emerging technology : talent snapshot€¦ · jobs map:b2c startups software development 40.0%...

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EMERGING TECHNOLOGY:TALENT SNAPSHOT

INTRODUCTIONThe remarkable story of the rise of the technology sector is the level of value created - not from physical resources but from the application of human skill and ingenuity. Startups are grown by smart and hardworking people that are able to take ideas and turn them into innovations which, in turn, provide valuable dividends to the community and economy at large.

This snapshot explores talent through a variety of lenses - job creation of startups, supply and demand of skills, critical skills of the future and mechanisms for improving talent in the tech sector.

Startups are an odd mix of a traditional business with a cutting edge technological component. While they have a significant place for business administration, operations, sales and marketing staff, our analysis of the local startup sector suggests over half of those working for a startup are doing so in a technical role. Our analysis of the job ads startups are posting shows a huge concentration of demand along the Eastern seaboard of Australia, as well as showing that while product roles have hit the mainstream, data and machine learning roles haven’t quite yet.

Of course, having people equipped with the right skills is a critical component of the success of any startup, the job creator. But it’s also important for job seekers that the skills they’re learning are the ones valued by the marketplace. Australian data scientists in 2017 were most likely to be working in R, but in 2019 Coursera’s most popular data course was in Python, as the industry grows and changes.

All of these insights and more are contained in this document. The Snapshot has been designed to be a data-rich overview of the talent picture in the Australian startup sector, shedding light on the interaction between human capital and the startups that depend on it.

Australian startups create jobs at a predictable rate. We mapped 21 Australian startups at different stages of growth on a plane to show both the level of funding they have raised and their number of employees.

In median terms, for every US$300,000 of investment, startups created a brand new job. When applied to the sector as a whole, which raised roughly US$1.4bn last year, we estimate over 6,500 jobs were created by startups in 2018 alone.

We see outliers in the data on both sides, particularly at the extremes of large raises. Yet the median investment dollars to total jobs ratio remains remarkably consistent for estimation - particularly for total raises of less than US$100 million, which comprise the vast majority of venture capital in Australian emerging technology.

While it may be less visible than a new factory or mine, funds raised by startups are large scale job creation events. John Henderson of AirTree Ventures tallied the employment generation of the startups in which they had invested. Those 48 companies have created almost 4,000 jobs over the last five years. When expanding the research to the startups invested in by the top 10 Australian VC funds, that number increases to 12,500 created jobs over five years.1

$50,000,000

200

400

600

800

DOLLARS RAISED (USD)

TOTA

L EM

PLO

YEES

$100,000,000 $150,000,000 $200,000,000

STARTUPS ARE HIRING

1 Change transition-of-economy narrative to one of job creation John Henderson, The Australian.

https://www.theaustralian.com.au/business/technology/change-transitionofeconomy-narrative-to-one-of-job-creation/news-story/956d5c5cd2996c72ff6c21d97a145eb2

THE EMPLOYEE STRUCTURE OF A STARTUP

TOTAL OF 1806 EMPLOYEE RECORDS ANALYSED ACROSS 14 HIGH-GROWTH STARTUPS.

Australian startups have consistently called for increased investment in STEM skills. A look at their typical employee structure sheds some light on why - over half the employees working at Australian startups have a technical role.

38% fall broadly under the umbrella of software development. 13% of staff are working in a technical hybrid role in product and design, and a further 6% specialise in cutting edge startup roles, focusing on data and machine learning. The remaining 43% consists of traditional business roles, including sales and marketing, business administration and the executive. Operations and service delivery staff numbers tend to vary significantly, increasing in consumer-facing businesses.

