Is Software Engineering in Australia Cooked? Why Experienced Developers Are Struggling to Find IT Jobs in 2026?
Are software engineering jobs disappearing in Australia, or has the way companies hire developers fundamentally changed?
If you are a software engineer in Australia who has recently spent weeks or months applying for jobs without receiving interviews, you may be wondering whether something is wrong with your resume, your skills, or the entire technology job market.
You are not alone.
Across Australian IT and jobs forums, experienced software engineers, developers, DevOps professionals, infrastructure engineers and other technology workers are describing a similar experience: large numbers of applications, very few recruiter conversations, long periods without interviews and little or no feedback from employers.
Some have described the market as "brutal", "cooked" or fundamentally different from the market they experienced several years ago.
This article looks at those experiences and the reasons people believe the Australian technology job market has become so difficult.
Important: The experiences discussed in this article come primarily from individual Australian job seekers and commenters on Reddit and Whirlpool. They are valuable first-hand observations, but they are not, by themselves, official employment statistics or proof of the size or cause of the Australian technology employment downturn.
The Experience: Hundreds of Applications and Almost No Interviews
One of the most striking patterns in recent Australian IT discussions is the disconnect between the number of applications and the number of interviews.
In one r/ausjobs discussion, "Anyone else giving up?", a software developer with around 26 years of experience described a dramatic change in their job-search experience.
According to the poster, they had previously been able to receive several offers within a relatively short period. After months of searching, however, they had received only two interviews.
The discussion is particularly striking because the problem was not being described by someone trying to enter the industry for the first time.
The same pattern appears in other Australian discussions.
A developer with approximately nine years of experience described applying for more than 100 jobs while receiving very few interviews in "Is SWE extremely competitive or do I have a bad resume?".
Another discussion involving a mid-level to tech-lead software engineer describes more than 100 applications producing very few positive responses: "Any mid-level to tech lead software engineer who's...".
There is also a discussion from an IT professional describing a 20-year technology career and a very difficult job search: "My 20-Year IT Career Is Officially Dead?".
These stories are anecdotal, but the recurring theme is difficult to ignore:
Having many years of experience does not automatically guarantee interviews anymore.
Several experienced developers describe a major change compared with the market they experienced several years ago.
Previously, a developer with a relevant technology stack could often:
- Apply for a suitable position.
- Hear from a recruiter.
- Have a screening conversation.
- Interview with the employer.
- Receive an offer.
Today, some developers report sending dozens or even hundreds of applications with little or no response.
One of the recurring frustrations is that candidates often don't know why.
Was the resume rejected?
Was there an internal candidate?
Did an automated system filter them?
Did the recruiter receive 300 applications?
Was the position already effectively filled?
Did the company stop hiring?
Candidates rarely receive enough information to know.
Why Are There So Many Applications?
One possible explanation repeatedly discussed by Australian job seekers is simple:
There are far more applicants competing for each advertised position.
Modern job applications are extremely easy to submit.
Candidates can:
- Apply with one click.
- Automatically populate application forms.
- Use AI to tailor resumes.
- Generate cover letters with AI.
- Use AI to answer screening questions.
- Apply to dozens of jobs in a short period.
- Receive job alerts and apply almost immediately after a position is posted.
This creates an unintended consequence.
More applications do not necessarily mean more suitable candidates.
They mean more applications for recruiters to process.
A position that might once have received a manageable number of applications can potentially attract hundreds.
Several Australian job discussions describe this experience.
One broader discussion asks directly:
"What's going on in the job market?"
The result is a difficult environment for both employers and candidates.
Employers struggle to identify the best candidates.
Candidates struggle to make sure their application is actually seen.
The SEEK Problem
SEEK remains one of Australia's most important job platforms.
But many software engineers are questioning how effective it is to rely almost exclusively on job-board applications.
In the Reddit discussions, candidates describe applying for large numbers of positions through SEEK and receiving very few responses.
For an experienced developer, this can be particularly discouraging.
Imagine spending several hours:
- Reading the job description.
