With the unrelenting rise of AI tools, it’s never been easier to be so well informed, and at the same time so overwhelmed, by the sheer scale and pace of the change that we are currently experiencing. It’s one factor of many that are contributing to a challenging hiring environment for both employers and job seekers across Australia in 2025.
If you’ve been anywhere near the investment management or dealmaking world over the past couple of years, you’ll know that it hasn’t exactly been “business as usual.” Rates went up, the IPO shutters came down, debt got expensive, and suddenly every second infrastructure model had to be re-run with a new WACC.
Although things appear to be picking up at the start of the new financial year, companies are walking a fine line between cautious restraint and the need to secure high-value talent to drive growth and success in ever-more competitive global markets. Continuing economic uncertainty (thanks Donald), coupled with the lingering effects of inflationary pressures, has left employers in a holding pattern - hiring strategically rather than expansively.
Critical skill shortages persist, especially in roles demanding technical depth and strategic judgment. For those looking to pivot, front of mind is weighing up the risks of a move against the comfort of existing roles - even if they feel underpaid or overworked.
Some key trends we’ve seen emerging over the course of the past twelve months:
AI and Technology are redefining roles faster than ever
Across every sector, AI and automation are no longer future considerations - they’re here, and they’re reshaping how businesses operate. Australian firms, like their global counterparts, are investing heavily, and the impact is already visible in large-scale workforce changes. While corporate finance roles aren’t yet being replaced outright, the nature of the work is shifting. Employers are placing greater value on human-centric skills that technology can’t easily replicate, such as judgement, strategic thinking, and creative problem-solving. For advisors and investors, staying ahead means mastering the tools while doubling down on the capabilities that make you irreplaceable.
Employers demand value
Facing pressure from shareholders and investors, companies are being asked to deliver ‘more with less’ - higher productivity, faster results, and tighter budgets. While AI and automation can help, the ripple effect is clear: every hire is now under scrutiny. Employers are seeking talent that not only performs but adapts quickly, navigates complexity, and brings creative, solutions-oriented thinking to the table. In this environment, the ability to add measurable value and tackle challenges with ingenuity has never been more critical.
Longer hiring timelines
Tighter approval chains and heavier demands on already-stretched HR and Hiring Managers are slowing recruitment, particularly for buy-side roles. Candidates are now facing multi-stage processes - often involving multiple interviews, case studies, and psychological assessments designed to test both technical skills and cultural fit, with longer gaps between stages becoming increasingly common. Dropouts and process fatigue appear to be rising, and in a market where top talent moves fast, slow processes and unclear communication can turn a great hire into a lost opportunity.
The early bird captures the worm
Investment banking remains the classic springboard into investing and corporate development, but the timing is changing. With fierce competition for talent, particularly acute at the Associate level, many buy-side firms are skipping the queue and hiring standout junior talent earlier than ever. The old “serve your time in banking” model is no longer a given. That said, for anyone eyeing the jump, you will still need to show clear, measurable transaction impact and a strong technical foundation to take advantage of these opportunities.
Companies are focusing on retaining their best talent
With longer and more time-consuming hiring cycles, and continuing strong competition for candidates, retention has become a top priority for many organisations. Beyond pay and bonuses, companies are investing in career development programs, mentorship, flexible work arrangements, and wellbeing initiatives to keep top performers engaged and committed. Clear communication around career progression, opportunities for internal and international mobility, and a culture that genuinely values contribution are all now used as tools in retaining talent. As a result, enticing high-performing individuals to the table from well-paid roles takes more than a pay rise – it demands a compelling mix of career upside, cultural fit, and leadership they believe in.
How best to stay relevant and marketable in today’s corporate finance market:
Invest in your networks and relationships
Your network is more than just a list of contacts - it’s an active asset that can open doors, spark opportunities, and keep you plugged into the market pulse. The longer you’ve been in the game, the richer and more valuable your connections are likely to be, but building and nurturing them is an ongoing investment. Whether looking for your next role, sourcing talent, or staying ahead of industry trends, relationships work best when they’re personal, not transactional. In an era where the default is to send an email or a quick message, make the effort to pick up the phone, meet for coffee, and have real conversations. In the age of AI and automation, genuine human connection is one of the few advantages that can truly set you apart.
Embrace a growth mindset to continuously build your technical and soft skills
Standing still is the fastest way to fall behind. Whether it’s the financial modelling masterclass or the “Introduction to AI” course you’ve been putting off, now is the time to sharpen your toolkit. Focus on skills that are not easily automated - critical thinking, commercial judgment, negotiation, and relationship building - while keeping your technical capabilities at the cutting edge. Yes, much of this comes with experience and exposure, but the professionals who stand out are those who proactively seek learning opportunities, stretch beyond their comfort zones, and apply new knowledge in real-world contexts. In a market where both technology and expectations are evolving rapidly, a commitment to continual growth is a career imperative.
Looking Ahead
Despite these current challenges, there are strong reasons for optimism. The recent interest rate cut is a boost for deal-making, investment banking hiring is as active as it’s been since 2021/22, and equity markets are showing early signs of recovery. Buy-side activity is also picking up, even if past rebounds have been uneven.
The corporate finance hiring market in Australia is evolving - and creating opportunities for those who adapt. Professionals who combine deal-making expertise with the ability to influence, communicate, and tell compelling stories will be best positioned.
For employers, success means building strategic talent pipelines, investing in development, and retaining high performers through flexibility and purposeful engagement. Winning organisations balance cost discipline with foresight, securing skills where shortages are structural, not cyclical.
Firms that view hiring as a strategic advantage, and professionals who pair technical expertise with exceptional soft skills, will shape the winners of the next growth cycle. By 2026, those who adopt this mindset won’t just weather the market - they’ll set its pace.
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