Market Trends

MARKET TRENDS REPORT Q1 2013AUSTRALIA

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WELCOME

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CONTENTS

Introduction 4

Survey Findings 5

Finance 6

Technology 14

Human Resources 22

About Ambition 28

Other Services 29

Contacts & Support 30

Ambition – Australia Market Trends 1H 2013


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Welcome to our summer 2012/2013 Market Trends Report

The uncertainty we described in our last report hardened into a real lack of confidence in the final quarter of 2012, which negatively impacted employers’ desire to invest in new roles and individuals’ confidence to move jobs just in case they were caught in a last in first out situation.

In the early part of the New Year we experienced some post-holiday optimism but the big question is whether that can be a platform for a recovery or is merely a temporary blip on the radar. The pessimists (or perhaps realists) still outnumber the optimists regarding a view of the year but the sure thing is that we are another year closer to the tipping point of a market upturn.

In this Market Trends Report we’ll examine some of the demand and supply drivers and comment on some of the key trends in the commercial and financial services sectors in New South Wales, Queensland and Victoria.

We hope that this analysis helps you make decisions on hiring or moving and of course we would be pleased to assist you with any specific queries you may have.

The trend of organisations resisting recruiting in anything other than mission critical role, preferring to absorb the responsibilities of departing employees amongst existing staff continues and will do so for as long as the uncertainty remains.

Nevertheless, employers do have a great opportunity to upgrade skills and build bench strength by hiring the talented individuals that are in the market.

Meanwhile we continue to grow and invest in consultants and other resources to help us better service our clients and candidates with more market knowledge and expertise and an international network that can access talent and further careers.

Please do not hesitate in contacting me or the Ambition team if we can be of any further assistance.

Paul Lyons Managing Director – Australia

INTRODUCTION

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SURVEY FINDINGS

Methodology

During November 2012, Ambition invited participants, including employees and employers, across a variety of organisations to complete the Ambition Salary and Employment survey. The in-depth survey covered five core areas including:

Remuneration

Performance

Outlook

Work conditions

Social media and technology

Key Findings

The survey produced some interesting findings in respect to company performance and 2013 expectations, remuneration and bonuses, retention and job searching priorities and social media behaviour.

Half (50.7%) of respondents indicated their company performed as expected in 2012 whilst more than a quarter (26.5%) indicated their company performed better than expected.

Nearly half of respondents (48%) anticipate growth in 2013 whilst less than a quarter (18%) anticipate contraction. These results are slightly down on 1H 2012 results (June results showed that 50% of respondents anticipated growth, 32.5% thought 2011 levels would maintain and 17.5% anticipated contraction).

Social media is playing a bigger role in the recruitment process with 81% of employees indicating they are conscious of their social media profile and potential impact on their career. Majority of employers (68%) indicated their company has guidelines and rules on employee social media behaviour.

Nearly half (45.5%) of respondents indicated they did not receive a bonus in 2012. The combination of no bonus and a light salary increase for majority of respondents (90% of respondents indicated they received less than a 5% salary increase in 2012) has shifted previous preference for ‘opportunities for advancement’ to ‘salary’ with employees selecting salary as most important for retention and attraction.

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Ambition – Australia Market Trends 1H 2013 – Finance

FINANCE

Market Overview

Market Analysis

Supply & Demand

Trends & Predictions


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MARKET OVERVIEW

The employment market for finance and accounting professionals was static for 2012. Restraint and caution have been the dominant moods, and that means that the vast majority of organisations have been reluctant to make hiring decisions or to invest in headcount and growth. Many large companies (Australia’s retail banks and large corporates are typical examples) have undertaken significant cost reduction programs, typically accompanied with enterprise wide recruitment freezes or at least restraint. There are fewer roles available, so there is very little liquidity in terms of people moving jobs and companies.

Change and transformation programs are high on many companies’ agendas but these have not driven hiring spikes. Indeed, many employees have been required to “double-” or “triple-hat” as their roles have been extended or stretched as a result of the absorption rather than replacement of leavers, and/or the involvement in business projects.

Many businesses have stretched their workforce about as far as it can go, and we expect more organisations to hire temporary and interim resources in 2013 to avoid to burnout of staff or to manage further attrition.