17.5% BUSINESS ADMINISTRATION

13.1% PRODUCT/ DESIGN

38.0% SOFTWARE DEVELOPERS

17.4% SALES, MARKETING AND COMMUNICATIONS

5.9% AI/ML /DATA

8.1% OPERATIONS AND SERVICE DELIVERY

JOBS MAP:B2C STARTUPS

SOFTWARE DEVELOPMENT

40.0%

SOFTWARE DEVELOPMENT 59.6%


16.2%

SOFTWARE DEVELOPMENT 43.8%

PRODUCT/DESIGN 40.0%


PRODUCT /DESIGN

12.4%

STARTUP A: TWO WAY PHYSICAL MARKETPLACE

STARTUP C: SAAS DIGITAL PRODUCTS

STARTUP B: FINTECH DIGITAL PAYMENT PRODUCT

STARTUP D: GIG ECONOMY PLATFORM

PRODUCT/DESIGN 3.8%

AI/ML/DATA 40.0%

AI/ML/DATA 5.3%

AI/ML/ DATA 5.7%

AI/ML/DATA 5.2%

BUSINESS | ADMINISTRATION 40.0%

BUSINESS ADMINISTRATION

8.8% BUSINESS ADMINISTRATION

19.0%

BUSINESS ADMINISTRATION 22.9%

OPERATIONS AND SERVICE DELIVERY 40.0%

OPERATIONS AND SERVICE DELIVERY

35.7%

SALES AND MARKETING

40.0%

SALES AND MARKETING 11.2%

SALES AND MARKETING 10.5%

SALES AND MARKETING

16.2%


2.7%


JOBS MAP: B2B STARTUPS

STARTUP E: FINTECH INTERNATIONAL PRODUCT

STARTUP G: WORKPLACE SOFTWARE ASSISTANCE

STARTUP F: DISRUPTIVE FINANCIAL PRODUCTS

STARTUP H: HUMAN RESOURCE SUPPORT SOFTWARE


46.5%


41.7%


42.8%


19.0%

PRODUCT /DESIGN 16.9%




AI/ML/DATA 5.0%

AI/ML/DATA 10.2%

AI/ML/DATA 14.6%


BUSINESS AD-MINISTRATION 21.5%



OPERATIONS AND SERVICE DELIVERY 1.4% OPERATIONS AND

SERVICE DELIVERY 9.3%



2.7%

SALES AND MARKETING

16.9%

SALES AND MARKETING

10.8%

SALES AND MARKETING

12.3%

SALES AND MARKETING

29.3%

STARTUPS CAN OFFER COMPETITIVE SALARIES

A startup’s ability to attract talent is in part based on whether they can offer competitive remuneration in the marketplace. Yet despite the stereotype of startups running on fumes and ramen, startups have proven that they will pay for high end talent, particularly once they’ve raised funding.

Think & Grow’s salary survey compiles anonymous data on average salaries across thousands of roles in startups. We’ve taken a sample from each of our core categories and it is clear that while junior roles average at a respectable level across the board, there are strong salaries for senior staff. Additionally, equity is not included on this list, so there’s the potential for even more value on offer to prospective talent.

EARL

Y ST

AGE

STA

RTU

PLA

TE S

TAG

E ST

ART

UP

DATA SCIENTIST

DATA SCIENTIST

SOFTWARE ENGINEERING

SOFTWARE ENGINEERING

FINANCE

FINANCE

OPERATIONS

OPERATIONS

PRODUCT

PRODUCT

SALES

SALES

JUNIOR

SENIOR

$50,000 $100,000 $150,000 $200,000 $250,000 $300,000 $350,000 $400,000

Technology roles dominate the online job ads that startup post. Over half of the 14,000 job ads posted on major sites by startups in the last year were STEM roles, with 6,000 alone categorised as Information Technology positions. Of the remainder, traditional business roles in sales, admin and customer support all feature heavily.

One category to note is Product - certainly highly in demand from startups, but in 2018 the StartupAUS Talent Gap report found that it had not yet entered mainstream consciousness. To see over 1,000 ads looking for talent in product shows it has started to crack the mainstream in a way that data science (169 ads) has yet to achieve. Despite that progress, it is not yet in parity with the actual representation of product roles in startups, so we would predict to see that number continue to grow over the next few years.

I.T

60002000 4000

SALES

ADMIN

CUSTOMER SUPPORT

PRODUCT

MARKETING

ACCOUNTING

SCIENCE

BANKING AND FINANCE

DATA

SENIOR MANAGEMENT

MISC (UNDER 50 PLACES)

SPORTS

HEALTH AND MEDICAL

MANUFACTURING

HR

6023

2582

1344

1201

1089

872

590

177

173

169

139

113

108

76

70

56

173

WHO ARE STARTUPS LOOKING FOR?

