How to apply for not-for-profit
Transitioning from the corporate world to non-profit leadership can be an exciting and fulfilling change.
Adriana Modersitzki
At The Elite Collective, we live and breathe careers. Whether through our own professional development, the articles we read, or the trends we observe across social media, we’re constantly immersed in conversations about the job market. One topic that keeps coming up? The public sector workforce may be growing, but so is mobility—more public servants are considering leaving the Australian Public Service (APS).
We’re not the only ones noticing it. Looking back, and the Australian Public Service Commission (APSC) reported that as of 30 June 2023, the APS workforce grew by 7.3% in ongoing employees and 4.4% in non-ongoing staff. However, at the same time, mobility was rising—ongoing engagements surged by 22.3% during 2022–23, while separations increased by 5.9%
Zoom forward, and a November 2024 survey by The Mandarin found that nearly half of public sector workers (48.9%) are looking for new career opportunities within the next year, with 31% planning to move within six months. This aligns with broader Australian labour market trends—Indeed’s 2023 Workplace Wellbeing Report found that 50% of workers across all industries are considering a job change, with 23% very likely to do so within 12 months. This level of movement suggests not just the usual churn within the APS, but a deeper shift in what employees want—and what they feel is missing. Yes, growth is happening, but retention challenges are also rising.
At The Elite Collective, we’re not just observers of these trends—we actively work with APS professionals at all levels, including SES, to navigate their career paths. Whether it’s moving up within the public service or making the leap to the private sector, we understand what it takes to communicate the skills, experience, and value of a public servant in a way that resonates in any professional setting.
In this blog, we’ll break down the key reasons why public servants are considering a move, what’s driving this trend, and how professionals can strategically position themselves for their next career step—whether within the APS or beyond.
For many public servants, career progression is the biggest frustration. The 2024 Frank and Fearless survey found that one in three APS employees would leave due to a lack of advancement opportunities—almost as many as those who cited pay (34.4%) as their main concern.
The issue is particularly pronounced among younger employees.
But this isn’t just about promotions. Employees want meaningful development, leadership opportunities, and room to grow. When they don’t see that in the APS, they start looking elsewhere—whether in consulting, private sector roles, or other areas of government that offer clearer pathways forward.
Having worked with countless APS employees at all levels, we’ve seen firsthand the challenges they face when moving into the private sector. Here are the most common concerns we hear from APS professionals considering a move.
🔹 Perception of Public Sector Work
One of the biggest barriers APS employees face is how their work is perceived by the private sector. Many assume that public servants work within slow-moving bureaucracies with minimal exposure to high-pressure, commercially driven environments. While these assumptions are often far from reality, they can impact hiring decisions and require careful positioning in applications and interviews.
🔹 Cultural Difference: From Policy to Profit
The public service operates in a policy-first environment, where decisions go through structured approvals and long-term planning cycles. Private sector organisations, however, move faster and focus on efficiency, cost management, and customer outcomes.
🔹 A Shift in Performance Metrics
In the APS, success is often measured by policy impact, governance, and public interest outcomes. In the private sector, performance is tied to profitability, efficiency, and customer satisfaction, and this remains true across a much wider spread of role types and levels.
🔹 Overcoming the ‘No Private Sector Experience’ Barrier
Many APS professionals worry: “I don’t have private sector experience.” While public sector skills are highly transferable, there is often a perception gap—both from employers and candidates themselves—about how those skills translate into commercially relevant roles.
Making the shift from the APS to the private sector isn’t just about finding a new job—it’s about positioning yourself strategically for success in a different environment. Here’s how to make sure you’re fully prepared.
The private sector is more commercial, fast-moving, and results-focused, meaning your resume and job applications need to reflect outcomes, efficiency, and value. Therefore, your resume should position you as a proactive leader, problem solver, and strategic thinker—not just someone who follows policy.
