The Great Debate: Contract vs. Permanent Employment

by Montagu Group | Aug 2, 2025 | Uncategorized

In this conversation, Tayla and Suki tackle The Great Debate: Contract vs. Permanent Employment, focusing on the challenges faced by job applicants and the differences between contract and permanent employment. They explore the pros and cons of each employment type, the recruitment process, and the role of recruitment agencies in navigating these challenges. Additionally, they provide insights into salary trends and the evolving landscape of the job market, emphasizing the importance of understanding these dynamics for both job seekers and employers.

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The Great Debate: Contract vs. Permanent Employment

In today’s dynamic job market, both job seekers and businesses often find themselves at a crossroads. They ponder the merits of contract vs. permanent employment. This decision is more than just choosing a job. It is about aligning with a career path or a hiring strategy that truly suits individual aspirations or organisational goals. Understanding the distinct advantages and disadvantages of each option is crucial for making informed and beneficial choices.

Contract vs. Permanent for Job Seekers: Navigating Your Career Path

For professionals searching for their next role, choosing between a permanent position and a contract gig is rarely straightforward. It often depends on personal circumstances, financial priorities, and long-term career ambitions.

Dispelling the Myth of Contractual Instability

Many individuals, especially those used to traditional employment, view contracting with apprehension. This is largely due to a perceived lack of stability. However, this perception often outweighs the reality. In truth, the primary difference between a permanent and a contract role, from a security standpoint, often comes down to the notice period. This is typically two weeks for a contractor, compared to four weeks for a permanent employee. Both types of employment can conclude. The recruitment process for securing either is remarkably similar.

Understanding the Nuances of Contract Types

Not all contracts are equal. Understanding the distinctions is key:

Fixed-Term Contracts: These contracts often mirror permanent employment closely. They typically entitle you to standard benefits like annual leave and sick pay. The core difference is a predefined end date. So, you are a permanent employee for the specified duration of the contract.
General Contracting (PAYG or Own Company): This model usually means you do not get paid sick leave or annual leave. However, a higher hourly or daily rate almost always compensates for this. This increased rate allows astute contractors to set aside funds for holidays and periods between engagements. While it demands more rigorous financial planning, it often provides significantly greater earning potential. This is especially true for those who consistently move between well-compensated projects.

Stability and Career Progression: A Different View

The “stability” often linked with permanent roles is frequently defined by guaranteed leave entitlements and consistent employment. Yet, for many, the enhanced earning potential and diverse project exposure of contracting offer a more appealing form of stability. In sectors like Information and Communications Technology (ICT), digital, and specialised tech, skilled contractors are consistently in high demand. The inter-contract periods can even be strategically planned as breaks. These offer opportunities for rest, skill development, or personal pursuits.

Permanent positions typically offer a clearer, more structured career ladder. This allows you to plan your progression within a single organisation. Conversely, contractors often specialise in a niche skillset. They move between projects, applying their expertise where it is most critically needed. This specialisation can lead to substantial financial rewards. It also offers a rich tapestry of experience across various industries and corporate cultures.

Ultimately, your choice should align with what you value most. Consider the clear progression and traditional benefits of a permanent role. Alternatively, choose the higher earning potential, varied work, and deep specialisation that contracting affords.

For Businesses: Strategic Approaches to Talent Acquisition

For organisations looking to grow or address specific needs, the decision to onboard a contractor or a permanent employee is a critical strategic consideration.

When to Engage a Contractor

Addressing Short-Term Needs and Specialist Expertise: Does your business have a finite project? Or does it require a highly specific skillset not available internally? Then engaging a contractor is often the most efficient and cost-effective solution. Contractors come in as experts. They can provide immediate impact without the long-term commitment of a permanent hire.
Reduced Administrative Burdens: A major advantage of using contractors via a recruitment agency is the significant reduction in administrative overhead for your business. The agency typically handles payroll, insurance, superannuation, and other employment tasks. This streamlines the onboarding process. It makes it particularly appealing for short-term or project-based engagements.
Facilitating Knowledge Transfer and Upskilling: Bringing in a contractor can also be an invaluable opportunity for internal knowledge sharing and upskilling your permanent workforce. Contractors often introduce fresh perspectives and innovative methods. Their expertise can be strategically used to enhance your existing staff’s capabilities. This leaves a beneficial legacy even after their contract concludes.
Bridging Talent Gaps: In competitive markets, finding the ideal permanent candidate might take a long time. A contractor can provide an excellent interim solution. This ensures critical work continues uninterrupted. It also mitigates any negative knock-on effects while your search for a permanent hire progresses.

When to Consider a Permanent Employee

Long-Term Strategic Needs: Permanent employees form the bedrock of an organisation. They are ideal for ongoing roles that contribute directly to your company’s core functions and long-term vision. You are investing in an individual who is expected to grow with the organisation, becoming an integral part of its culture and future.
Fostering Loyalty and Internal Progression: Permanent roles typically build a stronger sense of loyalty and offer a clear framework for career development within your company. This encourages employees to invest in their professional growth. It directly contributes to the organisation’s sustained success.

