2026 Residential Real Estate Industry Salary Guide & Trends

Residential Real Estate Industry Salary Guide 2026 – By Placed Australia

Australia's Real Estate Employment Market Has Changed. Have Salaries?

Salary Benchmarks, Recruitment Trends, AI, Market Intelligence & The Future of Real Estate Employment in Australia

By Andrew Turnbull, Founder & Director – Placed Australia - Real Estate Recruitment www.PlacedAustralia.com.au

Introduction:

Welcome to the Placed Australia Residential Real Estate Industry Salary Guide 2026.

Each year, we publish this guide to provide Agency Principals, Real Estate professionals and business owners with a practical view of salaries, commission structures, recruitment trends and employment conditions across Australia's Residential Real Estate industry.

Here is a link to last year's report...(2025 Residential Real Estate Salary Guide)

If you are a Real Estate professional wanting help to find a new Job in Real Estate or an Employer looking to hire staff, click the button below to Register or submit a Job.

This year's Real Estate salary report is a bit different...

Not because Real Estate has stopped being a great industry to work in. Quite the opposite.

It's different because the market has changed.

Contrary to the popular news headlines around the property market, when it comes to work in Real Estate, we see 2026 as the single greatest opportunity for Residential Real Estate in the past 6 years.

As we saw from 2020-2025, the housing market was in a boom trend, selling was easier, property was selling faster and for higher prices, but finding a listing was harder. Lazy Agents are being squeezed out... Hard working Agents are positioning themselves to sell more than ever...

In 2026, the entire landscape in the property market has shifted to cooling prices, investor caution and longer listing times. This has all been instigated by unusual Government policy proposals in the Federal Budget announcement earlier this year, with 5% deposits for first home buyers, Investors being stripped of negative gearing incentives on established homes and, negative gearing being applied exclusively to new build homes...

Across the board, disruptive overhauls to Government policy on taxation across all asset classes including new SMSF investment rules, new Tax rules on Trust Structures, Implementation of AI and, new CGT rules, have all combined to forge the landscape of the Real Estate Salary Trends for 2026.

It's not all doom and gloom if your sell Real Estate. It has potentially created more opportunity for those that sell property, if you can see it...

Over the last 6 years, listings were fewer but sold fast, as new buyers feared missing out on entering the property market and getting their slice of the Aussie dream before it was unobtainable.

First home buyers struggled to keep-up with rising house prices while investors competed fiercely in the same market for Real Estate before prices impacted the numbers working-out.

People that bought property over the last 5-10 years, including investors, sat tighter on their property purchase to take advantage of the rising capital gains, but were also faced with the realisation that if they sold, sure they would get a good return, but everything else had gone up just the same, so where could they buy back-in to a rising market that looked more attractive financially than what they already had?

Now, in 2026, taxation policy, cost of living pressures, interest rates and new tenancy laws have started to shake the very foundation the Australian property market has been built on...

All this means, if your in the business of selling Real Estate, and those people mentioned above decide now is the time to realise those capital gains or reduce their CGT exposure, listings should be easier to find, and their should be more of them. Savvy Agents who are happy to hunt could easily double their listing volume or more from previous years, if they tuck-in and set themselves up right now...

Real Estate Agencies are laser-focused and battling for the right talent to join their team to capitalise on the spike in listing volumes, but their has also been a significant shift in their appetite for experience.

Agencies know there is a strong chance, with the right boots on the ground, they can list far more property than in recent years with very minimal impact to the sale price commissions. (House in 2024 valued at $1.5m, now valued at $1.35m, Agent still sells at a great commission but also finds it easier to list far more of them).

Agencies with good sized Property Management portfolios have started to see more of their managements from their investor client base being put up for sale, and for some Agencies, this is a double edge sword. Yes, they may lose a management fee but, alternatively, they may be first in line to get a sale if they are on the forefront of the right communication to their portfolios...

Agencies that ignore reaching out to their PM portfolios now, may face losing managements regardless, and miss the sale opportunity, as investors choose to sell with other Agents that approach them.

The reality is, listing a house is becoming much easier but selling it may take a bit longer. As households face pressure on cost of living, investors weigh up the CGT exposure on property and in some cases their business's, while battling with wild Gov taxation policy changes and housing supply shortages on new builds, some, especially investors, are poised or in the process to exit the property market before mid 2027...

