Compensation InsightHow TechnologyOne Pays
Australia's largest enterprise SaaS company. Career levels, compensation by geography, equity programs, variable pay, and executive compensation.
Last updated February 16, 2026 · ~1,000 employees across 6 countries · ASX: TNE · Financial year ends September 30
Key Metrics
Revenue (FY2025)
A$610.0M
+18% YoY · 16th record year
ARR
A$554.6M
+18% YoY · Target A$1B by FY30
Employees
~1,000
7 AU offices + UK, NZ · Viewing: Brisbane
EBITDA
A$255.7M
+18% YoY · Margin ~43%
R&D Investment
A$153.7M
~25% of revenue · A$1B+ cumulative
CEO Total Comp
~A$4.5M
Ed Chung · holds A$11M in TNE stock
Locations
Band Hierarchy (Inferred)
TechnologyOne does not publicly disclose its internal band structure. This 8-tier hierarchy (T1–T8) is inferred from job postings, Glassdoor data, LinkedIn profiles, and annual report analysis.
T8
Executive (C-Suite)
T7
Director / VP / EVP
T6
Manager / Head
T5
Lead / Principal
T4
Senior Professional
T3
Mid-Level Professional
T2
Associate
T1
Graduate / Entry
Engineering / Product
Graduate → Software Developer
Senior Developer → Lead Developer
Technical / Solution Architect
Director of Engineering → CTO
Consulting / Delivery
Graduate → Consultant
Senior Consultant → Principal
Practice Lead → Head of Consulting
EVP (Vertical Market Lead)
Sales / Account Management
BDR → Account Executive
Account Manager → Regional Manager
Sales Director → VP Sales
EVP (Market Lead)
Compensation by Band — Brisbane
All figures in AUD. Includes base salary, variable pay %, total CTC range, and equity eligibility.
| Band | Title | Experience | Base (Low) | Base (High) | Var % | Total CTC | Equity |
|---|---|---|---|---|---|---|---|
| T1 | Graduate / Entry | 0–2 yrs | A$58K | A$73K | 0% | A$65K–A$82K | None |
| T2 | Associate | 1–4 yrs | A$70K | A$90K | 3% | A$78K–A$105K | None |
| T3 | Mid-Level Professional | 3–6 yrs | A$85K | A$115K | 6% | A$95K–A$135K | None |
| T4 | Senior Professional | 5–10 yrs | A$105K | A$145K | 10% | A$120K–A$175K | Eligible (LTI) |
| T5 | Lead / Principal | 8–14 yrs | A$130K | A$175K | 13% | A$150K–A$220K | LTI Options/EPRs |
| T6 | Manager / Head | 10–18 yrs | A$155K | A$220K | 20% | A$185K–A$300K | LTI Options/EPRs |
| T7 | Director / VP / EVP | 14–22 yrs | A$200K | A$350K | 35% | A$260K–A$540K | LTI (Options + EPRs) |
| T8 | Executive (C-Suite) | 18+ yrs | A$500K | A$1.2M | 80% | A$750K–A$3.5M | LTI (Options + EPRs, performance-linked) |
Total CTC Range — Brisbane
Horizontal bar chart showing total compensation range by band. Executive band (T8) excluded to preserve scale.
Global Operations & Vertical Markets
TechnologyOne operates across 6 countries serving government, education, and enterprise verticals. Australia is the primary market (~80% of revenue) with the UK as the fastest-growing region.
