If you work in Architecture, Interior Design , Urban Planning, Town Planning or Engineering in Australia, you have probably had mixed experiences with recruiters. Some are helpful. Some send roles that make no sense. Some disappear the moment you are not an immediate fit. Here is the honest bit. In the built environment sector, recruitment only works properly when it is specialist and relationship led. At Vivid Recruitment, we work solely across Architecture, Interior Design, Urban and Town Planning, Engineering, Construction and Project Management. We speak to hiring managers in Brisbane and Melbourne every day. We see who is growing, who is restructuring and who is quietly hiring. The candidates who get the best results are not the ones who send a CV and hope. They are the ones who engage properly. Here is what that looks like. 1. Your Recruiter Has Inside Access to the Australian Architecture, Planning and Engineering Market A good specialist recruiter in Brisbane, Melbourne or Sydney will know far more than what is written in a job ad. We often know: Why a Senior Architect or Senior Town Planner role has genuinely become available Whether a design studio or planning consultancy has strong leadership Which Engineering firms are expanding off the back of infrastructure funding Which practices are struggling with retention Which roles have been open for months and why This type of insight does not appear on Seek or LinkedIn Jobs. If you are exploring Architecture jobs in Brisbane, Urban Planning roles in Melbourne or Engineering opportunities in Queensland, ask direct questions: Why has this role actually become available? What is the manager like to work for day to day? How long do people typically stay in this team? What does success look like in this role after 12 months? Whether you are an Architect, Interior Designer, Urban Planner or Engineer, these questions help you assess long term fit, not just salary and title. 2. Salary Negotiation Is Often Stronger Through a Recruiter Salary conversations in Architecture, Planning and Engineering can feel uncomfortable, especially face to face with a hiring manager. Working through a recruiter changes the dynamic. You can be open about: Your current base salary and benefits What would genuinely motivate you to move Whether you are targeting Senior, Associate or Principal level What flexibility you need around hybrid working  In Australia, salaries vary significantly by city, discipline and sector. A specialist recruiter can provide current salary benchmarks across: Commercial Architecture Interior Design studios Urban and Town Planning consultancies Civil, Structural and Building Services Engineering Client side Project Management Recruitment fees are typically linked to salary, so there is a practical incentive to secure a strong offer for you. If you want to negotiate effectively, ask: Based on the current market, what should someone with my experience be earning in Melbourne or Brisbane? How flexible is the client on salary for the right person? What have similar candidates in Architecture, Planning or Engineering secured recently? If the offer comes in lower than expected, how would you position a counter offer? Transparency leads to better outcomes. 3. Specialist Architecture, Planning and Engineering Recruiters Deliver Better Results The Australian built environment sector is tight. Reputation travels quickly. A recruiter who focuses purely on Architecture, Interior Design, Planning and Engineering will: Understand technical capability, from BIM to planning scheme knowledge Know the difference between private consultancy, developer side and local government roles Recognise the nuances between Tier 1 firms and boutique practices Have established relationships with Directors and hiring managers Understand hiring trends linked to infrastructure pipelines, residential growth and policy changes A generalist recruiter covering multiple industries cannot offer the same depth. If you are speaking to a recruiter about Architecture jobs, Town Planning roles or Engineering opportunities in Australia, test their expertise: How many Architects, Planners or Engineers have you placed in the last 12 months? Which practices are actively hiring but not advertising? Who are the strongest employers in this discipline right now? What sector trends are shaping hiring decisions this year? Clear, confident answers usually indicate genuine specialisation. 4. The Biggest Mistake Architecture, Planning and Engineering Candidates Make: Being Passive The most common mistake we see across the Australian Architecture, Planning and Engineering job market is simple. Send CV. Wait. That approach limits your visibility and your options. Instead, treat your recruiter as a long term industry contact within the built environment sector. Have conversations about: Where your experience sits within the current market Whether you are realistically positioned for Associate or Senior Planner level What skills or project exposure would strengthen your profile Timing, especially if large infrastructure or residential projects are coming online Proactive candidates typically access stronger opportunities, including confidential roles that never reach the open market. How to Get the Most Value From a Recruiter in Australia’s Built Environment Sector The Australian Architecture, Interior Design, Urban Planning and Engineering market is small. Reputations stick. Networks matter. A recruiter should not just forward your CV. They should: Give you honest market feedback Protect your reputation Tell you when not to move Advocate properly when you should Provide real salary benchmarking Share insight into firms you cannot access yourself That is how we operate at Vivid Recruitment. Straight answers. Clear conversations. Long term relationships over quick wins. Because the right move at the right time can shape the next five years of your career.

