// Careers
We don't ship pilots. We ship work that lasts.
A decade of product-led delivery, now turned on how AI rewires the way work gets done. Embedded squads, real production work, capability uplift built into every engagement — pragmatic, not Big-Four cookie-cutter. We hire ahead of need — if you're the right kind of builder, we want to know you.
// the 60-second pitch
Four reasons engineers, PMs and designers pick Propel.
No mission statements. No "passionate about innovation". Here's what's actually different about working here.
// 01
Production AI work
Agentic analysts running at Cameron Harrison. The AI Dev Toolkit shipping code daily inside Netwealth. Natural-language reporting at the heart of MYOB Advisor. Real software, used every day, with our names on it.
// 02
Embedded — not arms-length
Forward-deployed inside the client's team — typically alongside other Propel folks. Same tools, same engineering standards, real ownership of the outcome. Closer to the build than any advisory shop will get you.
// 03
AI engineering as the default
Modern AI tooling, evals, observability, and prompt-as-code aren't side projects — they're how we ship. We invest in your toolkit so you stay current.
// 04
You'll grow faster here
Capability uplift is built into engagements. You'll coach by doing, lead earlier than you would elsewhere, and work alongside seniors who actually code, design, and ship.
// recently shipped
What you'll actually work on.
A snapshot of recent client work. The next squad you join is probably building something like one of these.
// Tinybeans · Product & engineering
Looking after a million family albums
Tinybeans is where parents store their kids' first steps, first words, and a thousand other moments they can't afford to lose. Propel runs the product end-to-end — iOS, Android, web and the systems behind them — so families keep loading photos and the Tinybeans team can focus on what's next.
// MYOB · Engineering
MYOB Advisor — natural-language reporting
Advisory reporting tool built on natural-language generation that turns the numbers in accounting software into client-ready commentary in seconds. Won an AFR Innovation Award and underpinned a material price increase.
// AGL · Engineering
Green Finance launch for solar & battery
Worked across nearly six AGL teams to relaunch a competitive green loan for solar & battery bundles. Mapped every flow and edge case, then led delivery end-to-end into market — paving the way for partnerships with Westpac, CBA and others.
// Netwealth · AI development
AI Dev Toolkit — enterprise SDLC augmentation
Codified Netwealth's architecture into 12 agent modes, 7 custom prompts and 18 instruction files. Five MCP servers wire it into Datadog, Jira, Playwright, Index 7 and Azure DevOps. Deterministic, guided coding inside VS Code, Visual Studio and Rider.
// Redcat · AI development
Computer-vision PoC for order accuracy
Two-week discovery building two proofs-of-concept — post-hoc evidence retrieval and live packing monitoring — across 50+ structured restaurant scenarios. Honest GO/NO-GO with a defined path to production.
// ReadyTech · Engineering
ReadyPay employee self-serve mobile app
Cross-functional product team running dual-track agile — continuous discovery alongside delivery. Single mobile experience integrating multiple payroll platforms with federated identities. Launched 2023 with a design system that scales mobile and web.
// our values
Five values. The floor, not the ceiling.
They shape the clients we take on, the people we hire and how we treat each other. Every principle further down this page is built on one of them.
// 01
Founder's mindset
We act like owners. Outcomes over hours, decisions over committees, and we own the result when it goes wrong.
// 02
Craftsmanship
We know where to invest disproportionate effort and where to stay lean. We care about the streaks on the forks.
// 03
Client obsession
We work on the client's real problem, not just the brief, and judge our own ideas by what they change for the client's customers.
// 04
Forthright
Direct, honest conversations about the issue, never the individual. Conflict is fine. Avoiding it isn't.
// 05
Outsized impact
We measure ourselves by leverage: the outcomes we change and the people we make better, not the hours we log.
// who thrives here
You'll feel at home if…
Values say what we believe. These 11 principles say what a great Propeller actually does. Our team wrote them, not HR, and we use them to decide who we hire, who we promote and what we hold each other to when nobody is watching. Read them as a bar, not a menu. If you can't tell whether someone is living a principle, the principle is wrong, and we rewrite it.
// 01 · Outsized impact
Prioritise for impact
You deliver outcomes, not outputs. You make the trade-off before you accept a requirement, not after. When a brief would ship but change nothing, you say so and propose what you'll do instead. When a real concern lands late, you sequence it rather than stop.
// 02 · Founder's mindset
No permission
You don't wait for sign-off. You see what the outcome needs, do it, and tell leadership clearly what you did. You bring the idea, do the research and run it until it ships. When it goes wrong, you own it in full. A team that waits for a committee costs more than any single bad call.
// 03 · Founder's mindset
See a problem, solve a problem
"That's not my job" isn't in your vocabulary. On an engagement, in the office or in a colleague's week, you move problems whether or not anyone asked. If a colleague is having a brutal day, you ask what you can take off their plate, and mean it. You offer first.
// 04 · Client obsession
Anticipation at its best
You solve today's problem and build for the next five. Stakeholders talk about today. You ask what comes next, because a problem solved only for today returns in six months in a new form. Seeing around the corner is our job, not the client's.
// 05 · Client obsession
Leave them better off
Nothing you hand over needs us to keep running. When we leave, the client can maintain it, fix it and build on it themselves. Handover guides that teach, automations that heal themselves when a portal changes. It's client obsession, measured after we've gone.
