Perks VS Culture. What's the difference?

A Kaliba insight, by Greg Brown.


In today's highly competitive tech and IT sales industry, attracting and retaining top talent is crucial for organisational success. While perks and benefits play a role in enticing potential employees, it is the company's culture that holds the key to long-term engagement and retention. 


So what’s the difference between Perks and Culture?


Perks drive initial allure and comfort…


  • Ping Pong tables, free snacks, and other perks create an appealing work environment.
  • Flexible working hours and remote work options can enhance work-life balance.
  • Competitive compensation packages and commission structures are attractive to sales professionals.
  • Access to the latest technology and tools supports productivity and efficiency.


Culture is what engages and empowers talent…


  • A strong culture provides a shared vision and mission for the organisation.
  • Collaboration across different teams and departments fosters innovation and problem-solving.
  • Transparent leadership sets clear expectations and fosters trust among employees.
  • Opportunities for professional development and growth empower tech and IT sales staff.
  • High ethical standards create an environment of integrity and trust.



So why is culture crucial to retaining tech talent?



The Power of a Strong Culture in Tech and IT Sales


In the tech sector, a strong culture plays a vital role in attracting top talent. Tech-savvy professionals are drawn to organisations that have a clear vision for innovation and growth. Cultures that promote collaboration and transparency foster teamwork and facilitate knowledge sharing among employees. Furthermore, development opportunities and defined career growth paths are crucial for keeping ambitious individuals engaged. Ethical practices within a company create a sense of trust and appeal to those seeking a principled workplace.


Retaining Talent: Nurturing an Engaging Culture


Retaining tech and IT sales staff relies heavily on cultivating a strong and engaging culture. Recognising the significance of professional development, organisations should emphasise programs that nurture skills and expertise. By acknowledging and rewarding achievements and hard work, companies maintain motivation and job satisfaction among employees. Fostering a sense of belonging and purpose through team-building activities contributes to a positive work environment. Additionally, providing a supportive atmosphere that values wellbeing and work-life balance is essential for retaining talent. Continuous communication of the organisation's mission and vision inspires employees and reinforces their commitment.


Choosing Wisely: Evaluating Culture during Job Search


Tech and IT sales professionals should prioritise culture when evaluating job opportunities. It is essential to look beyond superficial perks and assess the company's core values and vision. Seeking insights from current or former employees can provide valuable perspectives on the organisation's culture. Consideration should be given to growth opportunities, collaboration potential, and the presence of ethical practices in the decision-making process. Evaluating the company's track record in retaining employees within the tech and IT sales field is also crucial for making an informed career choice.


While perks and benefits can attract talent, it is the company's culture that determines long-term engagement and retention. A strong culture provides a shared vision, fosters collaboration, empowers employees and upholds ethical practices. In the competitive tech and IT sales industry, organisations must prioritise nurturing a strong culture to attract and retain top talent. By choosing an organisation with a strong culture aligned with their values and aspirations, tech and IT sales professionals can thrive, contribute to meaningful work, and build successful careers.



If you are looking for a job in tech, or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team. 


Want to join 27,000+ sales and tech professionals?

​

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube.


Recent Posts

Tech Sales Pros: 10 Ways to Win the New Financial Year (Australia)

By Shazamme System User • June 16, 2025
With the Australian financial year reset in July, tech sales professionals have a fresh runway to exceed targets, refine strategy, and stay ahead in a market shaped by smarter buyers, AI acceleration, and shifting expectations. Here’s how to approach FY25 with purpose and precision.

AI Is Becoming a Teammate – What That Means for Tech Hiring

May 12, 2025
Microsoft’s latest Work Trend Index confirms what many of us in tech recruitment are already seeing: AI isn’t just a tool, it’s reshaping how teams are built, how work gets done, and what skills employers need most. From a survey of 31,000 people (including 1,000 in Australia), three clear trends emerged: 1. Productivity Pressure Is Driving Change  47% of Aussie leaders say productivity needs to improve. But 79% of employees and leaders feel they’re already stretched thin. Constant interruptions - meetings, notifications, emails - mean tech talent often lacks the space to do deep, focused work. 2. AI Agents Are Joining the Team “Frontier Firms” are leading the charge. These are businesses using AI agents not just to automate, but to make decisions. They’re thriving: globally, 71% of their workers report strong business performance, versus 37% in more traditional firms. In Australia, 75% of leaders expect to use AI agents to scale workforce capacity in the next 12–18 months. Microsoft describes the next evolution as AI becoming a “digital colleague.” Not just doing tasks, but contributing to strategy, internal comms, and GTM planning, with human oversight. 40% of Aussie leaders are already automating entire workflows. And while 37% are considering headcount reductions as AI adoption grows, 70% are planning to hire AI-focused roles. 3. It’s Not AI or People — It’s Both Removing people to cut costs with AI might be tempting, but it risks weakening innovation and resilience. The businesses that win will be the ones that balance automation with human expertise, and upskill their teams to work alongside AI. That’s especially true in the tech sector, where demand is rising for professionals who can: Work effectively with AI systems Understand how to train, prompt, or oversee AI agents Blend technical know-how with sound judgement 4. The Real Gap? Confidence, Not Tech 71% of leaders say they understand AI agents Just 31% of employees do That’s a wider gap than the global average, and one that needs urgent attention. This isn’t just a tech rollout problem. It’s a leadership and hiring challenge. What It Means for Tech Hiring At Kaliba, we’re already seeing a shift in role briefs: More focus on AI integration , data literacy , and change leadership Demand for professionals who can balance human-centred thinking with AI-enabled efficiency Leaders hiring for AI fluency , not just coding skills Hiring in this new era means building hybrid teams - where humans and AI collaborate - and hiring people who are ready to lead in that environment. Curious how other tech businesses are hiring for this shift? We’d love to hear from you: How is your business adapting its hiring strategy around AI? Are AI agents already part of your team? Need help hiring for your team across APAC? Reach out to our Directors for a chat.
Social Share