Brisbane’s engineering and architecture market is booming in 2026. Explore hiring trends across structures, civil, building services and architecture, plus salary movement and talent shortages in Queensland.

Learn the top recruiter secrets to improve your job search. Discover CV, cover letter, and follow-up tips that help candidates stand out and get noticed by recruiters.

The built environment job market in Australia has started 2026 with something we have not seen in a while: steady momentum . Not a hiring rush. Not panic hiring. But movement. Across Architecture, Design, Engineering and Planning, confidence is slowly returning. Employers are being selective, candidates are being thoughtful, and hiring decisions are increasingly focused on real skills rather than inflated job titles. Here is what we are genuinely seeing on the ground across Australia in early 2026. Architecture & Design Job Market in 2026 Candidates are being more selective The architecture and design job market is competitive, not quiet. Good roles are available, but practices are being far more considered about who they hire. Candidates are responding in kind, taking time to assess whether a move is actually worth making. Key themes we are hearing from architects and designers include: Work life balance, flexibility and culture now matter as much as salary Local experience is highly valued Strong documentation skills and BIM capability are in high demand Relocation is on the table, but only for a clear step up Candidates are not against moving roles. They are just less willing to move sideways. What architecture firms are worried about From the employer side, caution is still driving decisions. Fee pressure remains, and the cost of hiring the wrong person feels high. Many studios are nervous about needing to rehire within six to twelve months. Common concerns include: Hiring someone who interviews well but struggles with delivery Ongoing shortages in documentation and coordination skills Client-facing capability becoming harder to find Project pipelines that look healthy, but lack long-term certainty Studios are hiring, but they want people who can genuinely reduce workload and risk. Architecture and design sectors gaining traction Not all sectors are moving equally, but several are keeping studios busy: Hospitality, retail and experiential interiors in major cities Health, education and infrastructure-adjacent projects Sustainability-led design, modular construction and Build to Rent Multi-residential projects in Brisbane High-end residential remains patchy and relationship-driven Architecture and design salary trends Salaries across architecture and interior design are steady to slightly up . We are not seeing broad salary jumps, but premiums are being paid for hard-to-find skills. In particular: Project Architects in Brisbane remain difficult to secure Senior Interior Designers are still in short supply Contract and fixed-term roles are becoming more common Candidates moving fastest through hiring processes typically show: Strong documentation capability Confident client communication End-to-end project exposure Engineering Job Market in Australia 2026 Melbourne engineering market The Melbourne engineering market is active but measured. There are roles across civil, structural, electrical and building services engineering, particularly linked to health and commercial projects. However, many employers are waiting for funding certainty before scaling up hiring. What this looks like in practice: Employers building candidate pipelines rather than hiring urgently Candidates open to conversations, not expecting multiple offers BIM, digital delivery and data capability increasingly expected Sydney engineering market Sydney remains the strongest engineering market in Australia. Many major infrastructure projects are still in design or early procurement, which is creating future hiring pressure rather than immediate volume hiring. We are seeing: Early pipeline building for transport, health and major infrastructure projects Growing demand for project engineers and programme engineers Ongoing shortages in experienced civil, electrical and mechanical engineers Hiring activity is expected to increase from April and remain strong through 2027. Brisbane and Gold Coast engineering market Queensland continues to experience strong demand and real capacity pressure. Major infrastructure projects and Olympics-related development are driving sustained need for engineering talent. On the ground this means: Strong demand for civil and project engineers Increased contract and interim hiring Movement of talent from interstate Greater focus on flexibility and professional development For engineers considering a move, Queensland presents a genuine opportunity window. Adelaide engineering market Adelaide remains a smaller, project-led engineering market. Hiring is typically tied to specific developments, often in health and transport. Roles can be competitive due to the smaller talent pool, but there are quality opportunities for the right skillsets. Planning Job Market Update 2026 In Planning, activity is currently stronger in the public sector than the private sector. Local councils are leading demand, while private sector planning roles are moving more slowly. We expect private sector hiring to follow as project pipelines firm up later in the year. National Built Environment Hiring Trends Across Architecture, Engineering and Planning, several