. Defining the actual business problem and the level of AI capability required can help organisations avoid unnecessarily narrowing their candidate pool. 3. AI and Cybersecurity Remain Critical Skills Shortages Despite increasing job applications, some of the most important technology capabilities remain difficult for employers to secure. The Hays IT Contractor Rates Guide FY26/27 identifies two particularly significant areas of specialist skills shortages: AI and Machine Learning — 28% Cybersecurity — 26% These figures represent the proportions of employers identifying these areas among their most acute skills shortages. Why do these shortages matter? AI and cybersecurity are increasingly important to business operations, digital transformation, and long-term competitiveness. For organisations investing in AI, specialist expertise can be essential for designing, implementing, and maintaining reliable solutions. Cybersecurity professionals play an equally important role in protecting business systems, managing digital risks, and supporting secure technology adoption. As businesses introduce new technologies, their requirements for both AI and cybersecurity capabilities may become more complex. What should businesses do? Employers should consider a combination of strategies to address specialist skills gaps. Prioritise critical capabilities. Identify which technical skills are essential for delivering business objectives and which can be developed internally. Invest in workforce development. Upskilling existing employees can complement external recruitment and help businesses build longer-term capability. Consider specialist contractors. Contract professionals may provide access to technical expertise for specific projects or transformation initiatives. Streamline hiring decisions. A lengthy recruitment process can create unnecessary obstacles when trying to secure highly specialised professionals. The objective should not simply be to fill vacancies, but to build the capabilities needed to support sustainable business growth. 4. What Are Australian Businesses Paying for AI Contractors? As demand for AI expertise continues, organisations are increasingly considering specialist contractors to support technology projects. The Hays IT Contractor Rates Guide FY26/27 provides insight into the upper end of daily rates for selected AI roles. AI Specialist Role Daily Contract Rate (Up To) AI Engineer $1,360 per day AI Solutions Architect $1,640 per day Chief AI Officer $2,300 per day Figures are reported in the source material as daily rates and represent upper-end benchmarks rather than standard rates for every engagement. The same source indicates that 60% of employers use contractors to access specialist skills. Why are companies turning to contractors? Contracting can offer businesses greater flexibility when specialist expertise is required for a defined period. For example, an organisation implementing an AI solution may need an experienced AI Solutions Architect during the design and deployment stages without necessarily requiring that capability as a permanent position. Contract professionals can help businesses: Access specialised technical knowledge Support project-based delivery Address immediate capability gaps Scale technical resources according to project requirements Reduce reliance on lengthy permanent recruitment processes However, contractor costs should be assessed against project scope, duration, expected outcomes, and the level of expertise required. The highest daily rate does not necessarily indicate the best fit for every organisation. A clearly defined project brief and realistic expectations are essential when engaging specialist contractors. 5. What the Q1 FY27 Hiring Trends Mean for Australian Employers The latest figures highlight an important distinction within the technology recruitment market. The overall number of available roles may be declining, but demand for highly specialised skills remains significant. For employers, this means recruitment strategies need to become more targeted and efficient. Focus on quality rather than application volume Receiving hundreds of applications is not necessarily an advantage if few candidates meet the technical requirements. Employers should establish clear selection criteria that distinguish essential capabilities from desirable experience. Develop clearer job briefs Before advertising a position, businesses should define the outcomes they expect the successful candidate to deliver. For example, rather than simply requesting an AI specialist, employers should clarify whether they need someone to build machine learning models, design AI infrastructure, implement an existing solution, or lead an organisation-wide AI strategy. A precise brief helps attract more relevant candidates and supports better recruitment decisions. Move quickly when the right candidate appears Even when overall application volumes are high, experienced AI, cybersecurity, and other specialist technology professionals may remain difficult to secure. Unnecessary delays between interviews, feedback, and offers can undermine recruitment efforts. A structured and efficient hiring process is therefore increasingly valuable. Balance permanent and contract hiring Not every technical requirement needs to be addressed through permanent recruitment. Businesses should evaluate whether a role supports an ongoing operational need or a time-limited project. A combination of permanent employees, contractors, and internal development may provide the flexibility required to respond to changing technology priorities. 6. Looking Ahead: Technology Hiring Beyond Q1 FY27 The July–September 2026 data offers several important signals for businesses planning their future technology workforce. The first is that higher application volumes should not be mistaken for an abundance of specialist talent. The second is that AI and cybersecurity capabilities remain important areas of workforce demand. The third is that organisations need to consider how they access specialist expertise, particularly when permanent recruitment may not align with project timelines or immediate business requirements. Looking ahead, businesses that clearly define their technical requirements, understand relevant market rates, and maintain efficient recruitment processes will be better positioned to respond to changing hiring conditions. Ultimately, successful technology recruitment is not about attracting the largest number of applicants. It is about finding the right expertise, at the right time, to deliver meaningful business outcomes. How Firesoft People Can Help At Firesoft People, we understand that hiring technology professionals requires more than matching keywords on a CV. Businesses need people who bring the right technical capabilities, relevant experience, and an understanding of the challenges they are being hired to solve. Whether your organisation is looking for specialist AI expertise, cybersecurity professionals, experienced technology contractors, or permanent IT talent, our team can help you navigate the recruitment market and identify suitable candidates. We work with Australian businesses to understand their workforce requirements and connect them with professionals who can support their technology goals.  Want the Full Picture? For deeper insights into Australia's technology recruitment landscape, including hiring trends and specialist talent considerations, request a copy of our CEO Insights Report. Contact Danny Normington CEO, Firesoft People Email: dannynormington@firesoftpeople.com Phone: 0406 837 638 Firesoft People — Connecting businesses with the technology talent they need.