Looking deeper into the advertisements for technical roles, the strongest focus is still on coding jobs - software engineers and developers. Classic IT roles in network engineering, security, systems analysis and technical writing continue to feature as well.

More modern startup roles are traditionally sourced via recruiters and networking, but ads for roles in UX/UI, product and data all have over 100 incidences across the year, indicating a growing awareness in the market of these skills.

WEB / UX / UI DESIGN

1000 2000 3000

SOFTWARE ARCHITECTS

HARDWARE/NETWORK ENGINEERING

SECURITY

PRODUCT TESTINGAND QA

TECHNICAL WRITERS

HELPDESK/SUPPORT

PRODUCT DEV, DESIGN AND MANAGEMENT

BUSINESS / SYSTEMS ANALYSIS

SOFTWARE ENGINEER

SOFTWARE DEVELOPER

TECHNICAL DIRECTOR / CTO

DATA ANALYSTS

DATA SCIENTISTS

TECHNICAL ROLES - A DEEPER LOOK

Startups are able to use large job marketplaces for their more traditional roles, but are still looking elsewhere to recruit specialised technical startup roles.

Here we’ve grouped the job ads by the same categories as our job maps of Australian startups and compared our database of actual employees with the job ads that startups place.

While we see a similar structure, it’s clear that many of the more specialised roles have been squeezed out by an increased share in software development (+5%), sales, marketing and communications (+6%) and operations/service delivery (+5%). This may indicate that for traditional business roles and software development the large online jobs sites are effective, but for specialist tech roles in artificial intelligence, machine learning and data (-5%) and product (-6%), startups are either unable to get the talent they need or are using specialist recruiters.

ACTUAL RECORDED EMPLOYEES OF AUSTRALIAN STARTUPS

JOB ADS PLACED BY AUSTRALIAN STARTUPS



SOFTWARE DEVELOPERS

38.0%

SOFTWARE DEVELOPERS

40.9%



AI/ML/DATA 5.9%

AI/ML/DATA 1.1%



SALES MARKETING AND COMMUNICATION

17.4%


23.4%

ACTUAL JOBS VS ADVERTISED POSITION

When looking at the State in which the ad originates, we get a sense of how clustered the startup sector is around urban hubs. The two largest states dominate, with the two largest Australian cities housing the lion’s share of startup activity. To demonstrate the severity of the clustering, Queensland has roughly 62% of the population of NSW, yet has only 22% of the volume of startup job ads that NSW sees. Western Australia has 40% of the population of Victoria yet sees only 7% of volume of startup job ads.

It is worth noting that this effect is only an analogue for startup activity and may be compounded by other variables. One such example may be that smaller states tend to have stronger networks in their startup ecosystems and so may be able to recruit via strong links with the community rather than job aggregation websites, decreasing their representation on this chart.

The following page breaks down demand in each State across job roles.

STATE-BY-STATE JOB AD TOTALS

STATE-BY-STATE JOB TOTALS

VIC 31.1%

QLD7.8%

SA 2.0%

WA 2.2%

ACT 1.5%

NSW 54.9%

DATA CONSISTS OF 14,782 TOTAL JOB ADS POSTED FOR ROLES IN STARTUPS OVER 1 YEAR







SOFTWARE DEVELOPERS

38.4%SOFTWARE

DEVELOPERS 20.3%

SOFTWARE DEVELOPERS

49.3%

SOFTWARE DEVELOPERS

42.7%

SOFTWARE DEVELOPERS

54.5%

SOFTWARE DEVELOPERS

43.6%







AI/ML/DATA 1.2%

AI/ML/DATA 1.5%








25.8% SALES MARKETING AND COMMUNICATION

35.0%


24.3%


4.7%SALES MARKETING AND COMMUNICATION

16.4%SALES MARKETING AND

COMMUNICATION 21%

NSW: 8118 TOTAL JOB ADS

QLD: 1157 TOTAL JOB ADS

WA: 330 TOTAL JOB ADS

VIC: 4601 TOTAL JOB ADS

SA: 296 TOTAL JOB ADS

ACT: 221 TOTAL JOB ADS

MOST IN-DEMAND ROLES: STATE BY STATE

GLOBAL WAR FOR TALENT

HOW CHALLENGING IS IT TO FIND WORKERS WITH THE SKILLS NECESSARY TO GROW YOUR BUSINESS?