MARKET ANALYSIS

Salaries

Average base salary increase in 2012 – 3% Average bonus in 2012 – 6.5% Bonus expectations for 2013 – 7.5%

Working Hours

Average weekly working hours – 46 hours

Talent Management

Key three reasons employees are likely to leave:

1. No career progression 2. Dissatisfaction with Manager 3. Company culture misfit * The Finance Market Analysis refers to the Finance respondents responses from the Ambition Salary &

Employment Survey. November 2012.

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CESUPPLY & DEMAND

The supply of quality candidates definitely is outstripping demand in finance and accounting, but employers are not spoilt for choice when it comes to recruiting. Supply of quality people in pure numbers terms is good but most people will commit to a career move only if the opportunity is absolutely 100% right. Any move will be carefully considered in all aspects including duties and responsibilities, career progression, culture, team, management, location, remuneration, reputation, and other preferences. Candidates seek complete alignment with aspirations and expectations. If there’s any disconnect, then it has been a case of “the better the devil you know” for jobseekers.

Having said that, we are starting to sense a change in mood and so we believe that it is a very good time to go to market to attract quality finance talent. Most organisations are making high demands of their workforce as cost pressure is applied and employees are required to do more with less. This impacts morale, and on top of that career progression and salary increases have been limited in recent times. In short, the grass is looking greener and greener. We believe that individuals are becoming less nervous about taking the risk of a career move – although the move still has to tick all the boxes.

The fatigue of the harder work that is now required to maintain or increase profitability has become more evident throughout the second half of 2012. We anticipate that the use of interim and contract resources will be more frequent in 2013 than it was last year – without it there is a risk of further employee burnout and undesired staff departures.

There are some areas of relative demand – for example Chartered Accountants who are 1st or 2nd movers from the big 4 are always in relatively high demand. We anticipate a marked shortage in 2013 and beyond due to lower numbers of trainees since 2009. Auditors, especially those with IT and forensics will be presented with good opportunities. Business insight skills are in demand so commercial finance people with the ability to manage, analyse and interpret large and complex data sets are seen as value-adding and are sought particularly by large data-rich businesses like financial services, consumer goods, IT&T and media.


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TRENDS & PREDICTIONS

Organisations will continue with a conservative approach to investment in people. Some will reach the tipping point and will have to replace key roles with either interim or permanent resources.

We also strongly believe that the lack of investment now and in the last few years will start to pinch some organisations that will identify a lack of bench strength and talent pipeline in their organisation.

There will be increased use of temporary and interim staff, as organisations seek flexibility and the ability to be nimble in their management of human resources.

The high dollar will continue to drive offshoring of roles for short term benefit. When growth hiring starts again, and it will, organisations will realise that their best talent pool (internal candidates who are well trained, know the business, understand the culture, know the job) is seriously diminished or even non-existent as a result of offshoring junior or process roles.

In 2013 companies will redouble their efforts to drive the changes required to make them more efficient, more effective and ultimately more competitive and profitable. We have now seen the world navigate continued European sovereign debt issues, a fiscal cliff and a range of other unsettling economic news items. Clearly, the longer the world can continue to steer away from major trouble, the more likely that sentiment will turn positive. In early 2013, there are early signs of increasing confidence and it remains to be seen whether momentum builds as the year unfolds.

We note here that a small increase (or decrease) in economic confidence generally has quite a significant increase (or decrease) on business hiring volumes, so we recommend that organisations read the tea leaves as carefully as possible.

Banking & Finance remains a very challenging environment. Cost reduction efficiency and productivity are the buzzwords and that means job cuts. Critical replacements are being hired and the temporary market has been relatively resilient but there is a net outflow of jobs in banking and financial services.

Australia is now widely recognised as a very high cost location to do business which further challenges Sydney’s role as a financial services hub. Most process-driven back office roles are offshoreable and any organisation with any scale or international operations is in the process of offshoring as much labour as possible.

Risk and compliance are still in demand, as are business analysts, transformation and change experts.

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In Sydney accounting and finance employment by the larger organisations has been subdued, but the mid-market has been more active in recruitment, with interesting and challenging opportunities. Mid-market employers are often taking the opportunity to “punch above their weight” and hire quality people who at other times would be snapped up by the multinationals and blue chips. No one sector is more active than any other – recruitment is piecemeal at the moment due to the generally flat market.

