winning the war for tech talent for australian not-for-profit organisations.

The Australian tech sector is a cornerstone of the national economy, with a high demand for skilled professionals. While some high-profile roles, like Chief Technology Officers or Chief Data Officers, can command salaries over $350,000, this creates a skewed perception. The average tech professional in Australia earns a more modest $90,000 to $140,000 annually. Although we have seen considerable post Covid wage increases across sectors.

NFPs don't need to compete with the top 1% of earners; their real competition is with the vast majority of the workforce. By understanding this, NFPs can reframe the challenge from an insurmountable financial deficit to a more manageable strategic one.

The Australian tech workforce is re-evaluating its priorities. Recent mass redundancies in the "New Tech" sector over the course of the last 2 years (including the very public redundancies in the Financial Services, Tech and Professional Services sectors this month), have increased concerns about job security and workplace culture. This has led many tech workers to seek environments that offer greater stability and a healthier professional life.

NFPs can capitalise on this by positioning themselves as a "purpose-driven sanctuary"—a stable, secure, and values-aligned alternative to the high-pressure, high-risk environments of the corporate world. The ability of NFPs to offer security and a commitment to employee well-being is a powerful, non-financial attraction lever. “Job Security” in the current economic climate, ranks consistently within the top 3 drivers for candidates within Randstad’s annual employer brand research.

The Australian NFP sector is a significant part of the economy, employing over 1.3 million people. Its core strength lies in its mission and purpose, which naturally attracts staff who are passionate about creating positive community impact. Beyond mission, NFPs often have a human-centric culture where employees feel "supported, respected and valued." Unlike for-profit companies, which may struggle to authentically replicate this, NFPs' mission and culture form a powerful basis for a modern EVP. Again, ‘feeling valued’ and “aligned to purpose” rank very highly in Randstad’s annual candidate surveys.

Salary packaging is an underutilised but potent financial tool for NFPs. It allows employees to use a portion of their pre-tax income to pay for personal expenses, such as rent, mortgages, or groceries. This reduces their taxable income, leading to a higher net salary. For example, a professional earning $120,000 can salary package the maximum $15,900 cap, reducing their taxable income and saving thousands of dollars in tax.

To make this a differentiator, NFPs should do more than just list it as a benefit. Salary packaging really needs to be promoted, from the start of the candidate engagement process, as a key, unique EVP offering. We need to proactively educate candidates on its value, using clear examples (a simple breakdown/comparison of the maths behind the benefit), to demonstrate how it translates into greater disposable income. This reframes the conversation and directly addresses the perceived salary gap.

Hybrid and remote work are now non-negotiable for most tech professionals. NFPs can adopt a "human deal EVP," which acknowledges that work is a subset of life, not separate from it. This cultural commitment must go beyond policy and extend to fostering psychological safety, where employees feel they can speak up without fear of punishment or humiliation. This builds a high-trust, collaborative environment that is highly attractive to talent.

The most powerful lever for NFPs is their mission. This is the "purpose premium," where the intrinsic value of the work outweighs the extrinsic value of a higher salary. The days of technology being considered as "the back office" are gone. Technology in the NFP sector is the core strategic tool for mission delivery. The Australian Red Cross for example, used digital transformation to increase donor engagement by an astounding 1300%. I believe that by showcasing these clear, tangible impacts, NFPs can make their EVP authentic and difficult for for-profit competitors to replicate.

You only have to jump on a large corporate careers page to experience the ‘slick corporate employer’ feel. But for NFP’s it’s about being different, building an employer brand based on authenticity rather than corporate benefits.

This means leveraging genuine, personal testimonials from employees to tell the human stories of the organisation and its impact. I can say with confidence, my 20 plus years in recruitment has taught me that stories are the most powerful sales tool when marketing a job and organisation. This transparent approach attracts candidates who are aligned with the organisation's values from the outset, leading to better retention. Low-cost, high-impact channels like a website's career section and social media are ideal for sharing these stories. I would also like to highlight the importance of utilising multiple, concurrent social media channels. In some cases our clients are using promotional channels such as TikTok and Instagram, as well as LinkedIn, Facebook, Indeed etc. Remember, your average workplace in Australia is made up of typically four different generations. Each accessing content in very different ways.

NFPs should use a dual-channel recruitment strategy that combines broad reach with a targeted approach. It is crucial to partner with recruiters who understand the NFP sector and have a network of mission-aligned professionals. These specialised partners can proactively source candidates who are motivated by more than just compensation, ensuring the right fit.

In a fiscally constrained environment, professional development is an NFP's most powerful retention tool. Tech professionals are driven by a need for continuous learning. By offering clear career pathways, mentorship, and opportunities for upskilling (e.g., subsidising certifications or supporting conference attendance), NFPs can meet this core need. This investment offers a dual return: it increases employee loyalty and enhances the organisation's long-term capabilities.

The demand for skills like AI, Cybersecurity, Data Analysis, and Cloud Computing is growing rapidly. For NFPs, these technologies are essential for mission sustainability and amplifying impact. NFPs can attract talent with these skills by mapping them directly to mission-driven applications. For example, a data analyst can be drawn to the challenge of optimising resource allocation to better serve the community, which is far more compelling than simply analysing corporate data.

A successful tech talent strategy is a strategic imperative that must be driven from the top. Evidence shows that a board-level understanding of technology is no longer a luxury but a prerequisite for mission delivery. By appointing technology-focused leaders to executive committees, NFPs signal to the market that technology is a core strategic pillar, not just a back-office function. The greatest risk is not a lack of talent but a lack of digitally-literate leadership.

proactively communicate the tangible benefits of salary packaging.

leverage the mission-driven nature to offer flexible work and psychological safety.

showcase how technology enables the mission.

use specialist recruiters and position professional development as a core retention strategy.

ensure technology is represented and incorporated into the strategy at the highest levels of the organisation.