Vertical Market ARR Growth (FY2025)
Local Government
+22%
Councils, shires, municipal authorities
Higher Education
+24%
Universities — UK is fastest growing
Government
+8%
Federal, state government agencies
Health & Community Services
Growing
Hospitals, health authorities, NGOs
Asset-Intensive Industries
Growing
Utilities, water, transport
Financial Services
Growing
Superannuation funds, financial institutions
Regional Presence
Australia (7 offices)
All verticalsBrisbane (HQ), Sydney, Melbourne, Canberra, Perth, Adelaide, Hobart
~80% of employees; primary R&D and commercial hub
United Kingdom
Higher Education, Local GovernmentLondon (Paddington); 120+ UK team
Key growth market; Higher Ed ARR +24% in FY25
New Zealand
Government, Local Government, EducationAuckland
Established market; NZD compensation
Malaysia
Development / SupportKuala Lumpur (reported presence)
Support and development operations
South Pacific
GovernmentPapua New Guinea, Pacific Islands
Government customers across Pacific region
Role-Based Salary Benchmarks
| Location | Role | Salary Range | Source |
|---|---|---|---|
| Brisbane (HQ) | Consultant | A$80K–A$120K | Glassdoor (47) |
| Brisbane | Graduate Developer | A$58K–A$73K | Glassdoor |
| Sydney | Senior Developer | A$115K–A$158K | Estimated |
| Melbourne | Senior Consultant | A$100K–A$140K | Estimated |
| London | Mid-Level Developer | £45K–£65K | Market estimate |
| Auckland | Consultant | NZ$75K–NZ$100K | Market estimate |
Variable Pay & Bonus Structure
STI assessed annually (after FY end in September). LTI via Options or EPRs with EPS + TSR hurdles. 16 consecutive years of record profit supports strong payout history.
Variable Pay % by Band
T1
0% — Contract guaranteed
Contract guaranteed; no variable
T2
3%
Individual performance (discretionary)
T3
6%
Individual + team outcomes
T4
10%
Individual + BU + company
T5
13%
BU + company performance
T6
20%
STI: financial + strategic KPIs
T7
35%
STI + LTI (Options/EPRs)
T8
80%
STI + LTI (EPS growth + Relative TSR)
STI KPI Weighting (KMP)
50%
25%
15%
10%
Financial (Revenue, ARR, Profit)
Strategic (SaaS+, UK Expansion, NRR)
Operational (Customer, Product)
People / ESG
Payout Mechanism
FrequencyAnnual (post FY end, Nov–Dec)
CEO STI Target~40–60% of fixed remuneration
KMP STI Target~30–50% of fixed remuneration
DeferralPortion may be deferred into equity
Record Profits16 consecutive years — strong payout track record
LTI Performance Hurdles
EPS Growth
Compound annual growth in earnings per share
Relative TSR
Total Shareholder Return vs ASX All Technology Index (XTX)
SaaS Performance Metrics
Rule of 40
59%
Top quartile globally (target: 40%+)
Net Revenue Retention
115%
FY24: 117%, FY25: 115% (target: 115%)
ARR Growth
+18%
A$554.6M → targeting A$1B by FY30
Equity & Stock Plans
LTI Plan offers Options or EPRs subject to EPS and TSR performance hurdles. Employee Share Plan provides broad-based equity access. No hedging or margin loans permitted.
LTI Plan — Options
VehicleShare Options
EligibilityKMP, Senior Leaders (T6+)
Vesting3–4 year performance period
HurdlesEPS Growth (~50%) + Relative TSR vs ASX XTX (~50%)
ScaleStrike price = VWAP (10 days prior to grant)
LTI Plan — Equity Performance Rights (EPRs)
VehiclePerformance Rights (zero exercise price)
EligibilityKMP, Senior Leaders (T6+)
Vesting3–4 year performance period
HurdlesEPS Growth (~50%) + Relative TSR vs ASX XTX (~50%)
ScaleFree shares upon vesting (zero strike)
Employee Share Plan
VehicleEmployee shares (tax-advantaged ESS)
EligibilityBroad-based (all employees)
VestingDetails not publicly disclosed
HurdlesN/A
ScaleTax-advantaged under Australian ESS rules
Key Equity Policies
Malus Provision
Board can reduce or forfeit LTI awards if irregularities or adverse factors arise.
No Hedging
Executive KMP are not permitted to hedge unvested Options or EPRs.
No Margin Loans
Directors and executives cannot use TNE securities as collateral for margin loans.
Performance Peer Group
Relative TSR measured against ASX All Technology Index (XTX) constituents.
Black-Scholes Valuation
Options valued at VWAP strike price; EPRs valued at zero exercise price.
CEO Shareholding
A$11M
Personal stake in TNE
Founder Stake
~14%
Adrian Di Marco (post-departure)
LTI Hurdles
EPS + TSR
Dual performance gate
Vesting Period
3–4 yrs
Subject to conditions
Insider Trades & Shareholders
Director interest notices (Appendix 3Y), substantial holder notices (Form 603), and institutional ownership. TechnologyOne founder Adrian Di Marco retains ~14% stake.
