When it comes to hiring in today’s market, smart consultancies and design practices aren’t just looking for the best people in town — they’re looking for the best people, full stop. With major infrastructure, architecture, and engineering projects ramping up across Queensland ahead of the 2032 Olympics, consultancies are feeling the heat. There’s more work than ever, but skilled professionals remain in short supply. So what are the savvy operators doing? They’re widening the net. An Observation from Nick “I spoke with a consulting client last week who’s looking for an intermediate engineer,” says Nick Koop , Director at Vivid Recruitment . “They’re working on exciting projects, have a solid team, and on the face of it, it should be an easy sell to candidates. They’ve interviewed six people — none from Brisbane. That really shocked me. The workload across Queensland is only going to go one way over the next 12 months, and if companies are already struggling to find local talent now, I shudder to think what it will be like next year and beyond.” Nick’s observation highlights a growing reality — as Queensland’s construction, design, and infrastructure pipelines surge, the local talent pool simply can’t keep up. The New Normal: Location Optional Remote collaboration isn’t just a pandemic trend — it’s now standard practice across the architecture, design, engineering, and planning industries. Whether it’s an architect working from Melbourne for a Brisbane studio, or a structural engineer based in Adelaide consulting on Queensland’s health and education projects, the postcode on someone’s email signature matters far less than it used to. Consultancies that have embraced this shift are discovering a major advantage: access to a deeper, more diverse talent pool — and faster, smarter hiring outcomes. The Queensland Effect It’s no secret that Queensland is booming . From Olympic venues and transport upgrades to large-scale urban renewal and multi-residential projects, the pipeline of work is massive. But with that growth comes pressure — particularly on local design, planning, and engineering teams. The most forward-thinking consultancies aren’t waiting for the perfect local candidate to appear. They’re actively recruiting from interstate (and occasionally overseas), focusing on cultural fit, project alignment, and long-term capability rather than postcode. So, How Are We Expecting Things to Unfold? As we edge closer to 2026 and beyond, competition for top talent in Queensland — and across Australia — will only intensify. We’re already seeing: More firms hiring interstate , particularly from Victoria, New South Wales, and South Australia. Flexible hybrid arrangements becoming the standard for many architecture and engineering consultancies. Greater emphasis on retention , culture, and leadership development as practices focus on keeping the exceptional talent they’ve already secured. What This Means for Employers If you’re still restricting your recruitment search to your own postcode, you could be missing out on exceptional talent. With the right systems, communication, and flexibility in place, distance doesn’t have to be a barrier — and widening your search could be the key to building a future-ready team. At Vivid Recruitment , we’re helping architecture, design, engineering, and planning practices across Australia tap into the best talent — whether they’re around the corner or across state lines. Final Word from Lee Stevens “As recruiters who are on the ground every day talking with candidates and clients, we’re seeing this shift firsthand,” says Lee Stevens , Director and Principal Recruitment Consultant at Vivid Recruitment . “Practices that are open to interstate or flexible arrangements are the ones securing the best people — especially in this competitive environment. It’s not just about finding talent anymore — it’s about being smart, adaptable, and ready for where the industry’s heading.”  Because when the work’s booming and the competition’s fierce, thinking outside the postcode might just be your smartest business move yet. Contact the Team Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture, Design, Planning - 📲 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

Hint: It’s Not Just What You Know.

