The Pointer Go-to-Market Index · Quarterly Special Edition

ANZ go-to-market hiring spent Q4 closing more roles than it opened.

Q4 FY26 ANZ GTM Hiring Review (calendar Q2 2026). Thirteen weekly readings, 30 Mar to 28 June 2026.

$100,000

Median advertised base across ANZ go-to-market

−37%

Peak-to-trough fall in active GTM roles

17.1%

of GTM roles mention AI, led by Presales at 51.3%

8.7%

Agency-fronted share at its mid-June peak

Ricky Pearl · Pointer Strategy · 20+ years as a sales leader across ANZpointerstrategy.com

The Pointer Go-to-Market Index · Quarterly Special Edition

ANZ go-to-market hiring spent Q4 closing more roles than it opened.

The Pointer Index: Q4 FY26 ANZ GTM Hiring Review, the final quarter of the Australian financial year (calendar Q2 2026). Thirteen weekly readings, weeks ending 30 Mar to 28 June 2026.

1. 1.ANZ go-to-market hiring contracted for most of the quarter: openings trailed closures in 9 of 12 weeks, bottoming at 4,856 active roles in the week ending 24 May.
2. 2.Advertised pay bands held while volume fell: the median advertised base sat at $100,000 with the 25th percentile drifting up from $80,000 to $81,999.
3. 3.The cuts were uneven: Sales held its share of demand (roughly 44 to 47 percent all quarter) while the technical and ops layer (Presales, RevOps, Customer Success, Enablement) contracted in absolute terms.
4. 4.Hiring went quieter: agency-fronted listings rose from 6.0% to 8.0% of GTM roles, a leading signal of thinning internal talent teams.
5. 5.AI surfaced in the ad copy: in the three weeks it has been tracked, AI language appeared in 14.4% to 20.5% of GTM roles, concentrated in the very functions being cut.

Q4 opened hot and cooled fast. ANZ companies were carrying 7,730 active GTM roles in the week ending 12 Apr, the high-water mark of the quarter. Six weeks later, in the week ending 24 May, that had fallen to 4,856, a contraction of about 37%, before a partial recovery into late June.

It's the shape of the ratio more than the headcount. Openings trailed closures in 9 of 12weeks: for most of the quarter the market retired roles faster than it created them. Companies opening fewer roles, that's the bottom line.

The $100,000 median is useful for headlines and dangerous for hiring plans. A junior SMB account executive and a senior enterprise one are different jobs at different prices, so a single number is the wrong tool. Below is the full per-role breakdown, segmented junior to senior, base and on-target earnings, the same anchored ranges Pointer publishes on its live salary guides: published ANZ guide anchors blended with live ANZ listings and community submissions. The Pool bars show relative candidate availability at each point in the range. If you need these broken down by sector or revenue range, reach out.

Every function but two shed roles between its quarter peak and the close, and the cuts were not spread evenly. Sales, the largest, drifted from a peak of 3,436 to 3,068 active roles, a net change of -233, while holding its share of demand at roughly 44 to 47 percent throughout. The contraction was carried by the layer beneath it.

Customer Success fell hardest in absolute terms, down 555 roles from peak to close. Presales lost 260, RevOps 99, Enablement 50. These are the operating and technical functions, and as the AI section shows, they are also the functions advertising hardest for AI fluency.

Two functions grew. Marketing added 55 roles and Account Management 404, though the Account Management gain is partly a measurement effect: the function was split out of Sales in early April, so its share is only cleanly comparable from the week ending 13 April.

One signal worth watching sits underneath the volume. The share of GTM roles posted through recruitment agencies rather than directly rose from 6.0% at the start of the quarter to a peak of 8.7% in mid-June, settling at 8.0%.

Agency share tends to rise when internal talent teams are stretched or cut: companies that would normally hire in-house start using external sourcing. In a quarter where overall GTM hiring contracted, a rising agency share is a quiet tell that the squeeze reached the talent function itself, and may signal a shift to external sourcing that runs broader than GTM alone.

These are the thirty companies that posted the most GTM roles directly in Q4, with agency and job-board listings stripped out. The top of the list is enterprise technology: Salesforce, Amazon Web Services (AWS) and Datacom led the quarter, a reminder that the largest platforms keep hiring through the cycle.

This is where most GTM jobs were, not where hiring grew fastest. A volume leaderboard rewards scale, so household enterprise names dominate and the fastest-growing smaller employers do not surface here. If you need a narrower cut, say Series A tech startups in Sydney under $5m ARR, we can pull it for you.

