Executive Summary
In 2025, the Australian executive job market faced a "Cold Winter," with high volumes of C-level and G-level talent facing extended unemployment. Despite this, BLACKROC successfully placed 7 key technology executives with salaries ranging from $200,000 to $500,000. The common thread? Not one of these placements came from a job board. Instead, they were the result of decade-long relationships, trusted referrals, and deep market knowledge.
The Reality of the 2025 Executive Market
It is impossible to discuss the successes of the past year without acknowledging the weight of the current climate. We are seeing a "Cold Winter" for executive talent that is, quite frankly, unprecedented.
For many C-level and G-level candidates, the reality has been months—sometimes years—of searching. We know the stories of highly skilled leaders driving Uber or seeking alternative employment just to bridge the gap. When a role does go live on Seek or LinkedIn, the "Executive Recruiter" becomes the gatekeeper between a candidate and their "meal ticket."
A Note on Empathy: We understand the anxiety. When a job ad goes live, we receive 10–20 calls, texts, and emails every hour. To the applicant, that role feels like it was made for them. To the recruiter, it is a deluge of 500+ "messiahs," making it nearly impossible to find the right fit through the noise.
Why the Best C-Level Roles Never Hit the Job Boards
In 2025, my team and I (Kacey Cumming), supported by the incredible Caitlin Skinn, facilitated 7 major placements into some of Australia’s most significant—yet quietest—organisations.
Every single hire was a candidate I had either known for years, met with previously (2–4 year lead times), or came through a high-integrity referral. This isn't because we want to exclude the market; it’s because at this level, trust is the only currency that matters.
Partnering with "The Biggest Companies You’ve Never Heard Of"
Our focus at BLACKROC has been serving the "under-the-radar" giants of Australia. These are organisations that operate off the grid but have a massive impact on the economy.
Our clients choose us because they want to avoid the "fuss and stress" of public postings. They don’t want 500 applications; they want where we understand their:
- Long-term business goals.
- Specific cultural "wish list."
- Ideal candidate profile.
By leaning on our market knowledge, these companies bypass the noise and move straight to interviewing a curated shortlist. The result? An appointment that likely delivers 10x their salary in value over the first 1–3 years.
How to Navigate the Executive Market in 2026
If you are an executive looking for your next move, or a company looking to hire without the headache, here is what the 2025 data tells us:
- For Candidates: The "Cold Winter" proves that your network is your net worth. Don't wait for a job post to reach out. The roles are being filled via "stealth" long before they are advertised.
- For Employers: Hanging a shingle and hoping for the best is no longer a viable strategy for C-level talent. The volume of desperate, often over-qualified applicants creates a triage nightmare.
BLACKROC and my executive support team are here to handle the "headaches," allowing you to focus on growth while we find the leaders who will drive it.
Thanks for reading. I'm Jason, the MD at BLACKROC Recruitment. We're a boutique Technology & Digital recruitment firm in Australia, with 8 years of operation and a small team of specialists, combining over 100 years of recruitment experience. I look after permanent & executive level technology & digital recruitment for the group. We also have specialists in IT & Digital contracting recruitment, known for the best contractor care program in the market; have a look at our ~550+ five-star Google Reviews (new reviews weekly).