Director & KMP Dealings (2024–2025)
| Date | Person | Role | Type |
|---|---|---|---|
| Dec 2025 | Platin SARL (Olivier Goudet) | Substantial Holder | Acquisition |
| Oct 2025 | Debra Eckersley | NED (Appointed) | Acquisition |
| Oct 2025 | Phil Davis | NED (Appointed) | Acquisition |
| Jan 2025 | Edward Chung | CEO & MD | Acquisition |
| Jan 2025 | Multiple KMP | Executive KMP | Acquisition |
| 2024 | Multiple Directors | NEDs | Acquisition |
Note: Specific share counts and prices require direct review of ASX Appendix 3Y filings. Full details available on the ASX announcements platform for TNE.
Substantial Shareholders
Adrian Di Marco (Founder)
Founder~14%
Platin SARL (Olivier Goudet)
Strategic~5%+
The Vanguard Group
Index~5%
State Street Global Advisors
Index~3–4%
BlackRock
Index~3–4%
Ownership Structure
14%
20%
66%
Founder
Institutional
Retail / Other
Executive Compensation — FY2025
CEO & MD — Edward Chung (since May 2017)
~A$4.5M
FY2025 total statutory compensation
Fixed Remuneration (incl. super)A$1.4M (31%)
STI (Short-Term Incentive)A$1M (22%)
LTI (Options/EPRs fair value)A$2.1M (47%)
Notable
- • Holds A$11M worth of TNE stock — significant personal alignment
- • Total comp grew from A$1.8M (FY2020) → A$2.5M (FY2023) → ~A$4.5M (FY2025)
- • Led company from ASX 200 to ASX Top 50 in September 2025
- • CEO:median ratio ~48:1 — moderate for ASX Top 50
- • 25+ years combined experience; CEO since 2017, MD since 2023
Executive Leadership Team
Edward ChungCEO & MD
~A$1,400,000LTI: Options/EPRs
Cale BennettCFO
~A$600K–A$800KLTI: Options/EPRs
Mark JonesEVP Education
~A$500K–A$700KLTI: Options/EPRs
EVP Local GovernmentDivisional Lead
~A$450K–A$650KLTI: Options/EPRs
EVP GovernmentDivisional Lead
~A$450K–A$650KLTI: Options/EPRs
CEO Comp Structure (Estimated)
31%
22%
47%
Fixed
STI
LTI
Australian Tech CEO Comparison
Xero (NZX/ASX)
Sukhinder Singh Cassidy
~A$8.0M+
WiseTech Global
Richard White
~A$5.5M
Altium (ASX)
Aram Mirkazemi
~A$4.5M
TechnologyOne
Edward Chung
~A$4.5M
Board of Directors (2025)
Pat O'Sullivan
Independent Chair
Former COO Nine Entertainment; Chair of Carsales & SiteMinder
Edward Chung
CEO & MD
CEO since May 2017; 25+ years at TechnologyOne
Clifford Rosenberg
NED
Former MD of LinkedIn; NED since 2019
Debra Eckersley
NED (Oct 2025)
Governance & transformation expertise
Phil Davis
NED (Oct 2025)
Google, AWS, HPE, Dell background; SaaS/AI expertise
Leadership Compensation — Brisbane
Executive-level roles with estimated compensation ranges. All figures include base salary. Variable pay shown separately.
Edward Chung
CEO & Managing Director
A$1.2M–A$1.4M
+80% var
Cale Bennett
CFO
A$600K–A$800K
+60% var
Mark Jones
EVP Education
A$500K–A$700K
+50% var
EVP Local Government
Divisional Lead
A$450K–A$650K
+50% var
EVP Government
Divisional Lead
A$450K–A$650K
+50% var
EVP Health & Community
Divisional Lead
A$420K–A$600K
+50% var
Base Salary
Total (incl. variable)
Benefits & Perks
TechnologyOne is an 8-time Australian Business Awards Employer of Choice and LinkedIn Top Companies 2025 for career growth. Benefits are competitive for Australian tech.
