Blogs
Lunch With a Leader | Chapter 2: Sara Wexler
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive.
Grab a seat at the table and take in the insights from some of the best in the business.
Leading a business that sits at the crossroads of AI and engineering, Sara Wexler knows the importance of staying relevant and making sure her team’s work creates real value for clients. As Co-Founder and CEO of Xenti, Sara has built a culture that combines innovation with practicality - delivering solutions that truly make a difference.
I had the chance to sit down with Sara to talk about how Xenti keeps its solutions cutting-edge, the company’s approach to attracting and retaining top talent, and what advice she has for those looking to start their own venture. Here's what she shared.
A strategy for fostering innovation, talent & cutting-edge solutions
1. The AI and Engineering field moves at light speed. How does Xenti ensure its solutions stay at the cutting edge and deliver measurable value to clients?
Staying at the cutting edge is part of our DNA. We operate at the intersection of AI, engineering, and business optimisation, which means we are constantly scanning the horizon for emerging technologies and evolving market needs. Our approach combines continuous R&D, strategic partnerships, and a strong feedback loop with our clients to ensure our solutions remain relevant, robust and forward-thinking.
Driving efficiency, improving decision-making, or unlocking new revenue streams; we validate value through tangible results and work collaboratively with our clients to adapt and refine solutions as their business and the technology landscape evolves.
Ultimately, our commitment is to deliver not only cutting-edge solutions but also meaningful, demonstrable value to our client’s bottom line.
2. What are Xenti's strategic priorities for driving innovation and maintaining a competitive advantage in AI and Engineering solutions?
At our core, meaningful innovation that drives real business impact will always be our guide. Our strategy is built around three key priorities:
- A client-centric approach to innovation. We believe AI and engineering solutions should solve real-world challenges, not just showcase the latest tech. By working closely with our clients, we tailor solutions that create measurable value.
- Investment in talent & capability building. The best technology is only as good as the people behind it. We foster a culture of continuous learning, encourage cross-disciplinary collaboration, and ensure our teams stay ahead of emerging trends in AI, automation and digital transformation.
- Partnerships & ecosystem collaboration. A huge role in our strategy. No single company has all the answers in our space. We work with leading technology providers, research institutions, and industry partners to accelerate innovation and deliver the most effective solutions.
Agility, a continuous innovation culture (and providing the learning opportunities behind that) and really knowing our client’s pain points ensure we can evolve with the industry and not only achieve our business objectives, but those of our clients.
3. How does Xenti attract, develop, and retain such niche AI and engineering talent?
We work tirelessly to ensure we have what the best talent want. Plot twist – a job is not what our niche talent market are after, well not only a job. They’re looking for impact, growth, and a dynamic environment where they can push boundaries.
Our attraction strategy centres around how we position our brand and that we are communicating that effectively. We are an innovation-driven company where engineers and AI specialists can work on cutting-edge projects. We want people who are curious, ambitious and ready to make a difference.
We invest in continuous learning and career development. Whether it’s advanced training, mentorship, or opportunities to work on diverse, high-value projects, we ensure our teams are always evolving with the industry.
Finally, culture is key. Most leaders will say collaboration, flexibility, etc. We measure it to ensure there is no top-down rose-coloured glasses situation. People stay where they feel valued enough to own their work, challenged to think creatively, and inspired—and that’s exactly what we aim to cultivate here.
4. How does Xenti ensure seamless collaboration with clients and meet their evolving needs?
We focus on building strong, transparent partnerships with our clients from the outset.
Seamless collaboration is the goal. We work alongside our clients as trusted partners, not just service providers. From the start, we invest time in understanding their business objectives, challenges, and expectations to ensure our solutions are aligned with their goals. This ensures that what we deliver is relevant, practical, and tailored to their evolving business landscape. We employ transparent communication and hold our commitment to agreed outcomes.
5. There are some unique risks in this field. How does Xenti assess and mitigate these from project execution, data security, and ethical AI deployment?
A proactive approach to risk management across these key areas is critical for us.
- Project Execution: we use agile methodologies and continuous monitoring to anticipate and address risks early ensuring flexibility and successful outcomes.
- Data Security: this is a top priority. We implement robust encryption, strict access controls, and regular audits to safeguard sensitive information and maintain compliance with industry standards.
- Ethical AI deployment: non-negotiable. We ensure transparency, fairness, and accountability in our AI models, working to eliminate bias and uphold responsible AI practices.
Building trust and long-term value for our clients comes when risk is either minimised, or managed expertly.
6. For people wanting to embark on their own venture, what advice do you have for them?
Also, don't underestimate the power of your network. Start building those connections early and continue to build upon them. Business is all about people, and having a good network can open doors you didn't even know existed. I'm lucky, I have a solid network built over 25 years, which has enabled me to effectively position Xenti.
When you're prepping, go all in. Really do your homework with the numbers, think about those extra services you can offer, and figure out how to really add value for your customers. Most importantly, surround yourself with awesome people. We're super conscious of this during hiring - we really try to get a feel for someone's personality to see if they'll click with the team and bring something special. Soft skills are huge for us.
It's not just about what you can do, but how you do it.
