Latest listings on AgJobs Central recruitment page:

• General Manager Commercial (Agricultural Appointments client)
• Station Manager – Kamilaroi Station Qld (Stanbroke)
• Senior Station Hand | Myalla Station, St George Qld (MDH)
• Lamb Feedlot Manager – Mallee Region, SA (DroverAg client)
• Farm Construction (Earthworks/Mechanical) – Gippsland, Vic (DroverAg client)
• Farm Hand Cropping Focus – Berriwillock, Vic (DroverAg client)
• Feedlot Farm Hand Lamb – Mallee Region, SA (DroverAg client)
• Cropping Manager Mixed Enterprise – Young, NSW (DroverAg client)
• Farm Hands Mixed Livestock & Cropping – Oberon, NSW (DroverAg client)
• Farm Hand | Chinchilla, Qld (Stanbroke)
• Business Administrator Quality & Compliance – Brisbane (Cultura Connect client)
• Chief Executive Officer – Melbourne, Vic (DataGene)
• General Manager – New Zealand (Agricultural Appointmnents client)
• Feedlot Sales Manager – Ruminant (Agricultural Appointmnents client)
• Livestock Coordinator – Kilcoy, Qld (Kilcoy Global Foods)
• Station Services Manager – Cloncurry, Qld (Stanbroke)
• General Manager Farming Operations – NSW (Rimfire client)
• Area Sales Manager – Bendigo, Vic (Upper Murray Seeds)
• Site Manager Seed Operations – NSW (Rimfire client)
• Group director, Agribusiness (valuation) – (Boylan & Associates client)
• Farm Manager – Mathoura, NSW (Meridian Recruitment client)
• MC Truck Driver (Cavanaghs Transport)
• Data Analytics Specialist (Rimfire Resources client)
• Commercial & Procurement Manager – Moree, NSW (AMPS)
• National Business Manager – Agronomy/Seed/AgTech (Rimfire Resources client)
• Territory Sales Manager, Ag Machinery – NSW (Rimfire Resources client)

Click here to access these and other exciting meat and livestock supply chain jobs currently listed on AgJobs Central.

THE era of rapid wage inflation in agriculture may be over, but pay remains a powerful differentiator in the employment market.

According to the ABS Wage Price Index, annual wage growth was 3.4 percent in the March quarter 2025, up from 3.2pc in the previous quarter.

In agriculture, the trend is similar: SEEK’s advertised salaries are still growing (up 3.6pc year-on-year), but the pace is easing as labour supply improves.

Employers are becoming increasingly cautious in salary negotiations, with the inflated premiums paid during COVID-related labour shortages now beginning to stabilise.

This shift in market dynamics has given businesses a greater degree of control during hiring conversations, allowing them to move away from reactive wage hikes.

However it does not remove the responsibility to offer competitive and compelling remuneration. Skilled candidates, particularly for regional and remote agricultural roles, remain discerning, and their expectations continue to evolve.

To attract and retain top-tier talent, agribusinesses must reassess their total reward strategies. It is no longer just about base salary: recognition, career development opportunities, work-life balance, flexible working arrangements, and wellbeing initiatives are all part of the equation.

The right offer considers the whole employee experience, not just the dollar figure.

Employers must understand that today’s candidates are looking for more than a pay check. They want to feel valued, supported, and part of a culture that aligns with their personal values.

A strong workplace culture, one that fosters purpose, inclusion, and recognition, can be a significant differentiator in a slowing, yet still competitive, salary landscape.

Those employers who lead with empathy and offer meaningful non-monetary benefits will be far better placed to secure the talent they need now and into the future.

Source: Agricultural Appointments.