national themes stand out: Workforce shortages remain, particularly for experienced engineers and delivery-focused professionals Digital skills are no longer optional. BIM, systems thinking and data literacy are becoming standard expectations Civil, transport, power and infrastructure roles remain among the most in-demand Even where hiring feels cautious, demand for skilled built environment professionals remains structurally strong. What This Means for Employers and Candidates in 2026 For employers, building talent pipelines early is becoming essential. Waiting until projects are fully mobilised increases hiring risk. For candidates, understanding project pipelines, team structures and delivery expectations is key to making a smart move. 2026 is shaping up to be a year of considered hiring and considered career decisions . If you want to talk through what this looks like in your discipline or city, we are always happy to have a conversation. Contact the Team Get in touch with our guys to help you out. Nicholas Koop , Principal Recruitment Consultant, Engineering & Planning - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!  Vivid Recruitment - Your specialist partner in: Architecture & Interior Design Recruitment | Urban Design & Planning Recruitment | Mechanical Engineering Recruitment | Electrical Engineering Recruitment | Structural Engineering Recruitment | Civil Engineering Recruitment | Acoustic Engineering Recruitment | Hydraulic Engineering Recruitment | ESD / Sustainability Engineering Recruitment | Fire Engineering Recruitment

A couple of years ago, if you’d told me I’d be spending so much time thinking about AI, I’d have assumed you had the wrong person. I’m a planner and have been for over 20 years. I came up through the world of council planning, policy, plan development, statutory frameworks, community outcomes, and then found myself leading ‘walkable urbanism’ and 20-minute neighbourhoods . What changed wasn’t my identity as a planner; it was the nature of the work, and the pace of technological advancement around it. For most of my career, I’ve watched talented, committed people spend an extraordinary amount of time on tasks that are not “planning” at all: chasing missing information, reformatting reports, repeating compliance checks, the list goes on and on. Planning complexity has kept rising, but the tools and workflows haven’t kept pace, and the result was predictable: frustration, delay, and professional judgement being crowded out by administration and rework. That’s the context in which AI became interesting, not as a fad, but as a better way of working. And it’s why I set up Spero-ai : to bring AI into planning and development work in a way that is trustworthy, auditable, and grounded in how regulated decisions are made.  Spero-ai is led by experienced planners, not led by the tech, so domain expertise and deep sector understanding sit at the heart of everything we do. AI is disrupting planning, not replacing planners When people talk about AI disruption, it’s often framed as replacement: AI taking jobs, automating decisions, removing professionals from the loop. That’s not what I believe will happen, and it’s not what good adoption should look like. What’s being disrupted is the economics of time in planning. AI is changing how quickly information can be pulled together, how consistently documents can be checked, and how rapidly first drafts can be produced, freeing up capacity for higher-value human work: judgement, interpretation, stakeholder conversations, negotiation, and design thinking. Organisations don’t want to be left behind. They can see competitors moving faster, they can see teams experimenting quietly, and they can see that those who learn to use AI safely will compound an advantage over time. But they also want trusted partnerships and sensible guardrails, because, if not designed properly, AI can be confident and wrong. It can miss nuance, overlook a buried condition, misunderstand a local policy context, or produce language that doesn’t sound right. The planner’s job in the AI era: define the problem, control the risks In my view, the planner’s advantage is not technical; it’s contextual. You don’t need to build AI tools to get value from AI. You need to know the problem you’re solving, the constraints that matter, and what “good” looks like in a regulated setting. AI performs best when it’s given a clear task, strong inputs, and explicit guardrails and rules, which is exactly how we already think when we brief a graduate, or a consultant. Just as importantly, planners need to stay on top of what AI can and can’t do, because safe adoption depends on knowing where the boundary sits between “useful assistance” and “unacceptable risk”. Right now, AI is strong at factual drafting, summarising, extracting, comparing, reformatting, generating checklists, and highlighting likely omissions. Where it still needs professional leadership is factual reliability, interpreting ambiguity, and applying local policy nuance. In other words: the human remains responsible for meaning, judgement, and accountability, and the technology needs to be implemented in a way that makes that responsibility easier to discharge, not harder. This is central to how Spero-ai operates: AI should support the professional, not replace them, and it should make checking and traceability easier, not harder. Many have been burnt by tech, and that history is shaping AI adoption