F RON T L I N E R E TA I L 2016/ 17

SAL ARY GUIDE

Prov i ding you t h e best choice

W E LCOME TO OUR R ETA I L

SA L A RY GUIDE
Frontline RETA IL

Welcome to the 2016/17 Frontline Retail Recruitment

Salary Guide!
First released in 1997, this guide provides a
comprehensive review of the latest recruitment trends
and salary information in the Australian and New
Zealand Retail Industry. {
For the past year, we have noticed a significant change in the retail industry
in Australia and New Zealand. Many cities are struggling to keep up with
the demand for experienced retailers, particularly in areas where large
international brands that have recently opened their doors.
These international brands are often able to offer attractive salary packages
and opportunities for career progression, which is placing a strain on many
of the smaller retailers who are searching for new employees, and as a result
the market has become extremely competitive.
The salaries in this guide are collected from candidates who have been
placed in a new role in the past 12 months, and each of our Agency Owners
or Agency Managers have provided an in-depth analysis about the state of
the market in their local area.
We are very excited to have once again partnered with the Australian
Retailers Association to conduct an extensive survey of more than 200 retail
employers in Australia and New Zealand, to find out more about their hiring
and salary expectations for the next year. The results of this of this survey
can be found on the next three pages in our State of the Retail Market
report.
We hope that you enjoy this years salary guide, and as always we welcome
any feedback.

Peter Davis
Managing Director
Frontline Recruitment Group

SNAPSHOT

Number of agencies:
11
Countries of operation:
Australia
New Zealand
Number of staff:
approx 60
Year opened
1995

Understanding the
salary guide
To provide usable data for each position
we have indicated the Average salary or
a salary Range for each level surveyed.
This Range indicates the typical
salary bracket, which is being paid in the
marketplace for each position and level
within that position.
In the case of salary packages, where a
car or car allowance was included, we
have not included the value of the car or
allowance in the salary figures.

State of t h e

R ETA I L

M arke t

{ The retail industry in Australia & New Zealand

Australias retail industry employs over 1.27 million people - approximately 11% of the employed
population - making it the second largest industry in the country in terms of employment. In the
last 12 months, the number of employed personnel in the industry in Australia grew by 3%.
In New Zealand, over 368,000 people are employed by the Retail Trade, Accommodation, and
Food Services industry, approximately 15% of the employed population. While the industry has
experienced growth in the past five years, between March 2015 and March 2016, the number of
employed persons in the industry dropped by 1%.
{ A review of hiring intentions in the next 12 months
In June 2016, we surveyed more than 200 retail employers in
Australia and New Zealand to gain an insight into their hiring
intentions for the next financial year, and their behaviour when
they are looking to employ new staff for their organisations.
It was positive to see that clost to 50% of those surveyed
indicated that their business activity in the last 12 months
has increased, and that they are optimistic about a further
increase in the coming year.
We were also pleased to see that in the past year, more than
35% of respondants had increased their staff levels, with an
additional 42% indicating that their staff levels had remained
steady. More than 60% of those surveyed conveyed that
their staff levels are expected to remain the same in the
coming year, with those who are looking to increase their
numbers focusing on employing full-time or permanent staff.
In regards to staff retention, 66% of respondants revealed
that their staff turnover rate has remained the same in the
last year, and this is strongly expected to stay the same for
the next year.
{ Where should candidates be searching for roles?
Online job boards and word of mouth continue to be the
most popular choices for retail employers when they are
advertising their job vacancies. Advertising internally and on
the companys website are also common practices.
Given the resources that are being invested into digital marketing and social media platforms
such as LinkedIn, we were surprised to discover that social media was an advertising preference
for less than 37% of respondants, and their company website was lower still - with just 32% of
respondants utilising that platform.

48% of retailers work

{ What should you expect in the industry?

30 - 40 hours

On average, the majority of retail professionals

work between 30 - 40 hours per week, and the
hardest roles to fill are experienced Salespeople,
and Senior Salespersons.
Less than 40% of the retail businesses surveyed
offer flexible salary packages or benefits to their
employees - with the most popular options being
company paid training, flexible working hours and
paid maternity and paternity leave.
At a management level, a number of employees
are also provided with a company mobile phone,
and the ability to work from home. Flexible working
arrangementsare also common benefits provided
to support their employees work/life balance, and
training and development and flexible working
hours are by far the most common initiative used
to increase staff retention and promote health and
wellbeing.

per week

Where do retail employers

advertise jobs?
company
Website

37%

company social
Media Pages

32%

Online
Job boards

58%

Internal
Advertising

41%

Employee
Referrals

20%

Word of
mouth
Recruitment
companies Only

51%
5%

It continues to be a difficult to find experienced

candidates in the retail industry, with 44% of
those surveyed revealing that they find recruiting
in the current industry Very Challenging, and 46%
indicating that it is Somewhat Challenging. Less
than 7% of retail employers feel that recruiting in
the current market is Not Challenging.
In a candidate-short market, a common way to
keep an organisations staff engaged is to offer a
competitive salary package. 76% of employers
surveyed are expecting to increase the salaries of
all their staff to some degree in the next 12 months,
with an average expected increase of between
1-3% of the employees gross annual salary.
These increases will be based on a combination of
company, team and the individuals performance.
It is common in the industry for salary packages
to include a bonus scheme. This bonus is often
based on a combination of company, team and an
individuals performance, and is likely to be between
1-5% of the employees gross salary.
If you find yourself with another job offer - there is
no gurantee that your existing employer will provide
a counter offer. 41% of respondants revealed that
they will never make a counter offer, with 32%
indicating that they may, but only if there will be
operational implications if the employee leaves.

44% of employers
think that it is Very
Challenging to find
skilled retail staff in
the current market

65% of retail employers

base salary increases
on individual, team or
company performance

41% of retail employers

will never provide a
counter offer to their
employees

Flexible hours
is the most
common incentive
offered by retail
businesses to
promote staff
health and
wellbeing

{ How can you attract the best?

Long gone are the days when experienced
candidates were only looking for the highest
salary package when deciding if they should
accept a new job offer.
While this is an important factor to consider,
candidates are searching for an employer that
offers the right cultural fit and will allow them
to achieve their own career goals.
More than 75% of the retailers surveyed
believe that the key reason that their staff
leave their current positions is to further their
careers, with higher remuneration (including
salary, bonuses and benefits) a close second.
Other key factors include searching for a role
in a more convenient location, and those
seeking a better work/life balance.
If you are having difficulty retaining your
retail staff, it may be worthwhile to consider
how your organisation can provide these
opportunities and work with them to develop
a career path within your company.
{ What can we expect in the next year?
With the arrival of numerous large international
brands in both Australia and New Zealand, the
local market is struggling to keep up with the
demand for experienced retail candidates.
The performance of the industry is also closely
linked to the performance of the economy and
consumer confidence, with retailers unlikely to
hire new staff in unstable economic conditions.

76% of retail employers

believe that their staff leave
to further their career
development

61% of hospitality
employers provide
bonus packages to their
employees

A slight growth in the New Zealand economy

last year saw more people heading to the
shops, which helped to boost the industry just
in time for Christmas sales.
In Australia, consumer sentiment may have
slipped slightly in March but that didnt put the
brakes on the sector, which saw a 5% yearon-year increase in job ads - according to a
recent commentary published by SEEK.
It was also reported that candidate availability
has stabilised in recent months - which
provides both job seekers and employers
with reasonable recruitment conditions - but
employers are still feeling the shortage of
experienced talent in the candidate pool.
Across the industry it is challenging to source
candidates who have the required skills
and experience, and employers are now
also searching for the right cultural fit for
their business. While there are a number of
advertising options available, employers are
finding it difficult to find candidates through
the traditional means such as job boards,
and are receiving a number of unsuitable
applicants.
As a result of this, many are turning to specialist
retail recruiters and using other candidate
sourcing tools that are now available. While
these tools allow for the required filtering and
detailed searching, they can be extremely time
consuming for employers who are already
extremely time-poor.

