“It was the best of times, it was the worst of times” – the iconic opening line from Charles Dickens’ A Tale of Two Cities. If Dickens were alive today and reflecting on the past 12 months in the Built Environment sector, he might revise it to:
“It was pretty good times, it was bloody awful times, and it was about to go crazy times” — and call it A Tale of Three Cities.

In over 25 years of recruiting within the Australian market, I’ve never seen such a stark disparity between the Queensland, NSW, and Victorian markets.

Taking into account a globally sluggish economy influenced by disrupted supply chains, ongoing (and looming) wars, and erratic behaviour from world leaders — the NSW market held up relatively well last year, with Western Sydney and airport-related infrastructure projects remaining busy. Victoria started the year sluggishly and, aside from the odd green shoot, stayed in that state. Meanwhile, Queensland feels like it’s crouched at the starting blocks of a 100-metre sprint (Olympic reference intended) — busy-ish, but with everyone knowing the real race hasn’t begun yet.

Town Planning

The headlines still read: national planner shortage. The subheading? The shortage isn’t evenly spread, which is increasingly frustrating for new graduates and recently arrived migrants trying to enter the industry.

Vacancies vary between states in line with differing levels of development activity. The disparity is even more pronounced between metro and regional areas, where a chronic shortage of planners exists. This is largely due to the geographical challenges of servicing 537 councils across 7.5 million square kilometres.

Further complicating entry into the field, state-based legislative differences mean local experience is heavily favoured — particularly in senior roles — with many employers hesitant to consider candidates unfamiliar with local planning frameworks.

In councils — particularly in Victoria — we’ve seen a reduced need for contractors as application volumes stabilise. This has eased budget pressures. While contract opportunities still exist at senior levels (often part-time), where experienced planners are needed for complex applications, rates have softened compared to recent years — though they remain a stable income source for many.

It’s worth noting that even in what we consider the weakest planning market in over a decade, some councils report application numbers simply returning to “manageable” levels (25–30 per role). While this feels like a reprieve, the inevitable market upswing will place significant pressure on an already short-staffed sector.

Building Surveying

Our focus over the past 12 months has been primarily Victorian. Here, recruitment activity has fallen in line with a decline in building approvals.

That said, the sector remains candidate-short — especially in the Unlimited categories (both Surveyors and Inspectors). While mutual recognition has improved applicant numbers, some employers remain sceptical about interstate experience, even with Unlimited registration.

As private work has become less reliable, many sole traders are seeking part-time roles in councils, attracted by the stability. This has increased candidate availability, exerting downward pressure on contractor hourly rates.

Some councils are using this as an opportunity to convert contractors into permanent staff. However, BS-U-level professionals can still earn more in contract roles — even at reduced rates — than under a council EBA, limiting councils’ success.

A notable trend has been the move towards shared services among regional councils — allowing them to meet statutory obligations while sharing costs. While this reduces the number of MBS roles across the state, it’s unlikely to materially affect salaries.

The launch of the new Building and Plumbing Commission to replace the VBA has stirred significant interest. With cultural change underway and a respected new State Building Surveyor appointed, we expect senior professionals to transition into the Commission — causing a ripple effect across both public and private sectors. If successful, the Commission could become a highly desirable employer.

We anticipate these shifts, combined with ongoing BS-U shortages, will drive upward pressure on salaries in the year ahead.

Design

Architecture is often described as the “canary in the coal mine” — the first to react to broader economic conditions. This year began with cautious optimism, especially in the developer-led market, fuelled by the Reserve Bank’s rate pause (and eventual cuts).

But global instability — from conflicts to economic uncertainty — has tempered confidence. Additionally, infrastructure spending has slowed as both State and Federal governments adopt more fiscally conservative post-COVID positions.

Despite this, skilled and qualified candidates are still in demand. However, firms are waiting longer to hire — often until projects are confirmed and progressing — in an effort to reduce overhead risk. This has pushed hiring decisions further down the project cycle.

Employers are also raising expectations: candidates must meet increasingly specific criteria across software, project type, and delivery experience. Those looking to change sectors or upskill face a tougher market, with firms less inclined to invest in training right now.

Put simply: there is demand — but only for candidates who can hit the ground running.

Engineering

The past 12 months have seen multiple redundancy rounds across large, global consultancies. While early rounds felt strategic, more recent cuts have affected top talent. Much of this is due to reduced State Government project investment, though there are bright spots elsewhere.

There’s significant variation in activity across states and build types. While the overall market has slowed, there’s demand in Tier 2 and 3 sectors — especially residential, commercial, retail, and education projects. Data centres are also very much in vogue.

Land Surveying has been uneven. Engineering surveying tapered in NSW as projects concluded, while in Victoria, CFMEU-led pushes to reclassify surveyors as non-technical staff stalled momentum. FIFO roles continue to offer opportunity, but employers are favouring experienced candidates who understand the reality of working remotely.

Cadastral workload varies by state, but regional recruitment remains difficult everywhere. Licensed Surveyors continue to be seen as revenue drivers.

The profession requires 1,500 new surveyors and geospatial professionals annually to meet demand, yet is tracking at a shortfall of over 2,000 by 2029. This mismatch means layoffs typically result in workforce reshuffling, not mass exits.

Clients are also embracing tech like LiDAR, drone mapping, 3D laser scanning, and GIS — all of which are improving accuracy and speed.

In our experience, markets tend to level out after sharp downturns. Expect activity to pick up in early 2026.

Government

In Victoria, it’s been a particularly tough year for public servants. Traditionally a fallback during private sector downturns, government roles have also been limited due to budget cuts and internal restructuring.

That said, the public sector merry-go-round continues — with experienced candidates moving between councils, leaving vacancies behind. However, with more applicants and tighter budgets, roles are often filled by lateral moves rather than promotions, and candidates are casting wider geographic nets to find work.

Contract roles (and rates) have also declined as hiring managers look to reduce costs.

Candidates

The slower market has tempered candidate demands. WFH is now a conversation, not a condition. Most are accepting 3:2 office-to-home splits, with 4:1 becoming more common.

That said, flexibility remains important. Candidates continue to ask about policies during interviews, particularly around family commitments and unexpected situations. Roles perceived as rigid or regressive raise red flags.

Salary expectations have softened, too — with $5–10k increases being seen as fair, compared to the $10–20k jumps expected in recent years.

We believe that as the market begins to favour candidates again, employers who overcorrect with rigid policies may be the first to lose out on top talent.

Planned Resources

To be frank, it’s been a tough 12 months. Recruiting in a slow market is never easy — especially when your core market is the Victorian development sector. But we’ve been lucky.

We have long-term clients whose loyalty we deeply appreciate. And we have an experienced team whose networks and delivery record continue to generate results, even in tighter conditions.

Thanks to our team and our clients, we’re in a strong position to strategically expand in the second half of the calendar year.

This will include further growth interstate in sectors we already serve, and expansion into adjacent areas. We’ll continue to focus on “big fish in small ponds” — targeting niche, underserved sectors where a great recruiter can build a strong reputation quickly, supported by tools and autonomy.

Finally…

To our clients, candidates, partners, and suppliers — thank you.

Here’s to the year ahead.

By: Russell Locke, Director, Planned Resources

Russell Locke is the Founder and Director of Planned Resources, bringing over 25 years’ recruitment experience across planning, design, engineering and the public sector.

Russell Locke – Director

Connect with Russell Locke on Linkedin

Contact: +61 407 111 364 , russell.locke@plannedresources.com.au