The extraordinary property boom that shaped much of the last few years has given way to a far more selective market. Affordability has become a major constraint, interest rates remain influential, investor demand has been affected by Federal Budget changes and tenancy laws, and market performance is increasingly divergent between cities and regions.

realestate.com.au's June 2026 outlook expects combined-capital home prices to finish the year broadly flat, with higher interest rates and affordability pressures weighing on prices through the second half of 2026. It also expects reduced investor demand following Federal Budget changes to weigh on property price growth.

At the same time, the underlying need for housing has not disappeared.

Australia continues to experience significant housing undersupply, population growth and employment demand. Property Update's current market analysis describes a genuine correction phase but notes that the structural drivers of housing demand remain intact.

So what does all of this mean for Real Estate employment?

Quite simply:

The industry is not necessarily hiring less. It's hiring differently.

• Agency Principals are becoming more selective.

• Candidates are becoming more commercially aware.

• Businesses are scrutinising wages and productivity more closely.

• Instead of branching out on their own, Top-performing Agents are consolidating their teams under more robust and recognised Brands.

• AI awareness is beginning to change what Agencies expect from their support teams.
  

The biggest salary story of 2026 may therefore be something that doesn't appear in many salary guides: We could be heading for a talent cliff in future years as Agencies pick experience over training newcomers now. When experienced people exit the Real Estate employment market, there may not be enough new talent trained up to take their place...which could cause talent availability issues for Agencies in later years to come...

Wages have not broadly gone up.

• Some have remained almost exactly where they were.

• Some have increased modestly.

• Some commission structures have become more sensible for growth but additional ways to earn (PM Referral Comms etc) have become more available.

• And in certain roles and markets, salaries have actually come under pressure.

• Senior Property Management is one of the clearest examples.

• This is not necessarily bad news.

• It is evidence that the Real Estate employment market is recalibrating.

The 2026 Real Estate Employment Market

From "Hire More" to "Hire Better"

During the strongest part of the property cycle, many Agencies were primarily concerned with finding enough people. -

Today, the question is changing.

Agency Principals are increasingly asking:

"What return will this person generate for my business?"

That changes recruitment.

The value of a Sales Agent is increasingly measured by listings, GCI, market share and client retention. The willingness to constantly motivate under-performing staff is disappearing.

The value of a PM BDM is measured by new managements and rent-roll growth.

The value of a Property Manager is increasingly measured by portfolio capacity, landlord retention, the right communication to identify what the investor is thinking of doing in the near future (hold or sell), efficiency and service. Skills and experience remain in high demand.

The value of an Administrator or Marketing professional is increasingly measured by productivity and commercial contribution and their understanding of AI an how to integrate it.

The result is a more performance-oriented employment market.

There seems to be more pressure on Mid-level Management sentiment this year although not yet reflected in this years report. Sales Managers, Operations Management and PM Team Leaders or Heads of Department roles may be impacted on the wage front, with Agencies consolidating outgoings and forced to look at streamlining overhead costs, investing in AI systems, and we have heard noises of Principals asking Mid-level Management team members to jump back into revenue producing activity rather than team management duties (or a hybrid of both).

Our prediction for 2027 is we will see the effects of Gov Policy, Outsourcing, Smarter and more efficient AI integrations to CRM's, start to have a much stronger and broader impact on the Mid-level management roles in 2027.

2025 vs 2026: What Actually Changed?

Our 2025 Salary Guide forecast salary growth across several major categories.

We predicted:

• Mid-level Sales OTE growth of approximately 3–6%

• Property Management base salary growth of approximately 5–8%

• Support and Administration growth of approximately 3–5%

• Continued upward movement for Buyers Agents

• Increasing commission-based remuneration for BDMs.

The reality we are seeing in 2026 is more nuanced.

Broad-based salary inflation has not occurred.

Instead, remuneration has become increasingly dependent on performance, experience, location, revenue generation and technological capability.

That is an important distinction.

The 2026 salary market can broadly be described as:

Sales: Stable for average performers; premium for proven listing agents.

Property Management: Strong demand, but salary growth has flattened and some senior positions are under pressure while outsourcing PM Admin and Reporting has increased.

BDM: Strong demand with increasing emphasis on performance based remuneration.

Administration: Stable, but increasingly affected by AI and automation.

