Market Trends
How the Australia & New Zealand go-to-market is changing
Daily trendlines across market volume, work model, geography, seniority, salary transparency, skills, and the kinds of companies still hiring. See also salary benchmarks and skills demand.
The Pointer Go-to-Market Compensation Index
Q4 FY26 edition
Monthly movers in sales, marketing, customer success, RevOps, and partnerships pay across Australia and New Zealand. Bylined Ricky Pearl.
Market Volume
Overall demand across Australia and New Zealand.
Where Demand Is Shifting
Function mix, work model, hiring cities, and the AU versus NZ split show where demand is concentrating.
Who Employers Are Hiring
These charts show how the market is skewing by seniority, leadership appetite, and whether companies are being transparent on compensation.
Go-to-Market Hiring Patterns
How hiring differs by go-to-market model, who uses agencies, and which companies are ramping fastest.
Skills And Company Mix
Beyond raw job count, these trendlines show which skills are rising and which company archetypes are carrying demand.
How we know
Base pay figures are a blend of published guide ranges, disclosed listing salaries at a capped weight, and community submissions, and each figure states which of those actually reached it. OTE figures are curated guide estimates and take no listing input, because an advertised pay band is not on-target earnings.
15+ published salary guides
FY25/26 ANZ compensation guides from major agencies. Each surveys hundreds to thousands of go-to-market professionals. Baseline anchor.
Live job listings
Scraped daily from LinkedIn, Seek, and company career pages, collection started 30 March 2026. Adjusts the base benchmark only, at a capped weight; the advertised band is not on-target earnings.
Community submissions
Anonymous salary submissions from sales, marketing, CS, RevOps, and partnerships professionals across Australia and New Zealand.
Pointer placement records
Closed searches executed by Pointer Strategy: what candidates actually accepted and what employers actually paid. Used editorially, to sanity-check and set the curated ranges; they are not a weighted input to the published blend.
Guardrails
- Live aggregates render only at N ≥ 10 per cohort (function × seniority × city × employment type). Below threshold, we say so explicitly and invite contributions. Guide-anchored figures carry no N at all and are labelled as estimates rather than given a fabricated count.
- Individual numbers are never exposed: not in public views, not in the personalised review, not in API responses.
- Employer-level aggregates require ≥ 10 placements per employer per role before an employer can be publicly named alongside a pay band.
- Refresh cadence: job listings refresh daily and the base aggregates recompute overnight; the curated guide ranges, including every OTE figure, change only when the guide is reviewed and re-versioned. The monthly Compensation Index publishes on the 5th of each month.
Related Reading
Revenue Enablement and AI: What Is Now Possible
How AI is reshaping enablement, from onboarding to coaching to real-time deal support, and what it means for hiring.
The Agentic Math Every Revenue Leader Needs
Why traditional headcount planning is broken and what the new math of AI-augmented GTM teams looks like.
Frequently Asked Questions
Methodology
Most charts use a 90-day window. Skills momentum uses a 30-day window. Openings and closures are shown as 7-day rolling counts. Salary transparency tracks active jobs with a salary floor of at least $60,000. Go-to-market model charts include only companies where classification is available. Reporting structure charts include only roles where reporting line is specified. Agency ratio includes all listings (agency and direct). Trendlines that are not precomputed in daily snapshots are reconstructed from each job's observed active window between first_seen_at and closed_at or last_seen_at.