How the price of staff and your org structure will change this year.

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Welcome to the human renaissance. Big names are still letting staff go as AI continues to prove more effective at doing their (robotic) tasks. Redundancies will continue, though soon, overall headcount will rise again. Why? AI isn’t about replacing humans or shrinking teams, it’s about freeing up human talent to allow us to do what … Read more

Who you hire next will dictate your 2024 success.

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Right now, your company is either in ‘survival mode’, or ‘growth mode’. Statistically speaking, you are in the majority like most else… survival. Survival mode is emphasised by cost cutting, paused/canned projects, hiring freezes and a concentration of resources towards the core product only. New ideas aren’t valued when the mindset is “let’s just do … Read more

Is your team innovating?

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We know that you and your teams are under a lot of stress at the moment. Leaders that we speak to daily are dealing with: > Budget cuts> Leaner, more distributed teams> Role and structural ambiguity> Increased pressure on delivery> Increased demand in required AI skills> Fewer opportunities So, how is your current team supposed … Read more

Is Your Org Structure Hindering or Enhancing Your Leadership Effectiveness?

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You are where you are today because of leadership…   Leadership from within or from those who have guided or misguided you.  This year, above all, has presented many obstacles for those aiming to achieve success in organisational leadership. So, how do you create a culture of effective leadership with self-managed teams who can focus … Read more

Here’s how culture leads to performance…

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Companies around the world right now are zeroing in on ‘organisational performance’. Org. performance is achieved through an effective organisational design. Your org. design is your company’s engine. It needs regular maintenance, challenges and attention. Culture is a core part of your org. design. Your culture defines what is acceptable and unacceptable. “When properly aligned … Read more

The war for talent has officially ended???

The war for talent has officially ended???

That’s what we’ve been asking ourselves over the past few months. And it must have, since Candidate care has plummeted and Employer Value Propositions seem to have disappeared. Staff benefits, mental wellness initiatives, DEI programs, ESG promotion and the coveted employee-employer relationship were reactions to a Candidate-in-power market. How distant those luxuries feel in 2023, … Read more

Hiring in the new year? So is every Tech company in the world…

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International giants, Australian Unicorns and non-government behemoths are all asking the same thing – “let’s meet in January… I’ll need your help.” Whilst some startups will struggle, Big Tech will continue pushing forward with volume hires which can dominate the market.   So it’s always unnerving to hear how many companies are basing their Talent … Read more

Tech in Focus: Full Stack Engineers – November

Tech in Focus | Real Time Australia

We’ve placed 18 Full Stack Engineers in Contracting & Permanent positions throughout November with some of Australia’s most attractive teams & projects.

A special shoutout to Lead Dev, Jamie Strauss who always goes above and beyond.

Here’s what the Full Stack candidate market is saying.

ML targets Costs

As companies look to reduce operating costs, ML & AI discussions are rising.

Engineers are increasingly being asked about their Business logic simplification and workflow automation skills.

Demand for Engineers with ML / AI skills is therefore rising.

Which is an interesting business case since ‘cutting costs’ hasn’t been an in vogue practice for many tech companies over the past 2 years… and now that ML & AI accessibility + performance is at a solid level, we may be amidst a fresh development in workforce replacement.

What Full Stack candidates want to work on, right now

  • High profile, public facing applications 
  • Decentralised space, commonly Blockchain technology
  • “Purpose-Tech” (or at least a strongly Purpose-driven company) 

Where Full Stack candidates don’t want to work at the moment

  • Anything Government related (huge layoffs across Government Services & Contracts)
  • Startups / Scaleups (companies need to work harder on their Candidate attraction strategy due to recent headline valuations)
  • Crypto platforms 


Full Stack Developers thoughts on:

Managers asking for “Cloud and / or Infrastructure experience”

  • This signals Infrastructure ambiguity. Teams often settle with mediocre infrastructure because they haven’t experienced high quality, robust infrastructure.
  • You can get pretty far as a ‘developer in infrastructure’ by being hand held by cloud companies (via their managed services) – but this leads to poor infrastructure outcomes 
  • A few Engineers noted the recent Optus and Medibank leaks. “Both data leaks are insanely stupid edge case infra issues and a competent devops engineer would have stopped this.” Ouch!
  • And, on the dreaded “ / “ in a Job Description
    • Candidates know that squashing two roles into one will get a great payroll result, though an unclear role and ultimately a mediocre technical result (therefore reversing the original payroll advantage).

Front-End Trends

Micro-frontends are a new pattern where web application User Interfaces are composed from semi-independent fragments that can be built by different teams using different technologies. 

  • Enterprise companies are demanding these skills, and Top-tier candidates are quickly upskilling their Micro-frontend chops.

In a few short years Tailwind Css​ has become the emerging framework standard. “It has been the greatest change in frontend work since Bootstrap and jQuery before that.”

It seems once Engineers have used it they aren’t interested in going back to CSS.

Svelte is gaining popularity, mainly because of its speed!

Go and Rust also steadily continue their rise.

In the Clouds

AWS seems that it is no longer the first choice for companies who are trying to “go cloud.”

AWS may restructure their products by industry/cases instead of currently just listing what kind of services it has.Google Cloud will continue to rise in popularity, but it really depends whether a group of engineers can do a better job of ‘learning the markets’. 

This is echoed in last month’s What DevOps Engineers Want article.

P.S. To get Talent Intelligence like this hot off the press subscribe to our Monthly Newsletter. 

Hope it helps!

Get in touch with us

Accru, Real Time & Shoreline

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Global accounting firm and close partners of Real Time, Accru Felsers hosted a fundraising lunch last month as part of its ongoing corporate partnership with Shoreline.


The Melbourne Cup event brought together Accru’s clients who were introduced to the Shoreline program and its life-changing impact on young Indigenous Australians.


Shoreline was the nominated recipient of the generous donations, with a total of $24,000 raised!



Shoreline is an award-winning initiative that mentors Aboriginal and Torres Strait Islander youths through a vocational qualification that equips them for full time employment and a positive future.


The event was also an opportunity for Accru to be acknowledged for its significant pro-bono support and to raise awareness of the Shoreline ecosystem that benefits both Shoreline and its partner organisations.

Here’s how the Shoreline Ecosystem works:

howitworks | Real Time Australia
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Hear from founder, Matthew Hayden, on what impact Partners like Real Time have on Shoreline!

Shoreline is currently inviting more companies to become Pro Bono Affiliates and/or Partners of this great initiative.

Real Time has proven to have had a very positive connection between our brand, our clients brand and the Tech candidate community!

If you’d like to explore becoming part of this ecosystem, we’d love to speak with you. Get in touch with us.

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