While financial performance matters, many of the factors that influence valuation and deal success are closely tied to people: leadership depth, organisational capability, and the ability to execute growth plans at scale.

Market Position and Growth Potential

PE firms start by evaluating the market a company operates in and its long-term growth potential. Companies aligned with high-growth themes such as cloud services, cybersecurity, enterprise software, data platforms, and AI-enabled solutions are typically viewed favourably.

Investors will assess:

• How defensible the company’s market position is (differentiation, switching costs, competitive intensity)

• The size and growth rate of the addressable market

• Whether the business can realistically scale beyond Australia into Asia–Pacific or global markets

Deal example: In August 2025, Infomedia agreed to be acquired via a scheme of arrangement for A$1.72 per share (less permitted dividends), with the announcement noting an implied equity value of A$651 million — illustrating PE appetite for software businesses with recurring revenue and global customer bases.

Increasingly, PE firms also explore adjacent market opportunities (e.g., vertical-specific software and emerging technologies) and look for potential bolt-on acquisitions to accelerate growth post-deal.

Revenue Quality and Business Model Resilience

Predictable revenue and strong retention are key. Investors scrutinise customer concentration and churn risk, then look across sales, product, and customer success to confirm the business consistently delivers value.

Businesses are generally more attractive when they have:

• A recurring revenue model (subscription and/or contracted services)

• Clear, repeatable go-to-market motions and measurable conversion funnels

• Mature customer success and renewal processes

• Strong gross margins and a credible path to operating leverage as the company scales

Trend insight: Subscription-based SaaS models are particularly attractive because they can offer predictable cash flow and clear levers for upsell and cross-sell — if retention fundamentals are strong.

Financial Performance and Leadership Readiness

Strong results alone aren’t enough. PE firms also evaluate whether the organisation has the people and processes to manage growth under PE ownership.

They typically look for:

• High-quality reporting and KPI discipline

• Robust forecasting and planning cadence

• Disciplined cost control and margin management

• Finance leadership with experience scaling businesses (and supporting transactions)

Investors will also assess M&A readiness — ensuring finance and operations teams can manage acquisitions, integrations, and cross-border expansion without distracting the core business.

Deal example: In August 2025, Accenture announced it had agreed to acquire CyberCX (terms not disclosed publicly). Media reporting at the time cited a valuation of more than A$1 billion, reinforcing how investors and strategic buyers can place significant value on operational capability, commercial execution, and delivery depth — not just the product.

Technology and Product Teams

The product matters — but the teams behind it matter just as much. PE firms examine whether engineering and product teams can maintain, enhance, and scale platforms efficiently, while managing technical debt and sustaining innovation.

Areas that often draw investor attention include:

• Delivery velocity and engineering productivity

• Platform scalability, reliability, and uptime discipline

• Cybersecurity posture, data governance, and privacy-by-design practices

• Regulatory compliance capability (where applicable)

Insight: Investors are increasingly assessing cloud maturity, automation capability, and practical AI adoption as indicators of scalability and competitiveness.

Leadership Depth and Talent Retention

Management capability is often one of the most influential factors in a PE acquisition. Investors look closely at leadership experience, cohesion, and whether the business relies heavily on founders or a small number of key individuals.

They’ll evaluate:

• The strength of the leadership bench (succession depth across key functions)

• Clarity of roles, decision rights, and accountabilities

• Retention strategies and incentive structures aligned to long-term value creation

In the Australian market, succession planning and bench strength have become standard due diligence considerations, reflecting the competitiveness of local talent markets — particularly across engineering, product, sales, and cyber.

Operational Scalability and Growth Execution

Scaling under PE ownership requires structured operating models, clear decision-making frameworks, and performance-driven teams. Growth strategies commonly include geographic expansion, new product launches, and bolt-on acquisitions.

Execution typically depends on the ability to attract and retain specialist talent across:

• Engineering and product

• Sales, partnerships, and customer success

• Finance, operations, and integration leadership

Deal example: KKR’s majority investment in Education Perfect (with Five V Capital remaining a shareholder) is an example of how leadership capability and talent planning can support accelerated growth and expansion across multiple markets.

Operational scalability is closely linked to people readiness. Even with strong market tailwinds, companies with unclear roles, underdeveloped teams, or fragmented processes often underperform post-deal.

ESG and Organisational Culture

Environmental, social, and governance (ESG) expectations continue to rise. Strong governance, ethical data practices, and an inclusive workplace reduce operational risk and signal a well-managed organisation. Engaged employees and aligned leadership also contribute to sustainable long-term performance.

