More Than Money Salary Guide | Wellington Hiring Market Insights

Momentum is returning cautiously

Job activity is lifting but resourcing decisions remain conservative as organisations balance confidence with election-year uncertainty.

Election timing creates delivery risk

Public sector restructures have stalled hiring, raising the risk of capability gaps just as agencies need to ramp up execution ahead of November 2026.

Security is shaping the market

High application volumes persist, with candidates prioritising stability, fixed-term, and permanent roles as confidence slowly returns.

Market Overview

The Wellington market finished 2025 with some good momentum. Now we are getting into 2026 things are still moving with job ads up from previous quarters however there is still a conservative approach to resourcing. With the election date now set for early November 2026 we should see the current government investing to deliver on policy promises whilst also campaigning for another term. We are still seeing clients looking at different ways of building their project teams. Whilst the demand for contractors has increased from this time last year, we are seeing a focus on fixed term and permanent requirements supplemented with contractors. Candidates that have been career contractors are now pivoting more into fixed term and permanent roles dependent on the work, organisation, and of course, remuneration.

We’re also still seeing the lingering effects of restructuring and realignments in the public sector. These have stalled hiring in many government teams. Despite this, there are isolated pockets of growth, and business areas that are starting to pop up with new activity. The risk for the government is not having the capability when they want to flick the switch into delivery mode prior to the election with a lot of the capability within organisations having moved on.

Across the board, we are still seeing a large volume of applications for roles. People are feeling tired and unsettled, but also quietly hopeful. Job security remains to be front of mind, whilst we are seeing more positivity in the market there are still a lot of people out of work and doing it tough. Our focus is to give them as much feedback and support through these times as we can.

Current demand for our corporate services is primarily for permanent and fixed-term roles, with finance and specialist roles showing the strongest need for more talent.

Nik King-Turner

Talent Wellington Managing Director

Find your next exciting opportunity

This regional overview is updated quarterly. If you need the latest market insights to navigate the hiring landscape with confidence, talk to our recruitment experts.

Candidate needs

Support and guidance around CV and interview prep is a common theme. There are a lot of people looking for work that haven’t applied or interviewed for a new role in a long time and help to prepare
Communication, feedback, with regular updates on applications
Security around contract extensions is paramount
Flexibility around WFH
Those in work also need regular check ins to see how their new role is going. New transformation Programmes do move at pace so its good to be mindful of that early pressure esp if they are under resourced
A positive work culture

Business needs

Businesses are looking for market intel around rates both contract and permanent for varying skillsets. This is for upcoming projects that are in the pipeline
Reports on spend, tenure of contractor contracts
A close recruitment partner to give strategic advisor support
Workforce planning support to rebuild delivery capability ahead of election-driven demand, particularly where restructures have reduced internal capability
Stronger retention and engagement strategies, as increased candidate confidence later in the year may trigger attrition in teams already operating under pressure

The year ahead

From a recruitment perspective, we anticipate that, as market confidence builds, so too will candidates’ appetite for change. People who have been sitting tight in the name of job security may begin exploring new roles, which could result in high applicant volumes and simultaneously offer employers access to some exceptional talent. On the other side of this coin, it may also raise the issue of attrition for employers.

Overall, the second half of the year could bring more clarity, opportunity, and movement, especially if early signs of recovery continue to build. While uncertainty remains, there’s also momentum, and that’s something to watch.

Large IT transformation projects continue to drive the tech sector, and we are aware of some potential projects pending within the public services that would impact demand across both contract and permanent roles within Wellington this year.

Outside of tech, the corporate services market in Wellington is influenced heavily by public sector demand. Given the decrease in headcount, a number of roles have been merged into other teams, reducing demand in some areas. Resignations were not always replaced; however, as restructures settle, we anticipate replacement hiring to increase.

Our recommendations

Invest in AI literacy now: Your board and exec team need to understand the potential AI applications in your business, the data/security threats and lead a change programme for both.
Clarify your EVP: Don’t wait for a candidate short market – this will flip very fast.
Review sourcing strategy: If you’re relying on job ads, you’re already behind. 82% of Talent’s placements are from market mapping and proactive search. We also continue to hear of hiring managers who are overwhelmed with processing applicants and strongly believe their time is better used.
Rebuild diverse talent pipelines: If you’re serious about increasing Māori and Pasifika representation, you need a structured, multi-year plan. That includes who you work with.
Look after your teams: If you have recruited teams of permanent, Fixed Term and contract resource, clients need to make sure they support and communicate with them. They will become a flight risk with more opportunities in the market if they are not supported.

Wellington

Talent Insights

Tech Talent

13k technology professionals with an average tenure of 2.1 years

(source: LinkedIn Talent Insights)

Gender Identity

% Female

% Male

*This information has been retrieved from sources with gender binary data. We acknowledge those who do not fit within this framework and understand there are more gender identities beyond the binary.

(source: LinkedIn Talent Insights)

Top Employers

Datacom
Bank of New Zealand
Ministry of Social Development
Victoria University of Wellington
Ministry of Business
Innovation and Employment

(source: LinkedIn Talent Insights)

Top Skills

ITIL Implementation
Microsoft Power Apps
Azure SQL
Network Hardware
Data Architecture

Living in

Wellington

NZ

Wellington offers the best of both worlds: capital-city opportunity with a small-city feel. With the CBD hugged by harbour and hills, you’re never far from the coast, a walking trail, or a great café.

The city has long been a hub for public sector leadership, digital services, and creative industries, shaping a workforce that’s adaptable, collaborative, and highly skilled. Candidates here often prioritise meaningful work, balance, and employers who invest in long-term capability.

For those seeking lifestyle, connection, and impact, Wellington delivers.