New Zealand job market update: Q1 2025 insights

Auckland Q1 2025 job market update

Accounting & Finance recruitment trends

Over the past five years, we have seen a significant surge in salaries across a broad spectrum of accounting and finance roles, ranging from transactional positions to newly qualified accountants and senior commercial finance professionals. However, this upward trajectory experienced a noticeable slowdown in 2024, driven by a confluence of factors. Both businesses and candidates became more cautious in response to growing economic uncertainty. Rather than creating new positions, companies opted to absorb the responsibilities of departing employees, resulting in fewer vacancies being filled. Additionally, many skilled professionals sought opportunities abroad, particularly in Australia and the UK, where prospects were perceived as more promising, contributing to a decline in local talent migration.

Heading into 2025, we are observing a positive shift. Early signs from the first quarter indicate greater confidence among both businesses and candidates. A notable trend is the increased demand for interim hires, driven by an increase in workload, new projects, and the recognition of gaps within teams—without the commitment of a permanent hire. This shift allows businesses to address immediate needs and resource constraints while maintaining flexibility in a recovering market. Another encouraging development is the influx of BIG4-trained accountants transitioning into the commercial market, signalling a broader strengthening of the talent pool. Coupled with the creation of new roles to fill staffing gaps, ongoing restructures, and expanded budget allocations, this suggests a more optimistic outlook. Notably, the Commercial and Corporate Finance sectors are experiencing heightened demand for roles such as Analysts, Finance Business Partners, and FP&A professionals, reflecting an increasing need for strategic financial expertise to navigate an evolving business landscape.

Accounting & Finance recruitment - looking forward

Looking ahead, we foresee increased movement within the finance market, with expanded opportunities at all levels. As budgets rise, we can expect more dynamic hiring activity, coupled with organisational restructuring and talent movement, both within the commercial sector and accounting firms.

The continued rise of AI, coupled with the adoption of new systems and advanced tools, is set to drive a surge in projects and system implementations, particularly in the latter half of the year. These innovations will catalyse further transformation within finance teams, as businesses embrace modern technologies to maintain competitiveness and enhance operational efficiency.

As for workplace dynamics, more companies will push for a return to the office, aiming to re-establish in-person collaboration. However, it remains uncertain how well this will be received by both new hires and existing employees, as flexibility remains a priority for many. Balancing the push for in-office presence with employee preferences for remote work will be a challenge that companies will need to navigate carefully.

Business Support recruitment trends

The business support sector has had a slower start to 2024, with fewer traditional roles available. Many companies are advertising positions themselves and receiving a high volume of applications—sometimes exceeding 80–100 CVs per role—making it easier for them to find suitable candidates. Some PSA clients remain under hiring freezes, instead focusing on internal promotions and filling gaps with existing staff. In cases where hiring is necessary, roles are often offered on fixed-term contracts (FTC) due to restrictions on permanent headcount.

Business Support recruitment – looking forward

Opportunities are emerging in the senior customer and service management space, particularly with new tech startups entering the New Zealand market. As the demand for top candidates increases, companies are becoming more willing to invest in recruitment services. Internal talent acquisition teams (TAs) are becoming overwhelmed with large volumes of applications, which could drive an increase in recruiter usage. A rise in permanent hiring is expected once business confidence stabilises and budgets are finalised. 

Executive Search recruitment trends

Executive burnout is a growing concern given the increasing demand on Chief Executives and leadership teams. With many organisations going through a period of transformation and a focus on cuttings costs, Executives are increasingly suffering from high workload, constant pressure and decision fatigue. 

With the job market in 2024 having offered fewer opportunities for Executives to move into, employees have put career ambitions on hold and taken a safety-first approach when making career decisions. There has been an uplift in Executives investing in their careers by way of Executive coaching as they look to gain an advantage in a very competitive job market.

Executive Search recruitment - looking forward

The rapid adoption of AI and other technologies has increased the pressure on executives to stay ahead of the curve. Boards will have an increasing focus on AI adoption to ensure that their organisations aren't being left behind. Chief Transformation Officer roles have become increasingly more commonplace in leaderships teams and we expect to see the emergence of Chief Artificial Intelligence Officer roles in the next few years. With the rise of AI, there's a growing emphasis on ethical considerations. Executives are responsible for ensuring that AI applications adhere to ethical guidelines and regulatory requirements.