WHAT ARE THE MOST IMPORTANT PUBLIC POLICY ISSUES AFFECTING COMPANIES LIKE YOURS?

EXTREMELYCHALLENGING

ACCESS TO TALENT

HEALTHCARE COSTS

CYBERSECURITY

CONSUMER PRIVACY

CORPORATE TAXES

INTERNATIONAL TRADE

SOMEWHATCHALLENGING

NOT VERY CHALLENGING9%

62%

29%63%

44%

40%

33%

22%

22%

Access to talent is not just an Australian concern. Digital technology is a relatively new field and a powerful force for economic growth, so talent is both limited in supply and highly sought after.

Even in the US, which has the most mature technology sector and the strongest pool of talent available to it locally, sourcing the skills necessary for startups is a critical concern. Silicon Valley Bank’s 2019 US Startups Outlook report showed that right now talent is top of mind for US startup founders.2

2 Silicon Valley Bank Startup US Startups Outlook 2019

https://www.svb.com/globalassets/library/uploadedfiles/content/trends_and_insights/reports/startup_outlook_report/us/svb-suo-us-report-2019.pdf

DEMAND FROM OUTSIDE OF THE TECHNOLOGY SECTORIncreasing demand for technology skills outside of the tech sector has further exacerbated the high demand for talent from startups. While software has been busy eating the world, opportunity for mobile development, machine learning, smart hardware and all sorts of other modern innovation exists in many traditional industries.

As an example, the World Economic Forum’s ‘Data Science in the New Economy’ looked at the difference in demand for data skills across sectors between 2013 and 2018. While ICT still has the highest demand for data roles in absolute terms, the financial services, non-profit and professional services sectors saw a greater increase in their respective demand and right across the economy use of data skills is growing.

20182013

INDUSTRY, PERCENTAGE GAIN IN DEMAND FOR DATA SKILLS3

ICT, 59 %

MEDIA & ENTERTAINMENT, 50 %

FIN. SERVICES & INVESTORS, 88 %

PROFESSIONAL SERVICES, 69 %

CHEM., ADV. MAT’LS. & BIOTECH, 83 %

NON-PROFIT, 83 %

CONSUMER, 50 %

GOV’T. AND PUBLIC SECTOR, 67 %

EDUCATION, 50 %

MOBILITY, 0 %

PERCENTAGE OF TOTAL WORKFORCE

0.00% 0.7% 1.4% 2.1%

3 WEF Data Science in the New Economy

https://www.weforum.org/reports/data-science-in-the-new-economy-a-new-race-for-talent-in-the-fourth-industrial-revolution

INTERNATIONAL SKILL SUPPLY

Australia must still target strong talent overseas. There’s no question that home grown talent is important to the medium-long term success of a startup ecosystem. Yet immigration plays an important role, as it offers short term relief of demand for skills and access to those with high levels of experience that are extremely rare in the local market.

Nevertheless this is a sensitive political issue, so it’s worth asking if are we out of step with similar nations in terms of international recruiting.

In the 2018 StartupAUS Startup Talent Gap report, we teamed up with LinkedIn to run some queries on its data. One of the questions we asked was what percentage of those working in startups were immigrants?

Australia sits at roughly 6%, an average rate for peer nations. As one would expect, the more mature technology sectors like Israel and the US tend to require fewer international workers.

GERMANY

NEW ZEALAND

SINGAPORE

SWITZERLAND

AUSTRALIA

UNITED KINGDOM

FINLAND

ISRAEL

UNITED STATES

2.5% 5% 7.5%

AUSTRALIA’S GLOBAL TALENT VISA

WHAT EMPLOYERS NEED TO DO:

WHAT THE VISA APPLICANT NEEDS TO SHOW:

BEST PARTS OF THE VISAAustralian startups looking for overseas talent have a new tool in their toolboxes. The Global Talent (Employer Sponsored) visa scheme is the most recent development for startups looking to recruit high value talent from overseas.

GTES visas are designed to be faster and more flexible than the mainstream visa options, and all GTES visas are four year, permanent residency track visas - regardless of the position for which they are being hired.