Key Adjustments:
✅ Remove APS-specific jargon (e.g., ILS language, work level standards) and focus on transferable, universal skills such as project management, stakeholder engagement, and strategic planning.
✅ Quantify your achievements—businesses value measurable impact, efficiency, and problem-solving.
Before: “Contributed to policy development for cross-agency initiatives.”
After: “Led the development of a cross-agency policy framework that improved service delivery times by 15% and secured $5M in funding for implementation.”
Unlike APS roles with clear classification levels (we love the ILS and WLS!) private sector roles require a proactive approach to understanding industries, organisations, and career progression opportunities.
How to Research Effectively:
✅ Review company reports, strategic plans, and industry trends—this helps you tailor applications to match employer priorities.
✅ Attend industry events, webinars, and networking sessions—understanding the landscape gives you an advantage.
✅ Seek out informational interviews—reach out to people in your target industry to gain insights into the expectations and culture.
🔹 Real-Life Example: One of our clients, transitioning into an independent school leadership role, reviewed board reports and funding priorities to understand the school’s direction. By aligning their application with the school’s strategic goals, they positioned themselves as the perfect candidate—and secured the role.
Many APS professionals don’t actively use LinkedIn until they reach senior leadership roles because networking in the public sector follows different norms. However, in the private sector, LinkedIn is a key job search and career development tool.
A strong LinkedIn presence ensures you’re visible in professional circles where opportunities arise organically.
Optimising Your LinkedIn Profile:
✅ Use clear, impact-driven language in your summary—highlight transferable skills and measurable achievements.
✅ Engage in discussions—join groups relevant to your target industry and participate in conversations.
✅ Network intentionally—connect with professionals who have transitioned from the APS and learn from their experiences.
Many APS professionals already have highly valuable skills, but targeted professional development can help bridge gaps in commercial knowledge, business acumen, or industry-specific expertise.
Low-Cost & No-Cost Upskilling Options:
✅ LinkedIn Learning – Leadership, business strategy, communication
✅ Coursera & FutureLearn – Finance, project management, analytics
✅ Government-funded training programs – Targeted industry certifications
✅ Industry webinars & networking groups – Real-time insights from professionals in your target field
Upskilling doesn’t need to be expensive or time-consuming—just strategic and aligned with your career goals.
The most successful transitions happen when professionals actively engage with their target industry, learn its expectations, and position themselves accordingly.
Effective Networking Strategies:
✅ Join industry associations and LinkedIn groups—engage in discussions, not just job searching.
✅ Attend networking events—introduce yourself, ask questions, and make real connections.
✅ Leverage APS alumni networks—many former public servants are now in the private sector and can offer valuable advice and referrals.
🔹 How Can The Elite Collective Help?
One of the most effective ways to gain insights into potential career paths is through informational interviews—structured conversations with professionals in your target industry. These interviews help you learn about industry expectations, uncover unadvertised roles, and build meaningful connections.
Check out our in-depth guide on informational interviews for practical tips on how to identify the right people to speak with, ask the right questions, and turn conversations into real opportunities: Everything You Need to Know About Informational Interviews
Leaving the APS can feel like a big step into the unknown, but with the right strategy and support, it can open doors to exciting new opportunities. The key is understanding how to translate your skills, achievements, and public sector expertise into language that resonates with private sector employers—and that’s exactly where we come in.
The Elite Collective are Australia’s leading authority on public service resumes and career transitions. We don’t just help individuals—government departments and agencies have engaged us directly to support SES career development and workforce restructuring. We understand what success looks like in the APS and, more importantly, how to position that success for roles outside of government. Think of it as putting the shoe on the other foot. You already have valuable experience—it’s just about framing it in the right way.
If you’re ready to make the move with confidence, we’re here to help. Whether you need a fresh new resume, a helping hand with your LinkedIn profile, interview coaching, or strategic career advice, we can help you take the next step with clarity and confidence.
You can find our FAQ here, our fee structure here, and our contact form here.
Get in touch today and let’s build your path forward.
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