// 06 · Craftsmanship
Pragmatic, not dogmatic
You pick the approach that fits the problem, not the playbook. You know the frameworks well enough to bend them, and you switch when the client's context demands it. We take on unfamiliar industries and engagement shapes on purpose, so we never set in our ways.
// 07 · Forthright
Challenge the default
You question why we work the way we do. Why a process exists, why a task sits with one role, why delivery runs in that order. You test a different split on a real problem and weigh the effort against the value. When it wins, you update the playbook so nobody has to rediscover it.
// 08 · Outsized impact
Drive
You land the change, not just the deliverable. In strategy work the slide pack is the small part. The rest is influencing, socialising and selling the change until it has traction, and building time for it to land into the plan from day one.
// 09 · Founder's mindset
Aboard the train
You get on early when the ground moves. You stay T-shaped and keep adding skills to the ones you have. With AI, you try it now rather than waiting to see how it turns out. Some attempts go badly. You learn from them and try the next one.
// 10 · Craftsmanship
Sweat the detail
You read everything before it goes out. You capture requirements fully, look beneath the "simple lift-and-shift" and write up the risk. You read every line the AI drafts, every time. The one line it got wrong is the one the client will find.
// 11 · Founder's mindset
Resourcefulness
You find a path with imperfect information. Lean team, incomplete data, real deadline: you find the workaround, ship, and note what you'd do with more time. Smart people without the full process find their way. Smart people who need the process can't work here.
// the hard part
Sometimes two principles pull against each other. A great Propeller says out loud which one wins today.
// non-negotiables
Two things we look for from the first conversation.
The principles describe how you'll work. These two tell us whether you'll keep up with how the work is changing.
// 01
All-in on AI personal productivity
You already use Claude, Cursor, ChatGPT or similar every day, for your own work, side projects, or the thing you're tinkering with this weekend. Not theoretical, not last quarter. This one is non-negotiable.
// 02
Curious by default
You read the paper, run the experiment, build the thing in your spare time. We'll happily back the side projects. Most of our best IP started as one.
// the propel embedded expert
A different shape of engineer, PM, designer.
We're not hiring people to slot into a feature factory. We're hiring people who can stretch across disciplines, hold context, and lift the team they're embedded with.
// open roles
We hire ahead of need.
Most of our roles below are pipeline conversations rather than active hires — we like to know good people before we need them. Roles tagged "Active hire" have a defined start date.
Nothing matches that filter.
Reset the filters or tell us what you're looking for.
// where we work
Several offices, one team.
Hybrid by default — three days a week in office, more as needed. We're intentional about getting humans together for the high-bandwidth work and giving them the space to do focused work the rest of the time.
// Melbourne · Australia
3 Hill Street Cremorne
Strategy, product, design, engineering, AI architecture and the leadership team are based here. The space is where we host clients, run workshops and bring squads together for the high-bandwidth work.
// Sydney · Australia
Level 9, 31 Market Street
Small and emerging — planted on purpose. Sydney is Australia's biggest commercial hub, and we want senior consultants on the ground close to the boards and exec teams driving most of our east-coast pipeline. The wider practice is a flight away in Melbourne, or a video call away in HCMC.
// Ho Chi Minh City · Vietnam
1st Floor, 89 Ham Nghi, Sai Gon Ward
A growing engineering team in HCMC, working as one squad with our Australian crews. Same engagement model, same bar, same access to client work. We back this team for the long term.
// the process
A four-step process. No surprises.
Most candidates go from first conversation to offer in three to four weeks. We tell you what each step is, who's in the room, and what we're testing for.
// step 01
Intro conversation
30 minutes with our Talent Lead. We share what's on at Propel right now and learn what you're optimising for. No CV interrogation — we've already read it.
~30 min · video
// step 02
Craft conversation
60 minutes with a principal in your discipline. Real work, recent decisions, trade-offs you've made. We're testing how you think, not whether you can recite a textbook.
~60 min · video or in person
// step 03
Practical exercise
A scoped, paid practical that mirrors real Propel work. You can do it sync or async. We'll tell you exactly how it'll be assessed before you start.
~3–4 hours · paid · async or sync
// step 04
Team & founder time
Meet the squad you'd join, plus 30 minutes with one of the founders. We'll make a decision within 48 hours of this conversation. You'll know.
~2 hours · in person where possible
// diversity, equity & inclusion
Different people, sharper team.
Our team is made up of people with different values, backgrounds, skills, experiences and needs. That includes gender and identity, marital and family status, ethnicity, language, age, sexual orientation, religious and political beliefs, cultural background, socio-economic status, physical and mental ability, perspective, experience and education.
We back this with practice — recruitment, selection, training, remuneration, leave, flexible working, and progression are all designed to reflect it. Our exec is accountable for measurable gender equity outcomes, and the D&I committee owns the rest.
Propel acknowledges that we gather, live, work and design on Aboriginal land. We extend that respect to elders past, present and emerging as we walk together on this beautiful land we call home.
// don't see your role?
Tell us what you're looking for.
We hire ahead of need, and we read every application. Drop a line — what you do, where you'd want to work, and what would have to be true for you to make a move. We'll come back within a week with an honest answer.