The Power of Confidential FeedbackHow Trust Fuels Employee Engagement and Workplace Success Employee engagement has become one of the most important factors in building successful organisations. Companies invest heavily in attracting top talent, developing leaders, and creating positive workplace cultures, yet many overlook one of the most powerful tools for improvement: employee feedback. When employees feel heard, valued, and respected, they become more invested in the success of the organisation. However, collecting feedback is not simply about asking questions—it is about creating an environment of trust where people feel comfortable sharing honest opinions. At Firesoft People, we believe that confidential feedback is one of the strongest drivers of engagement, innovation, and retention. When feedback is collected effectively and acted upon meaningfully, it creates a culture where employees know their voices matter and where continuous improvement becomes part of everyday business. Why Employee Feedback Matters Employee expectations are higher than ever. Professionals want more than just a salary; they want to work in organisations that listen to their ideas, address concerns, and actively seek ways to improve the employee experience. Gathering employee feedback helps organisations understand what is working, identify areas for improvement, and create environments where people can thrive. When employees are encouraged to share their perspectives, organisations gain valuable insights that leaders may not otherwise see. Feedback can uncover challenges affecting productivity, reveal opportunities for innovation, and provide a deeper understanding of workplace culture. More importantly, seeking feedback demonstrates respect. It sends a clear message that employee opinions matter and that leadership is committed to building a better workplace. 1. Gather Feedback Regularly One of the most common mistakes organisations make is treating feedback as a one-time event. Employee engagement is not static, and workplace challenges evolve over time. As outlined in your material, effective feedback systems require consistency and ongoing participation. Different situations call for different feedback approaches. Annual engagement surveys can provide insights into overall company culture, while onboarding interviews can help assess the experiences of new employees. Project-specific focus groups can uncover valuable feedback during major organisational changes or technology implementations. By collecting feedback regularly, organisations can identify trends, monitor progress, and respond proactively to emerging issues before they become larger problems. 2. Take Action on What You Learn Collecting feedback is only the first step. The real value comes from acting on the information gathered. One of the quickest ways to lose employee trust is to ask for feedback and then do nothing with it. Employees can become even more frustrated when their input appears to be ignored. After gathering feedback, organisations should communicate what they have learned and explain how they plan to respond. This does not mean every suggestion can be implemented, but employees should understand that their contributions have been considered seriously. Providing updates, sharing insights, and demonstrating progress helps build credibility and reinforces the value of participating in future feedback initiatives. When employees see positive changes resulting from their input, they are far more likely to remain engaged and contribute honestly. 3. Ask the Right Questions The quality of feedback depends heavily on the quality of the questions being asked. Simply gathering opinions without a clear objective can lead to vague responses and limited value. Organisations should first identify the challenges they are trying to solve and then design questions that provide actionable insights. For example, if employee retention is a concern, questions should focus on career development, leadership support, and workplace satisfaction. If collaboration is a challenge, feedback should explore communication processes and team dynamics. Thoughtfully designed questions help organisations gather meaningful information that can lead to real improvements. They also show employees that feedback is being collected with purpose rather than as a box-ticking exercise. 4. Use Multiple Feedback Channels Not every employee is comfortable sharing feedback in the same way. Some individuals may prefer surveys, while others feel more comfortable participating in interviews, focus groups, or informal discussions. Relying on a single method may limit the quality and depth of insights collected. Using multiple feedback channels provides a more comprehensive understanding of employee experiences. Surveys can capture broad trends across the organisation, while interviews and focus groups offer deeper insights into specific issues. Combining different methods creates a richer dataset and enables organisations to make better-informed decisions. A multi-channel approach also demonstrates a commitment to inclusivity by providing employees with different ways to share their thoughts and experiences. 5. Protect Anonymity and Build Trust Trust is the foundation of any successful feedback process. Employees are far more likely to share honest opinions when they believe their feedback will remain confidential. Anonymity encourages openness and reduces the fear of negative consequences. Without confidentiality, employees may withhold concerns, provide overly cautious responses, or avoid participating altogether. This limits the value of feedback and prevents organisations from gaining an accurate understanding of employee sentiment. Organisations should clearly communicate how feedback will be collected, stored, and used. If anonymity cannot be guaranteed in certain situations, transparency is essential. Building trust through honesty and consistency encourages employees to participate confidently and authentically. Creating a Feedback Culture That Encourages Engagement The most successful organisations do not treat feedback as a periodic exercise—they embed it into their culture. Feedback becomes part of everyday conversations, continuous improvement efforts, and leadership decision-making. Creating a strong feedback culture not only helps organisations improve but also demonstrates respect for employees and their contributions. A workplace that values feedback creates stronger relationships between employees and leaders. It encourages collaboration, drives innovation, and builds a sense of shared ownership in organisational success. When people know their voices are heard and their opinions matter, they become more engaged in helping the organisation grow and succeed. The Link Between Feedback and Retention Employee retention is closely connected to engagement, and engagement is heavily influenced by trust. Employees who feel ignored are more likely to disengage and eventually seek opportunities elsewhere. Conversely, employees who feel heard and valued are more likely to remain committed to their organisation. By investing in confidential feedback systems and acting on employee insights, organisations create stronger workplace relationships and foster long-term loyalty. This becomes especially important in a competitive labour market where retaining top talent is often just as important as attracting it.