Australia
Superannuation12% (statutory, from Jul 2025)
Annual Leave4 weeks (20 days)
Personal/Carer's Leave10 days per year
Long Service LeaveState-based; typically 8.67 weeks after 10 yrs
Parental LeaveGov PPL (20 wks) + company top-up (not publicly disclosed)
Employee Share PlanTax-advantaged ESS; broad-based access
Flexible/Hybrid WorkHybrid model — office + remote
Professional DevelopmentLearning budget, conferences, certifications
Wellness ProgramsEAP, wellbeing initiatives
Office LocationsModern CBD offices in 7 Australian cities
United Kingdom
PensionWorkplace pension (statutory + likely employer top-up)
Annual Leave28 days (statutory, incl. bank holidays)
Private Health InsuranceLikely offered
Life InsuranceLikely included
New Zealand
KiwiSaver3% employer contribution (statutory minimum)
Annual Leave4 weeks minimum
Sick Leave10 days per year
Culture & Recognition
8x Employer of ChoiceAustralian Business Awards
LinkedIn Top Companies 2025Top midsize employer for career growth
AFR Customer ChampionLeader 2025 recognition
Innovation CultureHackathons, 25% revenue reinvested in R&D
Internal MobilityCross-functional moves between verticals
Performance, Pay Progression & Growth
16 consecutive years of record profit. FY ends September 30. TechnologyOne targets doubling in size every 5 years.
Financial Performance
| Period | Revenue | PAT | ARR | EPS |
|---|---|---|---|---|
| FY2022 | A$362M | A$94M | A$324M | 29.0 cps |
| FY2023 | A$433M | A$102M | A$389M | 31.3 cps |
| FY2024 | A$515M | A$118M | A$470M | 36.2 cps |
| FY2025 | A$610M | A$138M | A$555M | 42.2 cps |
Growth Milestones
Sep 2025
Entered ASX Top 50
First time; market cap ~A$7B
FY2025
A$500M ARR milestone
Achieved ahead of schedule
FY2024
Acquired CourseLoop
Expanding Higher Education vertical
FY2025
SaaS+ generating 40% ARR uplift
'ERP in 30 days' deployment model
FY2030
Target: A$1B ARR
Double in size every 5 years strategy
Pay Progression Insights
Review Frequency
Annual (aligned with FY end Sep 30)
Salary Review Timing
October–November (post FY results)
Merit Increase
3–5% standard; 8–12% for high performers
Promotion Timeline
2–3 years minimum between levels
Graduate Program
Well-known pipeline for consulting & engineering
Enterprise Agreement
None — individual contracts only
Rating System
Not publicly disclosed
Fair Work (2025)
3.5% Annual Wage Review (from Jul 2025)
Glassdoor Sentiment
Overall
3.8/5
Compensation
3.5/5
Work-Life Balance
3.6/5
Culture & Values
3.7/5
Career Opportunities
3.5/5
Would Recommend
72%
Key Nuances & Insider Insights
What you won't find in the annual report — patterns, cultural factors, and compensation realities at TechnologyOne.
1
Pure SaaS Play with Exceptional Profitability
Rule of 40 score of 59% places TechnologyOne in the top quartile of global SaaS companies. Unlike most Aussie tech firms, they build, sell, implement, AND support their own ERP — a vertically integrated model that's rare globally. This financial strength theoretically supports above-market compensation.
2
Brisbane HQ = Structural Cost Advantage
By maintaining HQ in Brisbane rather than Sydney or Melbourne, TechnologyOne benefits from ~10% lower salary costs. Compensation is competitive within Brisbane but may appear below-market when compared to Sydney tech peers like Atlassian or Canva.
3
CEO Holds A$11M in TNE Stock — Significant Alignment
Ed Chung's A$11M personal shareholding complements his ~A$4.5M annual comp. His total comp is moderate for an ASX Top 50 CEO (compare: WiseTech ~A$5.5M, Xero ~A$8M+). The real wealth creation is through equity appreciation.
4
Founder's 14% Stake Creates Shareholder Pressure
Adrian Di Marco founded TechnologyOne in 1987 and retains ~14% ownership even after departing in 2022. This concentrated ownership creates strong pressure for shareholder returns and disciplined capital allocation, which flows through to how the company thinks about compensation.