The Indispensable Role of Recruitment Agencies

Whether you are a job seeker or a business, working with professional recruitment agencies can be profoundly beneficial. For candidates, agencies can unlock access to unadvertised roles. They leverage their extensive networks and deep industry relationships. For businesses, agencies offer several key advantages:

Access to Broader Talent Pools: Agencies maintain vast databases and networks. This allows them to tap into a wider range of candidates. This includes passive job seekers who may not be actively applying through public job boards.
Significant Time and Cost Efficiencies: Sourcing, screening, interviewing, and reference checking candidates are incredibly time-consuming. Agencies manage these labour-intensive tasks. This frees up your internal resources. While an agency fee is involved, it often represents a substantial saving compared to the hidden costs of a prolonged or unsuccessful internal recruitment drive.
Expert Market Insights: Reputable agencies, like Montagu Group, have a keen understanding of market dynamics. They can provide invaluable advice on current salary benchmarks, prevailing market trends, and the availability of specific skillsets. This helps you craft competitive and attractive offers.

The Evolving Landscape of Salaries

The employment market, particularly within the tech sector, has seen notable salary increases recently. These are often in the range of 6% to 10%. Businesses must stay acutely aware of these shifts. They need to ensure their compensation packages are competitive. This is especially true with the burgeoning demand for highly specialised roles across Agritech, FinTech, MedTech, cloud-based solutions, and Artificial Intelligence (AI). Failing to keep pace with market rates can significantly hinder a company’s ability to attract and retain top talent.

Making the Right Choice

The choice between contract and permanent employment is a multifaceted decision. For job seekers, it hinges on a thorough understanding of your personal values, comfort with uncertainty, and long-term career aspirations. For businesses, it demands a clear assessment of the organisational need. Is it short-term, expert intervention? Or is it a long-term investment in core capabilities? By carefully considering all factors and leveraging expert advice, both individuals and organisations can navigate this great debate successfully.

Show Notes

Episode: The Great Debate: Contract vs. Permanent Employment Hosts: Tayla & Suki (Montagu Group) Topic Covered: This episode delves into the pros and cons of contract and permanent employment for both job seekers and businesses.

Key discussion points for job seekers include:

Contracting Realities: Dispelling the myth of instability; understanding fixed-term vs. general contracts.
Benefits: Higher earning potential and diverse experience in contracting vs. perceived stability and career ladders in permanent roles.
Personal Choice: Aligning employment type with individual career aspirations and financial planning.

Key discussion points for businesses include:

Hiring Strategy: When to engage contractors for short-term projects, specialised expertise, or to bridge talent gaps.
Benefits of Contractors: Reduced admin burden and opportunities for knowledge transfer within permanent teams.
Benefits of Permanent: Fostering long-term commitment and building organisational core.
Role of Recruitment Agencies: Access to wider talent pools, time/cost savings, and essential market insights (e.g., salary trends).

Market Insights: Discussion on rising salaries, particularly in specialised tech sectors (Agritech, FinTech, MedTech, Cloud, AI), and the importance of competitive compensation.

Key Takeaways

Contracting vs. Permanent is a strategic choice: Not one is inherently better; it depends on individual and business needs.
Contracting often offers higher earning potential: But requires personal financial planning for benefits and periods between engagements.
Permanent roles provide traditional stability: With benefits, clear career paths, and internal loyalty.
Businesses use contractors for flexibility and specific expertise: Especially for short-term projects or to bridge immediate talent gaps.
Recruitment agencies are crucial partners: They streamline hiring, provide market insights, and connect the right talent with the right opportunities.
Salaries are rising, especially in tech: Businesses must stay competitive to attract and retain top talent in highly specialised fields.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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2025/2026 Salary Guide: IT & Digital Roles

by Montagu Group | Jul 1, 2025 | Candidates, Employers, Montagu Group, Podcast Episode

In this episode, Suki and Tayla unpack the latest insights from their 2025/2026 Salary Guide, delving into the shifting landscape of employment, pay expectations, and recruitment. They explore how the market is bouncing back with fresh optimism, yet still grappling with long-standing issues like skill shortages and rising competition for entry-level roles. The conversation also highlights the emotional weight professionals are carrying after a turbulent six months and how businesses must adapt creatively to attract and retain top talent. From internal hiring strategies to the growing value of flexible benefits, this episode is a must-listen for HR leaders, hiring managers, and job seekers alike.

2025/2026 Salary Guide: Navigating the IT & Digital Job Market in Australia

The Australian IT and digital landscape is a dynamic and often unpredictable environment. The first half of 2025 has been a rollercoaster, a story of stop-start momentum that has kept business leaders and professionals on their toes. Yet, beneath this fluctuating surface, a current of cautious optimism is gaining strength, promising an exciting and transformative period ahead.

So, what’s really happening in the tech job market? Are salaries rising? Which skills are in demand? And how can businesses attract and retain top talent in this competitive climate?

At Montagu Group, we’re about to launch our definitive 2025/2026 IT Salary Guide, packed with data-driven insights and expert analysis. But you don’t have to wait. In a recent episode of our Conversations That Connect podcast, our specialists, Suki and Tayla, provided a sneak peek into the key findings. This post unpacks their conversation, giving you a comprehensive overview of the trends, challenges, and opportunities shaping the future of work in Australia’s tech sector.

The Market’s Pulse: A Story of Cautious Optimism

If the first six months of 2025 had a theme, it would be “hurry up and wait.” As Suki noted, the market has been characterized by bursts of activity followed by periods of quiet contemplation. “We’ve had stop, start, stop, start, stop, start,” she explained, capturing the frustrating rhythm many have experienced.

