Why Government Is Finally Opening Up to Early-Career Talent

For most early-career candidates, Government and Public Sector has been a hard sector to break into. In 2026, that door is open in a way we haven't seen for a long time,  and it isn't a coincidence.

When we speak with Councils across Sydney right now, the essence of the conversation has shifted. Where they used to ask us for experienced project candidates, they're now asking where the next generation of Government talent is going to come from. 

A Market Shift Creating Real Entry Points

Government hiring has been heavily weighted toward experienced people for years. Through Covid, most organisations didn't have the capacity to train and develop junior staff, so the usual flow of people moving up through the system slowed to a trickle.

That shortage has now caught up with the market. Across Government and the Public Sector, there’s a clear gap emerging at the mid-level. To address it, Councils are shifting their approach, focusing on developing talent from the ground up rather than relying solely on experienced hires.

What this means for the market is a rise in entry-level opportunities, unlike anything we’ve seen in years.

Why Entry Is Opening up

Across Sydney, Local Councils are doing three things they wouldn't have been doing a few years ago. They're hiring junior candidates with limited Government experience. They're investing in proper training and development to grow people in-house. And they're considering candidates from outside the Public Sector,  including from Construction, Engineering, and Private Sector consultancies.

It's a direct response to a real problem. Without a pipeline of developing talent, Councils can't deliver on the long-term projects already in front of them.

What This Means for Candidates

If you're early in your career, this is a genuine window of opportunity, and a rare one. Coming into Government at a junior level lets you:

• Build experience inside well-resourced, structured environments
• Sharpen your stakeholder skills early, working across different levels of an organisation
• Get exposure to large-scale projects that most Private Sector roles wouldn't put in front of you for years
• Open up real options, including the ability to move into the Private Sector and come back later with an established toolkit

What Employers Are Looking For

Government and the Public Sector are more open than ever to talent from the Private Sector. The shift is toward transferable skills rather than historical Public Sector exposure,  but the fundamentals haven't changed. Hiring managers still want to see clear communication, stakeholder awareness, the ability to operate within structured processes, and a genuine willingness to learn.

You don't need a long CV to stand out. You do need to demonstrate these qualities clearly, both in your application and in how you turn up for an interview.

A Door That Won't Stay Open

This shift is being driven by a specific gap in the market right now. As Councils rebuild their mid-level pipelines over the next few years, the bar at entry will lift again, and the flexibility we're seeing today will tighten.

If you've been thinking about Government, this is the moment to take the leap.

This is one of the few moments in recent memory where the door into Government is genuinely open to early-career candidates. For anyone willing to commit, work inside a structured environment, and build over time, the career potential is considerable.

We work closely with Local Councils across Sydney every day, so we understand the expectations, hiring priorities, and pathways to success within Government and Public Sector environments.

If you're thinking about taking the leap, get in touch with our team or submit your CV. We specialise in helping ambitious professionals like you take the next step. 

This piece was contributed to by Augustine Oh, Public Sector and Government Recruitment Specialist at Ivory Group.

For most early-career candidates, Government and Public Sector has been a hard sector to break into. In 2026, that door is open in a way we haven't seen for a long time,  and it isn't a coincidence.

When we speak with Councils across Sydney right now, the essence of the conversation has shifted. Where they used to ask us for experienced project candidates, they're now asking where the next generation of Government talent is going to come from. 

A Market Shift Creating Real Entry Points

Government hiring has been heavily weighted toward experienced people for years. Through Covid, most organisations didn't have the capacity to train and develop junior staff, so the usual flow of people moving up through the system slowed to a trickle.

That shortage has now caught up with the market. Across Government and the Public Sector, there’s a clear gap emerging at the mid-level. To address it, Councils are shifting their approach, focusing on developing talent from the ground up rather than relying solely on experienced hires.

What this means for the market is a rise in entry-level opportunities, unlike anything we’ve seen in years.

Why Entry Is Opening up

Across Sydney, Local Councils are doing three things they wouldn't have been doing a few years ago. They're hiring junior candidates with limited Government experience. They're investing in proper training and development to grow people in-house. And they're considering candidates from outside the Public Sector,  including from Construction, Engineering, and Private Sector consultancies.

It's a direct response to a real problem. Without a pipeline of developing talent, Councils can't deliver on the long-term projects already in front of them.

What This Means for Candidates

If you're early in your career, this is a genuine window of opportunity, and a rare one. Coming into Government at a junior level lets you:

• Build experience inside well-resourced, structured environments
• Sharpen your stakeholder skills early, working across different levels of an organisation
• Get exposure to large-scale projects that most Private Sector roles wouldn't put in front of you for years
• Open up real options, including the ability to move into the Private Sector and come back later with an established toolkit

What Employers Are Looking For

Government and the Public Sector are more open than ever to talent from the Private Sector. The shift is toward transferable skills rather than historical Public Sector exposure,  but the fundamentals haven't changed. Hiring managers still want to see clear communication, stakeholder awareness, the ability to operate within structured processes, and a genuine willingness to learn.

You don't need a long CV to stand out. You do need to demonstrate these qualities clearly, both in your application and in how you turn up for an interview.

A Door That Won't Stay Open

This shift is being driven by a specific gap in the market right now. As Councils rebuild their mid-level pipelines over the next few years, the bar at entry will lift again, and the flexibility we're seeing today will tighten.

If you've been thinking about Government, this is the moment to take the leap.

This is one of the few moments in recent memory where the door into Government is genuinely open to early-career candidates. For anyone willing to commit, work inside a structured environment, and build over time, the career potential is considerable.

We work closely with Local Councils across Sydney every day, so we understand the expectations, hiring priorities, and pathways to success within Government and Public Sector environments.

If you're thinking about taking the leap, get in touch with our team or submit your CV. We specialise in helping ambitious professionals like you take the next step. 

This piece was contributed to by Augustine Oh, Public Sector and Government Recruitment Specialist at Ivory Group.