FMCG Sales Market Insights Report

Where Australia’s FMCG sales, category and commercial talent market is heading in 2026

The FMCG commercial talent market is moving with considered momentum. After a period of restructuring, redundancies and economic uncertainty, confidence is returning, but businesses remain commercially disciplined with every hire needing a clear purpose and return.

Across sales, category, grocery, food service and emerging channels, employers are prioritising commercially astute talent who can drive growth from day one. Candidates are also more selective, weighing up stability, leadership quality, flexibility, progression and realistic earning potential before making a move.

Whether you’re building high-performing commercial teams, planning your next hire or exploring your next career move, this Talent Insights Report provides a clear view of the trends, skills, salary benchmarks and recruitment advice shaping the FMCG market in 2026.

Understand the key drivers influencing the current job market

Gain insights into the most sought-after skills and roles in demand

Get detailed salary benchmarks to ensure you remain competitive

Discover opportunities to enhance your recruitment strategy

Understand the key drivers influencing the current job market

Gain insights into the most sought-after skills and roles in demand

Get detailed salary benchmarks to ensure you remain competitive

Discover practical advice to attract and retain top commercial talent

man in office meeting setting pointing at a whiteboard

Sales

The FMCG sales function is evolving. Food service, QSR, Aldi, Costco, pharmacy, convenience, independent retail and emerging channels are creating new opportunities, while traditional grocery has plateaued.

Businesses are moving away from relationship-led selling and looking for commercially sophisticated, data-informed sales talent with strong channel expertise and customer acquisition capability.

desk with laptop, sheets and people pointing

Food service

Food service and emerging channels are standout growth areas nationally. QSR in particular is driving demand, with businesses investing in talent that can grow commercial partnerships across less traditional customer groups.

Candidates are drawn to these channels for their creativity, autonomy and more collaborative customer relationships.

Culture, progression, and purpose are no longer nice-to-haves - they're deal-breakers. Candidates are asking the right questions, and they're not afraid to walk away if the answers aren't clear.

Jennifer Kenworthy
Associate Director | FMCG, Sales, Consumer and B2B

A clear & compelling EVP

Culture, progression and purpose are no longer nice-to-haves — they are deal-breakers. Candidates are asking sharper questions about leadership, flexibility, development and the future of the business.

A robust recruitment process

Top candidates are often considering multiple opportunities at once. Businesses that communicate clearly, move with purpose and create a strong candidate experience are more likely to secure the right talent.

Strategic advice on structure, roles and salaries

Salary expectations remain a challenge, particularly as cost-of-living pressures increase. Understanding current benchmarks across sales, category and field sales is essential for attracting and retaining high-performing talent.

Retention & leadership support

Retaining great talent requires visible leadership, clear progression, transparent communication through change and a strong onboarding experience. The professionals who stay are those who feel invested in and can see where they are going.