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API Engineer – Melbourne – 6 month contract

IT & Telecomms | Software – Developer | Melbourne | Contract
API Engineer – Melbourne – 6 month contract
Exciting Cloud migration project within an Australian Stock Exchange top 50 company are looking for a API Engineer.
API Engineer – Melbourne – 6 month contract  

Exciting Cloud migration project within an Australian Stock Exchange top 50 company are looking for a API Engineer.

This prestigious and well known organisation are looking to bring part of their infrastructure back inhouse from an external vendor and move it onto AWS. 
As the API Engineer your role will

Test Manager – Sydney – Contract

IT & Telecomms | Testing & QA | Sydney | Contract
Test Manager – Sydney – Contract
Excellent Test Manager opportunity – 6 month contract – Based in Sydney – Exciting projects
This is a fantastic opportunity to join a well-known Australian brand and an innovative business unit. Our customer is looking for a Test Manager to work on strategic initiatives. 

To be successful, you should be able to demonstrate your knowledge and experience managing end-to-end testing within complex IT reliant environments. You must also have previous experience working within an agile environment. 

Key skills/experience:

  • Minimum

Senior Automation Test Analyst – Sydney based –

IT & Telecomms | Testing & QA | Sydney | Contract
Senior Automation Test Analyst – Sydney based –
Exciting opportunity – Senior Automation Test Analyst – 6 month contract – Sydney based!
This is a fantastic opportunity to join a well-known Australian brand and an innovative business unit. Our customer is looking for a Senior Automation Test Analyst to work on strategic initiatives. 

Our client is seeking an experienced Automation Tester with prior and proven experience automation testing specifically using bamboo, stash automation, selenium and cucumber. You will have strong know edge across the digital, web and mobile application

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We are working with some of the worlds best brands.


Strong Leadership.  Great results.

When we launched the Technology People business in 2011 we launched a suite of vertical brands to cover all areas of the Technology market. Each brand was designed to specialise in a vertical sector of the marketplace with a dedicated team of specialists to assist. These brands included :-

PMO People
ERP People
BI People
Oracle People
Salesforce People
Digital People
Integration People
SAP People

As we have grown as a business all of these brands have been consolidated under the Technology People business, its simpler for our customers to engage with a single entity. All of these specialities still exist within our business, our recruiters still specialise in these technologies, just less brands and less logo’s for customers to understand.

If you have any questions please contact our directors on +61 2 9037 0300.


An inspirational thought leader in Information Technology and Financial Services Industries, Chief Executive Officer of Liberty IT Consulting Group, John Dimitropoulos, joins our editor for an interview this week. Here he talks about what makes him tick and what he looks for when recruiting team members for a project.

Q:  You’ve been heavily involved in Banking Transformation Projects. What do you see as the keys to success for such large and complex projects?

First and foremost, transformation is typically driven by the need to change the way a business operates.
Organisations usually place most emphasis on digitising or modernising their technology and start to worry about how they operate as a business later. The business needs to be part of the transformation. What I mean by that is, transformation doesn’t happen to the business, it happens with them.

Then comes the need for bold and committed-to-success executive sponsorship. The senior leadership team’s willingness to embrace change, make courageous decisions and empower team members to excel; this will trickle down to every member of the organisation and in the project.

Setting the sliders for the project early and carefully is another factor. These need to be determined at the very beginning of any project; how is the work going to be prioritised and what is driving the need for change? Is it increase in revenue, quality of customer service, customer experience, optimisation of operational costs, keeping up or beating the competition in leading edge technologies? This is one of the hardest things to decide on, but it needs to be done at the very beginning with the executive officer present.

Q:  What are the most important lessons you’ve learned from being involved in such large projects? 

The biggest lessons I’ve learned come by association with very complex transformational programs.
My influences include some very talented leaders who I cannot name here, who led large-scale banking programs over the last two decades. There have been some important lessons I learned, and I am happy to share with your readers.

  1. Executive sponsorship (from the CEO and the Senior Leadership Team) is a must; without it don’t bother.
  2. The Program Schedule must to be treated with the greatest respect, especially in the first 12 months. A great leader once said, “you lose programs in the first 12 months if you don’t manage schedule with the utmost respect”.
  3. Business transformation is a pull, not a push. The business needs to be actively driving the change from their end and cannot afford to have change done to their operations by IT or project managers. Earn their respect and buy-in early through small, incremental value-add solutions.
  4. Build a diverse and resilient core team to take with you in your long journey. Partner with the right service providers who have a proven success record and understand your industry; you will need their experience, capacity and support in the boardroom
  5. Manage change diligently; have the courage and conviction to say “no” to your business and your leader as “no” is not just an acceptable answer, it is a necessity if you wish to keep things on track.
  6. Look after yourself. Your health, your family and your career. I’ve been touched by sickness and loss (in my teams) in the past. If you are healthy and well you will always excel and outperform.

Q:  Which attributes or talents have been most valuable to have in your team in order to see the project through?