1. 1Salesforce232
2. 2Amazon Web Services (AWS)224
3. 3Datacom213
4. 4Google169
5. 5Amazon158
6. 6Commonwealth Bank157
7. 7Microsoft148
8. 8Southern Cross Austereo142
9. 9WPP Media129
10. 10Schneider Electric125
11. 11Flight Centre125
12. 12Telstra123
13. 13Stryker119
14. 14News Corp Australia112
15. 15DuluxGroup111
16. 16Team Global Express110
17. 17Coca-Cola Europacific Partners102
18. 18Agoda99
19. 19Optus99
20. 20Halter94
21. 21Aha!91
22. 22Asahi Beverages91
23. 23Bunzl Australasia89
24. 24Vocus89
25. 25Airwallex86
26. 26Xero86
27. 27Genuine Parts Company84
28. 28Eagers Automotive83
29. 29NAB83
30. 30SAP83

Across 8,209 active GTM roles, 17.1% mention AI. The average hides the finding. Rank functions by how often they ask for AI and you get almost the exact list of functions that shrank this quarter. Presales leads at 51.3%, Customer Success and Enablement sit near 40.1%. Those are the same functions that contracted hardest: Customer Success ended the quarter down 555 roles, Presales down 260.

The functions that grew ask for AI the least. Account Management, up 404 roles on the quarter, mentions AI in just 10.0% of ads. Front-line Sales, the largest function, sits at 13.4%. The operating and technical layer is being asked to become AI-native at the same time it is being thinned. That is the uncomfortable read: companies are not replacing GTM work with AI wholesale, they are thinning the people most likely to operationalise it.

Sydney is the largest GTM market by a clear margin, 2,650 active roles to Melbourne's 1,602, and the only major city advertising above the national median: $105,000 median base against $100,000 in Melbourne and $100,000 in Perth. It is also where AI demand concentrates, 24.2% of Sydney GTM ads mention AI versus 16.2% in Melbourne and 7.6% in Perth.

The mix shifts with distance from the harbour. Sales is 41.0% of Sydney GTM demand, 45.1% in Melbourne, and climbs to 52.1% in Brisbane, 55.0% in Adelaide and 58.1% in Perth. The smaller capitals are sales towns; marketing and the specialist functions cluster in the two big cities.

One number moved that is worth a footnote even if it does not drive a hiring decision. The share of GTM listings disclosing pay more than doubled over the quarter, from 7.0% in early April to 16.1% at the close, after climbing as high as 17.6% mid-quarter.

It is still a minority of roles. Four in five ANZ GTM ads name no salary. But the direction is consistent, and the floor it found near 16 percent suggests disclosure is becoming a habit for the kind of employer that discloses, rather than a one-off.

Five numbers will tell us whether Q4 was a pause or a turn. Each comes with a threshold and what crossing it would mean.

The Pointer Index counts active GTM job listings across Australia and New Zealand, refreshed daily from LinkedIn, Seek and company career sites. The counting unit is the active listing, not the unique vacancy: a role advertised on two boards counts twice. Each listing is classified by function, role and seniority by a large language model, and only genuine go-to-market roles are kept. Agency-fronted listings are excluded from function and salary analysis and reported separately, in aggregate, as a market signal.

Salary figures blend three sources: published ANZ salary-guide ranges as an anchor, live disclosed salaries from listings weighted by sample, and anonymous community submissions. Where live data is thin the guide anchor dominates; as it grows, live data takes over. Role benchmarks show base and on-target earnings across junior to senior bands rather than a single median. AI-language figures come from a detector that scans the full job description and measure the language of the ad, not the substance of the role.

The tracker turned on in the week ending 5 April 2026, so every high and low refers to the thirteen weeks on hand, not a full calendar history. Cells under 30 disclosed roles are suppressed and 30 to 49 are directional. One methodology change was made during the quarter: in the week ending 14 June the seniority and AI classification was revised, so entry-level, leadership and AI-adjacent share are reported only from that week forward and are not comparable to earlier weeks. If a number is wrong we correct it openly in the next edition and never restate a past one silently.

Caveats for this edition

• ·First quarter-length run: tracker turned on the week ending 5 April 2026, not 1 April. Not a clean calendar quarter.
• ·W24 break (2026-06-08): AI-adjacent, entry-level and leadership shares are null before W24 and comparable only across W24-W26.
• ·AI-adjacent is a three-week reading (W24-W26), not a quarter trend.
• ·Account Management share is null before W16 (2026-04-13) while the split out of Sales rolled out; Sales share held roughly flat all quarter (do not claim Sales gained share).
• ·Median advertised base pins to round-number bands ($100,000 every week); read it as bands holding while volume fell, not pay being static. Always show p25/p75 and n.
• ·W26 (week ending 28 June) active count is inflated by the same-day Sunday ingest; anchor the arc on the openings:closures ratio and the peak/trough, not the W26 endpoint.
• ·Agency-fronted share is measured from listing metadata and reported in aggregate.
• ·AI mention rate by function, seniority and city is a full detector scan of all active GTM descriptions (n=8209), a larger point-in-time sample than the three-week snapshot series; it measures ad language, not role substance.
• ·City median base is the midpoint of disclosed advertised salary; cities with fewer than 30 disclosed roles are suppressed.

All figures may be cited with attribution to The Pointer Index, Q4 FY26 (calendar Q2 2026), Pointer Strategy. Charts may be reproduced with a link back to this page. For the underlying data, a methodology question, or a custom cut, contact Ricky Pearl at Pointer Strategy.