41% of retail employers

did not make changes
to their staff levels in the
past 12 months

45% of employers, who will be

increasing salaries in the next
year, will provide an increase
of between 1-3% of the
employees annual salary

AGE NCY I NSIGH TS and commentary

FRON T LI NE R ETA I L

FAST FACTS

AC T &
SOUTHERN
NSW

Number of staff: 5
First year of operation: 2002

The roles we place:

In the past 12 months, we have seen an improvement in the
retail market in Canberra, with many businesses discussing
new store openings and plans for expansion.
This has slowed in the last quarter since the announcement
of the upcoming federal election, which has always had a
dramatic effect on Canberras market with more than 50% of
our workforce employed in the public sector.
The retail recruitment space in Canberra has always experienced
a shortage of skilled candidates, but this has declined further in
the past few years.
As a recruiter, we are working to build our database of qualified
retailers, so that when the right opportunity does become
available, we are able to quickly match them to the right role.
{ Increased number of passive candidates
The impact of the looming election can be felt across the retail
sector, with many passive candidates becoming reluctant to
move jobs until the new government is formed. This has resulted
in an increased amount of rejections of offers, and the need for
considerable re-negotiations to find the right fit.
There is a lot of energy in the Canberra market at the moment,
with a number of our major shopping centres receiving
significant upgrades, and everyone is really excited to see some
new brands opening their doors.
A number of international brands are also starting to turn their
eyes to the capital, and we cannot wait to see whats next! In
the past year we have seen a trend of companies attracting the
best talent in the market using increased salary packages.

ASSISTANT STORE MANAGER

Turnover < $1.5M

$40K - $45K

Turnover $1.5M - 3M

$45K - $50K

Turnover $3M - $5M

$45K - $55K

Turnover $5M - $15M

$55K - $65K

Turnover > $15M

$65K - $80K

STORE MANAGER
Turnover < $1.5M

$50K - $55K

Turnover $1.5M - 3M

$55K - $60K

Turnover $3M - $5M

$60K - $65K

Turnover $5M - $15M

$65K - $80K

Turnover > $15M

$90K - $120K

STATE & MULTI SITE MANAGER

Cluster Manager

$60K - $70K

Area Manager

$75K - $100K

Regional Manager

$80K - $150K

OTHER STORE BASED ROLES

Salesperson

$35K - $45K

Senior Salesperson

$45K - $55K

3IC

$40K - $45K

Trainee Manager

$45K - $55K

Concession Manager

$45K - $55K

Department Manager

$55K - $65K

Visual Merchandiser

$60K - $100K

In the past, the public service industry and competitors

has been hard to compete with, so its great to see some
local retailers stepping up to the plate in terms of salary.
{ Take the time to understand the local market
If you are looking to source the best in the market, the
most important thing that you can do is to make decisions
with speed and urgency.
Its also vital for brands to understand the local market
and think outside the square in terms of salary packages
and benefits to attract the best to your business.
As a candidate in the market, you need to be clear
about your needs and career goals. There are plenty
of opportunities out there for skilled and experienced
retailers, so take the time to think about your long-term
goals, and work with your recruiter to find out which roles
are on the market (as they are not always advertised).
{ Looking forward to the future!
In the next 12 months, we are expecting some major
changes to the market in Canberra. There are a number of
new players entering the retail space, and this will lead to
an increase in candidate mobility and confidence.
Nothing stays the same for long in retail, and the best way
to prepare for the next year is to start developing some
contingency plans and ensuring that your existing staff
feel supported and valued.

JEFF BAILEY
Agency OWNER

Contact
Frontline Retail Southern NSW & ACT
Mezzanine Level,

64 Northbourne Ave
Canberra, 2601
P: +61 2 6257 1100
F: +61 2 6169 3251
canberra@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

A DEL A IDE

Number of staff: 2
First year of operation: 2002

We are thrilled to announce that we have re-entered the retail

market in Adelaide, with our new agency located on Waymouth
Street!
There are a number of retailers looking for new opportunities
in Adelaide, and we have noticed that candidates are actively
applying to ads on the job boards. While it is promising to see
that candidates are feeling confident in the market and looking
for new roles, the majority of the applications that we receive are
from candidates who do not have enough skills or experience
for the roles that we are recruiting for.

Turnover < $1.5M

$38K - $42K

{ Experienced retailers are nervous to move roles

Turnover $1.5M - 3M

$40K - $45K

In a market with a large candidate pool, there is often the

misconception that it will be easier for companies to handle
their recruitment internally as they can simply place an ad
either online or on social media. While this will often result in
a large number of applications, the administrative process to
qualify these candidates can be extremely time consuming and
expensive. We have found that the most experienced retailers
are passively searching for new opportunities - and you will not
find them searching on job boards.

Turnover $3M - $5M

$45K - $50K

Turnover $5M - $15M

$50K - $55K

Turnover > $15M

$60K - $70K

These candidates are looking to partner with a recruiter who

will keep an eye on the market for them, and alert them to
any potential roles that become available. Many experienced
candidates are also nervous to seriously consider leaving their
current job , as they know that there are a number of potential
candidates on the market.
{ Be prepared to invest time in the recruitment process
If you are looking to source the best in the market, the most
important thing that you can do is make sure that you are not
spending all your time in the administration process.
While it can be encouraging to receive a number of applications
to your job advertisement, many retailers are noticing that it
is taking them a considerable amount of time to sort through
and qualify the data, and during that time they have been left
without a staff member.

The roles we place:

ASSISTANT STORE MANAGER

STORE MANAGER
Turnover < $1.5M

$44K - $50K

Turnover $1.5M - 3M

$48K - $55K

Turnover $3M - $5M

$55K - $60K

Turnover $5M - $15M

$60K - $70K

Turnover > $15M

$60K - $90K

STATE & MULTI SITE MANAGER

Cluster Manager

$55K - $70K

Area Manager

$60K - $90K

Regional Manager

$85K - $110K

OTHER STORE BASED ROLES

Salesperson

$35K - $40K

Senior Salesperson

$40K - $45K

3IC

$38K - $40K

Trainee Manager

$40K - $45K

Concession Manager

$40K - $45K

Department Manager

$40K - $50K

Visual Merchandiser

$60K - $70K

As a candidate in the market, you need to make it as easy

as possible for potential employers to see why you would
be a great addition to their team. Make this information
easy to find - particularly if you are using an online
platform such as a SEEK profile. Employers are receiving
a number of applications for each of their roles - so make
your application stand out!
If you dont have the particular skill set that they are looking
for, or experience in a certain role, make sure that you read
the job description carefully and then specify how you
satisfy each component of that job description, and what
unique benefits that you could bring to their business. If
you are working with a recruiter, always ensure that your
CV and information are updated with your needs, and be
honest with them about how actively you are searching
for a new role.
{ Exciting developments in 2017
In the retail market in Adelaide, we expect to see a lot
of movement in the next 12 months. Most of the capital
cities in Australia are seeing a number of international
businesses entering their market, and there are some
exciting developments planned for Adelaide.
This will increase competition in the market, as often these
companies can drive up salaries or offer more career
opportunities than local retailers, so its important for
clients to showcase what is unique about their business.

MELISSA LAWS
Agency owner

Contact
Frontline Retail Adelaide

Level 1, 155 Waymouth Street

Adelaide 5000
P: +61 8 8180 9037
adelaide@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

BRISB A NE

Number of staff: 6
First year of operation: 1998

The retail market has seen a great deal of change in the last 12
months. Our high street has had a significant revamp, with some
of the worlds biggest international retailers opening flagship
stores, and two other major shopping centres completing
renovations.
Unfortunately we have noticed that consumer confidence has
dropped recently, which has lead to a number of retailers not
performing as projected or achieving their budgets. This has led
to a drop in the company budgets for growth and recruitment,
and we have seen a number of large companies forced to
decrease their salary offerings - which makes it difficult for them
to attract the best on the market and roles are staying vacant for
extended periods.
{ More candidates than jobs available
Although a number of retailers are expanding their presence
into Brisbane, many of our existing brands are finding it difficult
to grow their teams, so there are more candidates than roles
available.
As a recruiter, we are working closely with our retail clients to
understand their needs and challenges in the current market
before we send them candidates to interview. The candidate
market has become increasingly saturated, and our clients
do not have the time or resources available to interview every
person that submits an application - so they rely on us to make
the right matches for them.
{ Businesses turning to social media for recruitment
We have noticed that many retailers are choosing to rely on their
internal recruitment teams or social media presence as a cost
effective means of recruiting new staff. While these channels
are sure to bring in a number of applicants, the sheer number
of candidates can be daunting for many businesses who are
already struggling to juggle their current workload without the
pressures of recruiting. Social media pages in particular attract
a wide variety of candidates from all different backgrounds, so
its important to be specific about the skills and experience that
you would prefer the successful candidate to possess.