Many PE firms increasingly view healthy culture and governance as enablers of execution — particularly during periods of rapid change such as integration, expansion, or restructuring.

International Expansion and Market Timing

Investors also examine whether a company is ready for international growth, evaluating market entry strategy, regulatory requirements, and operational capability. Timing matters: backing a business as it enters a high-opportunity window in Asia–Pacific or global markets can materially influence returns.

Early investment in local leadership, international sales capability, and on-the-ground operational support can significantly improve the odds of successful expansion.

Post-Deal Integration and Value Creation

PE firms plan for post-acquisition integration and value creation early. This may include operational improvements, process standardisation, systems upgrades, and integration of bolt-on acquisitions.

Businesses that can adopt new systems quickly, manage change well, and scale operations without disruption are often valued more highly — and tend to deliver stronger outcomes post-deal.

Key Takeaway: People Drive PE Readiness

For technology companies, private equity readiness is as much about people as it is about performance. Leadership depth, succession planning, and talent retention can directly impact valuation — and determine whether growth plans are executed successfully after the deal.

If you’re thinking about private equity or preparing for a transaction, strengthening your operating structure and leadership bench early can unlock value and reduce risk.

Contact us to discuss how we support Australian technology businesses at key growth and investment stages.

The post Private Equity and Tech Acquisitions: What Really Drives Investment Decisions appeared first on Hunter Jacobs - Sales Recruitment Agency.

A globally established software company specialising in Application and IT Infrastructure Monitoring is entering the Australian market and is seeking a Country Sales Leader to be its first on-the-ground hire in the region.

This is a rare opportunity for a senior, hunter-led sales professional to establish the Australian market from the ground up, secure early customer wins, and play a foundational role in building the local sales presence and future team.

The Opportunity

As the first hire in Australia, you will have full ownership of new logo acquisition across the region. This is a highly autonomous, hands-on role focused on opening the market, landing flagship customers, and proving regional traction.

You will sell a sophisticated Application and IT Infrastructure Monitoring platform into enterprise and service provider environments, managing the full sales lifecycle while shaping the local go-to-market strategy. You will also inherit a small portfolio of existing accounts, designed to provide a commercial platform, local credibility, and expansion opportunities to support aggressive market penetration. As the region scales, this role is expected to evolve into building and leading the Australian region as the Country Manager.

Key Responsibilities

• Act as the first boots on the ground for the ANZ region, establishing market presence and early customer traction

• Drive new logo acquisition through a hunter-led approach, combining outbound prospecting with inbound opportunities

• Own the full enterprise sales cycle: prospecting, qualification, value proposition, negotiation, and deal closure

• Leverage a small portfolio of existing customers to drive expansion, references, and broader market penetration

• Build a sustainable, high-quality pipeline to consistently meet and exceed revenue targets

• Open strategic enterprise accounts and secure reference-able customers to support regional growth

• Deliver consultative, value-led presentations to senior technical and business stakeholders

• Partner closely with global leadership to create your go-to-market strategy for ANZ

• Establish and manage partner relationships to accelerate market entry

• Maintain accurate forecasting, pipeline management, and activity tracking in Salesforce

• Contribute to defining the future ANZ sales structure and hire, mentor, and lead the local team as the business scales

About You

• Must have 10+ years’ experience selling Application and IT Infrastructure Monitoring, observability, or adjacent infrastructure software solutions

• Strong track record of new logo acquisition in complex, multi-stakeholder sales cycles

• Demonstrated success operating in greenfield or early-stage regional markets

• Highly self-directed, entrepreneurial, and comfortable working without local infrastructure

• Confident engaging C-level, technical, and commercial stakeholders

• Strategic thinker with the execution capability to personally close deals

• Strong CRM discipline and forecasting accuracy (Salesforce experience preferred)

• Excellent communication, presentation, and negotiation skills

• Bachelor’s degree preferred

Why This Role?

• Country-level ownership for Australia as the first hire on the ground

• Rare chance to build a region from scratch within a profitable global business

• Hunter-led role with autonomy, visibility, and influence

• Existing customer footprint to support aggressive market entry and expansion

• Clear pathway to build and lead the Australian organisation as a Country Manager

• Enterprise-grade Application and IT Infrastructure Monitoring platform with proven global customers

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Industry forecasts from firms such as IDC, Gartner and Statista commonly point to high single-digit to low–mid teens annual growth for Australian SaaS through the second half of the decade. Depending on how the market is defined (pure SaaS versus broader application cloud), estimates typically place the Australian SaaS market in the low-to-mid tens of billions of dollars by around 2030. This growth sits within a wider Australian public cloud market that is also expected to expand steadily into the 2030s, providing SaaS vendors with continued scope for new customer acquisition and account expansion.