Startup founders interested in signing up to the Global Talent (Employer Sponsored) program can express their interest in doing so by emailing:

[email protected]

First you’ve got to demonstrate that you are genuine startup - a legitimate business in a digital or STEM field. Then you need to show that people coming in under the GTES will support job growth and skills transfer for Australians, and that you’re having trouble finding their skills locally.

They need to meet certain visa requirements - things like health, character and security checks. They can’t be related to directors/shareholders of the business, and they need the qualifications and experience to back up their skills. You also need to be offering them a salary package of at least $80,000. That can include equity, but it’s got to have at least $53,900 in cash.

The GTES is very flexible - you don’t need to have the occupation on an ANZCO list, and there are concessions around things like age restrictions and permanent residency. Finally, it’s fast - once you’re registered to the scheme and approved as a startup, your visa applications can be processed significantly faster than traditional routes.

mailto:globaltalentscheme%40homeaffairs.gov.au?subject=Global%20Talent%20System%20expression%20of%20interest

COURSERA GLOBAL SKILLS INDEX

TEC

HN

OLO

GY C

UTT

ING

ED

GE

01. Argentina02. Czech Republic03. Austria04. Spain05. Poland06. Belarus07. Germany08. Sweden09. Belgium10. Finland11. Netherlands12. Hungary13. Norway14. Australia15. Switzerland

100%98%97%95%93%92%90%88%86%85%83%81%80%78%76%

COM

PETI

TIV

E

16. France17. New Zealand18. Russia19. Israel20. United Kingdom21. Italy22. Singapore23. United States24. Canada25. Denmark26. Portugal27. Costa Rica28. Ireland29. Hong Kong30. Brazil

75%73%71%69%68%66%64%63%61%59%58%56%54%53%51%

BUSI

NES

SC

UTT

ING

ED

GE

01. Finland02. Switzerland03. Austria04. Netherlands05. Belgium06. New Zealand07. Germany08. Sweden09. Australia10. Canada11. Chile12. Denmark13. Norway14. United Kingdom15. Spain

100%98%97%95%93%92%90%88%86%85%83%81%80%78%76%

COM

PETI

TIV

E

16. Singapore17. France18. United States19. Israel20. Ireland21. Hong Kong22. Czech Republic23. Italy24. Portugal25. Argentina26. Hungary27. Poland28. Russia29. Costa Rica30. Colombia

75%73%71%70%68%66%64%63%61%59%58%56%54%53%51%

DAT

A SC

IEN

CE C

UTT

ING

ED

GE

01. Israel02. Switzerland03. Belgium04. Austria05. Sweden06. Czech Republic07. Germany08. France09. United Kingdom10. Poland11. Finland12. Netherlands13. Hungary14. Canada15. Norway

100%98%97%95%93%92%90%88%86%85%83%81%80%78%76%

COM

PETI

TIV

E

16. United States17. Portugal18. Denmark19. New Zealand20. Singapore21. Australia22. Argentina23. Italy24. Hong Kong25. Russia26. Belarus27. Chile28. Spain29. Romania30. Ireland

75%73%71%70%68%66%64%63%61%59%58%56%54%53%51%

Despite the high demand for talent in Australia, our national skill level is performing solidly. Australia’s universities are given consistently high global ranks. Annual IT enrollments at our universities are 50% higher than a decade ago, reaching 36,335 in 2017.4

Coursera’s Global Skills Index5 ranks Australia within the top 10 nations in business skills, falling slightly to 14th for technology and 21st for data.

4 ACS Australia’s Digital Pulse 20195 Coursera Global Skills Index 2019

https://www.acs.org.au/insightsandpublications/reports-publications/digital-pulse-2019.html

https://www.coursera.org/gsi

THE TALENT OF STAYING RELEVANTExperience was once the mainstay of employment, now it’s relevance. Future skills expert Fiona Anson at the University of Technology Sydney discusses upskilling throughout your career and how to stay relevant in a world of change.

Why is there an increasing emphasis on relevance over experience in careers?

The future of work is changing every day. And especially in the startup sector, some roles are so new that how long someone has been doing the job can’t be the key metric anymore. Take for instance AI, natural language processing, machine learning, or cyber-security, longevity and experience isn’t something you can look for because these jobs haven’t existed for long enough.

So how should new graduates and mid-career executives navigate a future of work landscape that is changing so fast?

