Mobility is sitting below the surface
The Architecture & Interiors workforce appears stable on paper, but highly mobile underneath.
Salary Guide
Architecture & Interiors Salary Guide 2026–27
Market insights, salary confidence, candidate movement and workforce expectations across Australia’s Architecture & Interiors sector.
The Architecture & Interiors market remains highly people-driven, with candidate decisions shaped by salary confidence, flexibility, progression and workplace culture. While many professionals are not actively unhappy in their current roles, the survey shows that loyalty cannot be assumed. Most respondents are either actively considering a move or open to hearing about new opportunities, even when they describe themselves as satisfied.
This creates a market where employers need to do more than simply maintain headcount. Retention depends on whether employees feel fairly paid, clearly valued and able to see a future with their current organisation. For candidates, the market continues to offer opportunity, but those opportunities are likely to be most attractive when they offer a strong combination of competitive salary, flexible work and a clear career pathway.
The strongest message from this year’s survey is that salary benchmarking is becoming more important, not only because people want higher salaries, but because many do not know whether their current remuneration reflects the market.
Executive Summary
Stable on paper, mobile underneath.
The 2026–27 findings point to a candidate market where satisfaction does not remove movement risk.
Satisfaction does not equal certainty
More than half of respondents are satisfied or very satisfied in their roles, yet only a small proportion are completely closed to new opportunities.
Most talent is reachable
Approximately 83% of core Architecture & Interiors respondents are either actively looking for a new role or not actively looking but open to offers.
Pay is the lead driver
Pay remains the main reason respondents would consider a new job offer, selected by 44% of core respondents.
What sits behind movement decisions
- Flexible work arrangements were the second strongest driver, selected by 25%, while culture and company values were selected by 18%.
- A further 39% believe they are not being paid at the current market rate, while 33% are unsure.
Survey Snapshot
Candidate sentiment at a glance.
The visual snapshot below highlights where the market is clear, where it is unsettled and where employers can act.
Salary confidence
Market rate view- Paid market rate 28%
- Not paid market rate 39%
- Unsure 33%
Candidate mobility
Opportunity statusMain reason to consider a new role
Attraction driversCurrent working arrangement
Work modelMost valued benefits
Benefit preference 58%
Remote work ranked first choice
74%
Remote work ranked in top three
58%
Health insurance ranked in top three
Market Snapshot
Experience is high, tenure is short.
Architecture & Interiors employers are managing experienced professionals who may still be relatively early in their current workplace relationship.
A workforce with strong experience, but short tenure
Around 83% of the core Architecture & Interiors group have more than five years of total experience, with 33% sitting in the 6 to 10 year bracket, 25% in the 10 to 15 year bracket and 25% having 16 or more years of experience.
At the same time, tenure in current roles is short. Around 63% have been in their current role for 0 to 2 years, and 60% have been with their current company for 0 to 2 years. This points to a workforce that has built meaningful industry experience but is still moving between employers with some frequency.
For employers, this suggests retention risk is not limited to junior employees. Experienced professionals may still be relatively new to their current organisation and may not yet feel deeply embedded. The first two years of employment are therefore critical for building commitment, communicating progression pathways and making sure expectations align with the reality of the role.
Small to mid-sized practices dominate the market profile
Most Architecture & Interiors professionals in the data work in smaller organisations. Around 81% are employed by businesses with fewer than 100 employees, with 39% in organisations of 1 to 10 employees and 42% in organisations of 11 to 100 employees.
This matters because smaller practices often need to compete with larger organisations without the same depth of resources, formal benefits or internal career infrastructure. In this environment, the employee experience becomes a major differentiator. Clear communication, flexibility, exposure to meaningful work and visible progression can carry significant weight, particularly where salary competition is tight.
On-site work remains the dominant model
Architecture & Interiors remains more on-site than many professional sectors. Around 74% of the core group are fully on-site, 21% work in hybrid arrangements and 5% are fully remote.
This is important because remote work ranked as the most valued benefit in the survey. The gap between how people are currently working and what they value most suggests flexibility remains one of the clearest opportunities for employers to improve attraction and retention.
Key Survey Insights
Six signals shaping the 2026–27 market.
These findings show where employee confidence, compensation expectations and workforce mobility intersect.
1
Salary confidence is low, creating a clear benchmarking need
Only 28% of core Architecture & Interiors respondents believe they are being paid the current market rate. By comparison, 39% believe they are not being paid market rate and 33% are unsure.
This is one of the most important findings in the survey. It shows that the issue is not just salary dissatisfaction, but salary uncertainty. When people are unsure whether they are being paid fairly, they are more likely to compare themselves against peers, respond to recruiter approaches or test the market through interviews.
For employers, salary transparency does not need to mean publishing every individual salary. However, it does mean being able to clearly explain how remuneration is reviewed, what market data is used, what progression looks like and what an employee needs to demonstrate to move into the next salary band.
2
Salary movement has occurred, but not consistently enough to settle the market
Around 32% of core respondents received a salary increase in the past year, while 18% received an increase more than a year ago. However, 51% reported that they have not received a salary increase in their current company.
Among respondents who provided a usable percentage increase, the median reported increase was approximately 10%. This indicates that when increases are occurring, they can be meaningful. The issue is that salary movement is not being experienced consistently across the sector.
Looking ahead, expectations remain unsettled. Around 39% of core respondents expect a pay rise in the next financial year, 42% are unsure and 19% do not expect one.
