Get in touch.

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CANBERRA

Get in touch.

A large white building with a flag on top of it
CANBERRA

Canberra IT & Digital Recruitment Agency

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Level 1, 10 Moore Street
Canberra

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02 6245 1700
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canberra@peoplebank.com.au
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Level 8, 12 Moore Street
Canberra

A black and white silhouette of a phone on a white background.
02 6245 1700
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canberra@peoplebank.com.au
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Hi, I'm Tanya Calder.


I am the ACT Director for Peoplebank IT recruitment Canberra. Use the form to contact us and let me know how our team can help you.

View Tanya’s bio

Contact our

Canberra office

Contact Us

Our Canberra recruitment team is hiring

How to get to our ACT

IT & Digital Recruitment Office

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By Car

There are a number of short stay parking bays on Moore street and surrounding streets. However, if you are planning a longer stay we can recommend the parking lots off London Circuit or Hobart Place. We are a short 4 min walk from there.

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By Bus

There is a bus station only a short 1 min walk away on Alinga street, this is the closest stop to our building. Planning your trip is your best option, by visiting trasportact.gov.au you can get approximate times and the best bus routes for your trip.

Call us: 1800 PEOPLE (1800 736 753)

Call us: 1800 PEOPLE (1800 736 753)

Our news


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.
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