Another theme I hear constantly is that many organisations have had poor experiences with technology procurement. The traditional model has often been: a vendor goes away, builds a product, sells it to you, implements it, and then leaves you with it. You’re left with a tool that doesn’t match your needs, requires workarounds, and locks you into a contract or platform for years. That history matters. It creates scepticism, and honestly, it should. In planning, we can’t afford systems that add friction or reduce confidence, because the downstream cost is delay, dispute, and reputational damage. A newer delivery approach: agile, integrated, fast, and tailored One of the most encouraging changes is that AI enables a different way to deliver technology. Instead of “rip and replace”, modern tools can sit between systems: integrating with what you already use, drawing from your existing documents and data, and fitting into workflows rather than forcing a wholesale rebuild. You can start with a single workflow, prove value quickly, and iterate from there. This agile approach changes the cost and speed equation. Meaningful improvements can be delivered quickly, sometimes in weeks or months, without multi-year implementation programmes. And because it’s iterative, the solution can be tested, changed, and tailored as you learn what works for your team, your local context, and your risk settings. That’s also why starting small isn’t a lack of ambition; it’s a smart path to scale. A growing opportunity for planners This is where the recruitment lens becomes important. AI is creating demand for professionals who can bridge between domain work and digital capability. In my view, the planners who will thrive are those who can define problems clearly, understand risk and evidence, stay current on AI capabilities and limitations, and design workflows where AI improves quality rather than eroding it. That combination, deep sector expertise plus practical AI literacy, is going to become increasingly valuable. Final thought If you’re leading an organisation, the goal isn’t to just “use AI”. This is a fundamental shift in how work gets done, and it needs broad organisational and strategic thinking, with a plan, not just scattered experimentation. A sensible approach is to start by defining the outcome you’re aiming for, and then test your way towards it through light, low-risk adoption. What is the goal: Staff spending materially more time on high-value professional judgement? Faster turnaround with fewer rework loops? More consistent quality and compliance? Or freeing capacity to expand into work you’ve always wanted to do properly, better engagement, stronger strategic planning, improved urban design input, proactive place strategies, deeper due diligence, or more rigorous post-approval follow-through? AI can help unlock that, but only if it’s treated as a capability: governance, skills, workflow design, and trusted delivery that integrates with the systems you already rely on. Start small, prove value, refine fast, and scale with intent. And if you’re a planner considering your own path: you don’t need to build the technology. But you do need to understand what it can and can’t do, and you need the confidence to direct it with clarity. That combination will be hard to beat. James Mant MPIA is a town planner and the CEO of Spero-ai. After two decades in planning, he now focuses on helping organisations adopt AI in a practical, low-risk way that keeps professional judgement and accountability at the centre.

Artificial Intelligence (AI) is everywhere in 2026 — in headlines, in pitch decks, and increasingly in the tools used across Architecture , Engineering , Planning and Construction . But beyond the buzzwords, professionals in the built environment are asking a more grounded question: Is AI actually useful, or is it being overhyped? The honest answer? It’s both — depending on how it’s used. How AI Is Being Used in Architecture and Engineering AI in the built environment isn’t about robots designing cities (not yet, anyway). Instead, it’s quietly becoming a support tool that enhances — rather than replaces — human expertise. We’re seeing AI used in areas such as: Concept design support through generative design tools Data analysis for site planning, environmental modelling and performance testing Clash detection and coordination in BIM workflows Energy modelling and sustainability optimisation Automation of repetitive documentation tasks For engineers and designers under time pressure, these tools can reduce manual workload and improve efficiency — particularly in early-stage design and technical coordination. Where AI Is Genuinely Adding Value When used well, AI helps professionals: 1. Work Faster on Repetitive Tasks Documentation, modelling iterations, and data-heavy processes are ideal for AI-assisted workflows. This frees up time for higher-value work like design thinking, problem-solving, and client engagement. 2. Test More Options, Earlier Generative and analytical tools allow teams to explore more design variations and performance scenarios early in a project — leading to better-informed decisions. 3. Improve Sustainability Outcomes AI-driven analysis can support energy modelling, daylight optimisation, and environmental performance testing, helping projects meet increasingly strict sustainability targets. Where AI Is Still Overhyped Despite the benefits, AI is not a silver bullet. 