Financial services provides few opportunities for the jobseeker as headcounts continue to fall, apart from highly specialised risk or compliance roles, and transformation / change experts.

Whilst Greater Western Sydney is Australia’s fastest growing regional economy and has an employment growth rate above the Sydney metropolitan average – 2012 would have challenged this prediction as certain sectors felt large pressure points. Redundancies in the manufacturing, building and construction industries were the major headline.

There was no real increase in salary levels across the finance and accounting sector with a significant drop in bonus payments. Candidates are prioritising employers with stable profits and a strong corporate brand. Companies still have a conservative approach to hiring with a desire to have “all boxes ticked” and as a result interview processes are taking longer. Roles are not being replaced immediately.

We have seen a significant increase in demand for finance professionals with analytical skill sets who are able to communicate with the business operations. FMCG organisations, retailers and manufacturers are increasing analytical capability including data analytics that are looking to drive business performance. Presenting to senior stakeholders is becoming more prevalent in these roles creating an even greater emphasis on written and verbal communication skills.

As organisations continue to look for significant cost savings, larger companies are moving west and gradually filling up the numerous business parks scattered across the region.

The Melbourne finance recruitment market leaves behind 2012 as a year best characterised as “dull”. The market circulation was severely hampered by an atmosphere of restraint, where companies often avoided pulling the trigger on hiring that in more buoyant economic times would likely have been approved.


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This was further fuelled by the large retail banks undertaking significant cost reduction programmes, typically accompanied with enterprise wide recruitment freezes or at least restraint. Whilst there were a number of large corporates initiating enterprise wide change programmes, they tended to be eased into rather than launched into – meaning large recruitment drives weren’t frequent. On the contrary, we saw the “double hatting” mentality that has governed many employers for the last 2 years further extended to cover many of these projects, further stretching a workforce that has been hard at it for a good couple of years.

We believe that it is a very good time to go to market to attract quality finance talent. Morale is a little “stretched” in most companies, employees haven’t seen the career progression opportunities over the last couple of years that they perhaps desire and salaries have tempered. In short, the grass may seem greener. We are seeing individuals becoming a lot less nervous about the instability that comes from “macro-economic negativity” – meaning people will move for good opportunities.

2012 was a game of two halves for Queensland. The first 6 months saw continued investment in mining which had a positive knock on effect to most local businesses and local government. Hiring sentiment was strong, candidates were able to command large salaries, especially those working in mining or IT. The second half proved to be a completely different story. Falling commodity prices, increased costs of doing business and large scale cut backs in Queensland Government meant most companies put the brakes on spending, with recruitment being one of the first areas targeted.

In the private sector we saw large scale redundancies in larger corporates, especially those who were more exposed to global economic conditions, in particular large coal mining businesses. Wherever possible small to mid-cap companies chose not to make redundancies instead opting not to replace positions that became vacant as well as allowing contracts for temporary workers to expire in order to control costs.

The sectors hardest hit were state government with circa 15,000 job cuts, mining, especially those exposed to coal and iron ore with estimates of 10,000+ job cuts and retail and manufacturing which also exercised restructuring and downsizing activities. Despite this there were a number of industries that were experiencing more favourable market conditions with most engineering companies delivering positive results in light of large work orders in hand especially those involved in high profile CSG/LNG projects. The majority of the retrenched mining and construction workers were absorbed into the CSG/LNG industry which came as a warm welcome to a sector experiencing spiralling wage increases, challenging industrial relations disputes and major skills shortages for a very long time. Private and not for profit organisations operating in the Health and Retirement Living sector also continued to show positive growth.

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CEREMUNERATION

33%10.8%10.6%

8.9%8.6%

84%of employees indicated they received less than a 5% salary increase in 2012.

40%of employees indicated they do not expect a bonus in 2013.

The most important factors to job seekers:Salary

Advancement opportunitiesCompany brand

Flexible working hoursCompany culture

JOB BEHAVIOUR & WORKING CONDITIONS

of employees indicated they would resign or have previously resigned due to lack of career progression.

of respondents think it would be quite difficult to find a new job in the current market.

More than 1 in 2 employees anticipate moving jobs in the next 12 months’ time.

of companies offer opportunities for flexible working hours.