- Adjusting your resume.
- Writing application answers.
- Completing screening questions.
- Submitting the application.
Then hearing absolutely nothing.
Do that 50 or 100 times and it becomes easy to conclude:
"There must be something wrong with me."
But there is another possibility.
The application may never have reached a human decision-maker.
Are ATS Systems Filtering Out Good Developers?
Applicant Tracking Systems (ATS) are designed to help employers manage large numbers of applications.
They can help recruiters search for:
- .NET
- C#
- Java
- React
- Angular
- Azure
- AWS
- Kubernetes
- SQL
- Python
- DevOps
- security
- specific certifications
- specific job titles
This can be useful when an employer has hundreds of applicants.
But automation creates another risk.
A highly qualified candidate can potentially be filtered out because their resume doesn't match the terminology expected by the employer or recruiter.
This is one reason candidates have increasingly focused on ATS optimisation.
However, there is a problem with that strategy.
If everyone uses AI to create keyword-optimised resumes, then everyone starts looking similar.
A resume containing:
C#, .NET, Azure, React, Docker, Kubernetes, AI, DevOps, SQL
does not necessarily demonstrate that the person has successfully delivered production systems using those technologies.
The stronger approach is increasingly:
Technology + evidence + outcome.
For example:
Designed and deployed an ASP.NET Core API to Azure App Service, implemented JWT authentication and CI/CD, and integrated the application with Azure SQL.
That demonstrates actual work rather than simply listing keywords.
AI Has Changed Both Sides of Recruitment
Artificial intelligence appears repeatedly in the Australian software engineering discussions.
But AI is affecting the market in at least two different ways.
1. AI Is Changing Software Development
Companies increasingly expect developers to understand AI-assisted development.
Tools such as:
- GitHub Copilot
- Claude
- ChatGPT
- coding agents
- AI testing tools
can help developers:
- generate code
- understand unfamiliar code
- debug problems
- refactor applications
- generate tests
- write documentation
- explore APIs
- prototype solutions
This means the definition of a productive software engineer is changing.
The developer of the future may not be judged primarily by how quickly they can type code.
Instead, employers may increasingly value the ability to:
- Design systems.
- Understand architecture.
- Define requirements.
- Direct AI tools.
- Review AI-generated code.
- Identify incorrect assumptions.
- Test generated solutions.
- Understand security implications.
- Debug complex production problems.
- Make sound technical decisions.
2. AI Is Also Changing the Job Application Process
AI doesn't only help employers.
It helps candidates too.
A candidate can now use AI to produce:
- Resumes.
- Cover letters.
- LinkedIn messages.
- Selection-criteria responses.
- Interview preparation.
- Job-search strategies.
- Tailored application answers.
This makes applying for jobs much faster.
But it also increases application volumes.
We could therefore end up with a cycle like this:
Candidate uses AI to apply faster
↓
Employer receives more applications
↓
Employer uses automation/AI to filter applications
↓
Candidate uses more AI to optimise applications
↓
More applications look similar
↓
Candidates struggle even more to stand out
This may become one of the defining characteristics of modern technology recruitment.
Is AI Replacing Software Engineers?
This is one of the biggest arguments in the discussions.
Some developers believe AI will significantly reduce the number of software engineers companies need.
Others argue that AI will make developers more productive rather than eliminate them.
The truth is probably more complicated.
AI can generate surprisingly sophisticated code.
But production software development involves much more than writing code.
Real-world systems involve:
- Business requirements
- Architecture
- Security
- Data modelling
- Integration
- Legacy systems
- Compliance
- Performance
- Monitoring
- Testing
- Deployment
- Stakeholder communication
- Maintenance
An AI model can generate a solution.
An experienced engineer has to determine whether the solution is actually appropriate.
That distinction matters.
The future may therefore involve fewer developers doing more work with AI, rather than simply no developers at all.
The AI Experience Paradox
There is another interesting problem.