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$42K - $45K

Turnover $1.5M - 3M

$44K - $47K

Turnover $3M - $5M

$48K - $52K

Turnover $5M - $15M

$52K - $55K

Turnover > $15M

$65K +

STORE MANAGER
Turnover < $1.5M

$44K - $48K

Turnover $1.5M - 3M

$48K - $52K

Turnover $3M - $5M

$50K - $55K

Turnover $5M - $15M

$55K - $65K

Turnover > $15M

$70K - $90K

STATE & MULTI SITE MANAGER

Cluster Manager

$50K - $55K

Area Manager

$55K - $60K

Regional Manager

$65K - $100K

OTHER STORE BASED ROLES

Salesperson

$38K - $42K

Senior Salesperson

$45K - $50K

3IC

$38K - $42K

Trainee Manager

$45K - $55K

Concession Manager

$42K - $48K

Department Manager

$54K - $64K

Visual Merchandiser

$45K - $75K

We have also noticed that a number of retailers are

choosing to be proactive with their recruitment and
take advantage of the online candidate databases
that are now available, or a recruiters internal
database, as this allows them to be specific about
the background and skills of the candidate that they
are looking to hire, without them needing to apply.
{ The benefits of partnering with an agency
If you are looking to source the best in the market,
the most important thing that you can do is to
consider working with a specialist recruiter who will
have a database of interviewed candidates ready to
move for the right opportunity.
As a candidate in the market, you need to find a way
to stand out from the crowd. Ensure that you have
read the job description carefully before applying
for a role, and update your resume to clearly
demonstrate how your skills and experience make
you the right fit for that role.
In the next 12 months, we are excited to see the
results of the centre renovations planned for 2017,
and hope to see more opportunities for retail
candidates as a result. Consumer confidence should
also start to increase after the federal election, and
this should start to ease some of the pressure off
our retail businesses.

COLLEEN HART

MARK HART

Agency owner

Agency owner

Contact
Frontline Retail Brisbane

Christie Corporate Building

Level 3, 320 Adelaide Street
Brisbane, 4000
P: +61 7 3310 8736
F: +61 7 3211 9981
brisbane@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

DA RW IN

Number of staff: 4
First year of operation: 2005

The retail market in Darwin is experiencing a significant downturn

due to the closure of many of the mines. As the miners and their
families leave, we have seen an influx of vacancies across the
territory, and are having difficulty coping with the fallout. There
has also been a trend of residents choosing to live outside of
Darwin CBD due to the rising cost of housing.
A number of big retail brands are looking to open their doors
in the Northern Territory, and many existing retail stores are
expanding their presence, which is a very welcome change for
the locals. A new Gateway Shopping Centre is currently being
developed and due for completion in November 2016, and this
should energise the whole industry.
{ Transient candidate market
Darwin is experiencing a very transient candidate market, and
a shortage of roles available. To combat this, we are focusing
our time on building long-term relationships with candidates
and clients, to ensure that we completely understand their
needs and can move quickly when a role is advertised. Many
experienced retail candidates are choosing to remain on the
market passively while they continue to work in their existing
roles, and are not actively applying to jobs on the online job
boards. We have found that these candidates are more likely to
be looking for a long-term commitment, whereas the candidates
using the job boards tend to be are either searching for shortterm positions or are lacking the right experience.
{ Candidates are searching for a new challenge
The biggest challenge in the current market is finding candidates
with specialised skills or areas of expertise - as often the
candidate will not move jobs unless they have been offered a
new challenge, the opportunity to work with a new product that
they feel passionate about, or a higher salary.
The new Gateway Palmerston Shopping Centre has created a
lot of energy in the industry and resulted in a number of new
job opportunities. This has helped to lower the cost of living in
Darwin as many candidates can now live in the outer suburbs
and still work close to home.

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$46K

Turnover $1.5M - 3M

$47K

Turnover $3M - $5M

$50K

Turnover $5M - $15M

$65K

Turnover > $15M

$85K

STORE MANAGER
Turnover < $1.5M

$50K

Turnover $1.5M - 3M

$55K

Turnover $3M - $5M

$60K

Turnover $5M - $15M

$90K

Turnover > $15M

$95K

OTHER STORE BASED ROLES

Salesperson

$45K

Senior Salesperson

$46K

3IC

$43K

Department Manager

$56K

Visual Merchandiser

$57K

The market in Darwin has always been heavily affected

by the seasons, and as we begin to enter the dry season,
we have noticed a significant drop off in the number of
applications coming in from traditional job boards, which
will make it difficult for retail businesses to handle their
recruitment internally.
{ Offer consistent progression opportunities
If you are looking to source the best in the market, the
most important thing that you can do is to offer consistent
support and progression opportunities. Make sure that
you are offering a salary that is competitive for Darwin,
instead of Australia wide, as it does differ considerably.
As a candidate in the market, you need to understand
the importance of interview preparation and clear
communication during interviews. Dont just tell the
interviewer what they can do for you - demonstrate the
benefits that you can bring to their business.
In the next 12 months, we expect the candidate market
to become tight with the new shopping centre opening
in November. While this will bring a number of new
opportunities to the candidate market, it will become more
difficult for businesses to find the best for their stores.
The effect of this will become evident in September
2016, so its important for businesses to act quickly when
making recruitment decisions, and to ensure that you are
doing all that they can to hold onto their existing staff.

RORY MANWARING
Agency OWNER

Contact
Frontline Retail Regional QLD & NT
Christie Corporate Building

Level 3, 320 Adelaide Street

Brisbane, 4000
P: +61 7 3010 9295
F: +61 7 3211 9981
northqueensland@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

MELBOURNE

Number of staff: 4
First year of operation: 1996

The Melbourne retail market has been impacted by International

Retailers such as H&M expanding their presence, and a number
of new store openings such as Reiss.
We have also seen a number of upgrades being made to our
shopping centres, and boutique retailers looking to recruit
experienced staff for their stores to stay competitive.

The roles we place:

There are a number of opportunities in the market for retailers,

and roles are being filled quickly after being advertised.

ASSISTANT STORE MANAGER

Many candidates are choosing to partner with a recruiter who

is able to keep an eye on what roles are available and put them
forward for the right jobs.

Turnover < $1.5M

$44K

Turnover $1.5M - 3M

$45K

Turnover $3M - $5M

$46K

{ Shortage of experienced candidates in the market

Turnover $5M - $15M

$49K

Even with an influx of job opportunities out there, we are still

seeing a shortage of quality candidates in the market, so
experienced candidates have multiple job offers on the table.

Turnover > $15M

$50K

We expect these conditions to continue for the next 12 months,

as new stores open their doors, and with the opening of the new
shopping centre being developed on Collins Street.
We have seen a number of changes in candidate behaviours
- with many experienced retailers choosing to search for roles
using social media platforms such as LinkedIn, instead of
traditional job boards.
To counteract this, we have been utilising our internal database,
which we have been building for more than 20 years, to search
for candidates, but many of the smaller boutique recruitment
agencies are having difficulty in this competitive market.
{ Ensure that you are offering a competitive salary package
If you are looking to source the best in the market, the most
important thing that you can do is to be aware that Melbourne
is job rich, and that candidates have a lot of choice.
You need to move very quickly and ensure that you are offering
a competitive salary package and benefits, or your competition
will!