Marketing: Changing fast VS traditional roles, stronger demand for digitally capable and AI-enabled marketers. AI automation is creeping in faster than some where prepared for.

Leadership: Flatter base salaries, but greater focus on business performance and profitability.

2026 Sales Category Salary Benchmark Table (Averages)...

Important 2026 observation

The most significant change isn't that every salary band has stayed relatively stagnant.

It is that the spread between an average employee and an exceptional employee is becoming more important and the talent the Agencies are targeting has become more selective.

Sales Commission Structures – 2026

Real Estate remains a performance-driven industry.

For Sales Agents looking for a new brand to join with their hands out for a base salary, even on Credit/Debit are being passed over for Agents that can commit to Commission Only with a focus on results.

Agencies no longer have the capacity or luxury to carry anyone who is not contributing in their bottom line. Non-performers and lifestyle Agents are being moved-on quicker than ever.

Our 2025 guide reported junior commission-only agents commonly operating around 40–60% of each Agency commission for selling a property, with some more senior high-performers earning $500K to $1.5m+ OTE with a typical commission split between 65% - 80%.

The average Agent in 2024-2025 was selling 7 - 30 Properties a year and were taking home around $75k - $450k a year depending on splits. This section of the talent pool represents the best prospecting grounds for acquisition for growing teams in 2026.

Top-Performers selling over 30 -100 + properties a year have always been the target talent for Agencies, earning in excess of $500k to over $1.5m or more in take home, usually at the higher end of the commission split (65%-80%) to them, although this remains the hardest talent pool to influence in 2026 and where the greatest leverage for Agents sits.

These higher-performing Agents prove much harder to get as they are not motivated by money and are generally savvier and understand how everything works. They are more motivated by Brand, joining other top-performers, Systems, Support and Mentorship and more importantly, growth pathways.

The trap most smaller Agencies face in targeting the top of the tree in sales performance is generally these higher-performing Agents demand much more resources from an Agency at a much higher split of the commission, leaving not much left to provide the rigorous support needed, and as much as every Agency wants them, some are simply not structured well enough to take them on.

It has become a much more delicate balance between how much is offered to attract talent and leaving enough in the kitty to keep everything running, while providing the continued support needed for growth, which ultimately gives an Agency longevity and attractiveness to people wanting to join their team for stability, support and long-term earning potential.

New Associate training programs are being scrapped for more experienced talent only.

Agencies seem more willing to pay Recruiters for putting the right candidates in front of them as hunting becomes strategically important and partnering with a recruiter who understands your goals and the talent landscape is vital, not partnering with the hacks out there copying Job Ads and quoting from reports like this, where the work has actually been done...

Credit/Debit Salaries + Comm are being squeezed but it's still on the table for the right Agents.

In 2026, we continue to see significant variation, with the highest value placed on strong performers (15-30 sales a year) who are not afraid to hunt, learn, grow and work hard to secure listings. Tack-record is being scrutinised more now than in previous years.

We are seeing Principals demanding more realistic commission expectations from Agents we introduce, typically saying no to anyone asking for more than 70% Comm. Agency longevity is the driver of these decisions. For Agents wanting higher commission splits, Agencies are incentivising more by offering tiered commission levels (E.g. 50% on the first sale and 70% on any others in the same month etc) and offering more ways to earn through PM Referral commissions and providing gun support teams to help them sell volume.

With added pressure to Agency PM Portfolio's in 2026 for the reasons mentioned above, Agency Owners understand that the business could stand to lose some Managements to investors selling due to market conditions. This brings inherently more pressure to cashflow, although, the cost to operate is still there, new taxation changes are looming and to continue to provide all the bell's and whistles for the team, while paying all the overheads and wages to keep it all going means decisions are not made lightly, and some even evaluate if selling the PM portfolio now makes more sense...

Commission splits and alternate earning channels for Sales Agents in their business becomes an important discussion for Agency owners to be having around the boardroom table in 2026.

The focus has turned to providing teams with top-notch support and investing back into the business to create a more robust platform for everyone in the team rather than offering 80% + to $1m + GCI writers who are sometimes demanding over 80% splits to make the leap.

Principals would rather put on 2x $300k GCI Comm Only Agents on 50% - 70% Splits than One $1m GCI Writer on 80% + and focus the profits back into the business to help them sell volume.