3
Mobility is high, even among satisfied employees
Around 54% of core respondents are satisfied or very satisfied in their current role. However, only 18% are not looking and not interested in hearing about new opportunities.
Around 25% are actively looking for a new role, while 58% are not actively looking but would listen to offers. This means approximately 83% of core respondents are either active or open to the market.
This is a critical retention insight. Employers cannot rely on satisfaction alone to retain talent. A satisfied employee may still consider moving if another role offers better salary, greater flexibility, a stronger culture, improved leadership or a clearer pathway.
4
Better salary is the leading driver, but flexibility and culture are close behind
When asked what would make them most consider a new job offer, 44% of core respondents selected better salary. This confirms that remuneration remains the leading attraction lever in the Architecture & Interiors market.
However, salary is not operating in isolation. Flexible work arrangements were selected by 25%, while better culture fit or company values were selected by 18%. Together, salary, flexibility and culture account for 86% of the main reasons respondents would consider a new role.
5
Flexibility is the standout benefit
Remote work ranked as the most important benefit in the survey. In the core Architecture & Interiors group, 58% ranked remote work as their first-choice benefit and 74% placed it in their top three.
This is especially significant because 74% of core respondents are currently fully on-site. The contrast between current work arrangements and benefit preferences suggests a clear gap between what many employees experience and what they value.
6
Progression pathways appear underdeveloped
Only 30% of core respondents have been promoted within their current company, with 21% promoted in the past two years and 9% promoted more than two years ago. Around 70% have never been promoted in their current company.
The data suggests progression can support satisfaction. Among those promoted in the past two years, 83% were satisfied or very satisfied. By comparison, among those who had never been promoted, 48% were satisfied or very satisfied.
Employer Priorities
What Employers Should Prioritise in 2026–27
The strongest retention strategies will combine fair pay, flexibility, early connection and visible progression.
Benchmark salaries before the market does it for you
With 72% of core respondents either feeling underpaid or unsure whether they are paid market rate, salary benchmarking should be treated as a retention tool, not just a hiring tool.
Build flexibility into the employee value proposition
Remote work is the most valued benefit in the survey, yet most respondents are fully on-site. Employers who can offer even partial flexibility may gain an advantage in attraction and retention.
Treat passive candidates as the real market
Most respondents are not actively looking, but would listen to offers. This means the strongest talent may not be applying to job ads every day, but they are still reachable with the right opportunity.
Strengthen early-tenure retention
The first two years are critical. Most respondents have been in their current role and current company for less than two years, which suggests employers need to build connection and confidence early.
Make progression visible
Promotion rates are relatively low, and many employees may not see a clear pathway. Employers should define what progression looks like at different levels and communicate the behaviours, skills and outcomes required to move forward.
Candidate Priorities
What Candidates Should Consider in 2026–27
Candidates can use market insight to make more confident, better-timed career decisions.
Understand your market value before making a move
Many respondents are unsure whether they are paid at market rate. Candidates should use salary guides, recruiter conversations and comparable role data to understand where they sit in the market.
Look beyond salary alone
Salary is the leading driver for considering a move, but flexibility, culture and management also matter. Candidates should consider whether a role supports their preferred working style, career goals and long-term wellbeing.
Be clear on flexibility expectations
Remote work and flexibility are highly valued, but not every Architecture & Interiors role can operate the same way. Candidates should be clear about what flexibility they need and how it can work alongside client, project and team requirements.
Ask about progression early
Candidates should not wait until they are in a role to understand the progression pathway. Asking about review cycles, promotion criteria, learning opportunities and project exposure can help avoid misalignment later.
Keep your portfolio and profile current
With many candidates open to opportunities rather than actively applying, being ready matters. Candidates should keep their CV, portfolio, project list and LinkedIn profile current so they can respond quickly when the right role becomes available.
Salary Table
Architecture & Interiors Salary Guide 2026–27
Salary ranges are intended as a market guide and may vary depending on project exposure, technical capability, location, leadership responsibility, portfolio strength and organisation type.
| Job Title | Salary Range (Base only) |
|---|---|
| Associate / Senior Associate / Principal | $130,000 - $190,000 |
| Graduate Architect | $75,000 - $100,000 |
| Project Architect / Senior Project Leader | $110,000 - $150,000 |
| Senior Graduate Architect / Registered Architect | $100,000 - $110,000 |
| Design Manager | $130,000 - $160,000 |
| Interior Designer | $70,000 - $100,000 |
| Senior Interior Designer | $100,000 - $130,000 |
| Documenter / Drafter | $70,000 - $100,000 |
These ranges are indicative and should be considered alongside experience, location, project complexity, software capability, leadership scope and current market demand.
Closing Commentary
Selective mobility will define the year ahead.
A practical read on how salary confidence, flexibility, culture and progression are shaping movement across the Architecture & Interiors market.
The Architecture & Interiors market in 2026–27 is best described as selectively mobile. Most professionals are not necessarily dissatisfied, but many are open to better opportunities. Salary remains the strongest driver of movement, but flexibility, culture and progression are also central to how candidates assess their options.
For employers, the key challenge is to create enough clarity and confidence that employees do not need to test the market to understand their value. For candidates, the opportunity is to use market insight to make informed decisions and pursue roles that offer the right balance of remuneration, flexibility, project exposure and long-term growth.
As salary expectations continue to evolve, benchmarking will remain an important tool for both sides of the market. Employers that communicate clearly and act proactively will be better placed to retain their teams, while candidates who understand their value will be better positioned to make confident career decisions.
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