However, this isn’t a sign of a struggling market. On the contrary, the underlying sentiment is significantly more positive than it was this time last year. This isn’t just a feeling; it’s backed by tangible evidence. A crucial indicator of business confidence is the renewal of contracts for contingent workers.

“We’ve just gone through a massive contract renewal, and I think all our contractors have been renewed,” Suki shared. “Even contractors that we were thinking would finish in July have been extended to the end of the year.”

This is a powerful signal. It shows that businesses are not only committed to their current projects but are also planning for the future. They are choosing to retain valuable knowledge and invest in their existing talent pool, suggesting a strategic shift towards stability and long-term growth. While the market may not be moving at the breakneck speed of previous boom years, the foundations are solid, and the momentum is building steadily.

By the Numbers: Key Statistics from the 2025/2026 IT Landscape

To truly understand the market, we need to look beyond sentiment and dive into the data. The upcoming 2025/2026 IT Salary Guide is built on the latest statistics, updated as of May 2025. This fresh data provides a clear and accurate picture of the current state of play.

A Stable Market with Rising Salaries

One of the most reassuring signs of a healthy market is stability in employment and growth in compensation. The data confirms both:

Unemployment Rate: The unemployment rate has held steady at a low 4%, indicating a tight labour market where skilled professionals are highly valued.
Employment-to-Population Ratio: This metric has seen a slight but positive increase, moving from 64.1% to 64.3%. More people are participating in the workforce, contributing to economic activity.
Salary Growth: Most importantly for professionals, salaries are on the move. Tayla highlighted a significant increase, with average salary growth jumping from 4.5% to 5.2%. This demonstrates that companies are willing to pay a premium for the right skills.

A Surprising Shift in Tech Talent Demand

For years, the narrative has been dominated by a massive, ever-widening skills gap. However, new data from the Tech Council of Australia introduces a fascinating twist.

“Last year, they said that they needed 600,000 more workers by 2030,” Tayla reported. “This year, they’re saying we only need an additional 200,000.”

This is a staggering decrease of 400,000. Does this mean the skills shortage is over? Not quite. A more likely explanation is a re-evaluation of what constitutes an “IT role” or a shift in how technology is being implemented. Despite this revised forecast, the demand for tech talent remains incredibly strong. Job vacancies in the tech sector grew by 2.9% over the last year, with over 339,000 total openings in the past 12 months.

The market is maturing. The demand is still high, but it’s becoming more focused and specific as organisations refine their digital strategies.

The Rise of Contracting and the Internal Talent Shift

One of the most significant structural changes we’re observing is the bifurcation of recruitment strategy. As businesses ramp up for major digital transformation projects, the demand for flexible, specialised talent has soared, leading to a boom in the contracting market.

“I feel like we’ve definitely seen an increase in contracting the last six months, versus the permanent roles,” Tayla observed. “There’s a lot of companies who are stepping into large project work.”

In parallel, many organisations are strengthening their internal talent acquisition teams to handle permanent hires. This creates a dual strategy:

Internal Teams focus on building the core, long-term workforce and fostering company culture.
Specialist Agencies, like Montagu Group, are engaged to source high-calibre contractors for specific, time-bound projects where speed and specialised expertise are critical.

“More companies are taking the permanent employment internally… and then outsourcing the contracting side,” Suki confirmed. This is a smart, strategic approach that allows businesses to remain agile while building a stable foundation. For IT professionals, it means a wealth of opportunities in the contracting space, often with competitive daily rates and the chance to work on cutting-edge projects.

The New Entry-Level: Navigating Higher Barriers to Entry

While opportunities abound for experienced professionals, the path for those just starting their careers is becoming more challenging. The concept of an “entry-level” job has fundamentally changed, particularly in high-demand fields.

Tayla pointed out, “There’s higher entry barriers in software engineering, cybersecurity, and data science.”

Gone are the days when a university degree was the only prerequisite for a junior role. Today, employers are asking for more. “How am I supposed to get into an entry-level role when the entry-level roles aren’t actually entry-level?” Tayla asked, echoing the frustration of many graduates. “You still need one to two years’ experience, or even up to three years, for an entry-level role.”

This paradox—needing experience to get experience—is forcing a rethink of career pathways. Suki suggested a return to a more traditional model: “Years ago… the natural path was doing support work, and then you started getting the exposure.”

Aspiring developers, analysts, and cybersecurity experts may need to consider “sidestep” roles in IT support, testing, or administration to get their foot in the door. This practical experience can be invaluable, providing the real-world context that employers are desperately seeking and paving the way for a move into a specialised role down the line.

Emerging Tech Trends: Where is the Industry Heading?

The tech industry never stands still. Our 2025/2026 IT Salary Guide delves deep into the technologies that are defining the next wave of innovation. Here are the key trends to watch:

The Age of Merged Roles: Hello, DevSecOps

Silos are breaking down. To increase efficiency and improve outcomes, businesses are merging previously distinct functions. The rise of DevSecOps is a prime example, integrating security into every stage of the development lifecycle. This trend requires professionals with a hybrid skill set, who understand both development principles and security protocols.

