Salary conversations feel awkward. They shouldn't. Here's how pay works in Brisbane's tech market, what sits on top of your base, and how to ask for what you're worth without burning a bridge.
Salary conversations feel awkward. They shouldn't. Here's how pay works in Brisbane's tech market, what sits on top of your base, and how to ask for what you're worth without burning a bridge.
Brisbane Salary Ranges
Brisbane Salary Ranges
What the Market Is Paying Right Now.
What the Market Is Paying Right Now.
Ranges below are compiled from 2026 Australian tech recruitment salary guides and adjusted for Brisbane. Treat them as a guide — where you land depends on your experience, your stack, and the employer.
Ranges below are compiled from 2026 Australian tech recruitment salary guides and adjusted for Brisbane. Treat them as a guide — where you land depends on your experience, your stack, and the employer.
Specialisation
Specialisation
Junior
Junior
Mid
Mid
Senior
Senior
Lead/Manager
Lead/Manager
Contract / Day Rate
Contract
Contract
Infrastructure
Infrastructure
$70,000 - $90,000
$70,000 - $90,000
$95,000 - $125,000
$95,000 - $125,000
$130,000 - $165,000
$130,000 - $165,000
$165,000 - $210,000
$165,000 - $210,000
$750 - $1,350
$750 - $1,350
Development & Testing
Development & Testing
$70,000 - $95,000
$70,000 - $95,000
$110,000 - $150,000
$110,000 - $150,000
$150,000 - $185,000
$150,000 - $185,000
$185,000 - $230,000+
$185,000 - $230,000+
$700- $1,350
$700- $1,350
BI & Data
BI & Data
$70,000 - $95,000
$70,000 - $95,000
$110,000 - $150,000
$110,000 - $150,000
$150,000 - $190,000
$150,000 - $190,000
$190,000 - $250,000+
$190,000 - $250,000+
$650- $1,400
$650- $1,400
PMO
PMO
$75,000 - $95,000
$75,000 - $95,000
$115,000 - $145,000
$115,000 - $145,000
$145,000 - $180,000
$145,000 - $180,000
$180,000 - $220,000+
$180,000 - $220,000+
$900- $1,250
$900- $1,250
ERP
ERP
$90,000 - $115,000
$90,000 - $115,000
$120,000 - $150,000
$120,000 - $150,000
$150,000 - $185,000
$150,000 - $185,000
$180,000 - $220,000
$180,000 - $220,000
$900- $1,300
$900- $1,300
Service Delivery
Service Delivery
$70,000 - $90,000
$70,000 - $90,000
$100,000 - $125,000
$100,000 - $125,000
$125,000 - $155,000
$125,000 - $155,000
$155,000 - $190,000
$155,000 - $190,000
$725- $1,000
$725- $1,000
Digital Marketing
Digital Marketing
$65,000 - $85,000
$65,000 - $85,000
$85,000 - $110,000
$85,000 - $110,000
$110,000 - $140,000
$110,000 - $140,000
$140,000 - $175,000
$140,000 - $175,000
X
X
Permanent figures are annual base salary in AUD, current as of September 2026. Ask whether an advertised salary includes superannuation — it changes the number. Compiled and cross-checked from the Hays FY26/27 Salary Guide, Robert Half's 2026 Australia Technology & IT Salary Guide, the Hudson SAP Salary Guide, Clicks IT Recruitment, Latitude IT and PayScale Australia — not GRIT's own placement data, so treat it as a starting benchmark.
Permanent figures are annual base salary in AUD, current as of September 2026. Ask whether an advertised salary includes superannuation — it changes the number. Compiled and cross-checked from the Hays FY26/27 Salary Guide, Robert Half's 2026 Australia Technology & IT Salary Guide, the Hudson SAP Salary Guide, Clicks IT Recruitment, Latitude IT and PayScale Australia — not GRIT's own placement data, so treat it as a starting benchmark.
WHAT MOVES THE NUMBER
WHAT MOVES THE NUMBER
Why Two "Senior Engineers" Can Be Paid Very Differently.
Why Two "Senior Engineers" Can Be Paid Very Differently.
Depth of experience in the stack the employer actually uses, not just years on your CV.
Demand for your skills. Some tools are scarce right now and priced that way.
Certifications and clearances, where the role calls for them.
Industry. Government, finance, health and resources all pay and hire differently.
Size and stage of the employer. Bigger organisations often pay more base. Smaller ones may offer scope and speed.
Work arrangement. Fully on-site, hybrid and remote roles don't always pay the same.
Depth of experience in the stack the employer actually uses, not just years on your CV.
Demand for your skills. Some tools are scarce right now and priced that way.
Certifications and clearances, where the role calls for them.
Industry. Government, finance, health and resources all pay and hire differently.
Size and stage of the employer. Bigger organisations often pay more base. Smaller ones may offer scope and speed.
