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2025 Employment Report

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Outsourced HR Solutions

Going the extra mile for our clients

  • 90-page market report including COVID analysis, employment reviews, workplace trends, and salary updates, delivered to 2,000 business leaders.
  • Regular market updates with bi-annual in-person events (700 Australian business leaders).
  • 2 weekly blogs offering career advice and employer insights, written by our recruiters, brought 10,000+ readers a month to our website.
  • PR national and regional activity (50 articles, 25+ radio/TV interviews in 2022) where our leaders advocate for employers and job seekers.
  • 7 million employees reached through our annual NZTOPDOG campaign advocating for mental health and dogs in workplaces (+160% in 2022).
  • Partnerships with specialised job boards and agencies supporting Indigenous and disabled workers to reduce unemployment in minorities.
  • Webinars had 4,100 registrants.
  • Weekly social media lives attracted 200,000+ viewers annually covering labour market trends, job opportunities, and job seeker tips.
0 %

Client retention in 2022

0 %

Repeat business

with existing clients

0 %

Business with new market shares/clients

0 %

Customer satisfaction

What makes us different

We have worked hard alongside our industry peers on working groups, committees, and councils to lobby government on key issues including those affecting on-hire workforces, work health and safety, our industry perception, rogue agency behaviour, labour hire licensing, award reviews, professional development and next generation pathways.


Since 2020, we shone the spotlight on inspiring, forward thinking Aussie speakers through market reports and webinars. More importantly, we've tried our best to offer insights to our stakeholders through Australian experts from extremely varied organisations and professions such as: organisational psychologists, architects, education futurists.

2024 Employment and Salary Trends Report

Salary trends, talent attraction, and retention strategies

Explore the future of recruitment in New Zealand, Australia, and the United Kingdom as well

as job seekers' expectations and company culture alongside labour market trends.

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2023 Industry Award Wins

Our specialisations

  • Accounting and Finance

     In 2023, although still buoyant, the labour market is experiencing a slight shift in the balance of power and employers have a more rational approach with more rigid selection criteria. This change is driven by a lack of resources to provide training and development to upskill new talent.


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  • Business Support

    Leading into 2023, the Business Support market has been strong. Customer Service and Administration are the most in-demand roles, whilst Office Management and roles such as Personal Assistants, Executive Assistants, Receptionists have made a strong comeback. The market has also experienced an increase of traditional temporary opportunities such as one-day covers.


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  • Education

    With more than 1.3 million children* across one million families using approved early learning services in Australia, demand for qualified, skilled Early Childhood education candidates is  forecasted to remain strong in 2023. The sector still faces alarmingly high levels of burnout with close to 5% of preschool teachers reporting they have experienced high levels of stress and burnout in the last five years.


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  • Executive

    Talent shortages, rising inflation, workplace flexibility and maximising productivity all featured in the list of priorities for Executives in 2022. Most, if not all, roles experienced significant salary increases, and Executive positions were no different, with the rising importance of having leaders who can adapt to the new hybrid workplace. Embracing hybrid work models still represents challenges for leaders, who have to strike the right balance between productivity, engagement and flexibility, build and foster a positive team culture while both driving growth and upskilling to effectively manage their workforce in this new context.


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  • Government

    Frog Recruitment is an AoG TAS approved supplier of recruitment services to the NZ government.


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  • Human Resources

    HR has retained the broader role the function obtained during the pandemic and now advises on the broader business strategy. 2022 saw an increase in HR vacancies across all levels and sectors, with a noticeable focus on ER/IR experience given the post-COVID workplace changes. While employers emphasise the importance of having HR onsite to build and drive culture within the business, HR job seekers have requested additional flexibility, as most HR professionals support teams across the country, if not at a global level.


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  • Legal

    2022 challenged the legal industry, with a tight candidate market, a high demand for legal support staff, the change in remote working policies and the introduction of new structures into their firms. While 2021 saw a heavy increase in demand for property law due to the booming property market, this significantly dropped in 2022, as recession-proof practice groups boomed. Consistently in demand, insurance litigation has skyrocketed in 2022 alongside construction, property and family law.


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  • Marketing and Digital

    With the pandemic-driven shift to online business, 2022 saw a surge in digital marketing roles as companies sought to

     leverage marketing technology and reach new market segments. Marketing strategists and marketing managers were in high

     demand as companies felt the pressure to bring in expert knowledge to implement forward-thinking strategies in a  changing business landscape.


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  • Property

    2022 marked a shift in the property market driven by interest rate rises and inflation, resulting in a decline in property values across both commercial and residential markets. With sales slowing down and average number of days on the market relatively high, 2022 saw many Real Estate Agents with less experience leave the industry. Sales Agents with stronger experience were required to develop their marketing and lead generation skills, which had been less utilised in previous years.


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  • Sales

    The demand for sales professionals was high in 2022 and this has continued throughout the first quarter of 2023, positively impacting salary levels of operational sales positions including Sales Executives, Account Managers and Business Development Consultants, as quality profiles and high calibre candidates continue to be challenging to identify and attract in this changing market.


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  • Supply Chain Management

    Recruitment of supply chain professionals has experienced a significant shift over the past year. The pandemic has highlighted the importance of a resilient and flexible supply chain, with a surge in demand for roles in e-commerce, healthcare, freight services, and technology sectors. As the industry evolves, Supply Chain Analysts, Demand Planners, and Air/Ocean Freight Operators are becoming increasingly important to employers and the hiring needs for those roles is expected to grow over the next three years.


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  • Technology

    The advancement of technology has significantly impacted how we work and automate processes. Business technology disruption since COVID has only emphasised talent scarcity within artificial intelligence (AI), automation and robotics, and cloud computing. With the rise of cybersecurity fraud, it is at the forefront of many organisations’ objectives to tighten their security controls.


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Partnering with Ministry of Health

In amongst the global chaos, the approaching Coronavirus and its potentially devastating impact, the Ministry of Health implemented a National Close Contact Service (NCCS) in Wellington, to trace people who had connected with someone testing positive for the virus. This was a government priority.


This was a highly uncertain situation; hard data was not available; the country went into Alert Level 4 lockdown and ‘unprecedented’ became the word of the hour. The Wellington contact tracing project was set up under urgency by a highly committed team who tirelessly worked on ‘building the plane and building the runway’, with the population of New Zealand tuning in daily.


Our teams achieved:

  • 70 people recruited to support NNCS Wellington
  • 0% issues: 100% high caliber people recruited.
  • 350 people ‘ready to go’ for a national remote workforce with medical backgrounds – for IF the virus became community transmitted.
  • 150 additional people, on standby across New Zealand, also IF needed.
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