The Next Frontier: XR, Spatial, and Quantum Computing

Prepare for a reality check—or rather, an extended one. Extended Reality (XR) and Spatial Computing are moving from niche concepts to practical business tools. Alongside them, Quantum Computing looms as a technology with the potential to be a “complete game changer,” as Tayla put it. While it’s still complex and “over my head,” its ability to solve problems impossible for classical computers will revolutionise everything from medicine to finance.

The Stalwarts: AI, Cyber, FinTech, and MedTech

While new trends emerge, the established powerhouses continue their reign. Artificial Intelligence (AI) is now a standard part of the business toolkit, and Cybersecurity remains a top priority amid growing threats. The specialised fields of FinTech and MedTech are also seeing explosive growth as they drive innovation in their respective industries.

Attracting Top Talent in 2025: It’s More Than the Paycheck

With a tight labour market and increasingly selective clients, how can your business stand out? The answer lies in moving beyond a transactional relationship with employees. While a competitive salary is essential, top talent today wants more.

“Nobody wants your standard benefits anymore,” Tayla stated emphatically. “You need to be creative.”

This means thinking outside the box. Flexible work arrangements, professional development budgets, wellness programs, and meaningful equity are becoming powerful differentiators. Furthermore, authenticity is paramount.

“Are you being honest with how your business is being perceived to what you actually do?” Tayla challenged. A glossy careers page is meaningless if the day-to-day reality doesn’t match. Top candidates do their due diligence, and a mismatch between perception and reality is a major red flag.

As clients become “extremely picky” about who they hire, businesses must present a compelling and authentic employee value proposition (EVP). For more on building a powerful EVP, resources from thought leaders like Gartner can provide an excellent starting point.

Get Ready for the Full 2025/2026 IT Salary Guide

This article is just the tip of the iceberg. The full Montagu Group 2025/2026 IT & Digital Salary Guide will be released soon, providing an unparalleled level of detail, including:

Detailed salary breakdowns for dozens of roles across all major Australian states.
Specific data for Brisbane and the Sunshine Coast, reflecting the unique dynamics of the Queensland market.
Practical, “no-fluff” advice for businesses on how to attract, retain, and develop talent.
Actionable insights for professionals on how to position themselves for career growth in the coming year.

The next six months promise to be a pivotal time for the IT & Digital sector. With cautious optimism in the air, rising salaries, and a wave of new technologies, the opportunities are immense.

Are you ready to navigate the market with confidence? Keep an eye on our website for the full guide, or contact Montagu Group today to have a conversation about how these trends impact your business or your career.

Show Notes

Episode: A Sneak Peek into the 2025/2026 IT & Digital Salary Guide
Hosts: Suki and Tayla from Montagu Group
Topics Covered:
- (00:08) A recap of the first six months of 2025 and an introduction to the salary guide.
- (12:20) Analysis of the “stop-start” market sentiment and the underlying positive trends.
- (13:10) Key economic statistics: unemployment rate, employment ratio, and salary growth figures.
- (15:30) The significant rise in contracting roles vs. permanent positions.
- (16:45) Discussing the IT skills shortage and the surprising new data from the Tech Council of Australia.
- (26:10) The challenge of higher barriers to entry for junior roles in software, cyber, and data science.
- (30:40) Exploring emerging tech trends: DevSecOps, XR, Quantum Computing, and more.
- (35:45) Actionable advice for businesses on how to attract top talent beyond standard benefits.
- (37:20) A preview of what’s inside the full guide, including specific data for Brisbane and the Sunshine Coast.

Key Takeaways

Market Is Cautiously Optimistic: Despite a “stop-start” feel, the market is positive, with contract renewals signaling business confidence.
Salaries Are Up: Average salary growth has increased from 4.5% to 5.2%.
Contracting Is Booming: Project-based work is driving a surge in contracting opportunities. Many companies now outsource contract recruitment while handling perm roles internally.
Entry-Level Is Harder: New graduates face high barriers, with “entry-level” roles often requiring 1-3 years of experience. A “sidestep” into a support role may be a viable strategy.
Skills Gap Narrative Is Changing: The projected talent need by 2030 has dropped from 600,000 to 200,000, suggesting a more nuanced and focused demand.
Merged Roles Are the Future: Be prepared for hybrid roles like DevSecOps that combine multiple disciplines.
Benefits Matter: To attract top talent, companies must offer creative, meaningful benefits and ensure their company culture is authentic.
The Full Guide Is Coming: The comprehensive 2025/2026 IT Salary Guide will offer detailed salary data for major states, plus specific insights for Brisbane and the Sunshine Coast.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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The Power of Connection in Crisis

by Montagu Group | Jun 9, 2025 | Candidates, Employers, Montagu Group, Podcast Episode

In this heartfelt episode, Suki and Tayla delve into the resilience of the human spirit amid adversity through the power of connection in crisis, sharing Tayla’s personal experience of a recent flood that impacted her family and community. They reflect on the emotional toll such crises take, while exploring the power of connection, support, and the role of recruitment in rebuilding lives. It’s a moving conversation about how hardship can deepen bonds, strengthen communities, and remind us of the healing power of helping others.

The Power of Connection in Crisis: A Reflection on Resilience and Human Spirit

Introduction

In times of chaos and catastrophe, it is often the strength of human connection that carries us through. In this moving and deeply personal episode of Conversations that Connect, co-hosts Suki and Tayla recount the devastating floods that impacted the small town of Glenthorne and the extraordinary ways people came together in the aftermath. This story isn’t just about disaster recovery—it’s about the resilience of the human spirit and the unbreakable bonds that form through shared struggle. The Power of Connection in Crisis is not just a title; it’s a lived truth.

