Auckland

NZ

Market Overview

Survive to 2025 was last year’s motto.

Leaders went away for the Christmas holidays hoping the beginning of 2025 would start with more optimism. However, January and February statistics from sources we follow tell us that if there was optimism, it didn’t yet translate into the employment market.

In February 2025, job advertisements on SEEK New Zealand decreased by 17% compared to February 2024. On a month-to-month basis, there was a 2% decline from January to February 2025.

Seek NZ Country Manager Rob Clark tells us, “After two years of steady and significant decline in job ad volumes, the past eight months have been broadly flat. While we may not be out of the woods yet, the days of significant, broad-based drops in worker demand should be behind us.”

It was confirmed that NZ eased out of technical recession last quarter, with 0.7% growth in the GDP.

As we end the fiscal year for a lot of New Zealand organisations, one must be wondering if we’re going to see renewed budget and investment released soon. Organisation’s will also be closely watching the Government budget announcements in May; who and what will receive investment and what is the latest plan to “get New Zealand back on track”.

From 1 April, there are a number of new initiatives being rolled out by the government.

An interesting one is an additional 1% interest added to student loan interest rates for overseas borrowers, on top of the yearly re-calculation in rates that occurs.

Given student loans don’t bear interest if you’re living and working in NZ, will this help to halt what has seemingly felt like an exodus of our young, bright talent?

Should we interpret this combined information to mean that we are at or past the trough in our market now?

Kara Smith

Kara Smith

Talent NZ Country Manager

Candidate needs

  • Security; whether that’s for perm or continuity of their extension. Security is by far the highest priority.
  • In line with that, increased, frequent and consistent communication from their workplace to assure them of the organisation’s plans.
  • If they have flexibility in their role, for that to continue. This is a perk people really do not want to give up if they have it established.
  • However, we are seeing candidates begrudging soften on this in line with job security.
  • Making themselves “sticky” in a highly changeable employment market.
  • Drive to increase their personal brands, networking given the changeable nature of workforces.
  • Increased AI literacy – there is a growing sense that if you don’t increase your AI knowledge, you’ll be outpaced by those who do.

Business needs

  • Contractors who hit the ground running, add significant value and don’t take up a lot of management bandwidth.  Also, contractors who won’t create a reliance on them will help knowledge transfer.
  • Increased physical visibility in the office across both contractors and permanent employees. 3 days is currently the average, but we are hearing of more days.
  • Continued initiatives to reduce the cost of their workforce and driving efficiencies.
  • Streamline processes and automate where possible. Drive increase in productivity.
  • Leadership who can lead change and can do so in volatile times.
  • AI and data governance strategies.

The year ahead

Considering I’ve now committed to updating this market update monthly is an indicator of just how inconsistent the market has been.

For some positivity, from an anecdotal perspective over the last couple of weeks, the employment market seems to be slowly picking up. It will be interesting to see if this is reflected in key indicators and reports that we follow and if there is genuinely a market change.

Talent NZ contractor extensions are being confirmed at a much higher percentage than in the past 12 months – we take this as a sign of increased confidence too.

We believe we are likely at a tipping point. From our experience of riding several market downturns, our market has shallow highly skilled talent pools so when the market turns it will turn fast.

We recommend that:

  • Organisations strategically invest in their engagement and retention of high potential and high performing team members. Engagement survey data & exit survey data is key here.
  • In parallel, leaders must identify key members in their teams and ensure you’re having open, transparent two-way communication.
  • Even though job security has been a very high motivation, if an employee or contractor is not clear on what the future holds, then there is increased risk of them either actively considering opportunities or being responsive to approaches.
  • With your contracting workforce, get proactive and lock and load the key talent you need in from an extension perspective. Ensure they know they are critical to the work or project.
  • For your upcoming pieces of work, where are your skills gaps? Where you will require external talent, engage specialist recruitment organisations like Talent early and let’s work with you to create a plan.

To finish with something cheesy, because why not, if you’re still “surviving in 2025” now is the time to pause and ensure you have a plan to thrive in 2025.

Discover salaries

Our experts interact with hiring managers and candidates daily, giving us unique, real-world insights into the latest salary and benefits trends.

Auckland

Talent Insights

Tech Talent

28k technology professionals with an average tenure of 1.9 years

(source: LinkedIn Talent Insights)

Gender Identity

36
% Female
64
% Male
*This information has been retrieved from sources with gender binary data. We acknowledge those who do not fit within this framework and understand there are more gender identities beyond the binary.
(source: LinkedIn Talent Insights)

Top Employers

  • Auckland Council
  • Spark New Zealand
  • ASB Bank
  • Datacom
  • The University of Auckland
(source: LinkedIn Talent Insights)

Top Skills

  • Infrastructure as Code (IaC)
  • Wireless Communication Systems
  • Azure DevOps Services
  • Secure Remote Access
  • Application Security

Living in

Auckland

NZ

Auckland, the ‘City of Sails’, is known for both it’s beautiful scenery and for being a growing urban oasis.

Tāmaki Makaurau is home to the largest Polynesian population in the world and also houses large European and Asian communities.  With trade relations currently being developed with other regions such as India and South America, immigration has increased significantly from these destinations over the last several years – creating a very dynamic and diverse city. This diversity contributes to a plethora of talent as well as amazing food options.

Auckland's relaxed working environment lends itself to a good work-life balance, which attracts talent from around the globe. Whilst the cost of living is relatively high in this city, easy accessibility to social services and New Zealand's world ranking as the easiest place to do business, makes it an enticing city to reside in.

Auckland is also a land of opportunity, operating as a hub for many start-up and scale up businesses with big aspirations. New Zealand's 'number 8 wire' mentality, which represents the Kiwi problem-solving and can-do attitude, permeates throughout Auckland's culture and in all that its citizens set out to do.

Auckland
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$

5.63

Average cost of a coffee

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$

2,141

p/m

Average rent for 1 bed apartment

Gym icon

$

62

p/m

Average gym membership

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