Longevity in a tightening market is a clear driver for Principals who understand the value to an Agent is now in the support-teams they provide and they are readily ignoring approaches from Agents demanding 80% and 90% Commission splits to move across. Their totally happy for those Agents to go out and try on their own rather than bringing on an Agent at 80%+, make no money for the effort and still have to pay all the bills and provide all the support regardless.

This can leave top-performing Agents who are looking for a more robust platform to help them maintain their sales volumes with a fork in the road. They either understand the market has shifted and the motivators of the employers in Real Estate are changing and commission splits are adjusting for longevity and support, or face opening their own brand, taking on all the risks of a new business with all the overhead costs themselves...

After doing a few notepad math, most Agents realise that a 65% - 80% split with support from the Agency is a great deal if it leaves them to focus on selling more. If opening their own thing is the path, 100% of their Commissions will be carved-up to running a business, paying rent, wages (Even VA support is becoming costly) and their sales volume may drop sharply as a result of having to do all the work their current support teams do for them.

Instead of the freeing 100% commission they though they would get, they realise they'd be doing well if they got to keep 30% - 40% while running an Agency and paying all the bills let alone starting a new brand from scratch in a tightening market... It makes 65%-80% look much more attractive... but there will always be those Agents that try regardless..

Junior Sales Associate Typical structure:

$50k Base salary + 10–20% of GCI (or $500 - $1000 per settled sale they work on)

The purpose is to provide a career pathway while developing the candidate's ability to generate and manage business.

Credit / Debit Sales Agent

Typical structure:

Base or recoverable retainer + approximately 20–40% commission depending on production and Agency model. Although some Agencies will still offer this for the right candidates, they seem to be shying away from this model as the market tightens and would rather have no one in the role than someone draining the balance sheet.

Experienced Sales Agent Typical structure:

Approximately 50–80% GCI depending on Agency, past performance, brand, desk fees, Franchise fees, personal marketing and or personal lead generation.

Elite Sales Agent

Top performers remain the target and are increasingly negotiating:

• Higher commission splits

• Personal lead ownership

• Territory ownership

• Team structures

• Referral income

• Equity opportunities

• EBU arrangements

• Business ownership pathways

The best agents aren't necessarily asking:

"What salary can you pay me?"

They're asking:

"What is my earning potential here?"

The Real Estate Agent Premium

One of the strongest observations we are making in 2026 is that proven listing ability commands a premium.

The market is becoming less forgiving.

In a rapidly rising market, an average agent can sometimes appear exceptional because the market itself is doing much of the work.

In a more challenging market, the fundamentals become visible.

Can the agent:

• Win listings?

• Prospect consistently?

• Price property correctly?

• Manage vendor expectations?

• Generate buyer competition?

• Negotiate?

• Follow up?

• Build a database?

• Convert appraisals?

• Maintain relationships?

The recent "Swimming Naked" discussion around Australian agents captures this market dynamic particularly well: when conditions become more difficult, the professionals who relied heavily on market momentum can be exposed.

For Agency Principals, this creates a significant recruitment opportunity.

This may be the time to recruit proven Sales talent—not the time to stop recruiting.

2026 Property Management Category Benchmark Table (Averages)...

Property Management Salary Market – 2026

Property Management remains one of the most interesting areas of the Australian Real Estate employment market.

In our 2025 guide, we reported significant PM salary growth driven by candidate shortages.

In 2026, we are seeing something different. Changes to CGT, Tax changes on Trust setups and re-considered plans to build an asset to on-sell before retirement is now under review.

Constant staff-turnover and demands for higher salaries from Property Management professionals in 2023 -2025 have driven some Agencies to look seriously at alternatives. Some Agency owners deciding to sell their management portfolio earlier than planned and some looking for external management options like outsourcing their managements to outsourcing Property Management Companies where they take care of all the reporting and staff, freeing up valuable wage overheads and headaches in keeping staff.

The Property Manager shortage remains.

The salary escalation has slowed.

This distinction is important.

Agencies are increasingly asking whether technology, automation and improved systems can allow experienced Property Managers to manage larger portfolios without simply adding more employees. Agencies that decide managing the relationships is far more important in their PM portfolios are are investing in the right staff, and giving them the right tech to make it easier.

This is placing pressure on salary growth which has stagnated if not reversed slightly from 2025 in Property Management.