A Sudden Crisis Hits Home

Tayla’s story begins with a morning text message that no one wants to receive: her family’s neighbours are awaiting rescue by helicopter due to severe flooding. The waters had risen rapidly, swallowing homes and forcing residents onto second-story balconies, desperately hoping for evacuation. Her nan, immune-compromised and caring for her beloved puppy, was one of those waiting.

“Our house is gone,” Tayla’s father told her over the phone. Not just theirs, but her nan’s and auntie’s homes as well. The devastation was sudden, unexpected, and absolute.

The Chaos of the Unknown

In the hours and days that followed, Tayla and her partner Jordan scrambled for information, trying to get back to Glenthorne to help. Roads were closed. Communication was patchy. Her family, evacuated to a nearby town, had no idea what condition their homes were in until her brother was finally able to wade through water and mud to assess the damage.

The reality was worse than imagined. Sheds swept away. House interiors completely waterlogged. Furniture ruined. The town had flooded before, but never like this.

The Power of Connection in Crisis became even more evident as Tayla witnessed the collective strength of her community in the face of devastation.

Returning to the Wreckage

Tayla described the moment she arrived in Glenthorne: “It was like walking into a movie scene where things had just been bombed.” Debris was everywhere. Shin-deep mud made movement difficult. The smell of the farmland-turned-swamp clung to everything.

But alongside the wreckage came something else: compassion.

Community Spirit in Action

What followed was an outpouring of support that defied the destruction. Strangers brought food, drinks, and supplies. A local food truck handed out hot curries. A coffee van offered caffeine and snacks. One man drove up with a trailer of ice and drinks, handing out beers and lifting spirits with music blaring from his side-by-side.

People Tayla hadn’t spoken to since school showed up to help. Others arrived unannounced, armed with shovels, gumboots, and an unyielding desire to assist. It wasn’t about recognition. It was about being human.

“We were all in this together,” Tayla said. “The flood was so big and so unexpected, it basically stopped the whole town.”

This was The Power of Connection in Crisis in its most raw and beautiful form.

The Quiet Helpers

One of the most powerful moments came when Tayla learned that a man helping clean up others’ properties had lost his own home to the floods. This selfless act encapsulated the essence of human resilience: even in personal loss, many chose to help others.

As Suki reflected, “That’s a bond you can’t break.”

These bonds are the heartbeat of The Power of Connection in Crisis.

Emotional Support from Afar

Not everyone could be physically present, but emotional support was just as critical. Suki noted the challenge of supporting loved ones from a distance—staying up-to-date, being available, and simply listening.

“Sometimes being a sounding board is all someone needs,” she said.

It was a reminder that presence isn’t always physical. Sometimes, showing up emotionally makes all the difference.

Lessons on Resilience and Empathy

What the team experienced in Glenthorne is not unique to floods. It’s a pattern seen in every crisis: whether it be bushfires, pandemics, or personal tragedies, the strength of connection often determines the speed and depth of recovery.

Tayla likened it to recruitment: “Being resilient, helping people get their confidence back after a lot of no’s, or just being there as a soundboard.”

This human-first approach defines the Montagu Group’s ethos. Recruitment isn’t about metrics or KPIs. It’s about people. Whether you’re rebuilding a resume or a ruined home, the right support can change everything.

Reflection: Humanity Beyond the Resume

Suki and Tayla close the episode with a poignant truth: connection is the core of everything. It lifts us when we fall, steadies us when we falter, and reminds us that we are never truly alone.

The muddy gumboots, the burnt-out food trucks, the tears in the streets—they are all evidence of a community that refused to break.

As Tayla so eloquently put it, “There are still good people in the world. A lot of them.”

This podcast episode is a testament to The Power of Connection in Crisis.

Show Notes

Podcast Title: The Power of Connection in Crisis
Hosts: Suki (Montagu Group) and Tayla
Episode Theme: How community and connection define recovery in times of disaster
Featured Story: Glenthorne flood of 2025 and its impact on families, homes, and hearts
Highlights:

Real-time response to disaster
The emotional toll of supporting loved ones from afar
Strangers turning up to help, no questions asked
The enduring power of the human spirit

Key Takeaways

Disasters reveal the strength of human spirit: Crisis moments often uncover the best in people, from neighbours helping neighbours to strangers lending hands.
Support can be physical or emotional: Showing up for someone doesn’t always require being there in person. Listening and checking in can mean everything.
Resilience is communal: True resilience comes from shared experiences and mutual support.
Connection over KPIs: In both recruitment and life, genuine connection trumps performance metrics.
Human kindness is contagious: One act of kindness can spark a ripple of compassion through an entire community.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

Join the conversation Today!

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Recruitment: Connecting Time,Talent and Trust

by Montagu Group | May 3, 2025 | Employers, Montagu Group, Podcast Episode

In this episode, Suki and Tayla from Montagu Group unpack the realities of engaging a recruitment agency. They explore when it makes sense to bring in external support—especially for hard-to-fill roles—and the often-overlooked time investment behind effective recruitment. From the peace of mind that comes with placement guarantees to the importance of upfront salary conversations, they share practical insights that can streamline the hiring process. Suki and Tayla also highlight why strong candidate relationships, inclusive job ads, and transparent communication are essential to success. Tune in to learn how recruitment is more than just filling a role—it’s a strategic partnership built on trust, clarity, and tailored solutions.