5
Graduate Program Is the Talent Pipeline
TechnologyOne runs a well-known Graduate Program feeding consulting and engineering teams. Starting salaries (A$58K–A$73K) are modest but competitive for Brisbane. The real value proposition: rapid career progression within a company that's doubling every 5 years.
6
UK Expansion Changes Comp Dynamics
UK Higher Education ARR grew 24% in FY25 — the fastest-growing segment. London salaries for tech talent are significantly higher than Australian equivalents. As the UK operation scales, expect upward pressure on the company's overall compensation benchmarks.
7
SaaS+ Model Shifts Consultant Compensation
'ERP in 30 days' bundling implementation with SaaS subscription is moving the company away from project-based consulting. This could shift consultant comp from project bonuses to more stable base + ARR-growth incentives over time.
8
No Enterprise Agreement = Individual Contracts
Like most Australian tech companies, TechnologyOne has no Fair Work Enterprise Agreement. All employees are on individual contracts — more flexibility for the company, but less transparency and collective bargaining power for employees.
9
25% Revenue Reinvested in R&D
A$153.7M R&D investment (over A$1B cumulative) signals the company prioritises building over paying premium salaries. Engineers and product staff are building a platform that serves 1,200+ organisations. The trade-off: competitive (not premium) pay for high-impact work.
10
September FY End = Unusual Review Timing
TechnologyOne's September 30 year-end means salary reviews happen in Oct–Nov — offset from most Australian companies (June FY end). This can create friction for lateral hires expecting January or July review cycles.
11
ASX Top 50 Entry May Trigger Comp Uplift
Joining the ASX Top 50 in September 2025 typically triggers a remuneration benchmarking review against larger peers. Expect potential upward adjustments to executive and senior compensation in FY2026 as the company repositions against new peer companies.
12
16 Consecutive Record Profits = Stable Payouts
Unlike many tech companies with volatile STI payouts, TechnologyOne's unbroken profit record suggests STI targets are consistently met. This makes the 'total comp' estimate more reliable than at cyclical companies where variable pay often falls short.
Recent Compensation & Corporate News
Key events affecting pay, equity, and organizational structure (2022–2026).
Dec 2025
GovernancePlatin SARL (Olivier Goudet) becomes substantial holder
Form 603 filed — new major strategic investor acquires 5%+ stake in TNE.
Nov 2025
EarningsFY2025: 16th consecutive year of record profit
Revenue A$610.0M (+18%), PAT A$137.6M (+17%), EBITDA A$255.7M (+18%). ARR A$554.6M (+18%).
Oct 2025
GovernanceNew board directors: Debra Eckersley and Phil Davis
Board transformation continues. Eckersley brings governance expertise; Davis brings Google/AWS/SaaS background.
Sep 2025
MilestoneTechnologyOne enters ASX Top 50 for the first time
Market cap reaches ~A$7B. Reflects sustained growth since ASX listing in 1999.
2025
CultureLinkedIn Top Companies 2025 — midsize employer
Recognised as one of Australia's best midsize employers for career growth.
2025
CultureAFR Customer Champion Leader 2025
Australian Financial Review recognises TechnologyOne for customer excellence.
FY2025
EarningsRule of 40 score: 59% — top quartile globally
Balancing ARR growth (18%) with EBITDA margin (43%). Exceptional for enterprise SaaS.
FY2025
StrategyR&D investment reaches A$153.7M (~25% of revenue)
Over A$1B cumulative ERP investment. AI enhancements, SaaS+, and App Builder development.
FY2025
EarningsNRR of 115% — existing customers continue expanding
Net Revenue Retention at target (FY24: 117%). SaaS+ generating ~40% ARR uplift.
FY2024
M&AAcquired CourseLoop (curriculum management)
Expands Higher Education vertical offering. Higher Ed ARR grew 24% in FY25.
Jan 2025
EquityAGM: LTI grants approved for KMP
Options and Equity Performance Rights issued under LTI Plan with EPS and TSR hurdles.
Jun 2022
LeadershipFounder Adrian Di Marco steps down after 35 years
Founded TechnologyOne in 1987. Retains ~14% shareholding. Professional management transition complete.