Cloud Architect / Lead
Work to Residence$150,000 - $210,000
Typical for senior cloud, platform, or technical leadership with broad ownership.
Green List: Accredited Employer Path
Strategizing your Tech Career in NZ
Strategy-first guidance for ICT roles: ANZSCO alignment, portfolio depth, median salary positioning, and residence sequencing—so your profile and pathway stay in sync.
Salary bento
Indicative bands for technology roles in New Zealand
Use these ranges as orientation only—actual packages depend on seniority, stack, employer, and contract type.
Full Stack Developer
Work to Residence$110,000 - $160,000
Systems Engineer
$90,000 - $130,000
Not salary advice or a guarantee of offer outcomes. Verify against independent market sources and role-specific briefs.
Tech roadmap
Four steps from classification to a coherent residence file
A clear sequence for Green List ICT: lock ANZSCO Level 1 fit, prove delivery depth, align pay with policy thresholds, then lodge—without splitting your story across mismatched drafts.
- 01ANZSCO
Skill Level 1 Assessment
Map your title and duties to ANZSCO Level 1 ICT occupations so job descriptions, references, and visa narratives stay coherent before you optimize for salary thresholds.
- 02
Portfolio & Tech-Stack Audit
Line up demonstrable delivery evidence—architecture decisions, ownership, and stack depth—that employers and immigration can read without guesswork.
- 03
Median Salary Threshold Match
Position compensation and role level against Green List and accredited employer expectations so offers support work-to-residence or residence pathways.
- 04
Work to Residence / Residence Path
Lodge when employment, remuneration, and occupational classification read as one file—reducing rework if policy or median rates shift mid-process.
Premium brief
The 60/40 skills strategy
How we split your next quarter between ANZSCO / portfolio evidence and accredited-employer offer engineering—available in full after eligibility review.
Members
How we weight classification evidence vs. offer and threshold timing
Most tech routes fail when job titles, ANZSCO codes, and pay bands drift apart under review. The 60/40 framework splits your next 90 days between defensible Skill Level 1 documentation and offer negotiation aligned to median thresholds—so work-to-residence and residence pathways stay credible. It covers when to tighten your portfolio narrative, when to sequence interviews, and how accredited employer context changes risk.
- Mapping duties to ANZSCO without overfitting a single keyword
- Contract and remuneration framing for threshold-sensitive roles
- Partner, remote, and timing constraints in the same planning window
Unlock the full 60/40 playbook—mapped to your stack and target role
Start with a structured eligibility view. We only open detailed strategy where there is a realistic path—no generic PDFs.
Check EligibilityPrefer to talk first? Book Strategy SessionRelated reading
Read the connected professional route questions
Adjacent pages help when sector planning overlaps study, migration, compliance, and longer-term decisions.
- Skilled migration hubRole, median wage, and residence context for tech routes.
- Evidence checklistWhen ANZSCO duties and evidence depth need alignment.
- Green ListSkilled occupation and threshold context for tech routes.
- Green List CheckerQuick orientation when tier fit is uncertain.
- Market reportsSector signals when timing and demand matter.
- Compliance and trustDocumentation and credibility boundaries.
Need a clearer next step?
Use the contact page if you want a direct question handled before booking or assessment. Contact RTNZ