74%

88%

40%

32%

8 in 10 respondents work more than 40 hours per week whilst 87% of respondents feel pressured to work more hours.

of employees have worried about losing their job in 2012.

* The Ambition Salary & Employment survey was completed by 2,365 employees and 454 employers nationally across Australia across Finance, Technology and Human Resources in November 2012.

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Ambition – Australia Market Trends 1H 2013 – Technology

Market Overview

Market Analysis

Supply & Demand


TECHNOLOGY


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MARKET OVERVIEW

2012 in general for the Technology Industry was a mediocre year with notes of positive business activity in a few key areas. Perhaps no surprise given the general lack of business confidence exhibited in both the domestic and overseas economic markets. No sooner did the market generate a positive piece of news or an upbeat company revenue forecast, then we were bombarded by three other pieces of negative news or reports once again curtailing any momentum in hiring sentiment.

For those however, who took a more holistic view of the Industry when compared to other market sectors, the picture could almost be described as rosy. We saw investment continue in many Technology projects and far from the wide reaching redundancy initiatives of the GFC era, we did see reasonably consistent hiring activity throughout the year. The pace may not have been swift and the feeling of just getting along with what you’ve got was pervasive across the sector, but get along we did and many now hope for a bounce-back sooner rather than later.

MARKET ANALYSIS

Salaries

Average base salary increase in 2012 – 2.6% Average bonus in 2012 – 5.6% Bonus expectations for 2013 – 5.75%

Working Hours

Average weekly working hours – 45.1 hours

Talent Management


1. No career progression 2. Dissatisfaction with salary 3. Poor relationship with manager

* The Technology Market Analysis refers to the Technology respondents responses from the

Ambition Salary & Employment Survey. November 2012

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SUPPLY & DEMAND

Applications, Digital Media and Microsoft: In the development world in 2012, mobile was the catch-cry and demanded not only a focus from business on establishing a mobile strategy, but also delivering upon and implementing that strategy. HTML5 and CSS3 along with a slew of other technologies created competition in the sector for developers to pick up interesting work. And as the world becomes mobile demanding the flow on has been to create a need for talented UX Designers/Information Architects to understand how exactly we want to use digital content on the go.

Salaries and rates remain within normal ranges for all levels indicating that highly sought after, highly skilled applicants are likely to demand and receive more than their counterparts at the opposite end of the scale.

Business Engagement: With a reduced appetite for risk stemming from uncertain economic indicators, the space inhabited by Business Analysts, Project Managers and other business/technology intermediaries was a tale of two sides. On the one hand, new investment in projects was limited to critical business needs whilst on the other we saw an ongoing commitment to developing change management and process improvement programs that focused on frameworks, principles and methodologies that were geared to improving revenue or reducing costs.

Salaries and rates were flat for more generic project based skills but saw a small premium in the areas of growth noted above.

Infrastructure: With Managed Services Providers and outsourcing projects back on the agenda throughout 2012 the Infrastructure space experienced a strong focus on cost rationalisation and efficiency pursuit. Linux grew in popularity over windows whilst HyperV grew as the virtualisation tool of choice; the driver for both changes being cost. Fixed term contracts or permanent hires backed up the message of effective cost control with organisations unwilling or unable to commit to hourly rate, indefinite duration contract recruitment.

Salaries and rates were flat and competition for roles was aggressive. Many overqualified applicants were prepared to take roles at lower rates than they were used to due to weak hiring activity and insufficient visibility on when things would pick up.


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The Technology market in Brisbane was in many peoples’ opinion worse than the GFC from a recruitment perspective however the new Government has now completed the whole of Government audit and has presented the 1000 page recommendation to cabinet in December 2012. A positive belief in Technology recruitment expenditure moving forward is strongly hoped for by all. We believe that once the spending starts, the need for resources will increase in the early months of 2013 and should steadily increase in the number of roles available, particularly Project Managers and Business Analysts who are critically needed to drive projects.

In other areas, the main skills that continue to be in short supply include Network/Security Engineers, Mobile App Developers and ERP Professionals especially those in SAP.