STORE MANAGER
Turnover < $1.5M

$45K

Turnover $1.5M - 3M

$48K - $50K

Turnover $3M - $5M

$50K - $52K

Turnover $5M - $15M

$52K - $54K

Turnover > $15M

$55K

STATE & MULTI SITE MANAGER

Cluster Manager

$55K - $60K

Area Manager

$60K

Regional Manager

$70K

OTHER STORE BASED ROLES

Salesperson

$44K

Senior Salesperson

$48K

3IC

$48K

Trainee Manager

$45K

Concession Manager

$45K

Department Manager

$60K

Visual Merchandiser

$50K

As a candidate in the market, you need to make

sure that you are showing your potential employers
that you are looking for a long-term commitment.
With many options available, many candidates are
jumping between roles too quickly, and this is a big
red flag for hirers. If you can exhibit longevity and
show that you are a stable investment, you will be a
more attractive hire.

COLLEEN HART

MARK HART

{ Downfalls of managing recruitment internally

Agency owner

Agency owner

In the next 12 months we expect to see a continued

increase in the number of businesses who are using
social media platforms to recruit for their stores.
While this can be a cost effective recruitment
method, many companies finding that they have
invested numerous hours in filtering and connecting
with potential employees, only to find that their
employment history is inaccurate or they are not
looking for a new role.
We have found that a number of businesses are
trying this for a few months, and then coming to
us as we have already completed interviews and
reference checks on the candidates in our internal
database, which saves them a considerable amount
of time and stress. It all comes down to speed in
Melbourne, and things are moving fast!

Contact
Frontline Retail Melbourne
Level 6, 410 Collins St
Melbourne 3000
P: +61 3 8651 3300
F: +61 3 8651 3390
melbourne@frontlineretail.com.au

FRON T LI NE R ETA I L

NOR THERN
NSW
The retail market in Newcastle has been energised by a number
of international retailers entering the space and providing more
choice than ever before for consumers, while it remains tougher
than ever to find experienced retail candidates in regional NSW.
With these new stores opening their doors in Newcastle, most
existing local businesses are feeling the pressure to increase their
salary offerings to meet the market. Experienced candidates are
being snapped up quickly, so businesses need to make quick
decisions when they find themselves interviewing someone
who would be the right fit.

FAST FACTS
Number of staff: 2
First year of operation: 2003

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$40K - $45K

Turnover $1.5M - 3M

$40K - $45K

Turnover $3M - $5M

$40K - $45K

Turnover $5M - $15M

$50K

These stores also offer a number of long-term career options for

candidates (both within Australia and Internationally), so to stay
competitive, its important for local businesses to offer clear
career paths when they are interviewing potential candidates.
This is particularly important in regional NSW, as candidates are
looking for security and growth within their local area.

Turnover > $15M

$65K - $85K

STORE MANAGER
Turnover < $1.5M

$45K

Turnover $1.5M - 3M

$45K - $50K

Turnover $3M - $5M

$50K

{ Redevelopment of Regional shopping centres

Turnover $5M - $15M

$65K - $85K

It is exciting to see that nearly all major shopping centres in

Regional NSW have either started or are planning renovations
that will provide a premier shopping experience right outside
our doors.

Turnover > $15M

$80K - $105K

These developments will continue to tighten an already short

candidate market, so its important for businesses to be
proactive with their recruitment plans and consider partnering
with an agency who has an internal database of interviewed
candidates who are ready to move.
We have also seen an increase in candidate movement as they
try to find the right fit, so be sure to highlight how they will fit
into your companys long-term goals when interviewing. Many
local businesses are also choosing to increase their salary
offerings to attract experienced candidates to their stores, but
not everyone is able to compete with this trend.

STATE & MULTI SITE MANAGER

Cluster Manager

$40K - $50K

Area Manager

$50K - $75K

Regional Manager

$65K

OTHER STORE BASED ROLES

Salesperson

AWARD

Senior Salesperson

$45K

Trainee Manager

$38K - $42K

Concession Manager

$40K - $50K

Department Manager

$60K - $75K

Visual Merchandiser

$40K - $50K

If you are looking to source the best in the market,

the most important thing that you can do is to review
the salaries that you are offering in regional areas. In
a competitive regional market, its difficult to hold
onto your experienced staff, and increasing salary
packages is often the first solution. If you are unable
to do this, make sure that you clearly demonstrate
to the candidate how the work/life balance and
company culture that you are offering sets you apart
from the competition.
{ Keep an open mind, and do your research!
As a candidate in the market, you need to ensure
that your expectations about salary are realistic
- especially if you are moving from a metro to a
regional area. Keep an open mind about all the
opportunities that are available, and make sure that
you are doing your research before the interview.
Although a lot of the movement has been in
Newcastle with the international retailers, we are
excited to see some more opportunities in the next
12 months in regional areas. The past 10 years have
been quite flat, and it has been difficult to source
experienced candidates, but with the renovations
of the shopping centres completed (or soon to be
completed), we expect to see more candidates
choosing to review their options in these regional
areas and the benefits of working for local brands.

MEL FLAVELL

GRANT MALONEY

Agency owner

Agency owner

Contact
Frontline Retail Northern NSW
667B Glebe Road,
Adamstown 2289
P: +61 2 4927 1511
F: +61 2 4927 1544
northernnsw@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

PER TH

Number of staff: 7
First year of operation: 2000

Like most industries in Western Australia, the retail market in

Perth is being affected by the downturn in the resource economy.
As a result, the cost of living for residents continues to grow
and a number of smaller local businesses are struggling to stay
afloat.
In the current market, the most important thing that we can do
as a recruiter is to stay in close contact with both our clients
and candidates. This allows us to find out the movements in the
industry before they happen, and ensure that we are providing
a long-term solution for both parties.
{ Managing candidate expectations regarding salary
One of the key challenges that we are experiencing in Perth is
that many candidates have become accustomed to higher than
market salary packages, and are not prepared to be flexible in
what they will accept.
This leads to frustration for both clients and candidates and
slows down the recruitment process considerably - as clients
are not able to offer the salary that the candidate is searching
for, and candidates are not open to negotiations.
While this market can be extremely challenging at times, we
are excited to see what the next 12 months will bring. Some
new international store openings and expansions - such as
H&M in Joondalup and Top Shop going into concessions - have
breathed new life into the industry, in addition to the renovation
of shopping centres in Halls Head and Mandurah.
{ Misleading number of candidates in the market
When searching for new staff, its easy to think that there are
plenty of retail candidates out there.
Job ads placed on traditional job boards and social media
channels are receiving a number of applications, but we have
noticed that the majority of these candidates have a lack of
relevant retail experience. If you are looking to source the best
in the market, the most important thing that you can do is move
with urgency when you do find a great candidate.

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$35K - $40K

Turnover $1.5M - 3M

$38K - $42K

Turnover $3M - $5M

$42K - $48K

Turnover $5M - $15M

$45K - $50K

Turnover > $15M

$50K - $55K

STORE MANAGER
Turnover < $1.5M

$42K - $45K

Turnover $1.5M - 3M

$45K - $50K

Turnover $3M - $5M

$50K - $55K

Turnover $5M - $15M

$55K - $65K

Turnover > $15M

$70K - $75K

STATE & MULTI SITE MANAGER

Cluster Manager

$45K - $55K

Area Manager

$65K - $80K

Regional Manager

$80K - $100K

OTHER STORE BASED ROLES

Salesperson

$32K - $38K

Senior Salesperson

$40K - $45K

3IC

$38K - $42K

Trainee Manager

$38K - $42K

Concession Manager

$45K - $50K

Department Manager

$50K - $55K

Visual Merchandiser

$50K - $55K

When an experienced candidate decides to actively

search for a new role, they are in high demand so you
can be sure that they have a number of offers on the table
at once. Even if your offer is not the highest paying, you
can still make your company as attractive as possible by
highlighting the training and development opportunities,
and work/life balance.
As a candidate in the market, you need to be realistic
about the salary that you are willing to accept. During the
mining boom, many businesses used salary increases to
retain their top staff, but during the current downturn this
is no longer an option.
Retailers are cautious about the state of the market
and while they will ensure that their salary offerings are
competitive, they are not in the position to offer anything
above the market.
{ Tough market expected to continue into 2017
In the next 12 months, we expect to continue to operate
in an unknown market. While many of the experienced
retailers are prepared for these conditions, some of the
new businesses may struggle to operate and reach their
budgets - so its important to think ahead!
There will also be a continued demand on retail managers
to perform in these tight market conditions and increase
their floor performance, which can lead to increased
frustration and stress within the teams.