You could say the best defence is continued skills renewal. It’s about re-skilling and staying on top of what is current in your field. Change is leading the market in every area and employers are looking for how quickly you can adapt. You’ve got to stay on top of what’s going on right now, and especially for new graduates entering the workforce, their career is likely to switch track many times. They’ll be expected to seamlessly adapt

to new technologies and techniques, or change professions as jobs are automated or possibly disappear.

What roles do you see, especially in the startup sector, that might be in high demand now and might be threatened in the future?

The number one is software developers, they are in really high demand right now. However, there’s a lot of work being done in artificial intelligence which could mean in the not too distant future you won’t need a developer, you’ll just tell the AI what you need and it will build the software. So while they’re in demand now, that’s a job down the track that we may see the demand for drop. Anything that can be automated is potentially under threat at the moment.

So, if you are a software developer, what else should you be thinking about to stay relevant?

One thing artificial intelligence can’t quite do is that real creative problem solving, so any up-skilling that focuses on solving problems in new ways is a great place to start. AI and automation is all about the rote work - things that can be repetitive. A software developer could think about moving sideways into software architecture or into a role requiring more critical thinking. They’re the roles that are growing in demand. To put it simply, it’s the jobs where you need to identify problems

and think critically about how you’re going to solve them, not just what you’re going to do day-to-day, that will be in really high demand.

How are universities such as UTS responding to offer smart and flexible options for anyone, at any time in their career, to up-skill or re-skill?

UTS is already known for designing pioneering innovation and entrepreneurship degrees and for working side by side with industry. The startup ecosystem needs a pipeline to develop talent but also higher education partners to up-skill professionals throughout their career. This means universities need to adapt and offer new approaches to learning that are flexible and to personalise learning experiences. At UTS we talk about the importance of lifelong learning. That means offering a suite of new options from ‘stackable’ degrees to bite-sized microcredential courses to short courses. Think of it like a menu for ‘always on learning’. You can design learning to suit your needs or career path and to dip back into courses when you need to up-skill.

Looking ahead, what advice do you have for startup founders about the talent they employ and nurture?

Startups are all about change. They can disrupt something, change something or solve a problem. That’s an incredibly dynamic environment. At the end of the day, startups employ people, and people are looking for fulfilment. One of the ways they get fulfilment is by being challenged, and you can do that through learning opportunities. Startups need to embrace the commitment to helping their people continually learn. Career development opportunities attract talented staff. People also want to work in places that satisfy their curiosity and you do that by exposing people to learning and by encouraging people to learn.

Fiona Anson leads Enterprise Learning at UTS Innovation and Entrepreneurship

SPONSOR CONTENT

QUALIFICATIONS FOR THE FUTURE OF WORK UTS is known for its pipeline of highly talented students and graduates embedded in the startup ecosystem who live and breathe next generation businesses.

The Master of Business Administration in Entrepreneurship (MBAe) at UTS is designed for entrepreneurs and innovators, and offers students a flexible and modular structure of study while developing their own entrepreneurial or innovation project. The integrated modules of the MBAe are also available as individual Graduate Certificates in Commercialisation, Entrepreneurship, and Venture Acceleration. Or, for anyone with any undergraduate degree who wants to spend a year developing a their own startup, UTS offers a unique one year Bachelor of Entrepreneurship (Honours).

UTS also understands that gaining experience in organisations shaping the future of work can be transformative. Whether it’s through the Bachelor of Creative Intelligence (BCII) or the Diploma in Innovation or the UTS Startup Internship program, students are actively seeking experience within startups and scale-ups, and contributing to the change in the world they seek.

STACKABLE AND PERSONALISED LEARNING

New stackable degrees, microcredentials and short courses will allow you to design your learning to suit your needs.

At UTS we want people to come to us with a problem in mind: be it a challenge for their organisation; or an issue needing technological disruption; or a global problem they want to address; and, then select or “stack” the curriculum that best helps them address it.

In Autumn 2020, UTS will launch its first three stackable degrees: Master of Creative Intelligence and Strategic Innovation; Master of Technology; and Master of Professional Practice.

