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Peoplebank’s parent company is RGF Staffing ANZ made up of an ecosystem of well-established local brands, providing staffing and HR-related services across multiple industries.
RGF, an abbreviation for Recruit Global Family, epitomises our identity—a network of local brands intricately linked as a global family business. RGF Staffing stands as the world’s largest network of staffing companies, spanning four continents and providing employment for approximately 274,000 individuals daily, supported by a workforce of over 19,300 employees.
Recruit is the fourth-largest staffing firm globally and is listed on the Tokyo Stock Exchange. They also own HR tech giants Indeed and Glassdoor, alongside a vast network of international HR and recruitment organisations.
Within this expansive global network lies RGF Staffing ANZ, extending into a diverse ecosystem of brands across the Asia-Pacific region.
Together, these entities form a leading, interconnected HR services network with operations spanning Australia, Europe, Japan, and the United States.
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Want to be in the know? Find out what’s been happening at Peoplebank.
By Thomas Burt
•
June 30, 2025
Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure. For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations). While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market. 1. Prioritise Critical Roles Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on: High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner) Contractors or consultants for immediate delivery Partnering with a specialist recruiter to fast-track access to talent It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time. 2. Supplement with Flexible Talent Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure. Contracting is especially useful for: Agile product teams Time-sensitive projects Specialist skills (e.g., penetration testing, DevOps automation) Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools. 3. Building a Sustainable Talent Pipeline With your core needs covered you can shift focus to building a sustainable team through: Junior hires who receive structured pathways to professional growth and skill development Diversity recruitment to reach new talent pools Uplift employer branding and employee benefits to passively attract candidates over time While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled. Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps). If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.
By Thomas Burt
•
June 3, 2025
Taking the Chance to Reset and Carve a Clear Way Forward
By Mimi Petrakis
•
February 28, 2025
As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia. Key Insights from the Peoplebank Salary Guide 2025 Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry. “Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.” Tim Moran, Executive General Manager, Peoplebank and Leaders IT What’s Trending in the IT & Digital Job Market? Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector. Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic. Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires. Most In-Demand Roles : Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation. Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs. Download the Full Salary Guide Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent. Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.
By Thomas Burt
•
June 30, 2025
Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure. For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations). While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market. 1. Prioritise Critical Roles Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on: High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner) Contractors or consultants for immediate delivery Partnering with a specialist recruiter to fast-track access to talent It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time. 2. Supplement with Flexible Talent Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure. Contracting is especially useful for: Agile product teams Time-sensitive projects Specialist skills (e.g., penetration testing, DevOps automation) Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools. 3. Building a Sustainable Talent Pipeline With your core needs covered you can shift focus to building a sustainable team through: Junior hires who receive structured pathways to professional growth and skill development Diversity recruitment to reach new talent pools Uplift employer branding and employee benefits to passively attract candidates over time While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled. Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps). If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.
By Thomas Burt
•
June 3, 2025
Taking the Chance to Reset and Carve a Clear Way Forward
By Mimi Petrakis
•
February 28, 2025
As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia. Key Insights from the Peoplebank Salary Guide 2025 Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry. “Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.” Tim Moran, Executive General Manager, Peoplebank and Leaders IT What’s Trending in the IT & Digital Job Market? Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector. Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic. Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires. Most In-Demand Roles : Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation. Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs. Download the Full Salary Guide Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent. Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.
By Thomas Burt
•
June 30, 2025
Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure. For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations). While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market. 1. Prioritise Critical Roles Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on: High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner) Contractors or consultants for immediate delivery Partnering with a specialist recruiter to fast-track access to talent It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time. 2. Supplement with Flexible Talent Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure. Contracting is especially useful for: Agile product teams Time-sensitive projects Specialist skills (e.g., penetration testing, DevOps automation) Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools. 3. Building a Sustainable Talent Pipeline With your core needs covered you can shift focus to building a sustainable team through: Junior hires who receive structured pathways to professional growth and skill development Diversity recruitment to reach new talent pools Uplift employer branding and employee benefits to passively attract candidates over time While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled. Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps). If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.
By Thomas Burt
•
June 3, 2025
Taking the Chance to Reset and Carve a Clear Way Forward
By Mimi Petrakis
•
February 28, 2025
As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia. Key Insights from the Peoplebank Salary Guide 2025 Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry. “Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.” Tim Moran, Executive General Manager, Peoplebank and Leaders IT What’s Trending in the IT & Digital Job Market? Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector. Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic. Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires. Most In-Demand Roles : Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation. Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs. Download the Full Salary Guide Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent. Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.
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