The Technology market in Melbourne (in recent years at least) more often closely resembles the Sydney market in trends and activities than any other state. In 2012 we saw a continuation of the weak financial services sector forcing hiring activity in only the most needy of areas. Whilst resources were indeed needed, the budget to purchase them was simply not.

Small Medium Enterprises (SME’s) appeared to grow in hiring stature in 2012, not so much in their volume of activity but by the noticeably absent volume recruitment of the bigger end of town. Whilst salaries and rates may not have been the highest on offer, they were with respect to what the market could offer, reasonable and therefore snapped up by job seekers as quickly as they were advertised.

Underemployment of some very strong resources became a persistent theme towards the back end of the year and requires a return of market confidence (and hiring activity) to redress the balance accordingly.

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This year has been the year of doing more with less and therefore that strain which has been placed upon people will have a break point. I think we’ll see a slightly more active year of recruitment in 2013 and if the market can create any level of consumer confidence then I think Australian employers will grasp it with both hands and run. It feels as though we’re ready to inject some energy back into the employment market but we’re cautiously waiting for the first move.

Whilst it’s always difficult and a little dangerous to predict it’s going to a tough year for everyone in a blanket manner – there are going to be pockets of the ICT market which will continue to grow and others which will be challenged. The key as always for job seekers and hiring managers is being in the right place at the right time.

Technology predictions are among the hardest to make because the speed of change and the fickle nature with which products are either taken up or rejected is almost impossible to gauge. I think it’s safe to say that the following are probably no big surprise at a more macro level.

Big Data has been a buzz-word this year ‘out used’ only by the term social media and I anticipate that in 2013 we’ll start to see more practical applications of using all this data being collected for the SME market. Maybe even for individual consumers on some level.

Security has to remain forefront in everyone’s minds and as we become more accepting of giving away personal data on our lives and our preferences we need to not forget the dangers associated with doing so. And this is important for corporations because the attitude of the user who posts potentially dangerous personal information on a personal Facebook page probably carries that casual attitude into the workplace.


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Transformation and change work will continue to increase coupled with process improvement projects aimed at improving revenue/profitability through efficiency management.

Mobile development will continue to grow from optimised websites and applications through to more complex mobile payments and the use of NFC (Near Field Communication).

Changes in the way we apply for work obviously mirror our use of social media channels or technology in general. Video resumes have certainly generated some positive interest this year though they are yet to take off in a big way as participants worry about the risks associated with discrimination and filtering that may take place based on physical characteristics rather than skill level.

More generically of course we are bombarded with creative content from different media sources and in this vein both employers and job seekers are looking for different ways to engage with each other.

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45%

TRANSPORT

of respondents travel less than 30 minutes to and from work.

TRAINING & DEVELOPMENT

of respondents believe their company does not invest enough in training and development.

57%

65%

50% 30%

of respondents believe they cannot progress

to the next level in their current company. 1 in 2

respondents would be willing to forgo career progression in order to work flexible hours.

of respondents indicated morale is high in their business.

only

No career progression 36.7%Dissatisfaction with salary 21.8%

Poor relationship with manager 15.8%Company culture misfit 15.7%

Limited flexible working hours 5.6%

CAREER PROGRESSION & WORK

of respondents would move location to further their career.

More than

Top reasons for resignation


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Ambition – Australia Market Trends 1H 2013 – Human Resources

Market Overview

Market Analysis

Supply & Demand


HUMAN RESOURCES


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MARKET OVERVIEW

As referred to in the Technology commentary, the use of social media for hiring managers, recruiters and job seekers has exploded since 2011. HR professionals utilise Linked In and other social networking sites more effectively than those in disciplines such as Finance and or Technology, which has assisted ‘in house’ recruiters in attracting talent. However, there is still the need to develop deeper relationships with passive HR candidates and those who are more tentative when actively applying for roles or receiving headhunt calls. This is where specialist HR recruiters will still add value to clients and have the established relationships that the likes of the RPO’s or onsite recruitment consultants cannot feasibly maintain due to time restraints.