In today’s competitive market, attracting and keeping great talent in Architecture, Interior Design, Planning, and Engineering has become a serious challenge. When job ads start to blur together and counteroffers are flying, what really makes a professional choose your business over another? The answer often lies in two key areas: your Employer Brand and your Employee Value Proposition (EVP) . What is Employer Branding? From an HR perspective, your Employer Brand is your reputation as a workplace. It’s the way your current employees, potential hires, and even competitors perceive your business. Think of it as your internal identity made visible to the world — what you stand for, how you treat your people, and why someone would want to work for you. A strong Employer Brand doesn’t just help you attract talent. It also improves retention, engagement, and even productivity. When employees genuinely believe in your purpose and culture, they’re far more likely to stay and grow with you. What is an EVP, and Why Does It Matter? Your EVP ( Employee Value Proposition ) is the unique mix of benefits, culture, and career experiences that employees receive in return for their skills and contribution. It’s the promise you make to your people — and how you deliver on it every day. It’s not just about salary or perks. A well-defined EVP reflects what’s authentic to your business and resonates with the kind of people you want to attract. In a market like Architecture, Design, Planning, and Engineering, where talent is often driven by creativity, innovation, and purpose, a strong EVP can be the deciding factor between a “maybe” and a “yes”. What We’re Hearing from Candidates At Vivid Recruitment, we’re on the ground every day, speaking with candidates across Australia. That means we know what’s actually driving career moves — not just what’s written in HR reports. Aside from salary, the top reasons candidates tell us they’re open to new opportunities include: Company culture — genuine, supportive environments where collaboration and respect are part of the day-to-day. Career development — opportunities for professional growth, mentorship, and progression. Flexibility — not just remote work, but trust around hours outside of the core 9.30am–4pm window. Ambition and project diversity — access to challenging, complex, and innovative projects. Work-from-home options — even one or two days a week makes a big difference. Leadership development — clear guidance, feedback, and learning opportunities. Stability — especially important in a market that’s still balancing uncertainty and opportunity. Building an EVP That Works — Big and Small The key to a strong EVP is authenticity. It should reflect who you really are, not who you think candidates want you to be. Here’s how different types of businesses can bring it to life: For Tier 1 firms: Structured leadership programs and mentorship pathways. Defined career progression frameworks. Opportunities to work on landmark or complex national projects. International mobility or inter-office collaboration. Comprehensive wellbeing and professional development budgets. For small or boutique studios: A close-knit, collaborative culture where every voice is heard. Flexibility around working hours and hybrid arrangements. Exposure to diverse project stages and direct client contact. Creative autonomy and space to innovate. Recognition, visibility, and direct access to leadership. In short, Tier 1s may offer structure, while smaller practices often win on culture and flexibility. Both can attract top talent when their EVP feels genuine and clearly communicated. The Bottom Line In a market where talented professionals can afford to be selective, a strong Employer Brand and clear EVP aren’t just “nice to have” — they’re essential. They tell your story, showcase your culture, and prove why someone should build their future with you. And when those messages align with what candidates actually value, that’s when the magic happens. At Vivid Recruitment, we spend our days talking to the people you want to hire. We know what’s resonating, what’s changing, and what truly sets an employer apart. If you’d like help defining or communicating your EVP to attract the right talent, we’d love to chat. Contact the Team Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture, Design, Planning - 📲 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

Australia’s built environment and design sectors continue to evolve in 2025, offering opportunities for professionals across architecture jobs in Australia, planning careers, interior design roles, and engineering jobs. At Vivid Recruitment , we’ve analysed the latest trends to help both candidates and employers navigate this dynamic market. Whether you’re searching for architecture recruitment Australia or exploring engineering recruitment opportunities, understanding these sector trends is essential for career planning and talent acquisition. Construction and Infrastructure Trends The Australian construction industry is expected to maintain steady growth in 2025. Government infrastructure projects, including roads, rail, and renewable energy facilities, are creating demand for skilled professionals. For those seeking civil engineering careers or project management roles , regional areas are particularly active, thanks to accelerated infrastructure development outside major cities. While rising material costs and supply chain delays remain a challenge, the demand for experienced professionals remains strong. Architecture and Design Opportunities Architectural firms are adjusting to shorter project pipelines, often forecasting work just 2–4 months ahead . There is an increasing emphasis on sustainable architecture and modular design solutions , driven by client preferences and regulatory requirements. Specialists in Building Information Modelling (BIM) , sustainability, and modular projects are highly sought after. Firms are also embracing technology to improve workflow efficiency and collaboration, making this an exciting time for professionals pursuing architecture jobs in Australia . Planning and Urban Development Urban planners are seeing strong demand, particularly in metropolitan areas experiencing rapid growth. Projects focusing on zoning, land use, environmental planning, and smart city initiatives are creating opportunities for professionals in planning careers Australia-wide . Those with expertise in policy development, urban renewal, and sustainable planning are in high demand as local and state governments invest in infrastructure and livable communities. Interior Design Trends The interior design sector is experiencing a resurgence, with increasing demand for interior design jobs in commercial, hospitality, and wellness-focused projects. Designers are integrating flexible, sustainable, and biophilic design solutions in response to evolving workplace and lifestyle trends. Candidates with experience in commercial fit-outs, hospitality interiors, and sustainable design are particularly sought after across Australia’s major cities. Engineering Recruitment Insights Engineering roles remain in high demand, especially in civil , structural , environmental , and renewable energy engineering jobs . The push for infrastructure, sustainability, and smart city solutions is driving this growth. Engineers with skills in project delivery, design engineering, and digital modelling are highly sought after, offering strong opportunities for those pursuing engineering careers in Australia. Job Market Overview – September 2025 Unemployment Rate: Australia’s unemployment remains stable at 4.2%, highlighting a balanced labour market. Job Postings: SEEK reports indicate an increase in job advertisements across architecture, planning, interior design, and engineering roles, reflecting optimism within the sector. Sector Trends: While the banking and finance sector is adjusting to digital-first strategies, demand for professionals in construction, design, and technology remains strong. Global Perspective Comparing Australia to other markets: United States: Unemployment is 4.3%, with moderate job growth offset by layoffs. Eurozone: Business activity is at a 16-month high, but employment is stagnant. United Kingdom: Inflation averages 3.5%, impacting workforce stability. This highlights Australia’s relative stability, offering a strong environment for professionals seeking architecture, interior design , planning and engineering jobs . Looking Ahead The Australian built environment job market remains resilient. Whether you’re seeking architecture jobs in Australia , looking for top engineering talent , or exploring planning and interior design careers , staying informed about market trends is key. At Vivid Recruitment , we specialise in connecting professionals with the right opportunities across architecture, planning, interior design, and engineering sectors. Our team helps both employers and candidates navigate this evolving market efficiently. Contact the Team Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture, Design, Planning - 📲 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!