These programs are large, complex, expensive, multi-site and tend to attract talent from within and from a multitude of external organisations. Both permanent staff and contractors require skills, diversity and the right attitude. Re-use and grow internal talent where possible; you need to cultivate and retain IP for the future of your organisation. But it’s not enough. No organisation can scale on its own to deliver these programs. Create talent diversity through lasting partnerships with expert external suppliers. As team sizes grow rapidly, it is important to strike a good balance between existing business, technology experts and new blood. Expect and plan for multiple role rotations and attrition over the life of the project.

Q:  What usually drives team members to willingly follow a project leader?

The willingness from everyone involved to embrace the transformation is the biggest human factor. We don’t walk into a project and tell people “this is what’s going to happen”. We spend a great deal of time working with them to discuss the vision and purpose of the program first. We then work with them to determine the right business solution and how technology can enable it.

When team members understand the vision they are inspired to contribute to the success of the program.

Open and timely communication from the leaders creates a trust-based environment and makes sure the team is engaged and driven by a common purpose. Being a compassionate leader and expressing good work behaviours themselves, leaders will attract a team of right people.

A leader needs to also recognise the importance of a work/life balance. The mental and physical wellbeing of team members is very important. Things like ensuring they have proper breaks and offering flexible work arrangements helps to not only build a great team, but ensures their support for the life of the project.

Q:  What do you look for when you’re hiring people for a project team?

Personally, when I build teams, my approach is that you can always train people for technical skills, but you cannot buy attitude. Having expert skills will only get you so far. Cultural compatibility to the organisations values and the project’s work ethics is important. They also need to be willing to learn new skills (which is actually a big bonus for their career) and also willing to share their knowledge with others so the whole project benefits.

Q:  Tell me about your company, Liberty IT.

We established Liberty IT Consulting Group in 2016 with a small but great group of highly talented and experienced Information Technology professionals. We are part of a management consulting and recruitment partner ecosystem which collaborates well to create world class consulting solutions. Our clients operate across a diverse set of industries. That said, our core competencies are in the Financial Services Industry. Although our clientele includes some of Australia’s most recognised brands, we are also servicing the needs of a number of smaller clients. We have built the company on agile, “start-up” like principles. We are all very enthusiastic, passionate professionals with high drive and energy. Our flexible engagement model makes business with us easy and straightforward. We currently attract some of the best talent in the market.

Q:  Why is your relationship with Tech People so important?

In our early days, being the new kids on the block, we knew that our combined expertise and experience would only work if we got our business operations and strategic alliances spot on. With so many businesses in the same IT space, we saw a unique opportunity to align ourselves with Tech People as their longevity is testament to their business’ culture. Our values of experience, quality and ethics are also perfectly aligned. Ours is a true partnership – we’re not trying to outdo each other; we complement each other. We’ve gained a lot from Tech People and we believe they have too.

Tech People know IT recruitment like the back of their hand, and so we look to them for scale expansion and supply of the right people for our large projects. By truly working together, strategically and operationally, our business has been able to grow from the get go and with the right people from the very beginning.

You can find out more about John and his team here: and you can find opportunities to join the Liberty IT group on their careers page and by signing up to our newsletter:

Emerging trends for the best jobs of the future see vast changes and big opportunities ahead for the technology sector. Skilled-up candidates will be in demand for exciting and challenging career opportunities in areas like Cyber Security, IoT and Ai.

So, what’s in store for 2018, 2019 and beyond?

Cyber Security – the new battlefront

According to recent annual surveys by Telstra, almost 60 per cent of businesses experienced at least one disruptive security breach per month in 2016, compared to just 23.7 per cent the previous year.

From a national security perspective, the attacks themselves (on government departments, corporations and businesses) are reason enough for concern. Couple this with the mass exodus of IT expertise from Australia in search of greener pastures abroad, and it’s no wonder there’s talk of anxiety in the media.

But, for the emerging job market in Australia, the news gets better:

Traditionally the bane of governments, defense departments, security agencies and large multi-nationals, cyber-attacks are trending downwards to the SME sector. Shifts away from cash transactions and paperwork to cloud-based accounting and data management leave them open to unprecedented breaches online.

With over 2 million SMEs in Australia, the opportunities for IT security candidates and graduates are abundant, to say the least. The skills shortage is widespread, with advertised positions ranging from entry-level security analysts, who typically earn around $75,000, to software engineers and IT managers on six-figure salaries. These in-demand professionals will see massive opportunities in the coming years.

IoT and AI

The Internet of Things (IoT) will be the next global paradigm shift. It’s projected to be even bigger than the Industrial Revolution, more revolutionary than the Internet and forecast to affect or disrupt almost every industry sector, everywhere. That’s a big call. Some sectors and organisations are better placed to benefit from, and accommodate, the changes it will bring. Telcos are particularly well-suited to adapt and profit from this generational shift as they are already processing staggering volumes of data and the performance of their networks will be the lynchpin of the IoT.

