Blogs & Articles

The MSP Talent Shift in Australia and New Zealand - Here’s How It Now Impacts Who Wins The Business! The MSP talent market across Australia and New Zealand has evolved. Not dramatically on the surface - but meaningfully beneath it. What was once a fast-moving, salary-driven market has become more measured, more selective, and more experience-led. Importantly, this shift is not limited to hiring. The same factors influencing how professionals choose employers are now influencing how clients choose MSP partners. The organisations recognising this overlap are the ones gaining a competitive advantage - both in attracting talent and securing new business. Salary - Stabilisation has shifted the value conversation Salary growth has stabilised following the post-COVID surge, with most increases now sitting around 5% rather than the aggressive jumps seen previously. For MSPs operating within 20–30% margins, competing purely on salary has always been challenging. This has led to a broader shift in how value is defined. Clients are now applying similar thinking. While cost remains important, it is no longer the sole driver. Increasingly, organisations are prioritising providers who can demonstrate measurable outcomes, reliability, and long-term value. The conversation has moved from price to impact. Work From Home - Flexibility as a reflection of maturity Hybrid work is now firmly established and, for many professionals, expected rather than optional. While MSP environments often require a degree of onsite presence, the expectation for flexibility remains strong. This has broader implications. Flexible, well-structured internal environments tend to produce more responsive, adaptable and engaged teams. In turn, this translates into a more consistent and client-focused service experience. Operational flexibility internally often signals service flexibility externally. Workload & Burnout - A signal of operational maturity Workload remains a critical factor, with on-call fatigue, ticket volume and 24/7 expectations continuing to shape perceptions of MSP environments. Professionals are increasingly assessing escalation paths, documentation standards and overall operational structure before making decisions. Clients are doing the same. They are evaluating whether an MSP operates with clarity and structure or relies on reactive processes. Consistency, predictability and reliability are now key decision drivers. Internal pressure points often manifest externally as service inconsistency. Culture & Leadership - From internal priority to commercial advantage Leadership has become one of the strongest drivers of retention, engagement and performance. Teams are evaluating leadership quality, communication, and the presence of clear progression pathways. From a client perspective, these same attributes translate into trust. Clear leadership, structured communication and accountable delivery provide confidence. In a competitive market, this confidence often becomes a deciding factor in awarding work. Skills Shift - From reactive support to measurable impact There is a continued shift towards professionals who contribute beyond reactive support, with increasing demand for cloud, security, automation and AI capabilities. This reflects a broader change in client expectations. Organisations are no longer seeking providers who simply resolve issues. They are looking for partners who can proactively improve environments, reduce risk and support future growth. MSPs that align their capability and messaging with these outcomes are better positioned to differentiate and win higher-value work. Training & Development - A retention lever and a commercial signal Training has moved from a benefit to a strategic differentiator, particularly when supported by dedicated time and structured development pathways. This has a direct commercial impact. Well-developed teams are more confident, more capable in client interactions, and more effective in delivering solutions. This enhances both service quality and client trust. Investment in people is increasingly visible to clients - and influences their perception of capability. Documentation, Tooling & Structure - Reducing perceived risk Documentation and tooling are no longer purely internal considerations. They are indicators of how effectively an organisation operates. Strong documentation, automation and structured processes reduce reliance on individuals and create consistency. From a client perspective, this reduces risk. In a market where organisations are more cautious in decision-making, MSPs that demonstrate structure and maturity are more likely to be selected over those competing primarily on price. The bigger picture Salaries have stabilised. Flexibility is expected. Workload tolerance is lower. Culture and leadership carry greater weight. Development is essential. And movement in the market is more selective and deliberate. The key insight is this: The factors that attract and retain talent are increasingly the same factors that attract and retain clients. What this means for MSP sales and marketing This shift is changing how MSPs need to position themselves in the market. Lead with outcomes, not features - Talk about risk reduction, uptime improvement, security posture and business continuity, not just tools and SLAs Show your structure - Demonstrate how you operate: escalation paths, documentation standards, proactive processes and governance Make your team visible - Highlight expertise, certifications, development pathways and how your people engage with clients Prove consistency - Use case studies, client stories and real examples that show reliability over time, not just one-off wins Align marketing with reality - The internal experience you create for your team should match the external experience you promise clients  Final thought The MSP market is no longer defined by speed or urgency. It is defined by experience, structure and trust. The organisations that will perform best in this environment are not those that offer the most, but those that operate with clarity, develop their teams consistently, and deliver a reliable, high-quality experience. In this market, capability opens the door - but credibility and consistency are what ultimately secure the work.

Because money isn’t why your top talent leaves..

A practical, no-fluff guide to building career leverage in a competitive market..

Yes the IT market is “on fire” at the moment and it’s very much a candidate’s market - which is great! However - that doesn’t mean that you can drop the ball on how you interact with your recruiters and hiring managers. If you conduct yourself with honour, integrity, professionalism and always strive to go that “extra mile” you will build a CAREER rather than just secure your next role. So what do recruiters and hiring managers really look for in their search for their next hire? Yes of course skills and experience are very important but sometimes “who” you are can trump a competitor that may be a little more qualified “on paper”.. Common traits displayed by the exceptional: You are always prepared and on-time (if not early) You listen more than they speak - and when you speak you articulate your story with pinpoint accuracy You ask loads of intelligent questions You emanate enthusiasm You exude confidence, self-awareness and humility You are open minded You are positive, patient and easy going - never abrasive You usually have a strong idea of where and what they want to be You take training and self-development very seriously and are always looking for ways to develop further You don't tend to move from job to job every 6 months but have very compelling reasons for it if they did They have sound drivers for wanting to explore new career options If asked to provide further information you do so extensively and promptly You are always accountable for your actions and undertake self-analysis and self-critique every step of the way.. There you have it - like everything - it's all in the nuance.. HAPPY HUNTNG!

The success of your recruitment/hiring process relies on many factors performed well right from the get go. Otherwise you may be surprised at the result.. Here are 12 strategies to keep in mind.. Take time at the beginning of the interview to build strong rapport. Always take the friendly approach. Use humour and creativity. Try to find common ground (you will definitely need it later on) Ask insightful (prepared) questions that challenge and allow the candidate to answer in terms of you, your organisation and the role. Intelligent questioning is probably THE most valuable tool for creating rapport and credibility Give them a very strong sense of the culture and management style. Offer details and examples. Share documentation that outlines your Employee Value Proposition (or EVP) Paint an extensive picture of the role and daily responsibilities - they need to envision and "feel" what it would be like in the role day to day Give them a clear outline of what you see as the progression path including training and development - candidates love training even more than $$! Sell the BENEFITS (not features) of the role and organisation Outline the package/rates on offer in detail ie. base, super, car, parking, technology, training, bonus, gym, health insurance...(either to your recruiter or directly if all parties are comfortable with this) Explain the "standard" working hours and any shift work (and how they will be compensated for overtime) Outline the scope for any WFH (work from home) opportunity Take them on a tour of the premises.. Allow them to meet at least a few of the team members - coffee or lunch is great! Maintain a strong sense of positive MOMENTUM - give very prompt and detailed feedback. There is no bigger killer to the enthusiasm of a candidate than a long delay in the interview process - even no message sends a very clear message! 👉 BENEFITS: Shorter recruitment cycles, increased productivity and morale, more time for business, more loyal customers, more coffee and muffins.. REMEMBER: A candidate's decision to "buy" (or in this case "accept") is formed in the heart first and then justified by the mind. It's an EMOTIONAL decision and we have to understand this! 👉 Great - they have accepted - now you just need to keep them..