BRONWYN BUTCHER
Agency OWNER

Contact
Frontline Retail Perth
Unit 2, 174 Roe Street
Northbridge 6003
P: +61 8 9382 4711
F: +61 8 9328 1322
perth@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

REGION A L
QLD
The Queensland market has become increasingly tough for
all sectors - partially due to closure of the mines in North
Queensland. With many candidates choosing to leave the state
after the closure, there is a real shortage of experienced retail
candidates in the market.
A number of experienced candidates are searching for new
opportunities passively, meaning that they are not actively
searching job advertisements and applying to roles, but are
keeping an eye on the market and will make a move for the right
opportunity.
{ Differing conditions in metro and regional areas of QLD
Many smaller towns in regional Queensland are experiencing a
decline in population numbers - as families look to relocate after
the closure of the mines. This downturn is being felt by most of
the industries in these areas, and has made it a difficult market
for recruitment.
In the larger metropolitan areas, we are seeing a significant
investment being made in the retail industry, with the $670M
redevelopment of Pacific Fair at the Gold Coast, which has
caught the attention of some of the worlds leading retail
brands. We are also seeing the positive effect of the new $500M
development of Toowoomba Grand Central, which will attract a
number of large brands to the area, and we are excited to see
the finished result!

Number of staff: 4
First year of operation: 2013

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$45K - $50K

Turnover $1.5M - 3M

$48K - $53K

Turnover $3M - $5M

$53K - $55K

Turnover $5M - $15M

$55K - $60K

Turnover > $15M

$55K - $60K

STORE MANAGER
Turnover < $1.5M

$47K - $53K

Turnover $1.5M - 3M

$50K - $55K

Turnover $3M - $5M

$55K - $60K

Turnover $5M - $15M

$60K - $65K

Turnover > $15M

$65K - $80K

STATE & MULTI SITE MANAGER

Cluster Manager

$53K - $55K

Area Manager

$55K - $60K

Regional Manager

$60K - $80K

OTHER STORE BASED ROLES

{ Move quickly when interviewing and making offers

Salesperson

$43K - $45K

If you are looking to source the best in the market, the most
important thing that you can do is to move quickly! Great
candidates are not staying on the market for long, and often
have multiple offers on the table at once. As an employer, its
important that you make fast decisions about offers, otherwise
these candidates will most likely end up working for a competitor.

Senior Salesperson

$45K - $48K

3IC

$43K - $45K

Trainee Manager

$45K - $50K

Concession Manager

$45K - $48K

Department Manager

$50K - $55K

Visual Merchandiser

$50K - $55K

Candidates are not just going to be considering the salary

package that you are offering - but also the company
culture and opportunities for career development too.
When interviewing, be sure to take them through the longterm goals and vision of your business to ensure that it
aligns with their own goals, and demonstrate what role
they would play in the team. If you are not able to find a
candidate with the suitable level of experience, consider
investing in the training and development of one of your
existing staff members, and then recruiting for a lower
level position.

RORY MANWARING
Agency OWNER

{ Be prepared for counter offers from employers

As a candidate in the market, you need to keep in constant
contact with your recruitment consultant, and be honest
regarding your needs and expectations. Its possible
that you will also be faced with a counter offer from your
existing employer, so think carefully about your decision.
While a counter offer may be tempting at the time,
consider the reasons that you started looking for a new
role in the first place and if an increase in salary or benefits
will actually resolve this original issue.
In the next 12 months, we dont expect to see too many
changes in the retail market. The redevelopments that
are currently underway are adding some much needed
energy into the sector, but it will be another few years until
we see the true effect of this investment.

Contact
Frontline Retail Regional QLD & NT
Christie Corporate Building

Level 3, 320 Adelaide Street

Brisbane, 4000
P: +61 7 3010 9295
F: +61 7 3211 9981
northqueensland@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

SY DNE Y

Number of staff: 14
First year of operation: 1995

The retail market in Sydney has benefited from the continued

expansion of international retail brands, which has led to more
opportunities for job seekers. With candidates having a choice
of roles, retail businesses need to move quickly to avoid missing
out on the best.
There are a limited number of experienced retailers in the
market, and most of these candidates have a number of offers
on the table and are interviewing with multiple companies.
{ Influence of large international brands on the market

The roles we place:

ASSISTANT STORE MANAGER

For the past few years, Sydney has seen a number of large
international brands entering the market, and this is set to
continue in the next 12 months.

Turnover < $1.5M

$40K - $45K

Turnover $1.5M - 3M

$45K - $50K

Turnover $3M - $5M

$45K - $55K

While these expansions have provided more opportunities for

retailers, they have also placed a strain on the candidate market
and smaller stores are having difficulty attracting the best to
their businesses.

Turnover $5M - $15M

$55K - $65K

Turnover > $15M

$65K - $80K

Many retailers have chosen to increase their salary offerings to

counteract this, as money does talk in this market!
For the smaller, local businesses who are unable to match these
salaries, it is worthwhile to focus your attention on creating a
fantastic company culture and work/life balance.

STORE MANAGER
Turnover < $1.5M

$50K - $55K

Turnover $1.5M - 3M

$55K - $60K

Turnover $3M - $5M

$60K - $65K

Turnover $5M - $15M

$65K - $80K

Turnover > $15M

$90K - $120K

{ Candidates searching for a brand that they believe in

If you are looking to source the best in the market, the most
important thing that you can do is to made decisions quickly
and offer more than just a great salary.
Not all experienced candidates want to work for big international
brands, so try to highlight how your business can offer a clear
career path and opportunities for training and professional
development.

STATE & MULTI SITE MANAGER

Cluster Manager

$60K - $70K

Area Manager

$75K - $100K

Regional Manager

$80K - $150K

OTHER STORE BASED ROLES

Salesperson

$35K - $45K

Senior Salesperson

$45K - $55K

As a candidate in the market, you need to be flexible and keep

an open mind on what an employer can offer in the long-term.

3IC

$40K - $45K

Trainee Manager

$45K - $55K

Even though there are plenty of job opportunities available at

the moment, its important that you still invest a considerable
amount of time into preparing for the interview.

Concession Manager

$45K - $55K

Department Manager

$55K - $65K

Visual Merchandiser

$60K - $100K

Employers are becoming more specific about the

type of candidate they are searching for - someone
who reflects both their internal and external brands.
Before you consider accepting an offer, do some
research about the company to make sure that they
are the right cultural fit for you. A great place to start
is their company website and social media pages,
and visiting the store in person to get a feel for the
culture.
Researching the company beforehand will not only
show the hirer that you are serious about the role
and the brand, but will also allow you to demonstrate
why you are a good fit for their business.

JAMES LAING

ADA KWOK

Agency MANAGER

Agency MANAGER

{ Continued shortage of retail candidates

In the next 12 months, we expect the market in
Sydney to remain quite stable and to continue to
see a shortage of experienced candidates on the
market.
Experienced candidates are also choosing not
to spend their time searching for jobs online, and
there has been a change in candidate behaviour
where they expect to be found and notified about
a new role. LinkedIn and candidate databases have
become very popular tools for internal recruitment,
but require a significant amount of time as the data
is not always accurate and the candidates are not
always motivated to move.

Contact
Frontline Retail Sydney
Level 11, 70 Pitt St
Sydney 2000
P: +61 2 9231 0011
F: +61 2 8016 5490
sydney@frontlineretail.com.au

FRON T LI NE R ETA I L

FAST FACTS

AUCKL A ND

Number of staff: 8
First year of operation: 2004

The retail market in Auckland continues to experience a

shortage of quality candidates, particularly in the middle to
upper management levels. In the past 12 months a number of
international brands have also entered the market, which has
placed a strain on the already tight candidate pool.
When an experienced candidate enters the market, they are hot
commodities and have their choice of roles available to them. It
has become more important than ever for recruiters and hirers
to work closely with their candidates to understand their needs
and career objectives, as clients are going to be moving quickly
trying to attract them to their businesses.