In today’s highly competitive job market, attracting and retaining top talent is no easy task. Organisations across engineering , architecture , interior design , and urban and town planning are seeking innovative methods to secure the best candidates. One increasingly effective approach is retained recruitment —a model that fosters stronger partnerships, delivers better outcomes, and elevates the candidate experience. At Vivid Recruitment , we specialise in retained recruitment for architecture and interior design , engineering and planning roles across Australia. By combining deep industry knowledge with a tailored, consultative approach, we help clients and candidates achieve long-term success. What is Retained Recruitment? Retained recruitment is a premium hiring service where a client engages a recruitment agency exclusively to fill a role, paying an upfront fee for a dedicated search. Unlike contingent recruitment—where multiple agencies compete and only get paid when a candidate is placed—retained recruitment ensures total focus, commitment, and strategic alignment. With Vivid Recruitment, retained recruitment means: A dedicated recruitment partner with expertise in engineering, architecture, interior design, and planning. A bespoke hiring strategy aligned with your business goals. End-to-end support , from market insights to placement. Benefits for Clients Dedicated Focus and Expertise When partnering with Vivid Recruitment on a retained basis, clients gain access to specialist recruiters who understand the nuances of the architecture, engineering, design, and planning industries. Our team knows the skills, qualifications, and cultural fit required for each role—delivering results faster and more effectively. Quality Over Quantity We prioritise quality candidates over sheer volume. Each professional is thoroughly vetted, ensuring clients only meet the best possible matches. This reduces the risk of bad hires and streamlines the recruitment process. Comprehensive Market Insights Vivid Recruitment equips clients with up-to-date market intelligence, including salary benchmarks, competitor activity, and hiring trends. These insights empower businesses to make informed decisions and remain competitive in attracting top-tier talent. Enhanced Candidate Experience Candidates engaged through retained recruitment enjoy a seamless, professional process with clear communication and feedback. This reflects positively on your employer brand and positions your organisation as an employer of choice. Long-Term Partnerships Working with Vivid Recruitment on a retained basis builds long-lasting trust. We take the time to understand your culture, values, and growth trajectory—making each hire more aligned with your business vision. Benefits for Candidates Candidates benefit just as much from retained recruitment: Clear and consistent communication from our dedicated consultants. Access to exclusive opportunities , including roles not publicly advertised. Personalised career guidance , from CV optimisation to interview preparation. A perception of working with employers who are committed to finding the right fit—not just filling a role. By partnering with Vivid Recruitment, candidates gain a trusted advocate who champions their career journey across the engineering , architecture , design , and planning sectors . Benefits for Recruiters For recruiters at Vivid Recruitment, retained recruitment provides the foundation for stronger, more impactful partnerships: Stability and focus through an upfront fee structure. Higher job satisfaction , as we invest in quality candidate searches. Deeper client relationships , positioning us as trusted advisors. Enhanced reputation as industry specialists in retained recruitment. Why Choose Vivid Recruitment for Retained Recruitment? As experts in engineering, architecture, interior design, and town planning recruitment, we understand the skills shortage challenges facing these industries. Our retained recruitment service provides the strategic edge organisations need to secure high-calibre professionals. Whether you’re a global consultancy, design studio, or local council , Vivid Recruitment has the expertise and network to connect you with the right talent—quickly, effectively, and with a personalised touch. Conclusion Retained recruitment is more than a hiring strategy—it’s a long-term investment in your organisation’s success. By partnering with Vivid Recruitment, you gain access to industry specialists, exclusive candidate networks, and market-leading insights across architecture, engineering, interior design, and planning . In a market where talent is the ultimate differentiator, retained recruitment ensures you attract the best professionals while elevating the candidate experience and strengthening your employer brand. Ready to secure your next key hire with confidence? Contact Vivid Recruitment today to discuss how retained recruitment can transform your hiring strategy. Contact the Team Looking for a new hire? Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture, Design, Planning - 📲 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!