(Source context: IDC Australia, Gartner Cloud Forecasts, Statista SaaS Market Outlooks)

Closing Out 2025: What Market Signals Suggest for SaaS Sales

Market commentary and buyer behaviour observed through 2025 indicate several consistent themes:

• Australian organisations continue migrating core business functions to SaaS, particularly across CRM, ERP, HR, customer experience and analytics platforms. These categories remain among the most durable areas of software spend.

• AI-enabled capabilities within SaaS products are increasingly influencing buying decisions. Automation, embedded analytics and decision-support features are now more often viewed as expected enhancements rather than optional extras.

• Relative to project-based or non-recurring technology segments, SaaS continues to offer more predictable revenue profiles, which has helped maintain board and investor support for measured sales investment, even amid broader economic uncertainty.

For sales professionals, this environment is translating into ambitious but not indiscriminate 2026 targets, particularly within growth-oriented and enterprise SaaS organisations. Many companies are entering Q1 with clear expectations around net new ARR, renewal performance and structured expansion strategies rather than relying solely on new logo acquisition.

SaaS Sales Hiring: Entering 2026 with Active Demand

Public job boards and recruiter commentary through late 2025 indicate continued demand for SaaS sales talent across Australia. At various points during the year, listings across platforms such as LinkedIn and SEEK have shown hundreds — and at times well over a thousand — SaaS-related sales roles nationally, spanning SDRs, BDRs, Account Executives and sales leadership positions.

While hiring activity fluctuates by quarter and company stage, specialist recruiters consistently report that SaaS remains one of the more active hiring pockets within tech sales, particularly when compared with hardware, traditional licensing or project-led technology segments.

Looking into early 2026, many SaaS vendors are:

• Finalising territory and vertical structures for the new financial year

• Backfilling roles following natural year-end attrition

• Creating incremental headcount where 2025 pilots or land-and-expand motions have demonstrated repeatable success

For candidates, this makes the early part of the year a strategically favourable window, before territories are fully locked and quotas are finalised.

(Source context: SEEK job ads, LinkedIn Talent Insights, recruiter market commentary)

What High-Performing SaaS Sales Professionals Are Expected to Demonstrate in 2026

As boards and executive teams place increased emphasis on efficiency and return on sales investment, SaaS leaders are sharpening their expectations of sales talent. Heading into 2026, hiring managers are increasingly prioritising:

• Demonstrated experience closing and expanding recurring revenue, rather than relying on one-off or transactional deals

• Confidence selling AI-enabled SaaS, with the ability to translate automation, analytics and productivity gains into commercially relevant business outcomes for multiple stakeholders

• Evidence of disciplined pipeline management and forecasting, particularly within longer, more complex enterprise sales cycles

Salary surveys and market commentary suggest that while base salaries have broadly stabilised, on-target earnings, accelerators and upside remain competitive — especially for senior, enterprise and strategically critical SaaS roles.

Where SaaS Sales Opportunities Are Likely to Concentrate in 2026

Looking ahead, several areas of the Australian SaaS market appear particularly well positioned:

• Horizontal SaaS: Core platforms such as CRM, collaboration, CX and ERP that underpin modern digital operating models

• Vertical SaaS: Industry-specific solutions across sectors like logistics, education, property and financial services, where domain expertise increasingly differentiates both products and sales talent

• AI-infused platforms: SaaS products that can credibly demonstrate time savings, operational leverage or improved decision-making are, in many cases, seeing stronger executive sponsorship and more streamlined buying processes

The broader ANZ SaaS ecosystem — anchored by globally scaled companies such as Atlassian, Canva and Xero, alongside a growing base of scale-ups — continues to generate demand for both direct sales and partner or channel-focused roles.

Using the Year-End Transition to Position for 2026

The move from 2025 into 2026 presents an opportunity for SaaS sales professionals to reset and reposition:

• Review and articulate 2025 outcomes in terms of net new ARR, expansion wins and renewal retention — metrics that resonate strongly in SaaS hiring conversations

• Frame experience through an AI or productivity lens, even where “AI” was not the primary selling point, by linking deals to automation, efficiency or data-driven outcomes

• Decide whether to specialise in 2026, either by vertical industry or by product category (for example, revenue platforms, customer experience or operations)

For those considering a move, early 2026 shapes as a constructive window. Hiring activity, growth expectations and compensation structures continue to position SaaS as one of the more attractive areas of the Australian tech market for ambitious sales professionals planning their next career phase.