Legal recruitment trends

Despite the tumultuous legal job market in the public sector and some instability across some sectors in-house, many firms have still been eager to hire and secure good talent across 2024. However, many firms have been less willing to compromise on their requirements and are more selective in their hiring processes.

At the beginning of 2024 we saw a high demand in the corporate space with most firms continuing to demand quality corporate lawyers experienced in mergers and acquisitions. This space proved difficult for obtaining talent, with some firms searching for over a year or shuffling staff internally. Firms that considered foreign qualified corporate lawyers were able to fill this talent gap faster. There was also a continued interest in banking and finance lawyers.

We saw a piqued interest from private practice lawyers considering the move in-house or wanting to understand more about legal counsel opportunities and career paths. This is an annual trend we see at the start of each year when people return to work and are more motivated to consider their options.

In the second and third quarters, as economic shifts and cost-cutting measures increased, firms became more selective in their hiring processes. Even highly qualified and experienced lawyers faced challenges securing roles. Longer recruitment timelines meant that firms able to move quickly secured the best talent. During this period, demand shifted from the corporate and commercial sectors to litigation and employment, especially across the North Island. This trend continued into the fourth quarter, where the corporate market slowed and litigation activity increased, as is typical during tougher economic times. There was also a growing demand for private client solicitors, driven by ageing populations and the resulting need for expertise in trusts, wills, and estates.

While the property market remained subdued, firms are anticipating an increase in workload in 2025 and are actively seeking qualified lawyers in this space.

Legal recruitment – looking forward

AI is predicted to have a transformational impact on the legal industry within 5 years. In the short term, AI will optimise back-office functions and will result in less need for support staff and non-fee earners. In the long term, AI is predicted to evolve to perform more complex tasks. This means firms will need to relook at their business models to adapt – billable hours may no longer be considered the most accurate way to measure productivity and value. More efficient systems may be brought in.

Within 5-10 years, AI has the potential to lead to a total overhaul of the legal system, with AI acting as a facilitator for day-to-day tasks that are easily automated and legal practitioners taking on more strategic roles, using AI to bolster their productivity.

Procurement & Property recruitment trends

There has been a significant shift in the skill sets required within the procurement realm over the past 12 months, specifically the need for "strategic value add" practitioners, rather than operational executors. The candidate market has increased, meaning employers are looking to pay slightly more and bring in professionals capable of more, with the view to streamline traditional procurement functions. 

Key property skill sets that are rising in value include marketing and tenant retention -skills to market vacant spaces effectively and implement strategies that keep existing tenants satisfied and in place, and legal expertise - familiarity with lease agreements, contract negotiation, tenant laws, zoning regulations, and property-related legal documentation.

Procurement & Property recruitment - looking forward

AI off-the-shelf products are now replacing contract review and supplier relationship management processes. This is freeing up time for strategic, value add work but will put junior procurement, hands on operators, at risk if they are not developing themselves or by their organisations. Property professionals will need to flex their interpersonal skill sets further as we move through a stagnant property and project investment phase, these individuals will be tasked more heavily with creating stronger bonds with tenants and potential investors.

Sales, Marketing & Communications recruitment trends

Marketing and communications professionals are facing intense competition due to a surge in job seekers caused by redundancies and career shifts. Budget cuts, government changes, and economic uncertainty have led to fewer job openings, with employers holding greater bargaining power. The recruitment process has become more prolonged, leaving many job seekers frustrated with the lack of feedback and lengthy hiring timelines.

The contract market within sales, marketing, and communications also remains highly competitive. While there has been some movement in the FTC and temporary job market—particularly for executive assistants, personal assistants, and administrative staff—many candidates struggle to secure interviews or receive employer feedback, adding to their frustration.

Meanwhile, the demand for digital marketing professionals has remained steady, with no significant change in the number of job opportunities. Companies that manage their own hiring continue to be successful in attracting talent, and there has been a slight increase in marketing automation roles emerging in the market.

Sales, Marketing & Communications recruitment - looking forward

The recent rise in AI adoption is shifting organisational priorities toward data-driven marketing. Moving forward, market activity may depend on economic conditions and interest rates, which could influence hiring trends and overall job movement.

Within marketing and communications, hiring managers are prioritising business-critical roles, with recruitment activity likely to increase in the middle of the year as budgets are confirmed and market conditions improve. The contract market is expected to remain tight, with fewer job advertisements and highly competitive pay packages. Contractors will need to stay adaptable to navigate the evolving job landscape successfully.