At Vivid Recruitment , we understand the vital role engineers play in shaping safe, sustainable, and liveable communities. While we’re known for our work in architecture and design recruitment, we also partner with local governments across Australia and New Zealand to deliver top engineering talent. From traffic and transport specialists to technical services managers , we know how to connect councils with the professionals who keep our cities, towns, and regions running smoothly. Why Engineering Roles Are Critical in Local Government Local Government engineering teams sit at the heart of community development. They are responsible for delivering and maintaining the infrastructure that underpins everyday life, including: Roads, bridges, and transport networks Drainage, water, and stormwater management Traffic and transport planning Asset management and capital works delivery Parks, recreation, and public facilities Environmental and sustainability initiatives Whether it’s easing congestion with smarter traffic solutions, upgrading public facilities, or managing multimillion-dollar infrastructure projects, councils need highly skilled engineers who can balance technical expertise with community-focused outcomes . Our Expertise in Local Government Engineering Recruitment Recruiting for engineering roles in councils is different to private sector hiring. Councils often face strict compliance requirements, unique grading structures, and a need for cultural alignment within a community-focused workforce. At Vivid Recruitment , we specialise in navigating these challenges. Our consultants bring both industry knowledge and public sector recruitment expertise to ensure councils find the right technical professionals – quickly and effectively. We recruit across a wide range of Local Government engineering positions , including: Traffic Engineers Civil Engineers Design Engineers Asset & Project Engineers Manager – Technical & Projects Infrastructure & Capital Works Managers Environmental & Sustainability Engineers Whether you need a permanent hire , a fixed-term project lead , or an interim specialist , we can connect you with the right engineering professionals across metro, regional, and remote councils in Australia and New Zealand. Why Councils Choose Vivid Recruitment Sector expertise – We understand the unique requirements of Local Government engineering recruitment. National reach – Our network spans Australia and New Zealand, giving you access to talent across urban centres and regional communities. Tailored solutions – From urgent contract roles to senior leadership appointments, we adapt to your needs. Candidate support – We help candidates navigate government application processes, selection criteria, and interview preparation. Focus on impact – We know that every engineering hire contributes directly to the safety, liveability, and future of your community. Current Opportunities Right now, we’re recruiting for key Local Government roles , including: Manager – Technical & Projects Traffic Engineer If you’re looking for your next career move in council engineering, or you’re a Local Government authority needing to fill a crucial role, we’d love to partner with you. Let’s Build Stronger Communities Together Local Government engineers don’t just design infrastructure – they shape the places where people live, work, and play. At Vivid Recruitment, we’re proud to support councils in building better, more sustainable communities through the power of people. Contact Nick Want to discuss your next engineering hire? Contact us today, give Nick Koop a buzz or drop him a line via: 📲 0426 180 254 📧 nick@vividrecruitment.com.au You can also connect with Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips! Local Government Engineering Recruitment | Local Government Engineer Jobs | Engineering Recruitment for Councils | Council Engineering Careers | Traffic Engineer Local Government | Manager Technical & Projects Recruitment | Civil Engineer Council Jobs | Local Government Infrastructure Recruitment | Public Sector Engineering Jobs | Council Recruitment Australia | Local Government Jobs NZ | Engineering Jobs in Local Government

If you ask an engineer where it all began, there’s a fair chance their story involves a mountain of brightly coloured bricks, a living room floor, and a wild ambition to build the tallest tower ever (only to watch it collapse spectacularly). That’s the magic of Lego — and why engineers never really grow out of it. Because whether you’re designing bridges, stress-testing materials, or creating complex systems, Lego captures the very heart of engineering : construct, deconstruct, problem-solve, repeat. 1. Design & Planning: From Instructions to Innovation Remember those little instruction booklets that came with Lego sets? Neat diagrams, clear steps, and a promised outcome at the end. They’re not unlike engineering drawings and CAD plans — except in real life, things don’t always fit together as neatly as the manual suggests. Engineers know that a design is just the beginning. The real challenge (and fun) lies in adapting when pieces don’t behave as expected. 2. Trial, Error, Collapse… and Try Again Every engineer has lived through the heartbreak of a Lego tower toppling over. But that’s the best lesson of all: failure isn’t the end, it’s part of the process. Just like prototyping or stress-testing a material, Lego teaches persistence. Collapse? Rebuild. Wrong piece? Swap it. Over-engineered monstrosity? Strip it back. The cycle of iteration is as essential in Lego as it is in engineering projects worth millions. 