MARKET ANALYSIS

Salaries

Average base salary increase in 2012 - 6.04% Average bonus in 2012 – 5.75% Bonus expectations for 2013 – 6.25%

Working Hours

Average weekly working hours – 45.5 hours

Talent Management


1. No career progression 2. Company culture misfit 3. Poor relationship with Manager

* The Human Resources Market Analysis refers to the Human Resources respondents responses from the Ambition

Salary & Employment Survey. November 2012

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SUPPLY & DEMAND

From our perspective, the interim market was extremely buoyant and active in 2012 with permanent hires remaining stable throughout. Where flexibility of workforce and cost restrictions became more prevalent, as did the need for more flexible solutions to hiring needs. Furthermore, permanent recruitment processes have been predictable in their unpredictability. Positions going on hold, headcount being pulled and role descriptions being changed midway through the interview stages have been the theme of Q2 in the permanent HR recruitment world. This has led to frustrating candidate experiences and has created an opportunity for well-oiled and responsive talent teams to add value to their respective organisation through quality of response and feedback to applicants.

Furthermore, there has been a notable shift in the volume of executive/senior HR positions that are available in the Sydney marketplace. Far more HR leaders are turning to opportunities in Singapore and Hong Kong simply because of the lack of vacant roles here in Australia. If relocation is logistically impossible or undesirable then HR professionals have applying for positions below their pay grade to find employment and a route back into the commercial realm.

Whilst the majority of permanent recruitment processes have become more drawn out and complex, there is more often than not a successful outcome for all parties. The job search may take longer but vigilant and flexible candidates will be rewarded for their patience and perseverance. And for generalists in 2012 at HR Coordinator – HR Manager level there were ample new opportunities across the manufacturing, FMCG and service sectors. For those who were able to work outside of the CBD either heading west to Parramatta or to North Ryde/Macquarie Park there will have been far more to keep them active.

From our recent Market Knowledge survey we found that HR professionals now put more of an emphasis on career development than remuneration (however salary and bonus potential come a close second in the priority list!). For job seekers, there is a reluctant acceptance that in this flat economy, huge pay rises and consistently high bonuses are not the norm in the HR industry. Therefore, employers that offer something that captures the imagination around benefits or who can provide a more structured career and succession plan will be in a stronger position to attract talent. EVP has become one of the top priorities for talent acquisition teams and HR leaders have been driving these projects and for good reason as brand recognition and culture fit is crucial when candidates are making a career move.


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A key trend when engaging with clients has been that the desire to only interview candidates that tick all the boxes in the job description. Whilst this ‘playing safe’ approach has its benefits we find that candidates with expertise from a diverse range of sectors bring a lot to the table around process improvement, organisational development and a new commercial approach.

In 2013 the economic climate will remain uncertain and a lack of growth will mean that volumes of HR roles will be low and remain steady. Feedback from my candidates suggests that there is a growing unease with how job applications are being handled by in house recruitment teams and agencies alike. Therefore there is an opportunity for recruiters and talent acquisition teams who provide quality candidate care to differentiate their brand and be recognised as going the extra mile.

Following on from a similar trend in 2012, candidates at the $140K + level are finding it tough to find opportunities at a level that matches their experience and skillset. This means that in 2013 contract roles will become more appealing and employers will this turn to the interim option to tap into that talent for implementation of key HR projects.

The message to job seekers is that you will find an opportunity that suits you in 2013 – it just may take longer than you’d like in an ideal world! For employers – there are some hidden gems in the market actively looking for opportunities. The key to finding them is using as many avenues as possible when recruiting such as through social media, recruitment agencies and personal relationships.

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SOCIAL MEDIA

Did You Know?More than 50% of the Australian population has an active Facebook account. (11,500,000 FB Australia)

of respondents have utilised LinkedIn as part of their job search or recruitment process.

*The Ambition Salary & Employment Survey was completed by 2, 365 employees and 454 employers in November 2012.

of employers view social media profiles of potential

employees and recruits.

60%

54%

60%

80%

50%

of employees are conscious of their social media profiles and the

potential impact on their career.

COMPANY PERFORMANCE & OUTLOOK

1 in 4 respondents indicated their company had performed better than expected in 2012.

of respondents believe global economic conditions are impacting on their business

of employers indicated that staff numbers have been reduced in the last 12 months.

Growth anticipated 48%Maintain 2012 levels 34%

Anticipate contraction 18%

Outlook for business in 2013

51%

89%

of respondents indicated their company has guidelines and rules on employee social behaviour.