Recruitment: Connecting Time, Talent and Trust

Recruitment is often seen as a transactional process: a job ad goes out, applications come in, and someone is hired. However, in reality, it’s much more complex, personal, and strategic. Behind every successful placement is a web of trust, a vast investment of time, and an eye for talent that sees beyond a resume. At Montagu Group, we believe recruitment is not just about filling jobs. It’s about connecting time, talent, and trust — for the long-term benefit of both clients and candidates. This is the essence of recruitment: connecting time, talent and trust.

Why Companies Engage Recruitment Agencies

One of the most common questions we hear is: “When should I engage a recruitment agency?” The answer isn’t always straightforward. Nevertheless, there are key signs that partnering with an agency can bring immense value. Recruitment: connecting time, talent and trust often becomes the answer when these signs appear.

1. When Roles Are Hard to Fill

Some roles are simply difficult. They require niche skill sets, industry-specific knowledge, or attract a limited talent pool. As a result, internal recruitment teams may struggle to identify or engage suitable candidates. That’s where a recruiter’s network and experience come in.

2. When Time Is a Constraint

Recruitment takes time — a lot of it. From crafting a compelling job ad to reviewing applications, conducting phone screens, and managing multiple rounds of interviews, it’s easy to lose days or even weeks. Therefore, agencies take this burden off your plate, allowing you to focus on core business priorities.

3. When You Need Market Insights

Good recruiters don’t just send resumes. Moreover, they provide market intelligence. What are candidates currently earning? How much should you budget to attract the best talent? Are you asking for a unicorn or something realistically achievable? These insights are invaluable.

4. When You Need to Expand Reach

Posting a job ad catches only active job seekers. On the other hand, what about the perfect candidate who isn’t actively looking? Recruiters tap into passive markets through headhunting and personal networks, expanding your talent pool exponentially.

The Hidden Costs and True Value of Recruitment

At face value, recruitment services can appear expensive. But this perception often overlooks what goes into that cost.

At Montagu Group, we invest in tools, technology, training, and ongoing networking to stay ahead in the talent game. Our fees cover more than just the act of finding a candidate. They cover the guarantee that if the candidate doesn’t work out, we replace them at no extra cost — something few other service-based industries offer.

Consider the internal cost of running a recruitment campaign:

Advertising spend
Time spent reviewing resumes (sometimes hundreds)
Time scheduling and conducting interviews
Admin and compliance tasks
The opportunity cost of not doing other work

In one example, we posted a job ad before the Easter break. By the time we opened our laptops the next morning, we had nearly 100 applications. Within 48 hours, the total reached over 260. One of our consultants spent an entire week solely on filtering, screening, and interviewing candidates for that one role. Multiply that effort across multiple roles, and it’s easy to see why recruitment is a full-time job.

This is what recruitment: connecting time, talent and trust really means in action.

Trust: The Invisible Thread

Trust is at the heart of what we do. Clients trust us to represent their brand and values. Candidates trust us with their career aspirations. This trust is built over time — through coffee catch-ups, honest conversations, and a commitment to long-term success, not just quick wins.

In fact, many of our successful placements come from relationships nurtured over months or even years. A casual chat over coffee today could be the catalyst for the perfect placement tomorrow. For example, in one instance, a mechanic we met brought his wife to the meeting. Through a conversation, we discovered she had admin experience and found a second placement with the same company, completely unplanned.

Recruitment isn’t just about people. More importantly, it’s about knowing people. Understanding who they are, what drives them, and what environments they thrive in is essential. Additionally, it’s also about knowing our clients well enough to identify that perfect cultural fit — the one that stats alone can’t predict. That’s the core of recruitment: connecting time, talent and trust.

Money Talk: Getting Comfortable With Compensation

One of the most common missteps we see in internal recruitment is the lack of early discussion around salary expectations. Some hiring managers hesitate to bring it up until the offer stage, fearing an awkward conversation.

But in our experience, not talking about money early on leads to mismatched expectations and failed offers. At Montagu Group, we believe in setting clear parameters from the outset. We discuss salary bands and candidate expectations in the first conversation. If there’s a misalignment, we address it immediately, saving everyone time and frustration.

In a recent case, a client ran their own recruitment process but didn’t discuss salary with the candidate until the final stages. After four interviews and significant time investment, the offer came in far lower than the candidate expected. Negotiations followed, but it was a risky situation that could have been avoided. Clearly, early transparency protects both sides.

Working in Parallel with Internal Recruitment

We often work alongside internal HR or talent teams. And that can work brilliantly — provided there’s communication. One common issue is when a company runs their own campaign while also engaging us, but fails to actively screen their own applicants. We might approach a great candidate only to discover they already applied directly.

In these cases, we can’t ethically represent the candidate, and the client might miss out simply because no one followed up. If you’re running a campaign alongside an agency, make sure you’re working that campaign. Otherwise, it’s wasted potential.

That said, running dual campaigns can be highly effective when managed well. The wording of job ads alone can attract different candidates. Our experience shows that candidates may bypass a company’s direct ad but respond to ours because of how we position the opportunity.