As we move quickly towards a world where corporations having buildings, machinery and assets connected to the web, guaranteeing the security and capacity of these data networks will be in the hands of Telcos to push the revolution forward. As such, Telcos are set to be big beneficiaries of IoT and some of the biggest employers of future data experts.


As for Artificial Intelligence (AI), given the river of money and resources IBM (Watson) Google (Home) and Amazon (Echo) are committing to the effort, the hype would appear to be real.

In Australia, banks have millions of customers they need to engage, retain and nurture, giving them the desire and wherewithal to bring the very latest technology to bear in order to succeed.

Take UBanks’ recent launch of ‘Robochat’. This is an automated virtual assistant designed to not only answer questions posed by prospective home loan applicants, but programmed to actually ‘read’ and respond to customers based on their mood. They’ve even humanised him by throwing some humour in the mix, with tongue-in-cheek responses like:

Q: How much does a hipster weigh?
A: An Instagram.


With innovations like Robochat leading the way, the banking sector is just one industry where AI is presenting massive opportunities for those willing to chase them.

Those believing that AI is going to do us all out of a job can take comfort from the latest delay in the launch of NDIS’ virtual assistant, “Nadia”. Aiming to help people navigate the National Disability Insurance Scheme (NDIS) the government has stalled on the project. It was reported by the ABC that “Nadia’s 12-month “traineeship” never started…they fear the census and Centrelink ‘robo-debt’ debacles took their toll on government-wide appetite for risk”. Source. So, the likes of Nadia (even with the voice of Oscar winner Cate Blanchett behind her) won’t be taking our jobs in the immediate future!

Just as the mass production of the motor car saw a decline in the demand for horse shoes, mainstream media may lament the rise of technology with predictions of crippling job losses due to robotics and automation. But, as technology has done ever since Ford first started manufacturing the Model T in 1908, the technology jobs market will always be an exciting one of growth, change and progression.


We, the team at Technology People, write to express our support for Marriage Equality in Australia & want to urge people to vote YES !

We support diversity in the workforce and recognise the rights of our lesbian, gay, bisexual, transgender and intersex (LGBTI) employees to live and work, free of prejudice and discrimination, with all the essential freedoms enjoyed by other members of our organisations and the broader community. Technology People openly welcomes all members of the LGBTI community & we support the push for equal rights.

An equitable society, free of discrimination, also allows all employees to function at their best. Australia is a robust democracy however, we support seeing it treat all its citizens equally.
Legalised discrimination in one area allows discrimination to flourish in all areas.

Australians are increasingly supportive of marriage equality, with a recent Crosby Textor survey showing seventy-two percent, believe same sex couples should be allowed to marry. We agree. Of the remaining twenty-eight percent only fourteen percent strongly opposed the proposition.

Globally, over twenty countries have passed laws to allow same sex marriage, including countries that are culturally similar to ours like New Zealand, the United States of America, Canada, and Great Britain. These countries did so with lower support for marriage equality than Australia is seeing right now.

On 22 May 2015, the Republic of Ireland held a referendum to sanction same sex marriage. A Yes vote was supported by the Government, all major political parties and the voters themselves.
On 26 June 2015, the U.S. Supreme court returned a judgement in favour of legalising same sex marriage across all 50 states.

These two events see Australia isolated amongst countries with English as a first language.
Not only is marriage equality the only truly fair option, it is also a sound economic option given, that a happy workforce is a productive one. To remain competitive and to attract top talent globally organisations – and nations – must create a fair and respectful environment for all.

Equality in the workplace works; Discrimination does not.

We support the right for all our employees to have equal opportunities in life. We therefore support marriage equality.

We say yes !

Rewriting the rules for the digital age

Organisations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organise, manage, develop, and align people at work.

A call to action for HR and business leaders

A number of converging issues are driving the need to “rewrite the rules.” Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a slower pace. Many still retain industrial age structure and practices that are long outdated. Even slower moving are public policy issues, such as income inequality, unemployment, immigration, and trade.

It’s these gaps among technology, individuals, businesses, and public policy that are creating a unique opportunity for HR to help leaders and organizations adapt to technology, help people adapt to new models of work and careers, and help the company as a whole adapt to and encourage positive changes in society, regulation, and public policy.

Download the PDF: Human Capital Trends 2017


Developers are writing the script for the future. With the demand for technical talent far exceeding the supply, every company is searching for its next developer. By understanding how developers think, what they care about, and what makes them tick, you can e ectively hire the talent your company needs.

As home to the world’s developers, Stack Overflow is visited by over 40 million developers every month. Each year, we survey the programming community on topics ranging from their favorite technologies to how they found their current jobs. Over 64,000 respondents
from 213 countries and territories participated this year, making it the world’s largest and most comprehensive developer survey.

Discover what it really takes to hire great developers in a competitive market with the 2017 edition of our Global Developer Hiring Landscape.

Download the PDF to Read More.

2017 Global Developer Hiring Landscape


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