The post Australia’s SaaS Sales Momentum: What Late 2025 Signals for 2026 Quotas appeared first on Hunter Jacobs - Sales Recruitment Agency.

• Craft and execute strategic plans to achieve ambitious business objectives.
• Drive revenue growth and expand market influence.
• Cultivate and sustain strong relationships with key Defence customers and strategic partners.
• Nurture a culture of continuous innovation and collaborative teamwork.
• Ensure operational efficiency and regulatory compliance.

• 8+ years experience as an Executive C-Level software leader with a proven track record of success in the Australian Defence industry.
• Demonstrated experience driving new Go-To-Market (GTM) strategies, leading organizational restructures, and building successful teams.
• Deep and demonstrable experience within the Defence sector is essential.
• Past experience working closely with VC/PE firms to ensure deliverables and growth markers are delivered.
• Exceptional strategic thinking, leadership, and communication abilities.
• A proven ability to build, develop, and inspire high-performing teams.
• A robust understanding of software development, sales, and marketing principles.

The post CEO Opportunity appeared first on Hunter Jacobs - Sales Recruitment Agency.

Reporting directly to the Board of Directors and working closely with the CEO, the CFO will focus on outsourcing financial processes, strengthening governance, and implementing strategic initiatives to improve margins and optimise results. The CFO will also leverage Xero to streamline operations and maintain robust financial oversight across all entities.

Key Responsibilities

1. Strategic Financial Oversight

• Develop and execute financial strategies that align with the company’s long-term goals, with regular updates to the Board of Directors.
• Collaborate with the CEO to provide financial insights that drive operational and strategic decisions.

Deliver periodic financial performance reports to the Directors, highlighting risks, opportunities, and progress against key financial metrics.

2. Outsourcing Financial Processes

• Lead the outsourcing of bookkeeping, payroll, and other financial tasks, ensuring streamlined and cost-efficient operations.
• Leverage Xero to integrate outsourced workflows and enable seamless collaboration with external providers.

Oversee the management of outsourcing partners to ensure adherence to service quality and deadlines.

3. Governance and Compliance

• Strengthen internal financial controls and governance structures, ensuring compliance with local and international regulatory requirements.
• Utilise Xero’s tools to implement robust checks and balances across all financial processes.

Prepare financial reports for Directors in conjunction with advisory partners.

4. Margin Improvement & Financial Performance

Drive initiatives to enhance profit margins across the software and brokerage businesses, focusing on cost optimization and pricing strategies.

Support pricing of new deals to ensure strong commercial outcomes

Work with team to identify focus areas and project manage the execution and measure the benefits.

• Use Xero analytics to identify trends, inefficiencies, and areas of opportunity to improve profitability.
• Lead cost management programs while supporting investments in growth and innovation.

5. Collaboration with Advisory Partners

• Work with external advisors (e.g., auditors, tax consultants, and legal counsel) to optimise financial strategies and compliance.

Ensure effective communication with advisory partners by providing real-time data through Xero and emails / phones etc.

Review financial outcomes with advisors to ensure strategic alignment across all entities.

Attend and lead conversation monthly with financial partners.

6. Financial Planning and Reporting

• Oversee budgeting, forecasting, and financial reporting, ensuring data integrity and alignment with board-approved strategies.

Prepare and deliver detailed financial performance reports to the directors and CEO.

Leverage Xero to provide real-time insights into financial performance, risks, and opportunities.

Ensure there is clear reconciliation between two key systems (Xero and FMS)

7. Team Leadership

• Build and mentor a capable finance team, focusing on collaboration with outsourcing providers and advisory partners.
• Foster a culture of accountability, excellence, and innovation within the finance function.

Key Qualifications

• Proven experience as a CFO, Financial Controller, or equivalent senior financial leadership role.
• Expertise in financial outsourcing, governance frameworks, and utilising Xero for financial operations.
• Demonstrated success in margin improvement and cost optimisation in multi-entity environments.
• Strong communication skills, with experience presenting to boards and collaborating with executives.
• Proficiency in financial systems and reporting tools, with a focus on Xero.
• CPA, CFA, or MBA (Finance) is strongly preferred.

Competencies

• Strategic Leadership: Strong ability to align financial strategy with the organisation’s long-term goals.
• Governance and Compliance: Proven track record in enhancing financial controls and regulatory compliance.
• Operational Excellence: Skilled in outsourcing, streamlining processes, and optimising financial performance.
• Collaboration: Adept at working with directors, CEOs, and external advisors to achieve shared objectives.
• Data-Driven Decision-Making: Analytical mindset with the ability to distill complex financial data into actionable insights.