The roles we place:

ASSISTANT STORE MANAGER
Turnover < $1.5M

$36K - $42K

Turnover $1.5M - 3M

$40K - $45K

{ Decreased quality of job applications being received

Turnover $3M - $5M

$45K - $52K

While a number of candidates remain active in the market,

sourcing experienced passive job seekers remains a challenge.
Social media and job boards are not as forthcoming with
qualified applications as they have been in the past, so we have
been utilising a combination of both our internal database, and
the various external candidate databases that are available
to find passive job seekers. Referrals have also become an
important tool in the current market.

Turnover $5M - $15M

$50K - $55K

Turnover > $15M

$60K - $70K

A number of new brands have entered the Auckland market,

including H&M and ZARA, and these international giants have
definitely created a buzz in the sector.

STORE MANAGER
Turnover < $1.5M

$40K - $45K

Turnover $1.5M - 3M

$45K - $48K

Turnover $3M - $5M

$48K - $55K

Turnover $5M - $15M

$55K - $75K

Turnover > $15M

$80K - $110K

STATE & MULTI SITE MANAGER

Combined with a number of new local store openings, and

some popular Australian brands opening their doors in New
Zealand, the retail market is full of energy. Tourism has also
increased dramatically in the past 12 months, which has also
had a positive impact on retail sales.

Cluster Manager

$55K - $60K

Area Manager

$65K - $75K

Regional Manager

$80K - $110K

{ Aucklands candidate market is expected to tighten

Salesperson

$32K - $35K

We expect that in the next year we will see more international

retailers opening their doors, which will continue to tighten an
already depleted candidate market. Retailers are starting to
invest more in the training and development of their existing
staff, and up-skilling has become a very important part of a
companys recruitment plan.

Senior Salesperson

$37K - $40K

3IC

$35K - $38K

Trainee Manager

$40K - $45K

Concession Manager

$45K - $48K

Department Manager

$55K - $60K

Visual Merchandiser

$45K - $55K

OTHER STORE BASED ROLES

In a current market, it has become very competitive and

there has been an increase in the number of counter offers
being made by employers who cannot afford to lose their
experienced managers.
If you are looking to source the best in the market, the
most important thing that you can do is work with a sense
of urgency when filling a role. Candidates that are highly
employable move forward to offer stages very fast, and
businesses that are taking too long to make decisions will
miss their chance. Its also necessary for employers to be
flexible on the type of candidate that you are looking for,
and be open to negotiations on salary.

MANDY JACOBSON
Agency MANAGER

{ Make sure that your resume is clear and concise

As a candidate in the market, you need to make sure that
you have updated your resume with your achievements
clearly listed. Employers want to see what you can offer
their business, and its important to make it as easy as
possible for them to imagine the benefit that you can
bring to their company.
In the next 12 months, we expect that we will continue
to experience a shortage of candidates with more new
brands opening their doors and putting an increased
strain on the market. To combat this, its going to become
very important for employers to recruit with a sense of
urgency, and develop relationships with your existing staff
that are built on respect and trust.

Contact
Frontline Retail Auckland
DLA Piper Tower

Level 5, 205 Queens Street

Auckland 1010
P: +64 9 523 0471
F: +64 9 379 5853
auckland@frontlineretail.co.nz

FRON T LI NE R ETA I L

FAST FACTS

W ELLINGTON
& SOUTH
ISL A ND

Number of staff: 2
First year of operation: 2005

The roles we place:

In the retail market in Wellington and the South Island of New
Zealand, we are feeling a lot of confidence and excitement!
A number a new international and leading national brands have
opened their doors, or have stores due to open in the next
few months, and are offering a lot of new opportunities to our
candidate market.
With more choice in the market, candidates have more options
and offers on the table. As a result, we are seeing very little
movement as retailers are happy to hold out for something
better, and are in no rush to take the first offer.
Experienced retailers are constantly reviewing the market
and keeping an eye out for their next step - so its important
for employers to ensure that they are offering tangible career
progression opportunities to make your company as attractive
as possible as a long-term commitment.
{ Exciting store openings across Wellington CBD!
Wellington CBD is quickly becoming the place to be for a
premier shopping experience - with both international and
national retailers battling for the prime retail spaces. The
excitement caused by the recent David Jones announcement
can still be felt across the market, and has been intensified by
the new opening of Seed Heritage, and Top Shop confirming
that they will be opening their doors soon.
In addition to this, there is also a major retail development in
progress on Cuba Street, and Willis Street is set to benefit from
the lack of supply in leasing on Lambton Quay - so we cannot
wait to see what the next year will bring!

ASSISTANT STORE MANAGER

Turnover < $1.5M

$33K - $35K

Turnover $1.5M - 3M

$35K - $38K

Turnover $3M - $5M

$36K - $45K

Turnover $5M - $15M

$40K - $55K

Turnover > $15M

$55K - $60K

STORE MANAGER
Turnover < $1.5M

$38K - $45K

Turnover $1.5M - 3M

$42K - $48K

Turnover $3M - $5M

$45K - $55K

Turnover $5M - $15M

$50K - $65K

Turnover > $15M

$80K - $90K

STATE & MULTI SITE MANAGER

Area Manager

$65K - $70K

OTHER STORE BASED ROLES

Salesperson

$33K - $36K

Senior Salesperson

$36K - $42K

3IC

$35K - $38K

Trainee Manager

$35K - $40K

Department Manager

$45K - $55K

{ Develop a quick, but thorough, interview process

We are also pleased to see that many retailers are
becoming more flexible with salaries, and are willing to
consider an increase if the candidate has experience in a
particular role. Given the competitive nature of the current
market, its great to see clients stepping up to the plate in
this way to attract the best to their businesses, and invest
in the quality of their staff.
If you are looking to source the best in the market, the
most important thing that you can do is to have a quick
but thorough interview process. Candidates will not wait
for you to come to the table, or if you take too long to
make a decision. We have also noticed that experienced
candidates are looking for companies that schedule an
official interview instead of a quick chat, as this sets the
tone of a professional business relationship and lets them
know that you are serious about the process.
As a candidate in the market, you need to make sure that
you are available for interviews and that your CV is up to
date.
{ What can we expect in 2017?
In the next 12 months, we are expecting to see an
increase in retail leasing levels due to an influx of new
brands opening their doors, and hopefully this will result
in increased sales performance for retailers with more
people hitting the shops!

KIRI HENARE
Agency OWNER

Contact
Frontline Retail Wellington
Level 4, 326 Lambton Quay
Wellington 6011
P: +64 4 499 4828
F: +64 4 477 5706
wellington@frontlineretail.co.nz

FRON T LI NE R ETA I L

E XECU TI V E

FAST FACTS
Number of staff: 2
First year of operation: 2016

The executive retail market in Australia has unique needs and requires a certain level of both patience and
experience - especially when dealing with head office and multi-site management roles. This year we have
opened a new agency in Sydney which will cater exclusively to needs of this market across the country.
There are a number of executive candidates on the market, and we have noticed in particular that some
of the larger retailers are looking for people that can bring something new to their business and are from
different backgrounds from their existing staff. Businesses are no longer simply looking for the right skills or
experience, but also the right cultural fit for their team.
{ The importance of building strong relationships
Recruiting in the executive space is all about developing
strong relationships - and this is where we have been
focusing our attention this year. As a new agency, we
are building both our brand presence and trust with our
clients and candidates, and are excited to see how much
traction we have already made!
As many companies are looking for executives from
various retail backgrounds, it is challenging to find
candidates that are the right cultural fit, and also who
have had longevity in their previous roles, but not enough
to be institutionalised and unable to adapt to another
companys processes.

JENNIFER STEWART
Agency MANAGER

{ Prepare for a long process - but its worth it!

If you are looking to source the best in the executive
market, the most important thing that you can do is
partner with a specialist agency. Executive recruitment
is a long process and requires patience, and often only
a candidates recruitment consultant will be aware
(confidentially) that they are actually in the market for a
new role.
As a candidate in the market, you need to be aware of
how long the process can be, and calculate this into your
career plan. With many international brands entering the
Australian market, its an exciting time to be in the retail
industry. We expect to see an increase in the number
of executive roles as these companies start investing in
Australian head offices to support their new stores.