It’s Not “Just” Recruitment

For us, recruitment is personal. We put our hearts into every placement. We prep candidates, help refine resumes, offer interview coaching, and support them emotionally throughout the process. When they don’t get the job, we feel that disappointment too.

We walk with them.

We know their stories. We understand their hopes, their nerves before the interview, and the effort they’ve put into getting to this stage. On the other side, we feel pride when they land the role that fits them perfectly — not just on paper, but in life.

Flexible, Human, and Honest

At Montagu Group, we’re not bound by rigid structures or big-agency red tape. Instead, we adjust. We listen. We tailor our service to fit our clients’ needs, within professional boundaries. And if we don’t believe we can add value, we’ll say so.

Ultimately, our goal is simple: deliver value where it matters, build relationships that last, and connect businesses with the talent they need to grow. Recruitment: connecting time, talent and trust is the foundation of our approach.

We’re always open to a chat — over coffee, on Zoom, or at your office. Whether you’re ready to hire now or just want to explore how recruitment agencies work, we’re here.

Recruitment is about people. And people are at the heart of everything we do.

Ready to connect time, talent, and trust? Let’s talk. Reach out to the Montagu Group and discover how we can help you build your future, one great hire at a time.

Show Notes

Title: Recruitment: Connecting Time, Talent and Trust
Author: Montagu Group
Length: ~8 min read
Summary:
In this article, the Montagu Group shares why recruitment is more than just filling roles. From strategic hiring support and market insights to trust-driven partnerships and guaranteed outcomes, we explore how a recruitment agency brings real value. Discover how aligning time, talent, and trust results in stronger hires and long-term success.

Topics Covered:
- When and why to engage a recruitment agency
- What recruitment agencies actually do
- The value of trust and relationship-building
- Common pitfalls in internal hiring processes
- Cost breakdowns and return on investment
- Salary discussions and how to avoid deal-breakers
- Parallel campaigns and maximizing your talent reach
- Personal stories and candidate journeys
- How Montagu Group approaches flexible, people-first recruitment

Key Takeaways

Recruitment is strategic, not transactional.
It’s about long-term relationships, industry insight, and finding the right fit, not just the right resume.
Agencies save time — and time is money.
Sifting through hundreds of applications, organizing interviews, and managing candidate communication is a full-time job.
You’re not just paying for a hire, you’re paying for a guarantee.
Most recruitment agencies offer a replacement clause at no additional cost, de-risking the process.
Trust is built over time.
Great recruiters invest months or years building relationships with candidates before the perfect role comes along.
Discuss money early.
Delayed salary conversations lead to failed offers. Transparency at the outset protects both parties.
Internal campaigns and recruitment firms can work together.
But only if the internal team is actively reviewing their own applicants to avoid duplications and missed opportunities.
Headhunting expands your reach.
Agencies can attract passive candidates who wouldn’t normally apply, giving you access to a wider talent pool.
Good recruitment is personal.
Montagu Group invests deeply in both candidate and client journeys — because behind every placement is a story.
Flexibility matters.
Smaller agencies like Montagu can adapt to your needs without red tape, creating a tailored, human-first approach.
It all comes down to people.
Recruitment is about more than skill matching — it’s about creating meaningful, sustainable workplace connections.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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The Cubicle Comeback: Decoding the Return to Office

by Montagu Group | Apr 4, 2025 | Candidates, Employers, Montagu Group, Podcast Episode

The Cubicle Comeback: Decoding the Return to Office. This episode dives deep into current trends in hybrid work models and return-to-office mandates. Suki and Tayla discuss how companies are adjusting their policies, the impact on employee retention, and the evolving expectations of job seekers. Throughout the episode, they provide valuable market insights on recruitment and analyse what these shifts mean for talent acquisition and management in IT, digital, accounting, and finance. They also analyse recent data on hybrid, remote, and on-site roles to provide insights into where the future of work may be headed.

The Cubicle Comeback: Decoding the Return to Office

Introduction

The world of work is in a state of flux. After years of remote and hybrid working arrangements, a growing number of companies are now calling employees back into the office. This trend, dubbed the “Cubicle Comeback,” is sparking conversations, concerns, and career changes across industries. But why is this happening now? What are the driving forces behind the shift, and how are employees responding? In this blog post, we decode the return to office trend, explore its implications, and share strategies for navigating this evolving landscape.

What Sparked the Cubicle Comeback?

The return to office (RTO) push is not a random occurrence. It is the result of several converging factors:

Productivity Concerns: While remote work proved successful for many, some employers feel that collaboration and innovation suffer without face-to-face interaction.
Company Culture: Business leaders worry that remote work is eroding company culture. They believe in-person interaction fosters stronger relationships and loyalty.
Commercial Real Estate Investments: Many companies are locked into long-term leases or own office spaces that remain underutilized. Bringing staff back helps justify these expenses.
Talent Management: Leadership may find it easier to mentor, manage, and assess performance when teams are physically present.
Changing Economic Conditions: As economic uncertainty rises, companies may be looking to reassert control and structure to stabilize performance.

How the RTO Trend is Unfolding

The return to office movement is not uniform. Some companies are mandating five days a week onsite, while others are phasing in hybrid models that allow one or two days of remote work. For instance, a Brisbane-based international company recently moved from a two-day office requirement to four days in-office per week. Another national firm announced a full return to five days in the office starting July 1st.