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ABOUT AMBITION

Ambition is a leading global boutique recruitment business operating in a select number of specialist areas across Sydney, Parramatta, Melbourne, Brisbane, Singapore, Hong Kong and London. We access hard to find, high calibre professionals within Banking & Financial Services, Finance & Accounting, Technology and Human Resources.

We believe our size is a significant differentiator in the recruitment industry. We are big enough to undertake large scale projects for our clients yet retain the soul and personality of a smaller company.

We are best known for our specialisation with in-depth knowledge and expertise, well established networks and deep relationships.

We are committed to building better futures for our community of clients, candidates and employees.

Specialist Teams

BANKING & FINANCIAL SERVICES

TECHNOLOGY

FINANCE & ACCOUNTING

HUMAN RESOURCES

• Controllership & CFO• Treasury• Tax• Audit & Risk• Group Accounting• Financial & Management Reporting• Strategy & Planning• Commercial Finance • Corporate Finance

• HR Generalists• HR Business Partners• Remuneration & Benefits• Training & Development• Recruitment• OH&S• Employee Relations

• Finance & Accounting• Funds Management• Treasury• Operations & Settlements• Risk, Audit & Compliance• Insurance• Broking• Superannuation• Credit & Lending• Client Services

• Infrastructure• Software Development• IT Support • Project Services• Business Process & Data Analysis• Business Analysis • Architecture & Strategy• Testing & Quality Assurance• Software Development• Change & Transformation• Digital & Web Design

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Our Community

We host a range of value-add activities and events to support knowledge sharing and engagement amongst our candidates and clients whilst focusing on topics that will help enhance their careers.

Ambition are committed to driving innovation and have a strong social media presence allowing us to interact and engage through videos, whitepapers, surveys, webinars, trends and blogs via LinkedIn, twitter, YouTube and Facebook.

We are passionate about building better futures for our community and have subsequently partnered with the Beacon Foundation, a non-profit organization working in around 130 secondary schools across Australia. Beacon Foundation help inspire and motivate students to enable the successful transition to employment, further education or training. Visit their website to find our more: www.beaconfoundation.com.au

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CONTACTS & SUPPORT

Paul LyonsManaging Director , AustraliaP: 02 9249 5022 E: [email protected]

Simon Tobin Managing Director, Finance & HR, SydneyD: 02 9249 5022E: [email protected]

Andy CrossManaging Director, Technology, SydneyD: 02 9248 6201E: [email protected]

Ian PalmerHead of Client EngagementD: 02 9249 5058E: [email protected]

Leisel CunninghamDirector, ParramattaP: 02 9633 7301 E: [email protected]

David BamfordDirector, Melbourne D: 03 8629 1043 E: [email protected]

Rory HerityDirector, BrisbaneD: 07 3020 0315 E: [email protected]

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Can we assist?

We would be happy to discuss any further recruitment needs. Please contact us via the details above.

Salary

At Ambition we believe in providing tailored, research driven information on salaries and remuneration advice. With this in mind, in the Technology space where specialisation is our focus, we do not provide generic salary guides. Please contact us for a discussion on your specific needs.

Market Insights

We invite you to visit our Ambition blog page for further information on market trends, business news and career advice.

AccountAbility

AccountAbility are Ambition’s sister company who specialise in recruiting within the accounting support and business support sectors. They have established a network of thoroughly screened, skilled and experienced candidates that are immediately available to satisfy their clients requirements. Quality aligned with speed of service is at the core of what Accountability can offer. In 2012 they placed over 600 candidates in permanent roles and over 700 into contract roles.

For more information on AccountAbility please visit their website www.accountability.com.au

Ambition Ambition_Aust Ambition Recruit Ambition Group

www.ambition.com.au

SydneyLvl, 5, 55 Clarence St, Sydney NSW 2000 T:+61 2 9248 6200

MelbourneLvl 36, 140 William St, Melbourne VIC 3000 T:+61 3 8629 1000

BrisbaneLvl 7, 410 Queen St, Brisbane QLD 4000 T:+61 7 3020 0300

ParramattaLvl 4, 3 Horwood Pl, Parramatta NSW 2150 T:+61 2 9633 7300

PerthLvl 24, 77 St Georges Ter, Perth WA 6000 T:+61 8 6210 8200

www.ambition.com.au

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