Work arrangement. Fully on-site, hybrid and remote roles don't always pay the same.
THE FULL PACKAGE
THE FULL PACKAGE
Base Salary Is Only Part of the Offer.
Base Salary Is Only Part of the Offer.
Two offers with the same base can be worth very different amounts. Look at everything.
Two offers with the same base can be worth very different amounts. Look at everything.
SUPERANNUATION
SUPERANNUATION
Is it on top of the salary or included in it? Always ask.
Is it on top of the salary or included in it? Always ask.
LEAVE
LEAVE
Annual leave above the minimum, purchased leave, and additional days.
Annual leave above the minimum, purchased leave, and additional days.
Bonuses and incentives
Bonuses and incentives
What are they tied to, and how often are they actually paid?
What are they tied to, and how often are they actually paid?
GROWTH
GROWTH
Training budgets, certification support, conference attendance, and a clear path up.
Training budgets, certification support, conference attendance, and a clear path up.
Flexibility
Flexibility
Hybrid days, remote options and flexible hours have real value. Get the arrangement in writing.
Hybrid days, remote options and flexible hours have real value. Get the arrangement in writing.
TOOLS and extras
TOOLS and extras
Equipment, phone and internet allowances, and salary packaging.
Equipment, phone and internet allowances, and salary packaging.
NEGOTIATION
NEGOTIATION
Ask Clearly. Ask Once. Ask With Evidence.
Ask Clearly. Ask Once. Ask With Evidence.
Know your range before you're asked.
Work out three numbers: what you'd love, what you'd happily accept, and the lowest you'd walk away at. Use the ranges above and talk to your recruiter.
Work out three numbers: what you'd love, what you'd happily accept, and the lowest you'd walk away at. Use the ranges above and talk to your recruiter.
Give a range, not a single figure.
Make the bottom of it a number you'd be happy with.
Make the bottom of it a number you'd be happy with.
EXAMPLE
EXAMPLE
"Based on the market and what I'd bring to this role, I'm looking for somewhere between $90,000 and $120,000."
"Based on the market and what I'd bring to this role, I'm looking for somewhere between $90,000 and $120,000."
Talk about value, not need.
Your rent isn't their problem. What you'll deliver is. Point to results, scarce skills, and what you'll take off their plate.
Your rent isn't their problem. What you'll deliver is. Point to results, scarce skills, and what you'll take off their plate.
Look at the whole package.
If they can't move on base, ask about flexibility, leave, a review in six months, or a training budget.
If they can't move on base, ask about flexibility, leave, a review in six months, or a training budget.
Get it in writing.
Anything agreed in conversation should be in the offer letter before you sign.
Anything agreed in conversation should be in the offer letter before you sign.
ALREADY EMPLOYED?
ALREADY EMPLOYED?
How to Ask for a Raise Without the Drama.
How to Ask for a Raise Without the Drama.
Time it well. After a big win, at review time, or when your responsibilities have clearly grown. Not on a bad Monday.
Bring a short list. What you've delivered, what you've taken on, and what the market pays for the same role.
Ask for a specific number and stop talking. Silence is fine.
If it's a no, ask what it would take and when you can revisit it. Then put a date in the diary.
Time it well. After a big win, at review time, or when your responsibilities have clearly grown. Not on a bad Monday.
Bring a short list. What you've delivered, what you've taken on, and what the market pays for the same role.
Ask for a specific number and stop talking. Silence is fine.
If it's a no, ask what it would take and when you can revisit it. Then put a date in the diary.
MISTAKES
MISTAKES
Four Ways People Leave Money on the Table.
Four Ways People Leave Money on the Table.
Accepting on the spot. It's fine to say "thanks, can I come back to you tomorrow?"
Inflating your current salary. It comes up in reference and background checks and it costs you trust.
Focusing only on base and ignoring the rest of the package.
Waiting until after you've signed. Once you're in, the leverage is gone.
Accepting on the spot. It's fine to say "thanks, can I come back to you tomorrow?"
Inflating your current salary. It comes up in reference and background checks and it costs you trust.
Focusing only on base and ignoring the rest of the package.
Waiting until after you've signed. Once you're in, the leverage is gone.
NOT SURE WHERE YOU SIT?
NOT SURE WHERE YOU SIT?
Get a Straight Answer on What You're Worth.
Don’t Go In Blind.
Talk to a GRIT recruiter. We'll give you an honest read on what your skills are worth in Brisbane right now — no obligation, no sales pitch.Confirm
Find your next great hire with GRIT.
Your questions, answered. Get clarity on our services, processes, and how we can help you succeed.
Find your next great hire with GRIT.
Your questions, answered. Get clarity on our services, processes, and how we can help you succeed.
Find your next great hire with GRIT.
Your questions, answered. Get clarity on our services, processes, and how we can help you succeed.