AI is one of the big innovators in this space and Property Managers know this. Many are happy to stay put knowing the time for musical chairs may see them left out in the cold...as the big offers and work from home days are retracted...

Senior Property Managers: The Market Has Changed

Senior Property Managers are a particularly interesting example.

A year ago, the conversation was often:

"How much more do we need to pay to attract a good Senior PM?"

Today, some Principals are asking:

"Can we improve the systems around our existing PM team and increase portfolio capacity?"

That has changed the salary conversation.

We are seeing Senior PM salaries remain relatively flat in many markets, with some positions being advertised below the levels candidates could have expected during the most competitive phase of the previous cycle.

This does not mean experienced Property Managers have lost their value.

Quite the opposite.

The best Property Managers remain extremely difficult to replace.

But employers are becoming increasingly conscious of:

Salary + portfolio size + productivity + technology + support.

Property Management Incentives

We continue to see incentive structures built around:

• Portfolio growth

• Landlord retention

• Rent-roll growth

• Renewal performance

• Client satisfaction

• New management referrals

• Team KPIs

Per-door incentives remain an interesting part of the market.

Some agencies are also encouraging Sales Agents, Administrators and other staff to generate Property Management referrals, creating additional income opportunities throughout the business.

This trend identified in our 2025 report remains relevant in 2026.

Business Development Managers – One of the Strongest Markets in Real Estate

If there is one role we would place firmly in the high-demand category, it is BDM.

The reason is simple.

A successful BDM generates recurring revenue.

A Sales Agent generates transactional revenue.

A BDM who secures a new management creates an income stream that can continue for years.

That makes good BDMs exceptionally valuable.

Typical 2026 remuneration:

Base: approximately $80K–$120K

OTE: commonly $120K–$150K+

High-performing BDMs: 12 - 25 new managements per month potentially $150K–$250K+ depending on production, commission structure and rent-roll growth.

Some BDM's are being offered Equity Stakes in the Rent Roll to combat against retention issues by providing ownership of the protfolio they help build.

Our 2025 guide reported good BDMs generating approximately 12–25 new signings per month consistently, with some high performers reaching substantially higher levels.

The market continues to reward measurable performance.

Artificial Intelligence: The Biggest Employment Change Since Our 2025 Guide

There is no avoiding it.

AI has moved from conversation to implementation.

Real Estate agencies are increasingly using AI to assist with:

• Listing descriptions

• Email drafting

• Social media

• Marketing content

• Database management

• Reporting

• Meeting notes

• Candidate screening

• Workflow automation

• Customer communication

• Data analysis

The important point is this:

AI isn't necessarily replacing Real Estate employees.

It is changing the amount of work one employee can perform.

That distinction could reshape Real Estate employment over the next five years.

The AI Productivity Equation

Imagine an agency previously needed:

3 people to perform 100 units of administrative work.

If technology allows those same three people to perform 150 units of work, the agency doesn't necessarily need to hire a fourth person when the business grows.

That changes recruitment.

It doesn't eliminate recruitment.

It changes where recruitment happens.

The strongest demand will increasingly be concentrated around people who generate revenue, manage relationships, solve problems and make decisions.

Which Real Estate Jobs Are Most Exposed to AI?

The key message for candidates is simple:

Don't compete with AI at the things AI does well. Learn to use AI to become better at the things humans do well.

Marketing Has Changed

The traditional Real Estate Marketing Coordinator role is evolving.

Previously, agencies might have hired someone primarily to:

• Create social media posts

• Prepare brochures

• Update websites

• Send EDMs

• Coordinate photography

Now, agencies increasingly want marketers who understand:

• AI

• Video

• Digital advertising

• Lead generation

• SEO

• Content strategy

• Data

• CRM systems

• Brand strategy

The value of marketing is shifting from:

"How much content did we produce?"

to:

"What did our marketing generate?"

Administration Is Changing Too

Administration remains essential.

But repetitive administration is increasingly becoming automated.

The future Administrator will increasingly be expected to become an:

Operations Coordinator

rather than simply an administrator.

Technology capability will increasingly sit alongside:

• Organisation

• Communication

• Problem solving

• Client service

• Process management

Candidates who embrace these skills will have a significant advantage.

State-by-State Real Estate Employment Outlook – 2026

New South Wales

Sydney is experiencing greater pressure from affordability and borrowing constraints than some other markets.

realestate.com.au expects Sydney prices to remain soft through much of 2026 before conditions improve, with the market forecast to return to positive growth in 2027.