Technology recruitment trends

Since 2023, the Auckland Technology Market has experienced a notable increase in the number of candidates. This growth spans across various fields, including Infrastructure, Data, Software, Testing, and Security. The influx of applicants per job advertisement has redefined the standards for resume review, leading to heightened competition among candidates who previously held bargaining power in 2021 and 2022. This larger candidate pool and shift in bargaining power has led organisations to become more selective in their hiring processes, often resulting in less diligence.

To enhance their attractiveness in the current market, candidates are adopting strategies such as lowering salary or rate expectations, highlighting years of experience, and prioritising immediate availability—candidates ready to start immediately are often preferred over those with a four-week notice period. This trend affects all levels, from junior to senior positions, with senior leadership roles attracting the highest number of applicants.

Looking specifically at IT specialties, the fields of Testing and Software, which constituted the largest candidate pool in 2023 and 2024, have now stabilised to a more reasonable level. There is slightly less competition, particularly for roles requiring specific technical skills or industry experience, such as automation testing, specific programming languages, or exposure to particular projects. 

Technology recruitment - looking forward

In recent months, areas such as Software Engineering, Cybersecurity, and Data have generated increased interest, with potential growth in AI-related requests. More organisations are reviewing their governance and risk management frameworks to prepare for AI integration, while others are evaluating their current data infrastructure and adoption strategies to ensure seamless implementation of AI systems. Additionally, a growing number of organisations are exploring how AI can streamline processes and replace functions that are currently managed manually. Furthermore, there has been a decrease in demand for contractors, with organisations emphasising the conversion of contractors to permanent roles. This shift is motivated by financial considerations and the desire to retain intellectual property and knowledge within the organisation. Project work has significantly decreased, with many companies exercising caution in their spending, and IT not currently being a priority.

Transformation & Business Delivery recruitment trends

The Transformation & Delivery market in Auckland is showing tentative signs of recovery in 2025, with a gradual increase in demand for experienced delivery professionals. Organisations are prioritising business optimisation, digital transformation, and data-driven initiatives, with a focus on efficiency and long-term sustainability.

While hiring remains highly selective, companies are focusing on strategic growth by prioritising cost efficiency and maximizing internal talent. Initiatives such as upskilling, internal mobility, and cross-functional collaboration are creating new opportunities for employees to develop and advance. When hiring externally, businesses are seeking highly specialised skill sets, ensuring that new talent brings significant value and expertise. Despite a competitive job market, organisations are committed to making thoughtful hiring decisions, leading to more thorough assessments and structured recruitment processes. This strategic approach helps ensure the right talent is in place to drive long-term success, even if it means taking extra time to secure the best fit.

Transformation & Business Delivery - looking forward

Predicting the future of the IT Transformation and Delivery market in Auckland is complex, with many factors influencing how things will unfold. While cloud adoption and automation are expected to grow, the pace of change will depend not only on business priorities but also on economic conditions and government policies. Economic factors, like global market trends and local economic stability, will play a big role in how much companies are willing and able to invest in new IT infrastructure and transformation efforts. In times of economic uncertainty, businesses may hesitate to make large-scale investments in AI, automation, or even cloud migration, slowing the overall pace of change.

Government policies, regulations, and incentives could also have a major impact. For example, stricter data privacy regulations or cybersecurity requirements might drive companies to invest more in compliance and security technologies. On the other hand, government support for innovation, such as grants or tax incentives for digital transformation, could encourage faster adoption of cutting-edge IT solutions. Overall, while there are clear signs that IT transformation will continue to evolve, the extent and timing of these changes remain uncertain due to the influence of both economic and regulatory factors.

Auckland market update summary

Auckland’s job market is evolving, bringing new opportunities and challenges. While some areas are showing signs of recovery and renewed confidence, others continue to navigate talent shortages, shifting skill demands, and the growing influence of AI. Businesses that take a strategic approach to hiring will be best positioned to secure top talent, while professionals who remain adaptable and continue to upskill will have a competitive edge in an increasingly dynamic landscape. With market confidence gradually returning, now is the time to plan ahead and take advantage of emerging opportunities.

Whether you're looking to build a high-performing team or take the next step in your career, our Auckland recruitment team is here to support you. Get in touch today to explore your next opportunity.