Tech Sales Pros: 10 Ways to Win the New Financial Year (Australia)

By Shazamme System User • June 16, 2025
With the Australian financial year reset in July, tech sales professionals have a fresh runway to exceed targets, refine strategy, and stay ahead in a market shaped by smarter buyers, AI acceleration, and shifting expectations. Here’s how to approach FY25 with purpose and precision.

AI Is Becoming a Teammate – What That Means for Tech Hiring

May 12, 2025
Microsoft’s latest Work Trend Index confirms what many of us in tech recruitment are already seeing: AI isn’t just a tool, it’s reshaping how teams are built, how work gets done, and what skills employers need most. From a survey of 31,000 people (including 1,000 in Australia), three clear trends emerged: 1. Productivity Pressure Is Driving Change  47% of Aussie leaders say productivity needs to improve. But 79% of employees and leaders feel they’re already stretched thin. Constant interruptions - meetings, notifications, emails - mean tech talent often lacks the space to do deep, focused work. 2. AI Agents Are Joining the Team “Frontier Firms” are leading the charge. These are businesses using AI agents not just to automate, but to make decisions. They’re thriving: globally, 71% of their workers report strong business performance, versus 37% in more traditional firms. In Australia, 75% of leaders expect to use AI agents to scale workforce capacity in the next 12–18 months. Microsoft describes the next evolution as AI becoming a “digital colleague.” Not just doing tasks, but contributing to strategy, internal comms, and GTM planning, with human oversight. 40% of Aussie leaders are already automating entire workflows. And while 37% are considering headcount reductions as AI adoption grows, 70% are planning to hire AI-focused roles. 3. It’s Not AI or People — It’s Both Removing people to cut costs with AI might be tempting, but it risks weakening innovation and resilience. The businesses that win will be the ones that balance automation with human expertise, and upskill their teams to work alongside AI. That’s especially true in the tech sector, where demand is rising for professionals who can: Work effectively with AI systems Understand how to train, prompt, or oversee AI agents Blend technical know-how with sound judgement 4. The Real Gap? Confidence, Not Tech 71% of leaders say they understand AI agents Just 31% of employees do That’s a wider gap than the global average, and one that needs urgent attention. This isn’t just a tech rollout problem. It’s a leadership and hiring challenge. What It Means for Tech Hiring At Kaliba, we’re already seeing a shift in role briefs: More focus on AI integration , data literacy , and change leadership Demand for professionals who can balance human-centred thinking with AI-enabled efficiency Leaders hiring for AI fluency , not just coding skills Hiring in this new era means building hybrid teams - where humans and AI collaborate - and hiring people who are ready to lead in that environment. Curious how other tech businesses are hiring for this shift? We’d love to hear from you: How is your business adapting its hiring strategy around AI? Are AI agents already part of your team? Need help hiring for your team across APAC? Reach out to our Directors for a chat.

Hiring in #GTM? Here’s what you need to know right now!

By Shazamme System User • March 13, 2025
The Go-To-Market (GTM) landscape is evolving rapidly. Whether you're hiring AEs, SEs, Sales Leaders, or Customer Success professionals, competition for top tech sales talent is intensifying. As tech recruiters, we see what’s working – and what’s not – every day. Here are three key hiring trends GTM leaders should be aware of: Tech sales professionals want more than a high OTE Compensation is always a factor, but today’s candidates are weighing culture, career growth, and flexibility just as much. If your offer isn’t competitive across all three, you’ll lose top talent to companies that provide a more well-rounded opportunity. Speed is critical in 2025 The best GTM candidates don’t stay on the market for long. If your hiring process drags out, they’ll be off the table. Two-stage interviews are becoming the standard – anything beyond that, and you risk losing strong candidates. Product-market fit matters – to candidates too Top GTM talent isn’t just looking for a job; they want to sell solutions that genuinely solve a problem and have clear market demand. Companies should be prepared to sell themselves to candidates as much as candidates sell to customers. Here's how to secure the best GTM talent... ✔️ Have a clear hiring process – and move fast ✔️ Ensure your compensation and culture are competitive ✔️ Engage candidates early – they are assessing you too! What has been your biggest challenge in hiring GTM talent lately?  Whether building your GTM team or exploring new career opportunities, consider partnering with Kaliba to optimise and elevate your experience in the technology landscape across APAC. Connect with us today!