1. It Doesn’t Replace Experience AI can suggest options — but it doesn’t understand context, buildability, client politics, or regulatory nuance. Professional judgement remains critical. 2. It Can’t Own Responsibility Design accountability still sits with qualified professionals. AI can assist, but it cannot take liability for design decisions. 3. It Doesn’t Fix Poor Processes Firms with unclear workflows or inconsistent standards won’t magically improve by layering AI on top. Technology amplifies process — good or bad. The Skills Shift Happening in 2026 AI isn’t removing the need for Architects, Planners and Engineers — but it is changing the skill mix. Employers are increasingly valuing professionals who can: Work confidently with digital tools and evolving tech Interpret data and outputs critically Combine technical knowledge with communication and collaboration skills Adapt as tools and workflows continue to evolve In short, AI literacy is becoming a complementary skill , not a replacement for core technical expertise. What This Means for Employers For employers across Architecture, Planning and Engineering, AI presents both opportunity and risk. Firms that are benefiting most are: Investing in training, not just software Encouraging experimentation in low-risk environments Being realistic about what AI can and can’t do Using AI to support teams, not reduce them The narrative that AI will replace large portions of the workforce hasn’t matched what we’re seeing on the ground. Instead, it’s reshaping how work is done — and who adapts best. What This Means for Candidates For candidates, especially mid-level and senior professionals, the message is clear: You don’t need to be an AI specialist — but being comfortable working alongside AI-driven tools is quickly becoming an advantage. Demonstrating curiosity, adaptability, and digital confidence is increasingly valuable in the 2026 job market. So… Useful Tool or Overhyped? AI in the built environment is neither a miracle solution nor meaningless hype. It’s a powerful support tool — one that improves efficiency, expands analysis, and helps teams make better decisions — but only when guided by experienced professionals with strong judgement. The future of the industry isn’t AI vs humans. It’s AI with humans — and the firms and professionals who understand that balance will be the ones who thrive. FAQ: AI in Architecture, Engineering and Planning Is AI replacing Architects, Planners and Engineers? No. AI is being used as a support tool to improve efficiency and analysis, but professional judgement, design responsibility and client communication remain human-led. How is AI used in the built environment? AI is used in generative design, BIM coordination, energy modelling, environmental analysis, and automating repetitive documentation tasks. Do employers expect AI skills in 2026? Employers increasingly value digital confidence and adaptability. While deep AI expertise isn’t required for most roles, being comfortable with evolving design technology is a strong advantage. Is AI making projects faster? In many cases, yes — particularly in early-stage design exploration and data-heavy analysis. However, AI doesn’t remove the need for quality control, coordination, or decision-making. Should candidates be learning AI tools? Familiarity with emerging tools can strengthen a candidate’s profile, especially in Architecture, Planning and Engineering roles where digital workflows are evolving rapidly. Contact the Team Looking for a job? Get in touch with our guys to help you out. Nicholas Koop , Principal Recruitment Consultant, Engineering & Planning - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips! Vivid Recruitment - Your specialist partner in: Architecture & Interior Design Recruitment | Urban Design & Planning Recruitment | Mechanical Engineering Recruitment | Electrical Engineering Recruitment | Structural Engineering Recruitment | Civil Engineering Recruitment | Acoustic Engineering Recruitment | Hydraulic Engineering Recruitment | ESD / Sustainability Engineering Recruitment | Fire Engineering Recruitment

Flexible work is no longer a “nice to have” in the built environment — but in 2026, it’s also no longer a free-for-all. WFH (work from home) isn’t the same as flexible work, though the two are often lumped together. Understanding the difference is key for both candidates and employers: WFH (Work From Home): Refers specifically to working remotely, either part-time or full-time, away from the office. Flexible Work: Refers to how, when, and sometimes where work is done , regardless of location. Examples include: Flexible start and finish times Compressed hours or staggered lunch breaks Rotating office days or hybrid schedules Working at other national offices (for example, a Melbourne graduate working temporarily in the NZ office) Flexible work can exist without WFH , particularly in roles where in-office presence is critical for mentoring, project collaboration, and professional development — such as junior Architects or Engineers. In 2026, misalignment between WFH, flexible hours, and flexible locations is still one of the fastest ways to lose great talent. Flexible Work in 2026: More Than Just Location Over the past few years, flexibility has evolved beyond simply working from home. Candidates across Architecture , Planning and Engineering now expect: Clarity on WFH, flexible hours, and any location flexibility Autonomy and trust to manage their hours or workload