3. Creativity Without Limits A Lego kit might come with instructions, but true engineers know the fun really begins when you throw the manual away. That’s when a pirate ship becomes a space station, and a car becomes an aircraft (with questionable aerodynamics). Engineering thrives on the same principle: innovation comes from bending the rules, trying new combinations, and pushing boundaries. 4. Collaboration Builds Better No great Lego city is built by one person alone — unless you’ve got a lot of spare weekends and a very forgiving partner. Engineering, like Lego, is about collaboration. Structures stand taller and systems run smoother when ideas, skills, and perspectives are shared. It’s not just about having bricks — it’s about how you bring them together. 5. Scaling Up: From Coffee Table to Skyline Sure, that Lego bridge on your desk won’t carry a truckload of concrete, but the same principles apply. From load distribution and weight tolerance to structural integrity, engineers use the very same thinking that Lego once trained into their childhood brains. It’s a reminder that small beginnings can scale into monumental outcomes. The Recruitment Connection: Finding the Missing Piece Whether you’re building Lego or leading an engineering project, success depends on having the right pieces in the right place. At Vivid Recruitment , we like to think of ourselves as the connector between those scattered bricks and the masterpiece you’re trying to build. We help engineering firms find the missing parts of their team — from graduate engineers to senior leaders — so that projects aren’t just built, but built brilliantly. Because even the most creative design falls flat if you’re missing that one crucial brick. Final Thought Lego isn’t just a toy. It’s the perfect metaphor for what engineers do every day: imagine, design, test, fail, rebuild, and ultimately, create something extraordinary. So next time you find yourself with a pile of Lego bricks, don’t dismiss it as child’s play. It’s engineering in its purest, most joyful form. Contact the Team 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!

Starting a new job is exciting – and let’s be honest, a little terrifying. For your new hire, those first few days are when they’re deciding if they’ve made the right move. Unfortunately, we’ve seen too many brilliant candidates join a business, only to spend their first week lost, lonely, or wondering if they’ve signed up for the wrong gig. Sometimes the manager’s on holiday. Sometimes IT hasn’t set up their logins. Sometimes no one even knows they’re starting that day. Whatever the reason, it’s not exactly the warm welcome they were hoping for. Here’s the thing: in today’s market, great candidates are in high demand across Architecture and Interior Design Jobs , Engineering Jobs , and Urban and Town Planning Jobs . With competition heating up, the way you welcome your new hire can be the difference between keeping them and losing them before they’ve even unpacked their coffee mug. Remember: probation isn’t just for employers. It’s also a “get out of jail free” card for candidates. If they’re not feeling the love, they can just as easily walk away. And in a candidate-short market, that’s a risk you don’t want to take. The good news? Creating a great first impression doesn’t require a red carpet or a champagne tower. It’s about being organised, being human, and showing your new hire they matter. Here are three simple ways to get it right: 1. The human touch counts A quick team lunch, coffee run, or even a walk to grab a sandwich helps break the ice. It shows your new starter they’re not just filling a seat – they’re joining a team. 2. Onboarding: more than HR videos Have a clear first-week plan. Training, inductions, introductions – whatever’s relevant, make sure it’s scheduled and communicated. If your new hire spends the whole week watching compliance videos and refreshing LinkedIn , you’ve missed the mark. 3. Communication is everything Let the team know who’s starting, what their role is, and when they’re arriving. Better yet, ensure that people are present to welcome them, answer questions, and help them feel part of the group from the start. Why this matters When you invest in making new hires feel welcome, you’re not just ticking boxes. You’re showing candidates that they’ve joined a business that values its people – and that goes a long way in industries like Engineering Recruitment , Architecture and Interior Design Recruitment , and Urban and Town Planning Recruitment . At Vivid Recruitment, we know a great candidate experience doesn’t end when the contract is signed. A thoughtful first week can boost retention, improve engagement, and set the tone for a strong working relationship – and that’s what keeps the best talent around. The Vivid 3-Step First Week Fix ✅ Here's our handy checklist to ensure your new hires feel welcome from day one. ✔️ Plan a proper welcome – Coffee, lunch, or something simple to break the ice. ✔️ Map out onboarding – Clear schedule, not just HR videos. ✔️ Communicate with the team – Make sure everyone knows who’s starting and when. It’s not rocket science, but it makes all the difference.

