Tech Recruitment

Expertise

Enterprise IT Resources is a specialist Technology, Digital, Project and Business Transformation recruitment agency. With offices in Sydney, Melbourne and Canberra, we provide permanent and contract recruitment services throughout the East Coast of Australia.

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Our Business 

​Our reputation as Australia’s Technology, Digital, Project and Business Transformation recruitment specialists is one that’s been built on partnerships, developed with both employers and industry professionals over many years. Guided by integrity and trust, we believe in offering an unparalleled recruitment experience as your Tech recruiter of choice. 
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Each of our Tech recruitment specialists are experts in their field. For employers, this means providing you with access to the quality people you need, when you need them (either contract or permanent). For candidates, our priority is your career and connecting you with Australia’s best Tech jobs.
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In such a dynamic Tech landscape, you can count on our personalised approach to keep you ahead of the curve. So, whether you’re an employer or a Tech professional, speak to the team now for all your Tech, Digital and Business Transformation recruitment needs.

Our Services

Permanent Recruitment

One of the greatest challenges facing employers today is securing quality talent to fill permanent openings. With the demand for suitable candidates exceedingly high and the growing skills shortages only hindering the growth of many businesses, finding the right person is often a full-time job in itself! If you’re looking for perm tech talent to take your business forward, we can help!

Contract Recruitment

Often, businesses are met with the demand for Technology professionals with little or no warning. To combat the workforce gaps in your teams, speed and flexibility is of paramount importance. Whether you need to meet unexpected peaks, bridge talent voids or address a change in seasonal demand, we have the right contract recruitment solutions for you.

Areas of Expertise

Technology

Australia's Tech landscape is booming

and it has never been more important

to partner with a Technology

recruitment agency who understands..

Digital

The surge of new technology has

significantly driven disruption across all

industries in Australia. Increasingly,

organisations are...

Business Transformation

Technology is altering the face of most

industries and organisations need to

evolve to remain competitive. Business

transformation...

Technology
Technology

Australia's Tech landscape is booming and it has never been more important to partner with a Technology recruitment agency who understands..

Find Out more
Digital
Digital

The surge of new technology has significantly driven disruption across all industries in Australia. Increasingly, organisations are...

Find Out more
Business Transformation
Business Transformation

Technology is altering the face of most industries and organisations need to evolve to remain competitive. Business transformation...

Find Out more

Our Recruitment Team

Companies We Partner With

Companies We Partner With

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What the new gender equality legislation means for employers
By Kara Porter March 31, 2025
On March 27, 2025, the Federal Parliament passed new legislation that will reshape how large employers in Australia approach workplace gender equality. Under the reforms, businesses with 500 or more employees will now be required to: Set three gender equality targets, with at least one being numeric; Demonstrate progress toward these targets within three years; Continue reporting annually to the Workplace Gender Equality Agency (WGEA). This is a milestone moment in a play to shift the Australian workplace culture. It reflects a growing push for accountability, transparency and meaningful change in the workplace. So, what does this mean for employers? Targets Must Be Tangible A vague commitment to “improving gender diversity” won’t cut it. Employers will need to back up their intentions with measurable goals - such as increasing women in leadership, closing pay gaps, or improving retention in underrepresented groups. Data-Driven Decisions Will Lead the Way To set realistic, evidence-based targets, companies will need to dive deep into their workforce data. Understanding where the gaps are - whether it’s in hiring, promotion pathways, or pay equity - is step one. Policies, Processes & People It’s also a nudge to reassess internal practices. Are your recruitment and promotion processes inclusive? Are flexible work arrangements available (and used) equitably? Is your leadership team actively invested in supporting diversity outcomes? Accountability Goes Public WGEA will continue to publish pay gap data—and now, target progress too. That means internal efforts will be visible externally, and employers leading the way will build stronger reputations as equitable, forward-thinking workplaces. Why it matters to us at EITR At EITR , we work with businesses undergoing transformation - and the best transformations start from within. Hiring diverse, high-performing teams isn’t just a compliance box to tick—it’s how companies thrive. This legislation reflects a shared responsibility to build workplaces where talent can grow and succeed, regardless of gender. Whether you're a business navigating these new expectations or a candidate seeking an inclusive environment where your career can flourish - we’re here to support you.  🔗 Want to know more about how we help organisations build diverse, future-ready teams? Get in touch with us here .
By Sarah McCandless March 7, 2025
For years, companies have been locked in a battle to attract the best candidates - offering higher salaries, bigger perks, and more benefits in the hopes of outbidding their competitors. But in 2025, the conversation is shifting. The companies winning today aren’t necessarily the ones offering the biggest paychecks; they’re the ones adapting to how work is changing. The talent war isn’t about hiring faster or throwing more money at the problem anymore - it’s about rethinking how we build workforces altogether. So, how are leading organisations shifting their approach? They’re moving beyond outdated recruitment battles and focusing on internal mobility, skills development, flexible work models, and alternative hiring pipelines. Why the Talent War No Longer Works The idea of a "talent war" assumes that there’s a fixed number of high-performing professionals, and companies must compete to secure them. But this approach has a few major flaws: It’s expensive - Constantly outbidding competitors for the same people isn’t sustainable. It’s short-sighted - Hiring externally without investing in existing employees leads to retention issues. It ignores hidden talent - Many businesses overlook high-potential candidates who may not fit a traditional mold but have the skills and adaptability to thrive. With unemployment rates remaining low and skills shortages persisting in industries like technology, cybersecurity, and engineering, businesses must stop seeing hiring as a competition and start treating it as a strategic transformation. The Talent Shift... What’s Changing? Instead of treating hiring as a race for the same candidates, leading companies are making three key shifts: 1. Internal Mobility: Investing in the People You Already Have Companies are realising that the best candidate for the job might already be within their organisation. Instead of constantly hiring externally, businesses are focusing on upskilling, cross-training, and internal promotions. 📌 Example: Atlassian has developed structured career pathways that help employees transition into new roles without leaving the company, reducing external hiring needs. 2. Skills Over Job Titles More companies are moving toward skills-based hiring, recognising that traditional job titles and degree requirements can exclude high-potential candidates. Rather than asking, “Who has a degree in computer science and five years of experience?” companies are now asking, “Who has the problem-solving and coding skills to excel in this role?” 📌 Example: Telstra has introduced skills-based hiring initiatives, allowing candidates from non-traditional backgrounds to break into tech roles based on their capabilities, not just their CVs. 3. Alternative Hiring Pipelines Companies are expanding their candidate pools by looking beyond the usual recruitment channels. This includes: Partnering with universities and bootcamps Offering return-to-work programs for career changers Creating more entry-level pathways and apprenticeships 📌 Example: The Victorian Government’s Digital Jobs Program is helping mid-career professionals transition into the tech industry through funded training and job placements. The Future of Work is Built - Not Bought Companies that succeed in 2025 and beyond will be the ones that build their talent, not just buy it. By moving away from outdated hiring models and focusing on development, flexibility, and inclusivity, organisations can create workforces that aren’t just competitive - but sustainable. The talent war may be over, but the companies that adapt to this new reality will be the ones leading the next decade of innovation.
By Shazamme System User February 10, 2025
In 2025, the ability to balance technical proficiency with human-centric qualities like adaptability, creativity, and emotional intelligence will define the leaders in tech hiring.
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