Opportunities for professional development , even if working remotely or at a different office Employers , meanwhile, want: Collaboration and team cohesion Accountability and clear delivery Mentoring and skill development, particularly for junior staff Project continuity and client satisfaction The firms getting this right aren’t arguing extremes — they communicate expectations clearly and adapt arrangements based on role, seniority, project requirements, and sometimes location. Why Flexible Work Matters Without WFH Not every flexible arrangement requires working from home. In fact, for many junior roles: Being in-office supports mentoring, training, and skill development Real-time collaboration improves learning on complex projects Site visits and client interactions can’t always be done remotely Flexible arrangements can include working temporarily at another office to gain experience across projects or teams Flexibility, therefore, is more about when, how, and sometimes where work gets done — rather than simply WFH. Employers who adopt this mindset attract and retain talent while still supporting professional growth. The Firms Getting It Right Aren’t Arguing Extremes Successful employers in 2026: Clearly define when WFH is appropriate Offer flexible arrangements that suit both the role and the employee Include location flexibility where relevant Stick to what they promise Balance autonomy with mentoring, collaboration, and delivery Consistency and transparency — not maximum remote access — are the keys to success. Final Thoughts WFH and flexible work are related but distinct concepts. Understanding both and communicating them clearly are now among the most important aspects of attracting and retaining top talent in Architecture, Planning, and Engineering. So whether you’re hiring or considering your next move, the key question to ask is: What does flexible work actually look like in your world — with or without WFH? Frequently Asked Questions: WFH & Flexible Work in 2026 What’s the difference between WFH and flexible work? WFH refers specifically to working remotely. Flexible work refers to how, when, or where work is done — for example, staggered start times, compressed hours, working from another office, or flexible task management — regardless of whether it’s done at home or on-site. Can flexible work exist without WFH? Absolutely. Many Architecture and Engineering roles, especially for graduates, benefit from in-office collaboration. Flexible work might mean adjusting hours, rotating office days, or temporarily working at another national office while still requiring physical presence for learning, mentoring, and project collaboration. Why is location flexibility important? Location flexibility allows employees to work across different offices nationally or internationally, gain exposure to new projects, and broaden their experience. This is particularly useful in multi-office firms, where cross-office collaboration adds value to both employees and the organisation. How should employers balance WFH, flexible hours, and flexible locations? The most effective employers: Set clear expectations for each type of flexibility Tailor arrangements based on role, seniority, and project needs Communicate early and consistently Ensure junior staff still receive mentoring and on-site experience What do candidates look for in flexible work arrangements? Candidates want clarity, trust, and autonomy. They’re less concerned about whether they work from home every day and more concerned with how their work can fit into their life while still supporting career growth, including opportunities to work across offices. Can junior staff work from other offices or remotely? Yes, but often with structured arrangements. For example, a graduate might rotate between offices or spend some time WFH, but they’ll typically also spend dedicated time in-office to learn, collaborate, and gain project experience. Why is flexibility still a key factor in attracting talent in 2026? In a competitive market, flexibility remains one of the strongest drivers of attraction and retention. Candidates now see flexible work — including hours, WFH, and location flexibility — as a baseline expectation, not a perk. Employers who approach it thoughtfully are better positioned to secure high-quality, long-term hires.  What’s the biggest mistake companies make with WFH policies? The biggest mistake isn’t the policy itself — it’s inconsistency. Saying one thing during recruitment and delivering another once someone starts quickly erodes trust and damages employer brand . Contact the Team Looking for a job? Get in touch with our guys to help you out. Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips! Vivid Recruitment - Your specialist partner in: Architecture & Interior Design Recruitment | Urban Design & Planning Recruitment | Mechanical Engineering Recruitment | Electrical Engineering Recruitment | Structural Engineering Recruitment | Civil Engineering Recruitment | Acoustic Engineering Recruitment | Hydraulic Engineering Recruitment | ESD / Sustainability Engineering Recruitment | Fire Engineering Recruitment

Because interviews in 2026 should be a two-way conversation — not a one-sided interrogation.

Let’s get real for a second. If you’re on the job hunt, or even if you’re just casually browsing opportunities while pretending to work, your LinkedIn profile is probably getting more views than a cat video on a Friday afternoon.