Even one day at home is technically still considered hybrid work. However, the trend is clear: hybrid is narrowing, and the emphasis on office presence is growing. The return to office trend is steadily gaining momentum in multiple industries.

Why Employees Are Pushing Back

Unsurprisingly, many employees are not thrilled. After proving they can perform well remotely, being asked to return full-time feels like a step backward. According to a 2025 Robert Hall study, onsite roles declined from 83% in early 2023 to 61% by the end of 2024, while hybrid roles rose from 9% to 23%, and remote roles increased from 10% to 15%.

Employees are now reevaluating their positions. Some are actively seeking new roles that offer better flexibility. Others are willing to accept a slight pay cut in exchange for the freedom to work remotely. For many, the time, cost, and mental load of commuting are no longer worth it—especially if the work can be done just as effectively from home. Therefore, the return to office has become a deciding factor in many career moves.

The Role of Flexibility in Talent Retention

Flexibility has become one of the most important factors for job seekers. Pre-COVID, candidates asked about salary first. Post-COVID, the top questions are:

Can I work remotely?
Is the role hybrid?
How many days do I have to be in the office?

Seek’s current data reflects this shift. A recent search of IT roles in Brisbane revealed 870 hybrid listings, 294 onsite roles, and just 32 remote-only roles. While hybrid is still the dominant preference, we’re seeing movement toward more onsite expectations. This change reinforces the growing emphasis on the return to office.

Regional Variations: Brisbane vs. Sunshine Coast

Interestingly, location plays a significant role in this trend. In Brisbane, there are more hybrid roles than onsite. However, on the Sunshine Coast, onsite roles slightly outnumber hybrid ones, and there are no remote-only roles listed at all.

This suggests that return-to-office trends can vary greatly by region, industry, and business size. It also points to the importance of market awareness when making career decisions.

How Companies Can Approach the Transition Thoughtfully

For businesses, mandating a return to the office is a delicate balancing act. While some roles genuinely require onsite presence, others can be done just as well remotely. A one-size-fits-all approach can backfire, leading to talent loss and negative workplace sentiment.

Here are some strategies for companies:

Start with the Why: Employees want to know why a return is necessary. Simply saying “because we said so” is not enough. Leaders must articulate the purpose behind the change.
Offer Flexibility Where Possible: Even one day at home per week can make a difference. Flexible hours, compressed workweeks, or occasional remote days show trust and adaptability.
Communicate Clearly: Use a staggered approach if a full return is the goal. Give employees time to adjust and communicate the timeline well in advance.
Listen to Feedback: Involve employees in discussions. Use surveys or focus groups to understand their preferences and concerns.
Provide Incentives: If returning to the office is non-negotiable, consider offering perks like free parking, commuter stipends, or improved break areas. That way, employees may feel more valued despite the increased expectations.

Why Some People Are Choosing to Leave

The conversation isn’t just about location—it’s about lifestyle. Many professionals have discovered that working from home enhances their productivity, mental health, and family life. When faced with losing those benefits, some decide to move on.

It’s not always about money. Candidates are factoring in commute time, family commitments, and lifestyle balance. For example, someone might take a $5,000 pay cut to avoid spending two hours a day commuting. Clearly, the return to office is not just a workplace policy—it’s a quality of life issue.

The Bigger Picture: Work is Changing

The Cubicle Comeback may be underway, but the future of work is far from settled. Companies must recognize that work is no longer just about presence—it’s about performance, engagement, and wellbeing. And employees? They’re more empowered than ever to choose what works for them.

We’re in a transition period. While some companies tighten their grip, others are leveraging flexibility to attract top talent. In six months, the landscape could look very different.

The return to office trend is reshaping how companies think about productivity, collaboration, and long-term employee satisfaction. Whether companies succeed or fail in this transition may depend on how well they adapt to changing employee expectations. Consequently, flexibility and communication will be essential.

Final Thoughts: What’s Next?

As we move further into 2025, the return to office trend will continue to evolve. Employers must weigh the pros and cons of in-office mandates carefully. Employees, meanwhile, should take time to reflect on their needs, lifestyle preferences, and long-term goals.

Whether you’re a company leader trying to guide a successful transition or a job seeker navigating new expectations, one thing is clear: communication, transparency, and flexibility will be key to thriving in this next phase of the workplace.

What do you think? Is the Cubicle Comeback a necessary evolution or a regression? Let us know your thoughts in the comments.

Show Notes

Episode Title: The Cubicle Comeback: Decoding the Return to Office

Hosts: Tayla & Suki from Montagu Group

Topics Covered:

Why some companies are mandating 3–5 days in the office
How different regions (Brisbane vs Sunshine Coast) are approaching hybrid and remote roles
What employees are saying—and doing—in response to these changes
The growing importance of workplace flexibility over salary for many job seekers
Tips for both employers and job seekers navigating this transition

This candid conversation looks at real examples, personal insights, and current job market data to break down what’s really going on in the world of work.

Key Takeaways

Flexibility is the new currency in recruitment.
Mandating office returns without clear communication can lead to talent loss.
Hybrid work is still alive—but the definition is tightening.
Regional job markets are showing very different patterns.
Employees are willing to trade salary for balance and wellbeing.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

Join the conversation Today!

click on the button to see a full list of posts from our Conversations that Connect deep dives!

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