Latest Industry Insights

Fifty-nine per cent of Australian workers now use AI at work. The ones who do are twice as likely to be thinking about leaving. If you've spent the past year encouraging AI adoption, that second number should get your attention.

Forty-two per cent of companies expect AI agents to make decisions without human approval by 2030. Only 5 per cent have the controls in place today. Closing that gap starts with who you hire to own them.

Since the OAIC released its guidance, one question keeps coming up: do the new privacy rules on automated decisions apply to our hiring? For most mid-size organisations running modern recruitment tools, the honest answer is probably yes. And the deadline is 10 December.

Most retailers I speak with have already bought the AI tools. The forecasting module, the personalisation engine, the marketing copilot. What they haven't worked out is who is going to make any of it pay.

Every week a hiring manager tells me some version of the same thing. They advertised an AI engineer role, got a flood of applications, and still can't find anyone who has actually shipped. That's not bad luck. It's the shape of the market right now.

Most Australian hiring teams still treat AI as a faster inbox. Agentic AI hiring is different. The system doesn't wait for a prompt. Give it a brief and it drafts the ad, searches, screens, sequences outreach and books the first conversation. I'm watching employers buy the tools and then leave the process looking exactly as it did last year. That's why time to hire barely moves. The software is agentic. The operating model is not.