Employment Outlook

Sales: Strong demand for experienced listing agents.

Property Management: Stable demand; salary growth more selective.

BDM: Strong.

Leadership: Increasing focus on productivity and profitability.

Placed Australia View

Sydney may become one of the most interesting recruitment markets as conditions eventually turn.

Agencies that use the softer period to recruit proven talent could be very well positioned for the next upswing.

Victoria

Melbourne remains one of the most stressed property markets in Australia and is under pressure from affordability, interest rates and cost-of-living conditions.

realestate.com.au's June outlook forecast a 4% decline in Melbourne home values over 2026, followed by stronger conditions in 2027.

Employment Outlook

Sales: Selective; experienced agents preferred.

PM: Stable but competitive.

BDM: Strong.

Marketing: Increasing demand for digitally capable professionals.

Placed Australia View

Melbourne could be one of the biggest opportunities for forward-looking agencies.

Markets rotate.

The businesses preparing before confidence returns often benefit first.

Queensland

Queensland remains one of Australia's most important Real Estate markets.

Brisbane and surrounding markets have experienced substantial population growth and housing demand over recent years and the upcoming Olympics should see the state have stronger property growth leading into the Olympics and beyond.

The QLD market as a whole is now entering a more mature phase and it remains a state most growing Agencies are eager to establish themselves and win market share.

The opportunity is no longer simply:

"The market is rising."

The opportunity is:

"How much market share can our agency capture?"

Employment Outlook

Sales: Strong for proven performers.

PM: Strong but lack of trained talent.

BDM: Very strong demand for hunters

Admin: Stable but under pressure of consolidation of costs, AI and competition for Jobs.

Leadership: Strong demand for commercially minded operators.

Western Australia

Perth continues to have a distinctive market profile, with employment and housing fundamentals providing rapid growth and rising house prices.

Employment Outlook

Sales: Strong.

PM: Strong competition for experienced professionals.

BDM: Strong.

Leadership: Selective.

Retention remains an important consideration for WA employers.

South Australia

Adelaide's market remains relatively resilient, although affordability is increasingly becoming a consideration.

Employment Outlook

Sales: Strong for experienced performers.

PM: Stable.

BDM: Strong.

Support: Multiskilled candidates increasingly valuable.

Tasmania

Tasmania continues to operate as a smaller and more relationship-driven market.

Salary levels remain below the largest metropolitan markets.

However, experienced local professionals can be extremely valuable.

Employment Outlook

Generalist Real Estate professionals: Strong.

Property Management: Stable.

Sales: Selective.

Recruitment challenge: Attracting experienced candidates from mainland markets.

Australian Capital Territory

Canberra continues to have a unique employment profile because of its public-sector employment base and investor-heavy property market.

Employment Outlook

Senior PM: Strong.

Administration: Stable.

BDM: Strong.

Leadership: Stable.

Retention remains important because experienced candidates have transferable skills and in-built relationships across industries.

Northern Territory

The Northern Territory remains a smaller market where flexibility and broad skillsets are particularly valuable.

Employment Outlook

Multiskilled professionals continue to have an advantage.

Relocation incentives and other benefits can remain important components of recruitment packages.

Regional Australia

One of the most persistent recruitment challenges we see is attracting experienced Real Estate professionals into regional markets.

Regional agencies often compete against metropolitan employers that can offer:

• Higher salaries

• Larger teams

• More structured career paths

• Greater brand recognition

However, regional businesses can compete through:

• Autonomy

• Equity

• Career progression

• Lifestyle

• Leadership opportunities

• Local market ownership

The regional candidate who can genuinely grow a business can be extremely valuable.

The Great Salary Myth of 2026

One of the biggest misconceptions in Real Estate recruitment is:

"Everyone's salary has gone up."

They haven't.

The 2026 market is much more complicated.

Some salaries have increased.

Some have remained flat.

Some have decreased.

Some roles are being redesigned entirely.

The market is moving away from broad salary inflation toward performance-based remuneration.

This is particularly evident in:

• Sales

• BDM

• Property Management leadership

• Marketing

• Operations

The New Real Estate Talent Premium

In 2026, we believe the following capabilities will increasingly attract premium remuneration.

1. Revenue Generation

People who directly create revenue remain difficult to replace.