Job advertisements increasingly mention:
- Generative AI
- LLMs
- AI agents
- RAG
- Vector databases
- AI-assisted development
- Copilot
- Claude
- Machine learning
This can make experienced developers feel that their years of traditional software engineering experience are suddenly less valuable.
A developer may have spent 15 or 20 years building enterprise systems but find themselves competing against candidates who have more recent AI terminology on their resumes.
The solution isn't necessarily to abandon traditional engineering.
Instead, experienced developers may need to combine their existing expertise with AI.
For example:
Senior .NET + Azure + React + AI-assisted development
can be a much stronger proposition than either:
Traditional .NET developer
or:
AI enthusiast with little production experience.
The combination of deep engineering experience and modern AI capability could become increasingly valuable.
Offshoring and Global Competition
Another major theme in the discussions is outsourcing and offshoring.
Australian companies have access to a global technology workforce.
Depending on the organisation and project, software development can be performed by:
- Australian employees
- Australian contractors
- Offshore development teams
- International consulting companies
- Remote workers
- Distributed engineering teams
This creates additional competition for Australian developers.
However, claims about exactly how much Australian software development has moved offshore vary considerably, and individual Reddit discussions should not be treated as definitive evidence.
The broader point is straightforward:
Software engineering is now a global profession.
Australian developers are not necessarily competing only with other developers in Brisbane, Sydney or Melbourne.
Companies have more choices about where development work is performed.
The Disappearing Junior Developer Pathway
Another concern raised in Australian IT discussions is the difficulty junior developers face entering the industry.
Traditionally, the career ladder looked something like:
Junior Developer → Developer → Senior Developer → Technical Lead → Architect / Engineering Manager
But if companies reduce junior hiring, the entire pipeline becomes more difficult.
You can end up with:
- Fewer junior positions.
- Graduates struggling to get their first job.
- Companies demanding previous professional experience.
- Experienced developers competing for fewer positions.
- Employers expecting candidates to be productive with AI from day one.
This creates a potential long-term problem.
If companies don't hire enough junior developers today, where will tomorrow's senior developers come from?
A discussion in r/AustraliaIT explores broader concerns about the Australian IT market, career prospects and the changing technology environment:
"A message for those looking to make a life/career..."
Experienced Developers Are Struggling Too
One of the most surprising aspects of these discussions is that the problem isn't limited to graduates.
Developers reporting difficulties include people with:
- 9 years of experience
- 13 years of experience
- 15 years of experience
- 20 years of experience
- 25+ years of experience
This challenges the traditional assumption that experience automatically protects someone during a downturn.
Experience is still valuable.
But employers increasingly appear to want:
Experience + current technology + adaptability + communication + business understanding + AI literacy
rather than experience alone.
Ageism in Australian IT
Ageism is another concern raised by older technology professionals.
In the "Anyone else giving up?" discussion, the original poster describes an interview experience where they were apparently told they were too old.
Other commenters discuss whether experienced candidates should reduce the amount of older experience shown on their resumes.
Some suggest showing only the most recent 10 years.
The reasoning is that employers may make assumptions such as:
- The candidate will be too expensive.
- The candidate is overqualified.
- The candidate won't stay.
- The candidate won't enjoy hands-on development.
- The candidate is approaching retirement.
- The candidate may not fit the team.
However, the discussion also provides counterexamples.
One older participant reported receiving multiple job offers despite being in their 60s.
Therefore, it would be too simplistic to conclude:
"Nobody hires older developers."
A better conclusion is:
Age may be a factor for some employers, but it is not the only explanation for poor interview rates.
Should Experienced Developers Hide Their Age?
This is a difficult question.
Some candidates recommend removing dates from early education or reducing the amount of historical employment information.
Others argue that doing so can create unexplained gaps or make the resume look unusual.
A better approach may be to focus heavily on relevant recent experience while remaining truthful about your career.
For example, instead of spending half the resume describing technologies from 20 years ago, an experienced developer can emphasise:
- Recent projects
- .NET 8
- ASP.NET Core
- Azure
- React
- Cloud
- DevOps
- AI-assisted development
- Architecture
- Security
- Testing
- Business outcomes
The goal should not be to hide experience.