Wellington Q1 2025 job market update

Finance recruitment trends

The Wellington Finance market is showing cautious signs of improvement as we move into 2025. While hiring remains highly cost-conscious, finance teams have largely avoided significant headcount reductions. Many teams continue to operate with minimal staff, making it difficult to gain approval for new hires. As a result, there is increasing demand for financial accountants to ease workload pressures, while finance business partners are sought after to drive strategic growth and change. Transactional finance has remained stable over the past year, and system accounting roles, which were among the most difficult to secure in 2024, are beginning to re-emerge.

Finance recruitment – looking forward

As we approach the release of the budget in May and the 2026 election, there is an expectation that the government will shift its focus from cost-cutting to project execution. This could lead to an increased need for contractors, system implementations, and efficiency-driven initiatives. While market conditions appear to be improving, uncertainty remains. How well businesses communicate change will be critical in shaping team stability, as many professionals weigh their options in an evolving job market.

Marketing, Communications & Engagement recruitment trends

There are pockets of activity across the Marketing & Communications market, particularly in the private sector, where demand is strongest for digital, growth, and product marketing roles. While contracting remains at a lower level, there has been an improvement from 2024. Current demand is largely tied to web and intranet update projects, as well as funded initiatives related to legislative changes and infrastructure. Contractors are expected to demonstrate a broad skill set across communications, change, and engagement.

Marketing, Communications & Engagement recruitment – looking forward

Short-term contracts will likely continue through to the end of June, with longer-term opportunities expected to emerge in the second half of the year as budgets are reassessed and new projects gain approval.

Policy & Machinery of Government recruitment trends

Policy teams continue to operate under significant pressure following last year’s headcount reductions. Increased mandated reporting and legislative changes in key priority areas are driving heavy workloads. Many organisations are also managing a high volume of Official Information Act (OIA) requests and Parliamentary Questions (PQs), creating a range of work and placing additional strain on ministerial servicing teams.

Transformation recruitment trends

The Transformation market – including Business Delivery, Change, and Project Coordination - is showing early signs of improvement compared to 2024, with a gradual increase in hiring activity. While demand remains cautious, more roles are progressing to approval stages or awaiting final business case sign-off.

Short-term contracts (typically 3-4 months) have been prevalent, particularly running until the end of June. These are primarily focused on end-of-life system replacements, enhancements, and efficiency-driven projects. The Contract Business Analyst and Contract Project Coordination spaces have been the most active, reflecting ongoing demand for professionals who can drive immediate value in transformation initiatives.

However, broader project work remains subdued, with many organisations cost-cutting and delaying larger-scale investments.

Transformation recruitment – looking ahead

With the Government’s Budget announcement at the end of May, the market may see a shift towards longer-term contracts and permanent hiring as organisations refine their investment strategies. While short-term contracts have dominated so far, businesses may gain the confidence to commit to more sustained transformation efforts in the latter half of the year.

Despite this potential for stability, project work remains significantly reduced. Many organisations continue to exercise caution in their spending, with IT and transformation initiatives not currently a top priority. However, as companies adapt to evolving economic conditions, there could be gradual re-engagement in larger-scale projects.

Transformation & Consulting recruitment trends

The senior end of the transformation & consulting market remains relatively quiet, with fewer opportunities compared to the broader transformation space. Permanent and fixed-term contract (FTC) roles continue to outpace contract opportunities, though there are some short-term backfill positions available. IT and digital skill sets remain the most in demand as organisations focus on technology-driven change.

Transformation & Consulting recruitment - looking forward

Market activity is expected to pick up from July, aligning with the new financial year and post-budget investment decisions. Some government organisations are beginning to experience resourcing challenges due to lean internal delivery teams, capability gaps, and headcount constraints. This could lead to an increase in contracting opportunities, particularly in programme delivery, as organisations seek external expertise to bridge these gaps.

Wellington market update summary

The Wellington job market is showing early signs of improvement in 2025, with gradual hiring activity increases across key sectors. While businesses remain cost-conscious, short-term contracts are prevalent, as organisations focus on efficiency, system enhancements, and legislative-driven projects.

Another key trend across industries is the shift towards fixed-term and permanent hiring, with businesses looking to retain intellectual property and reduce reliance on contractors. While large-scale project work remains subdued, the new government budget being released at the end of May, should trigger more hiring.

Looking ahead, market activity is expected to gain momentum in the second half of the year as organisations reassess budgets, address resourcing challenges, and shift from cost-cutting to project execution.

If you're looking for assistance with hiring or finding your next opportunity in the Wellington market, reach out to our team of recruitment experts today.