48.2%
Experienced market
More than 16 years of total experience
A further 20.5% have 10 to 15 years of experience. Almost 7 in 10 have more than 10 years in the industry.
Commercial Construction New Build Salary Guide 2026-27
Salary visibility, passive talent and selective market movement are shaping commercial construction recruitment in 2026-27.
Opening Commentary
A market that is stable on the surface, but open to movement.
Commercial construction new build professionals are experienced, grounded in project delivery and more receptive to the right opportunity than a simple active-candidate count might suggest.
Most respondents are not actively searching for a new role, yet the market is far from static. Salary uncertainty remains significant, expectations of future increases are widespread and a large passive talent pool is willing to listen when a credible opportunity appears.
For employers, this creates a clear retention challenge. Remuneration needs to be competitive, but salary alone is not enough. Culture, management, location and practical flexibility all influence whether employees stay or consider a move. For candidates, the same conditions create an opportunity to assess market value carefully and make measured career decisions.
Market Snapshot
Four signals shaping the market.
The survey points to an experienced workforce with low salary certainty, practical site requirements and a deep pool of approachable passive talent.
71.5%
Salary visibility
Unsure or believe they are under market
Pay clarity is a retention issue, even before employees begin actively searching.
64.3%
Approachable talent
Would listen to offers
Together with the 14.3% actively looking, almost 8 in 10 respondents are open to the right opportunity.
63.4%
Site reality
Work fully on-site
A further 13.4% are site-based or project-based. Work arrangements remain connected to project delivery.
Salary Insights
Salary confidence is limited, while expectations remain active.
The data suggests that employers should communicate salary positioning clearly and review remuneration before uncertainty turns into movement.
Market rate confidence
Current salarySalary increases received
Past yearPay rise expectations
Next financial yearState representation
Main marketsThe survey reflects the major east coast commercial construction markets, with strongest representation from NSW and VIC.
Candidate Movement
Better salary is the clearest trigger for a move.
Remuneration leads by a wide margin, but the decision to move is still shaped by the overall employment experience.
Better salary
52.7%
Better culture fit / company values
13.4%
Better location / commuting
11.6%
Flexible work arrangements
9.8%
A promotion or new role
8.0%
Better management
4.5%
14.3%
Actively looking
A smaller visible job-seeker market
Only a minority are actively searching, so relying on applications alone can narrow access to talent.
64.3%
Would listen
Passive talent remains reachable
The largest part of the market is not looking, but would listen to offers when the opportunity is right.
Benefits & Retention
Retention is built through more than satisfaction alone.
Most respondents report a positive level of satisfaction, but progression, bonus structures and the realities of site-based work remain important parts of the employment proposition.
Satisfaction levels
Current rolePromotion history
Current companyBonus structures
RewardWhere offered, bonuses are based on individual performance, company performance or a combination of both.
Work arrangements
Current patternHow respondents secured their current role
Recruitment sourceRecruitment agency
49.1%
Direct application
18.8%
Professional referral
14.3%
Contacted directly by a company
8.9%
Internal promotion
8.0%
Salary Benchmarks
Commercial Construction New Build Salary Benchmarks
Explore salary ranges by role, state and tier across Commercial Construction New Build. Select a category below to compare how salaries vary across NSW, QLD, VIC and WA.
Please note
Salary ranges listed are base salaries only and exclude superannuation, bonuses, commissions, allowances and other benefits unless otherwise stated.
Category
State
No salary benchmarks match the selected filters. Try another category, state or search term.
Salary ranges are indicative and may vary depending on project scale, company tier, role scope, candidate experience and market conditions.
Need help interpreting these salary ranges?
Our Commercial Construction team can provide role-specific guidance based on project type, seniority, location and current market conditions.
Client Priorities
What Clients Should Consider in 2026-27
The strongest retention and hiring strategies will combine market-aligned pay, practical flexibility and visible career value.
Benchmark pay before uncertainty becomes movement
With 71.5% either unsure or believing they are below market, salary reviews should be clear, timely and grounded in current market conditions.
Engage the passive market deliberately
Most talent is not actively applying, but is prepared to listen. Strong hiring processes need credible outreach, relevant project context and a compelling reason to talk.
Explain progression in practical terms
With 67.9% not promoted in their current company, employers should set out what advancement means, how performance is assessed and where employees can broaden their responsibilities.
Offer flexibility that works with delivery realities
Construction remains site-led. Where roles allow it, practical flexibility can still strengthen the employee value proposition without compromising project needs.
Make the complete proposition visible
Culture, commuting, management and role scope all contribute to movement. Candidates need to understand the complete value of an opportunity, not only the salary figure.
Candidate Priorities
What Candidates Should Consider in 2026-27
Candidates can use market insight to assess opportunities with greater clarity and make well-timed decisions.
Understand your salary position
Do not wait for a job search to understand your value. Use current salary benchmarks, relevant project comparisons and specialist recruiter conversations to assess your position.
Assess the full employment proposition
Salary matters, but culture, commuting, management and flexibility can change the day-to-day value of a role. Consider the full proposition before making a move.
Ask how progression actually works
Look for specific answers on review cycles, expanded responsibilities, project exposure and promotion criteria. A clear path matters more than a broad promise.
Be realistic about work arrangements
Site and project requirements remain central to new build construction. Clarify where flexibility is possible and whether it fits the practical responsibilities of the role.
Stay ready for the right conversation
A selective market rewards preparation. Keep your CV, project list and role preferences current so you can evaluate the right opportunity when it appears.
Closing Commentary
Selective movement will keep pressure on retention.
The market is not defined by widespread dissatisfaction. It is defined by experienced professionals who are prepared to listen when a better proposition appears.
Commercial Construction New Build employers are operating in a market where talent is experienced, salary-aware and approachable. Many professionals are satisfied in their roles, but low salary certainty and strong expectations of future increases create a clear reason for employers to communicate proactively.
For clients, retention depends on clarity: fair remuneration, credible progression, strong management and an employee value proposition that reflects the realities of project delivery. For candidates, the opportunity is to compare roles carefully and focus on the combination of salary, project scope, culture and long-term development.
Design & Build Recruitment continues to support both sides of the market with specialist insight, salary benchmarking and targeted recruitment advice.
Downloadable Salary Data
Request the Salary Data
Want access to the full salary data from this guide? Complete the relevant form below and our team will be in touch by email to send it through as soon as possible.
