Making an IT offer without benchmarking is like bidding at an auction blindfolded. You will either overpay or go home empty-handed. 🙈
Why benchmarking matters more now
With inflation forecast around 4.5% by the end of 2026 and wages growing more slowly, candidates are watching their real income closely. An offer that looks fine on paper may feel like a pay cut once mortgage repayments are factored in.
Where good benchmark data comes from
- Live market conversations: what candidates are actually being offered this month
- Recent placements: real numbers, not survey averages
- Published salary guides: useful for direction, but often 6 to 12 months old
- Your own data: what you pay existing staff in similar roles (and whether they are about to leave)
Benchmark the whole package
- Base salary and superannuation (clarify “plus super” or “including super”)
- Bonus or incentive
- Flexibility: office days, remote options, compressed weeks
- Learning budget and certifications
- Leave, parental leave and wellbeing benefits
Five tips for offers that get accepted
- Know the candidate’s number early, and their reasons
- Leave room for a counteroffer, rather than offering your absolute maximum first
- Move quickly. A good offer in three days beats a great offer in three weeks.
- Sell the non-financials. Growth, technology and team matter.
- Put it in writing the same day you make the verbal offer
👉 Want current salary or day rate data for a specific role? Ask us, it is part of our talent planning service.
Employer
Employer