Contact
Frontline Retail Executive
Level 11, 70 Pitt Street
Sydney 2000
P: +61 2 8016 5400
F: +61 2 8016 5490
executive@frontlineretail.com.au

SA L A RY COMPA R ISON TA BLES

Salary comparison

Tables

AUS T R A L I A - EX ECU T I V E
AUSTRALIA

AUSTRALIA

NATIONAL AND STATE MANAGERS

WEB AND DIGITAL DESIGN

State Manager

$90K - $120K

Web Designer

$65K - $85K

National Sales & Operations

Manager

$120K - $150K

Digital Designer - Low weight

$60K - $75K

National Retail Director

$220K - $250K

Digital Designer - Mid weight

$75K - $80K

BUYERS AND VISUAL MERCHANDISERS

Buyer

$100K - $200K

Assistant/Junior Buyer

$70K - $100K

Visual Merchandiser

$65K - $90K

Visual Merchandiser Manager

$90K - $150K

MERCHANDISE PLANNER
Merchandise Planner Assistant $65K - $80K
Merchandise Planner

$120K - $170K

Merchandise Planner Manager

$80K - $120K

PRODUCTION
Production Coordinator

$50K - $60K

Production Developer

$75K - $85K

Production Manager

$85K - $100K

SENIOR MANAGEMENT
CEO

$300K - $400K

COO

$250K - $350K

CFO

$200K - $300K

GM

$220K - $300K

HUMAN RESOURCES AND TRAINING

HR Manager

$100K - $130K

Training Manager

$100K - $130K

Digital Designer - Heavy weight $80K - $120K

Graphic Designer

$80K - $120K

Head Designer

$120K - $150K

Assistant/Junior Designer

$60K - $90K

MARKETING
Marketing Coordinator /
Executive

$65K - $85K

Marketing Manager

$85K -$120

WAREHOUSING
Warehouse Manager

$80K - $100K

Group Warehouse Manager

$120K - $140K

BIG BOX RETAIL

Store Manager

$90K - $140K

Area Manager

$130K - $180K

Regional Manager

$130K - $200K

State Manager

$200K - $250K

National Manager

$250K - $350K

Salary comparison

Tables

AUS T R A L I A - NS W & AC T
SYDNEY

NTH. NSW

ACT & STH. NSW

Trainee Manager

$45K - $55K

$38K - $42K

$45K - $55K

Concession Manager

$45K - $55K

$40K - $50K

$45K - $55K

Assistant Store Manager (turnover <$1.5m)

$40K - $45K

$40K - $45K

$40K - $45K

Assistant Store Manager (turnover $1.5-3m)

$45K - $50K

$40K - $45K

$45K - $50K

Assistant Store Manager (turnover $3-5m)

$45K - $55K

$40K - $45K

$45K - $55K

Assistant Store Manager (turnover $5-15m)

$55K - $65K

$50K

$55K - $65K

Assistant Store Manager (turnover >$15m)

$65K - $80K

$65K - $85K

$65K - $80K

Store Manager (turnover up to $1.5m)

$50K - $55K

$45K

$50K - $55K

Store Manager (turnover $1.5-3m)

$55K - $60K

$45K - $50K

$55K - $60K

Store Manager (turnover $3-5m)

$60K - $65K

$50K

$60K - $65K

Store Manager (turnover $5-15m)

$65K - $80K

$65K - $85K

$65K - $80K

Store Manager (turnover >$15m)

$90K - $120K

$80K - $105K

$90K - $120K

Department Manager

$55K - $65K

$60K - $75K

$55K - $65K

Cluster Manager

$60K - $70K

$40K - $50K

$60K - $70K

Area Manager

$75K - $100K

$50K - $75K

$75K - $100K

Regional Manager

$80K - $150K

$65K

$80K - $150K

Salesperson

$35K - $45K

AWARD

$35K - $45K

Senior Salesperson

$45K - $55K

$45K

$45K - $55K

Showroom Consultant

$40K - $55K

$50K

$40K - $55K

3IC

$40K - $45K

No data

$40K - $45K

$60K - $100K

$40K - $50K

$60K - $100K

STORE MANAGEMENT

STATE & MULTI SITE MANAGER

OTHER STORE BASED ROLES

MERCHANDISING & BUYING

Visual Merchandiser

Salary comparison

Tables

AUS T R A L I A - Q L D & N T
BRISBANE

REGIONAL QLD

DARWIN

Trainee Manager

$45K - $55K

$45K - $50K

No data

Concession Manager

$42K - $48K

$45K - $48K

No data

Assistant Store Manager (turnover <$1.5m)

$42K - $45K

$45K - $50K

$46K +

Assistant Store Manager (turnover $1.5-3m)

$44K - $47K

$48K - $53K

$47K +

Assistant Store Manager (turnover $3-5m)

$48K - $52K

$53K - $55K

$50K +

Assistant Store Manager (turnover $5-15m)

$52K - $55K

$55K - $60K

$65K +

Assistant Store Manager (turnover >$15m)

$65K +

$55K - $60K

$85K +

Store Manager (turnover up to $1.5m)

$44K - $48K

$47K - $53K

$50K +

Store Manager (turnover $1.5-3m)

$48K - $52K

$50K - $55K

$55K +

Store Manager (turnover $3-5m)

$50K - $55K

$55K - $60K

$60K +

Store Manager (turnover $5-15m)

$55K - $65K

$60K - $65K

$90K +

Store Manager (turnover >$15m)

$70K - $90K

$65K - $80K

$95K +

Department Manager

$54K - $64K

$50K - $55K

$56K +

Cluster Manager

$50K - $55K

$53K - $55K

No data

Area Manager

$55K - $60K

$55K - $60K

No data

Regional Manager

$65K - $100K +

$60K - $80K

No data

Salesperson

$38K - $42K

$43K - $45K

$45K

Senior Salesperson

$45K - $50K

$45K - $48K

$46K

Showroom Consultant

$42K - $50K

$45K - $48K

$50K

3IC

$38K - $42K

$43K - $45K

$43K

$45K - $75K

$50K - $55K

$57K

STORE MANAGEMENT

STATE & MULTI SITE MANAGER

OTHER STORE BASED ROLES

MERCHANDISING & BUYING

Visual Merchandiser

Salary comparison

Tables

AUS T R A L I A - V IC , S A & WA
MELBOURNE

ADELAIDE

PERTH

Trainee Manager

$45K

$40K - $45K

$38K - $42K

Concession Manager

$45K

$40K - $45K

$45K - $50K

Assistant Store Manager (turnover <$1.5m)

$44K

$38K - $42K

$35K - $40K

Assistant Store Manager (turnover $1.5-3m)

$45K

$40K - $45K

$38K - $42K

Assistant Store Manager (turnover $3-5m)

$46K

$45K - $50K

$42K - $48K

Assistant Store Manager (turnover $5-15m)

$49K

$50K - $55K

$45K - $50K

Assistant Store Manager (turnover >$15m)

$50K

$60K - $70K

$50K - $55K

Store Manager (turnover up to $1.5m)

$45K

$44K - $50K

$42K - $45K

Store Manager (turnover $1.5-3m)

$48K - $50K

$48K - $55K

$45K - $50K

Store Manager (turnover $3-5m)

$50K - $52K

$55K - $60K

$50K - $55K

Store Manager (turnover $5-15m)

$52K - $54K

$60K - $70K

$55K - $65K

Store Manager (turnover >$15m)