2. Listing Ability

The ability to consistently win listings is becoming more valuable.

3. Negotiation

Changing markets expose weak negotiation skills.

4. Business Development

Recurring revenue is extremely valuable.

5. Technology

Candidates who can use AI and CRM technology effectively will increasingly outperform candidates who cannot.

6. Leadership

Great leaders can improve the productivity of an entire team.

7. Adaptability

The ability to operate successfully through changing markets may become one of the most valuable characteristics of all.

What Agency Principals Should Be Thinking About in 2026

Don't automatically hire more people.

First ask:

Can technology make our existing team more productive?

Then ask:

Where is the next bottleneck?

Then:

Which hire will actually create the greatest commercial return?

That might be:

• A Sales Agent

• A BDM

• A Senior PM

• An Operations Manager

• A Marketing specialist

• A Sales Manager

• A future Principal

The answer is different for every agency.

What Candidates Should Be Thinking About

If you're considering a career move in 2026, don't only ask:

"What salary are you offering?"

Ask:

• What is the earning potential?

• What technology does the agency use?

• What support will I receive?

• What is the culture?

• How will I progress?

• What does the agency's leadership look like?

• How much business does the team generate?

• What opportunities exist beyond the basic salary?

The right agency can be worth far more than an extra $5,000 in base salary.

Looking Ahead: Our 2027 Predictions

1. AI will become normal rather than novel.

Agencies will stop talking about AI and simply use it.

2. Smaller teams will produce more.

Technology will allow high-performing agencies to operate with greater efficiency.

3. The gap between average and elite Sales Agents will widen.

Great listing agents will become increasingly valuable.

4. Property Managers will manage larger portfolios.

Technology and automation will increase portfolio capacity.

5. BDMs will remain highly sought after.

Recurring revenue remains one of the most valuable assets within an agency.

6. Salary growth will remain selective.

Employers will continue to pay premiums for measurable performance.

7. Equity will become increasingly important.

Top performers will increasingly look beyond salary and commission toward ownership and long-term wealth creation.

8. AI-skilled support professionals will replace purely administrative roles.

Not overnight.

But progressively.

9. Market share will become more important than market growth.

In a slower market, agencies can still grow by taking business from competitors.

10. The best time to recruit great people may be before the market turns.

When confidence returns, everyone will want the same people.

Our Overall 2026 Market Assessment

Final Thoughts

The market hasn't stopped.

It has changed.

Australia's Real Estate industry is moving into a period where productivity, adaptability and performance matter more than simply being in the market.

The property boom created opportunity for a very large number of people.

The next phase will separate those who can genuinely create value from those who relied on favourable conditions.

That doesn't mean there will be fewer great careers in Real Estate.

It means great careers will increasingly belong to people who continue to evolve.

For Agency Principals, the message is equally clear.

Don't build your business around the market being easy.

Build it around your people being exceptional.

Use technology to remove unnecessary work.

Use AI to improve productivity.

Use data to make better decisions.

And when you find a genuinely great Sales Agent, Property Manager, BDM, Administrator or leader, recognise that they are not simply another employee.

They are an investment in the future value of your business.

At Placed Australia, we see this every day.

Markets change.

Property cycles change.

Technology changes.

But great people remain great people.

And the agencies that know how to attract, retain and develop them will continue to win market share.

About Placed Australia

Placed Australia is one of Australia's leading Real Estate Recruitment Agencies, specialising in permanent recruitment across Residential and Commercial Real Estate throughout Australia.

Our approach is simple. Uncomplicated Recruitment.

We don't believe recruitment should be about ticking boxes against a job description.

It's about understanding the business, understanding the person and finding the right fit for both.

Placing great people with great Real Estate Agencies.

Salary Guide Methodology

The salary benchmarks in this report are informed by Placed Australia's experience recruiting within the Australian Real Estate industry, including candidate conversations, active recruitment assignments, salary negotiations, placement activity, employer feedback and publicly available market information.

Salary ranges are indicative rather than guaranteed and can vary according to experience, location, agency structure, portfolio size, individual performance, commission model and market conditions.

All salary figures are generally base salary excluding superannuation unless otherwise stated.

Commission and OTE (On Target Earnings) figures can vary significantly between agencies and should be considered indicative market ranges.

This residential real estate salary report represents Placed Australia's market observations and outlook as at August 2026.

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