GET CONNECTED

entrepreneurship.uts.edu.au [email protected]

@UTSInnovation

SPONSOR CONTENT

TOP SKILLS OF IN DEMAND STARTUP ROLESA deeper look at LinkedIn profiles allows us to take aggregate global data for those performing key roles in startups and analyse the individual skills most common to each role.

For those interested in the startup sector, investing in development of these skills, through traditional education or short course online work, may be a path towards increasing your value to startup founders.

STRATEGIC PARTNERSHIPS

SOLUTION SELLING STATISTICSTypeScript

MANAGEMENT CONSULTING

LEAD GENERATION RAngularJS

BUSINESS TRANSFORMATION DIRECT SALES MACHINE

LEARNINGRUBY ON RAILS

BUSINESS ALLIANCES NEGOTIATION DATA MININGReact.JS

P&L MANAGEMENT

CONTRACT NEGOTIATION ALGORITHMSNode.JS

PROGRAMME DELIVERY

ACCOUNT MANAGEMENT LaTeXjQuery

BUSINESS PROCESS RE-

ENGINEERINGVDI MATLABASP.NET AJAX

FINANCIAL PLANNING

SALES PRESENTATIONS SASCodeIgniter

BUSINESS STRATEGY COLD CALLING PYTHONPhoneGap

SOLUTION SELLING

MANAGED SERVICES

COMPUTER SCIENCE

MOBILE APP DEVELOPMENT

0.00 0.05 0.10 0.15 0.20 0.25 0.0 0.1 0.2 0.3 0.4 0.0 0.1 0.2 0.3 0.0 0.5 1.0 1.5

CHIEF EXECUTIVE OFFICER TOP SKILLS BY SKILL WEIGHT - 2017

BUSINESS DEVELOPMENT MANAGER TOP SKILLS BY SKILL WEIGHT - 2017

FULL STACK ENGINEER TOP SKILLS BY SKILL WEIGHT - 2017

DATA SCIENTISTTOP SKILLS BY SKILL WEIGHT - 2017

COURSERA 2019 GLOBAL TECH INDUSTRY ENROLMENTS

BUSI

NES

S

01. Design thinking02. Microsoft Excel03. Total quality management04. Logistics planning05. Business process mapping06. Transportation logistics07. Software production management08. Transportation management09. Logistics systems10. Systems thinking

TEC

HN

OLO

GY

01. Apache Beam02. Cloud computing03. BigQuery04. Blockchain05. Dataflow06. Experience design07. Data structures08. SQL09. Web scraping10. Data model

DAT

A SC

IEN

CE

01. Python02. Bigtable03. Data stream management system04. Support vector machine05. TensorFlow06. Artificial neural network07. Hyperparameter optimization08. Multi-task learning09. Word embedding10. Supervised learning

For those already in the technology industry, short online courses offer the chance to add to their skillset. The following, from Coursera’s Global Skills Index report, shows the most popular enrolments for the technology sector in three areas for the platform.

Python leading the data science categories suggests that R may be losing its dominance in the space. Trending topics in technology like cloud computing and blockchain gives and indication of where the sector is looking to develop now and in the coming years.

METHODOLOGYEmerging Technology: Talent Snapshot is a compilation of StartupAUS research and analysis, with bespoke data additions from Middle8 and Think & Grow.

StartupAUS analysed the individual LinkedIn profiles of every staff member in 16 leading Australian scale-ups and verified the results with employee databases of two of the startups supplied directly. Our verification suggests that our analysis has an error margin of roughly 5% in total employees, with a proportional error rate across the categories.

StartupAUS used data from Pitchbook to sum total funding raised in order to create the investment to employment scatter map and subsequent analysis, with employee numbers coming from publicly available LinkedIn data.

Middle8 data is sourced from a proprietary list of jobs aggregator sites across Australia, using technology to read and analyse each post. Think & Grow’s data is supplied in advance of their upcoming Australian Startup Salary Guide 2019.

We are grateful to the ACS, UTS, Middle8, Think & Grow, Coursera, LinkedIn, the World Economic Forum and Silicon Valley Bank for providing data cited in the report.

We would also like to acknowledge Alexander Dellagiacoma, Suzy Myant and Qianqian Wang whose work analysing profiles and compiling records was instrumental to creating the original research shown the document.

emerging technology : talent snapshot€¦ · jobs map:b2c startups software development 40.0%...

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