Methodology

Sources and collection

Listings are collected daily from three source types: LinkedIn job postings, Seek (Australia), and company career pages via an ATS aggregation feed. Each listing is deduplicated within its source.

Counting unit

The index counts active job listings, not unique vacancies. The same role advertised on more than one board can appear more than once. This counting unit is applied consistently across every week of the index, so week-on-week movements are comparable even though absolute counts can include cross-board duplicates.

Classification

Every listing is classified by function (sales, marketing, customer success, revenue operations, enablement, partnerships, product marketing, growth, presales, GTM engineering, account management) and seniority using a large language model, with a keyword prefilter removing clearly non-GTM roles first. Classification model versions are stored against each record. Roles classified outside GTM are excluded from all published statistics.

Salary data

Salary figures come only from amounts explicitly stated in job listings. We never infer or estimate a salary for a listing that does not disclose one. Validation rules: annual base salaries between $60,000 and $750,000 in AUD or NZD, listings from the last 12 months, recruitment agency listings excluded from headline medians. Headline index medians are computed from AUD salaries only. Because only a minority of listings disclose salary, all salary statistics describe the disclosed-salary population, which may differ from the full market.

Benchmark blending

Role benchmark cards blend three inputs: published ANZ salary guide ranges (the anchor, with a fixed baseline weight of 300), live disclosed-salary aggregates from listings (weighted by sample size), and community salary submissions (weighted by count). When live samples are small the guide anchor dominates; as live data grows it progressively outweighs the anchor. Benchmark cards are guide-anchored estimates, not raw market medians.

Sample-size rules

In the weekly GTM index and our machine-readable data feed, salary statistics computed from fewer than 30 disclosed salaries are suppressed at source and never published. Statistics based on 30 to 49 data points carry a directional label. Statistics based on 50 or more data points are published without qualification. Role benchmark cards are guide-anchored blends (see above) and remain available at smaller live samples because the published guide ranges carry the estimate. Skill trend statistics in the weekly newsletter require at least 100 mentioning listings.

Weekly index snapshots

The weekly index is computed once per week and stored insert-only: a published week is never recomputed or overwritten, so any cited figure can be audited against the stored snapshot. Company hiring leaderboards exclude job boards, recruitment agencies, outsourcing and BPO firms, and anonymised advertiser placeholders.

Known limitations

• Salary disclosure is voluntary and varies by source, so disclosed-salary medians can move with source mix as well as the market.
• Cross-board duplicates inflate absolute listing counts; trends are comparable because the counting unit is constant.
• LLM classification has a non-zero error rate on ambiguous titles.
• Coverage skews toward Australia; New Zealand volumes are smaller.

Corrections

If a published number is found to be wrong we correct it in the next weekly issue and say so. Questions about methodology: ricky@pointerstrategy.com.au