Salary reviews. Two little words that can spark excitement, dread, or even a cold sweat depending on where you’re sitting. Some professionals in Architecture and Engineering may have already had their 2025 salary review, while others are still waiting for that conversation to roll around. But here’s the reality: talking about money isn’t always easy. Asking for more can feel uncomfortable. And sometimes, even if you’ve done everything right, a salary increase simply isn’t on the table. So, how do you navigate this tricky territory without damaging your relationship with your employer - or worse, feeling undervalued? Let’s break it down. 1. Preparing for the Salary Conversation Like most things in this industry, preparation is key. Walking into a salary review armed with evidence will help shift the conversation from “I want” to “Here’s why I deserve.” Document your contributions: Keep track of the projects you’ve delivered, the clients you’ve kept happy, the responsibilities you’ve stepped up to, and the results you’ve achieved. In Architecture and Engineering, tangible project outcomes matter. Know your market value: Salary benchmarking is critical. Tools like Vivid Recruitment’s 2025 Salary Guide can help you understand what others in similar roles are earning across Architecture & Design , Engineering and Planning . Be realistic: Align your expectations with your level of experience, seniority, and the current market conditions. 2. Timing is Everything Not all moments are created equal when it comes to negotiating salary. Performance reviews or post-project milestones are perfect opportunities to raise the discussion - your achievements are fresh in mind. Avoid downturns: If your firm is navigating budget cuts, redundancies, or economic uncertainty, consider delaying your request. 3. Handling the “No” Sometimes the answer won’t be what you hoped for. That doesn’t have to be the end of the conversation. Ask for feedback: Find out what areas you need to develop to be considered for a raise in the future. Set a timeline: Agree on when the conversation can be revisited. And here’s the important bit - if a pay rise isn’t possible, you can still negotiate other forms of value. What else can you ask for? Work–Life Balance Perks Reduced hours for the same pay (e.g. a 9-day fortnight). Extra annual leave (or the ability to purchase additional leave). Flexible hours or hybrid work-from-home arrangements. Career Development & Growth Paid training and certifications. Conference attendance (local or international). Mentorship or leadership opportunities. A clear career progression pathway with timelines and targets. Financial & Lifestyle Benefits Performance-based bonus schemes. Increased super contributions. Professional membership fees covered ( AIA , Engineers Australia , etc.). Health and wellbeing perks (gym membership, EAP programs, wellness allowance). Technology allowance (home office setup, phone, laptop). Recognition & Role Adjustments A title change or promotion to reflect your responsibilities. More autonomy on projects or leadership opportunities. Secondments or transfers to other offices (where available). Sometimes these benefits can add far more to your lifestyle and long-term career than a modest salary bump. At the end of the day, if you consistently feel undervalued and under-rewarded, the likelihood is you’ll start looking elsewhere—and employers should be mindful of that. 4. Salary Negotiation Tips for Success When you’re in the room, confidence and professionalism go a long way. Do: Stay calm, constructive, and focused on your value. Be open to alternatives (benefits, training, flexibility). Express gratitude for the discussion, regardless of the outcome. Don’t: Make ultimatums (“Give me X or I walk”). Compare yourself directly to colleagues. Let emotions take over—stick to facts. 5. Retention Beyond the Paycheck For employers , the salary conversation is just one piece of the puzzle. Retaining top Architecture and Engineering talent requires more than pay rises. Culture, recognition, growth opportunities, and genuine flexibility are what make professionals feel valued in the long run. An engaged, supported team will deliver far more than a few extra dollars on a payslip ever could. Final Word Salary reviews can be nerve-wracking, but they don’t need to be a battlefield. Preparation, timing, and confidence are your best allies. If the pay rise doesn’t come, there are still plenty of ways to ensure you feel valued and supported. And if you don’t? Well, that’s often the clearest sign it’s time to explore new opportunities. At Vivid Recruitment, we’re here to help candidates navigate their careers with clarity—and to help employers retain and attract the best talent in Architecture and Engineering. Need advice on preparing for your next salary review or want insight into current market salaries? Get in touch with Lee or Nick for a confidential chat. Contact the Team 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!