It should be to make the experience relevant to today's employer.
The Importance of Recruiters
One of the most interesting themes across the discussions is the difference between a cold application and a professional relationship.
Some developers say recruiters are useless.
Others say good recruiters have been essential to their careers.
Both experiences can be true.
A recruiter dealing with hundreds of applications may have limited time to evaluate each candidate.
A specialist recruiter who has known you for years is very different.
Experienced developers therefore may benefit from developing relationships with a small number of recruiters specialising in areas such as:
- .NET
- Microsoft
- Azure
- Cloud
- DevOps
- Software Engineering
- Cybersecurity
- Data
The goal isn't to send your resume to 100 recruiters.
The goal is to find a few recruiters who understand your background and the market you are targeting.
Networking May Matter More Than Ever
Networking is another recurring recommendation.
But networking doesn't mean collecting thousands of LinkedIn connections.
Useful networking can be much simpler.
It can mean:
- Staying in contact with former colleagues.
- Speaking with specialist recruiters.
- Connecting with engineering managers.
- Attending technology meetups.
- Participating in developer communities.
- Contributing to open-source projects.
- Speaking with people working at companies you are interested in.
- Asking professional contacts about upcoming opportunities.
A referral doesn't necessarily begin with:
"Can you refer me?"
It can begin with:
"I'm currently looking at senior .NET opportunities in Brisbane. If you hear of anything suitable, I'd appreciate you keeping me in mind."
The objective is to build genuine professional relationships.
Why Some Jobs Never Produce a Response
Candidates often assume every job advertisement represents an active vacancy where the employer is waiting for the best applicant.
Reality can be more complicated.
Candidates speculate about:
- Internal candidates.
- Hiring freezes.
- Roles that have been paused.
- Recruitment agencies collecting candidates.
- Future hiring.
- Positions where the hiring process is already advanced.
- Advertisements that remain online after priorities change.
It is difficult to determine how widespread these situations are from individual experiences.
But the practical lesson is useful:
Don't assume every advertised job is equally "real" or equally accessible.
Look for signs that the role is genuinely active:
- Recently posted.
- Company careers page contains the same role.
- Recruiter is identifiable.
- Hiring manager is identifiable.
- Company is actively recruiting.
- Interview process is described.
- The advertisement contains specific responsibilities rather than generic requirements.
The "Unicorn Developer" Job
Another frustration experienced by developers is the increasingly long list of requirements in job advertisements.
A single position might ask for:
- C#
- .NET
- React
- Angular
- Azure
- AWS
- Kubernetes
- Docker
- Terraform
- Python
- AI
- DevOps
- Security
- Architecture
- Leadership
- Agile
- Industry experience
At first glance, this can look like the company is looking for one person who can do everything.
But job descriptions are often wish lists.
A candidate who meets 70–80% of the requirements may still be an excellent candidate.
Don't automatically reject yourself because you don't know every technology listed.
Instead, ask:
Can I demonstrate that I can solve the core problems this company is hiring someone to solve?
What Should Australian Software Engineers Do?
The discussions suggest several practical strategies.
1. Don't Depend Entirely on SEEK
Continue using SEEK.
But don't make it your only job-search channel.
Also consider:
- Company career pages
- LinkedIn
- Specialist recruiters
- Former colleagues
- Referrals
- Professional communities
- Industry events
- Direct approaches to appropriate recruiters
2. Build Recruiter Relationships
Find recruiters who specialise in your technology.
A smaller group of good recruiters can be more valuable than a huge database of generic recruiters.
Keep in touch even when you are employed.
3. Keep Your Technology Current
Experienced developers should make their current technical abilities obvious.
Don't force a recruiter to dig through 20 years of history to determine whether you understand today's technologies.
4. Become Comfortable With AI-Assisted Development
You don't need to become an AI researcher.