Why Join them?

Our client is redefining logistics through innovation and excellence. This is an opportunity to work at the intersection of technology and brokerage, shaping financial outcomes for a business at the forefront of the industry. You’ll report directly to the Directors while working closely with the CEO to influence strategy and deliver value across all entities.

Application Instructions

To apply, please submit your resume and a cover letter detailing your fit the above criteria.

Michelle Hart

michelle@hunterjacobs.com.au

The post Chief Financial Officer – SaaS and Services Firm. appeared first on Hunter Jacobs - Sales Recruitment Agency.

Are you ready to step into a career-defining role with the potential to shape your future as a CTO?

Our client is a rapidly growing freight management platform transforming how businesses move goods across Australia, New Zealand—and soon, the globe. They are solving real-world problems with cutting-edge technology and building a world-class platform that integrates with Microsoft Dynamics, SAP, and Infor.

With global expansion in their sights (Asia, here they come!), they are on the hunt for a bold, ambitious Senior Technology Lead who’s ready to roll up their sleeves, lead an exceptional team, and create scalable solutions that redefine freight management.

This is more than a job—it’s your chance to lead, innovate, and be rewarded with equity in the business as they grow.

What’s in it for You?

Ownership with Equity: Join their journey and share in the success with an attractive share plan.
Global Growth: Be at the forefront of a business expanding into Asia and beyond.
Future CTO Pathway: This role is your stepping stone to the C-suite.
Innovation Playground: Work with AI, machine learning, and automation to revolutionize logistics.
Work Flexibility: Hybrid/remote working options across Australia and the Philippines.

Why they Exist

Our client isn’t your average tech company. They are empowering businesses to master the complexities of freight management by:

• Integrating seamlessly with ERP systems to simplify operations.
• Optimizing multi-carrier setups to save time and money.
• Automating workflows so teams can focus on what matters.

They are not just building software—we’re building the future of logistics. And they want you to help lead the charge.

What You’ll Be Doing

Drive Tech Strategy

• Create a scalable, secure, and future-proof roadmap as they expand into new markets.
• Use emerging technologies like AI and machine learning to optimize freight, predict trends, and deliver real customer value.
• Be the go-to person for technical vision and decision-making.

Deliver Results

• Lead end-to-end delivery of projects that transform how businesses manage freight.
• Champion best practices in development, deployment, and security.
• Collaborate with teams across Australia, the Philippines, and beyond to create next-level solutions.

Inspire & Lead

• Build, mentor, and motivate a talented tech team to deliver on big ambitions.
• Foster a culture of innovation, accountability, and collaboration.
• Lead with gravitas—be the person people trust to get things done.

Shape the Business

• Align tech innovation with business growth—your input will shape our future direction.
• Partner with ERP heavyweights like Microsoft, SAP, and Infor to enhance integrations and features.
• Explore new frontiers as we expand globally, starting with Asia.

Who They Are Looking For

You’re not just any tech leader. You’re ambitious, innovative, and ready to take the reins.

Here’s what we think you’ll bring:

• 7+ years in technical leadership (Senior Developer, Solutions Architect, Technical Manager).
• Strong delivery chops—you’ve led successful projects from start to finish.
• A passion for emerging technologies like AI, machine learning, and automation.
• Business acumen—you see the big picture and know how to make tech drive growth.
• A confident communicator who thrives on presenting ideas to technical and non-technical audiences.
• Leadership skills that inspire trust and collaboration, no matter the timezone.
• Bonus points if you’ve worked with ERP systems like Microsoft Dynamics, SAP, or Infor.

What’s Next?

At this business, you won’t just build solutions—you’ll build a legacy. Over the next 5 years, you’ll lead the charge as we expand globally, innovate relentlessly, and create a platform that redefines an industry.

So, if you’re ready to make your mark, grow your career, and help shape the future of logistics, let’s talk.

How to Apply

Don’t wait. Send us your resume and a quick note on why this role excites you, and why you are aligned.

Michelle Hart

michelle@hunterjacobs.com.au

The post Technology Director / CTO – Emerging National Software House appeared first on Hunter Jacobs - Sales Recruitment Agency.

It’s unlikely that the 2024 Australian tech employment sector will stagnate. Based on early activity within this arena, the stars align for strong pockets of rapid growth, innovation, and job opportunities.

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