$55K

$60K - $90K

$70K - $75K

Department Manager

$60K

$40K - $50K

$50K - $55K

Cluster Manager

$55K - $60K

$55K - $70K

$45K - $55K

Area Manager

$60K

$60K - $90K

$65K - $80K

Regional Manager

$70K

$85K - $110K

$80K - $100K

Salesperson

$44K

$35K - $40K

$32K - $38K

Senior Salesperson

$48K

$40K - $45K

$40K - $45K

Showroom Consultant

$49K

$40K - $45K

$45K - $50K

3IC

$48K

$38K - $40K

$38K - $42K

$50K

$60K - $70K

$50K - $55K

STORE MANAGEMENT

STATE & MULTI SITE MANAGER

OTHER STORE BASED ROLES

MERCHANDISING & BUYING

Visual Merchandiser

Salary comparison

Tables

N E W Z E A L A N D - E X ECU T I V E
NEW ZEALAND

NATIONAL AND STATE MANAGERS

State Manager

$80K - $100K

National Sales/Operations Manager

$100K - $150K

National Retail Director

$150K

BUYERS AND VISUAL MERCHANDISERS

Buyer

$70K - $90K

Assistant/Junior Buyer

$45K - $55K

Visual Merchandiser

$45K - $55K

Visual Merchandiser Manager

$65K - $75K

MERCHANDISE PLANNER
Merchandise Planner Assistant

$45K - $55K

Merchandise Planner

$80K - $120K

Merchandise Planner Manager

$120K - $150K

PRODUCTION
Production Coordinator

$45K

Production Developer

$70K - $100K

Production Manager

$120K +

SENIOR MANAGEMENT
CEO

$250K +

COO

$150K - $200K

CFO

$150K - $250K

GM

$150K +

HUMAN RESOURCES AND TRAINING

HR Manager

$150K +

Training Manager

$80K +

WEB AND DIGITAL DESIGN

Graphic Designer

$50K - $80K

Assistant/Junior Designer

$40K - $50K

Salary comparison

Tables
NEW ZEALAND
AUCKLAND

SOUTH ISLAND

WELLINGTON

Trainee Manager

$40K - $45K

No data

No data

Concession Manager

$45K - $48K

No data

No data

Assistant Store Manager (turnover <$1.5m)

$36K - $42K

$33K - $35K

$33K - $35K

Assistant Store Manager (turnover $1.5-3m)

$40K - $45K

$35K - $38K

$35K - $38K

Assistant Store Manager (turnover $3-5m)

$45K - $52K

$36K - $40K

$38K - $45K

Assistant Store Manager (turnover $5-15m)

$50K - $55K

$40K - $45K

$45K - $55K

Assistant Store Manager (turnover >$15m)

$60K - $70K

No data

$55K - $60K

Store Manager (turnover up to $1.5m)

$40K - $45K

$38K - $42K

$40K - $45K

Store Manager (turnover $1.5-3m)

$45K - $48K

$42K - $45K

$45K - $48K

Store Manager (turnover $3-5m)

$48K - $55K

$45K - $55K

$48K - $55K

Store Manager (turnover $5-15m)

$55K - $75K

$50K - $60K

$55K - $65K

Store Manager (turnover >$15m)

$80K - $110K

No data

$80K - $90K

Department Manager

$55K - $60K

$45K - $55K

$50K - $55K

Cluster Manager

$55K - $60K

No data

No data

Area Manager

$65K - $75K

No data

$65K - $70K

Regional Manager

$80K - $110K

No data

No data

Salesperson

$32K - $35K

$33K - $35K

$33K - $36K

Senior Salesperson

$37K - $40K

$36K - $39K

$36K - $42K

Showroom Consultant

$40K - $50K

No data

$36K - $42K

3IC

$35K - $38K

$35K - $38K

$36K - $38K

$45K - $55K

$65K - $75K

No data

STORE MANAGEMENT

STATE & MULTI SITE MANAGER

OTHER STORE BASED ROLES

MERCHANDISING & BUYING

Visual Merchandiser

A BOU T
FRON T LI NE

RE TA IL

When youre on the hunt for a new job, it helps to know

your options. At Frontline Retail, weve developed an
unparalleled network in the retail industry, so we can tell
you exactly what roles are out there even the ones that
havent been advertised. {

With our honest, candid approach, well give you realistic advice on your
skills, salary expectations and opportunities. And from start to finish,
were there to offer support and handle negotiations on your behalf. We
can even help you make a smooth transition between roles so you leave
your old job on good terms.
Were careful to match your personality and values to those of your new
employer, so we achieve the right cultural fit. We also pride ourselves
on our ethical approach, operating with integrity and transparency we
take this very seriously as it underpins the values of our business.
Theres nothing we love more than getting to know an individual, and
finding the job that suits them perfectly and for many people, we do
this time and time again over the course of their career. So if youre
thinking of making a move, make us your first phone call.

The Frontline
Recruitment story
Frontline Recruitment Group (FRG)
was founded in 1995 by Debbie
Davis. As a mum caring for a young
son, she switched from her former
full-time role with a leading fashion
retailer to a part-time one, handling the
brands recruitment needs. Over time,
Debbie received recruitment inquiries
from other retailers in NSW, and then
interstate and so FRG was born.
In the beginning, FRG was operated
exclusively by ex-retailers with
young children who were unable to
work full-time hours. As a homebased business, candidates were
interviewed in coffee shops, shopping
centres and hotels. Our first offices
were in a garden shed in Sydney, a
garage in Melbourne and a caravan in
a front garden in Brisbane!

Evidence of
our success
In 2015, Frontline Retail listed over 4,965
jobs with 675 different clients and placed
candidates in job roles ranging from Sales
to Store and Assistant Managers to General
Managers and Visual Merchandisers. A
detailed list of role placements can be found
on the Frontline Retail websites.
Our dominant advertising presence,
extensive local networks and large
candidate database enable us to attract
more of the best candidates in the market.

What our
clients say

I wanted to thank you for your hard

work and dedication in trying to fill our
outstanding guarantee. I understand
in Agency land its not as motivating to
fill these types of roles however I feel
that you have worked just as hard to
fill this role as you have done with paid
placements you have assisted me
with in the past.
Belinda Loftus,
Jeanswest

Why Frontline
Retail?
{ The recruitment professionals
of choice. At Frontline Retail, our team
is dedicated to helping employers and
candidates connect. With years of
experience and a passion for what we do,
we work hard to find the right candidate
for every role, and vice versa. It all comes
down to understanding what people
need, and giving them the best options
possible. Theres a world of choice out
there we just help you make the most
of it.

{ Ethics are everything. Integrity

may not be a quality youd immediately
associate with recruitment but for
us, its crucial. We want to build long
term relationships based on trust and
our integrity is central to this goal. As
an example, we have a policy against
poaching; you can rest assured we
will only deal with candidates who
approach us. Yes, the standards we
set for ourselves are high, but were
determined to live up to them.

{ We know our sector inside out.

Weve chosen to focus purely on the retail
market. Over the years, weve developed
an intimate understanding of the industry,
so were perfectly positioned to meet your
needs. We know how your world works,
and we speak your language.

{ Enjoy stress-free searching. Lifes

too short to be stressing over resumes,
references and interviews. At Frontline
Retail, we handle all of these details for
you, so you can get on with life as usual.
Communication is open and easy, and
were always there when you need us.

{ Nothing but honesty. We dont

believe theres anything to be gained by
dressing up the truth. So were always
100% honest with people, whether its
about salary expectations, interview
feedback or the state of the market. We
think you deserve to know the truth and
with us, thats what you get.

{ Our candidates come guaranteed.

While were confident in the people we
put forward, we do know chemistry is
important within the workplace. So, if a
candidate doesnt work out within the
guarantee period (usually 90 days after
placement), were happy to find you an
alternative.

Work with us

Great personal and professional

customer service is provided by
Frontline Retail Recruitment to
support our business needs.
Colin McFetridge,
Te Papa Store NZ

I chose Frontline Retail to exclusively

recruit for my furniture business,
Comfort Style Furniture & Bedding.
Their professionalism, knowledge
of the industry, business advice and
the speed at which highly suitable
candidates have been presented has
been invaluable. I will continue to use
and highly recommend... the Frontline
Retail team.
Jack Naylor,
Comfort Style Furniture & Bedding

the Retail recruitment specialists

Visit frontlineretail.com.au or frontlineretail.co.nz for the

full contact details of your local Frontline Retail agency.
We also invite you to connect with us:
linkedin.com/company/frontline-retail-recruitment
facebook.com/FrontlineRetailRecruitment

RETAIL

Providing you the best choice

www.frontlineretail.com.au
www.frontlineretail.co.nz