But modern developers should understand how to use AI responsibly for:
- Coding
- Testing
- Debugging
- Refactoring
- Documentation
- Code review
- Prototyping
And increasingly, developers should understand AI application concepts such as:
- LLM APIs
- RAG
- Embeddings
- Vector databases
- AI agents
The most valuable skill may be knowing when not to trust the AI output.
5. Build Real Projects
If you are unemployed, don't just say:
"I'm learning Azure."
Build something.
For example:
React → ASP.NET Core → SQL Server → Azure → Docker → CI/CD → AI
A working GitHub project can demonstrate that your skills are current.
It also gives recruiters something concrete to discuss.
6. Consider Adjacent Technology Roles
If the software engineering market is slow, experienced developers can consider adjacent roles such as:
- DevOps
- Cloud engineering
- Application support
- Systems integration
- Technical consulting
- Solutions architecture
- QA automation
- Business systems
- Data engineering
- AI implementation
These roles can allow an experienced developer to continue using their technical background rather than starting again from zero.
Don't Confuse a Bad Job Market With a Bad Career
This may be the most important lesson.
If you send 100 applications and receive two interviews, it is very easy to think:
"I'm not good enough."
But the number of applications alone doesn't tell you why you weren't selected.
Possible explanations include:
- Too many applicants.
- Internal candidate.
- Automated filtering.
- Recruiter overload.
- Very specific requirements.
- Salary mismatch.
- Location mismatch.
- Hiring freeze.
- Role already progressing.
- Referral candidate.
- Resume positioning.
- Genuine skills gap.
Sometimes it may be your resume.
Sometimes it may be your interview performance.
Sometimes it may simply be an extremely competitive market.
You need data to determine which one it is.
Is Software Engineering in Australia Actually "Cooked"?
So, is software engineering in Australia cooked?
If "cooked" means:
There are no software engineering jobs anymore.
No.
That conclusion isn't supported by the discussions.
If "cooked" means:
It has become much harder for many developers to get interviews.
The number of Australian developers describing this experience suggests that there is a genuine problem.
If "cooked" means:
Experienced developers are guaranteed jobs because they have many years of experience.
Clearly not.
If "cooked" means:
AI has already replaced software engineers.
The discussions don't support that conclusion either.
A more accurate description is:
Australian software engineering is going through a period of intense competition and structural change.
The traditional job-search model is becoming less reliable.
The New Reality of Software Engineering Careers
The old career model looked something like:
Learn to code → Get a job → Gain experience → Become senior → Earn more → Retire
The modern career may look more like:
Technical expertise + AI literacy + continuous learning + business understanding + communication + professional network + adaptability
That doesn't mean software engineering is dead.
It means the profession is changing.
The engineers who adapt may still have excellent careers.
But the assumption that a good developer can simply upload a resume to SEEK and wait for recruiters to call is becoming increasingly unreliable.
Final Thoughts
If you are currently applying for software engineering jobs in Australia and receiving almost no responses, you are not necessarily imagining the problem.
Other Australian developers — including people with more than a decade or two of experience — are describing remarkably similar experiences.
Some have applied to more than 100 jobs.
Some report hundreds.
Some have received only one or two interviews.
Some have gone months without finding work.
Some are considering completely different careers.
At the same time, other experienced developers report successfully finding jobs through recruiters, referrals, professional relationships and specialised skills.
That difference is important.
The lesson isn't:
"Software engineering is finished."
The better lesson may be:
"The old way of getting software engineering jobs is no longer working reliably for everyone."
Australian software engineers may increasingly need to be not only good developers, but also AI-literate engineers, strong communicators, domain specialists, problem solvers and active participants in professional networks.
For experienced developers, perhaps the biggest shift is this:
Your years of experience still matter — but you need to make that experience relevant to the problems companies are trying to solve today.
Australian Software Engineering Job Discussions Referenced
The following discussions were reviewed when preparing this article:
Disclaimer: Reddit and Whirlpool discussions represent the experiences and opinions of individual participants. They should not be interpreted as official Australian employment statistics. Experiences vary considerably by location, technology, seniority, industry, visa/work status and individual circumstances.
