The average salary for a Sales & Account Management professional in Australia is $94,000. 

Entry-level roles such as Sales Development and Outbound Sales Reps start lower, at around $68-70k. Moving up the career ladder, Account and Customer Success Managers earn an average $90-95k, with Business Development and Sales Managers earning more – around $104k. For a Head of Sales, the average sits at $174k.

Currently, the top most desirable job factors on the minds of great Sales & Account Management talent include:

1. Work-life balance and flexible work arrangements
2. Salary and benefits
3. Generating positive environmental or social impact
4. Professional development opportunities
5. Working in a great team

A variety of technical, strategic and personal soft skills are required by the modern Sales & Account Management professional to thrive in Australia’s modern business landscape. Some of the top in-demand skills we see include:

1. AI and automation
2. Data-driven decision making
3. Virtual tools
4. Adaptable mindset
5. Leadership

These five skills enable great Sales & Account Management professionals to drive new client and customer success strategies in a changeable sales environment: using advanced tools to streamline efficiencies and real-time intelligence to forecast key trends, while staying agile to copy with evolving conditions.

Key to improving employee retention in any team is to first understand the key factors driving people away. Generally, the best way to get these insights is to find out from your people, either through one-on-one meetings or anonymous feedback surveys. 

In our experience, these are four of the top factors affecting employee retention in Australia: 

1. Uncompetitive pay or benefits 
2. A lack of pay increases 
3. Seeing no future at the company 
4. Toxic workplace culture 

When you understand your key problem areas, you can then begin to implement strategies that directly address the root cause of these issues. Common strategies we see include: 

1. Offering pay on-par with competitors 
2. Providing desirable benefits to top up any pay discrepancies 
3. Creating a transparent, inclusive work culture 
4. Ensuring each employee has a clear career progression pathway 

This always depends on your business objectives, budget, time and the complexities of the market. 

In-house recruitment can be both highly efficient and very cost-effective, giving you total control of the hiring pipeline and a sense of ownership over the process.  

However, if your team lacks the capacity to run this process effectively, you’re hunting for niche or hard-to-find skills, or the market is experiencing heavy competition, a specialist recruitment partner can provide that extra level of certainty. This is because recruitment teams like ours have spent years building vast talent networks across the country (and globe), enabling us to: 

• Access hidden talent pools 
• Circumvent market competition to headhunt right-fit talent directly
• Maintain a team of high-quality temp staff who can hit the ground running in under 24 hours 

These factors make specialist recruitment teams very popular for finding urgent talent, key skills areas and high-level professionals.