State Lead, VIC
What does it actually take to build a specialist recruitment business in today’s market and more importantly, what kind of people does it take to grow one? We sat down with Stu, Director at Tech and Data People, to talk about the thinking behind TDP. Where the opportunity really sits in tech recruitment, the standards that drive the business and the kind of environment he’s intentionally building. 1. What was the opportunity you saw in the tech and data recruitment market? The market was saturated with generalists but under-served when it came to true specialisation particularly across data, AI and emerging tech. Businesses were investing heavily in these areas, yet struggling to find recruiters who genuinely understood the space. The opportunity was to build a firm that operates as a strategic partner, not just a supplier. One that understands how data teams are structured, how AI is evolving and what “great” looks like at every level. Not just filling roles but helping shape teams. 2. What do you believe makes a great recruiter in today’s market? Curiosity and credibility. Anyone can send CVs. The best recruiters understand their market deeply, ask better questions and aren’t afraid to challenge both clients and candidates. They build trust by adding insight, not just activity. There’s also a commercial edge; you need to treat this like a business, not just a job. 3. What standards do you hold the team to? High standards, consistently applied: Deep market knowledge - not surface level Honest communication, even when it’s uncomfortable Ownership of outcomes, not just inputs Quality over volume in everything we do We’re not here to be the busiest, we’re here to be the most trusted. 4. Where do you see TDP in the next 3–5 years? We’re building towards being a recognised specialist in data, AI and advanced technology recruitment across Australia. Really known for quality, not scale for the sake of it. Growth will come from depth, not just headcount: Expanding into new verticals within tech and data Developing clear market leaders internally Building a brand that attracts both top clients and top recruiters Ambition attracts ambitious people and that’s exactly the environment we’re creating. 5. What kind of people are you looking to bring into the business? We’re not looking for average recruiters; we’re looking for builders. People who: Want to own a market, not just work a desk Have opinions and aren’t afraid to use them Care about their reputation in the industry Are motivated by long-term success, not short-term wins The goal is to build a team of market leaders, not followers. 6. What would you say to someone who wants more than just “a desk” in recruitment? If you want a job, there are plenty of options. If you want to build something (your brand, your market, your career), this is the kind of environment where that’s possible. You’ll be backed, challenged and given the space to grow. But with that comes expectation. This isn’t for everyone, and that’s the point.
Tech may be constantly shifting, but TDP recruiters know how to chart the path to the right talent.
What does working at Tech and Data People actually look like day to day? We asked Aidan to share his experience - what stood out, how he’s grown and what it takes to build momentum here. It’s a straightforward look at the environment, expectations and opportunities that shape a career at TDP . 1. What attracted you to Tech & Data People in the first place? I was immediately drawn to Tech & Data People because of the clear growth trajectory the business offers. It’s an environment where ambition is encouraged, development is prioritised and there’s a genuine opportunity to make a long-term impact. The combination of a strong vision and a supportive leadership team made it an easy decision. 2. What surprised you most once you started? Nothing in particular surprised me, but I was genuinely impressed by how supportive and collaborative the environment is. The office culture, along with the connection to our sister organisations - Design & Build and Public Sector People - creates a network of people who are welcoming, engaged and always willing to help. It’s a place where you feel part of something bigger from day one. 3. How would you describe the culture at TDP in three words - and why? Autonomy – You’re trusted to take ownership of your work and shape your own success. Trust – Leadership empowers you to make decisions and manage your desk with confidence. Care – There’s a genuine focus on people, both professionally and personally, which creates a healthy and motivating environment 4. What does a “good week” look like for you here? A good week is one where I’m actively picking up new roles, uncovering fresh leads, engaging candidates, scheduling interviews, and ultimately closing deals. It’s a balance of momentum, productivity and meaningful progress across my pipeline. 5. How does TDP support your growth as a consultant? TDP supports growth through a blend of autonomy, trust and care. I’m given the freedom to run my desk, the confidence from leadership to make decisions, and the personal support needed to continue developing both my skills and my career. It’s a structure that encourages independence while ensuring you’re never on your own. Our Head of People Development, Leanne Kemp , does a great job at keeping our knowledge and processes up to date too! 6. What’s different about recruiting in tech at TDP compared to other environments you’ve worked in? The biggest difference is the level of autonomy and trust. I’m empowered to do my job without unnecessary constraints, and leadership genuinely believes in my capability. Beyond that, the care extends well beyond the boardroom. There’s a real interest in my wellbeing and success outside of work, which ultimately strengthens my performance within it. 7. How would you describe the expectations here? Expectations are clear, transparent and aligned with the company’s broader goals. You always know what success looks like, and you’re given the tools and support to achieve it. 8. Who thrives at TDP? What Would you say to someone considering joining? People who are self-driven, resilient and eager to grow tend to excel here. Those who value autonomy, embrace accountability and enjoy being part of a collaborative team environment will find TDP a place where they can truly thrive. If you’re looking for genuine growth opportunities and a place that invests in your development, TDP is absolutely worth it.
How many “unicorn” hires has your team lost in the past year? You know the type: the mythical full-stack engineer who codes, designs, manages projects AND mentors juniors - all without breaking a sweat. Companies spend months hunting for these elusive candidates, convinced that landing one will solve every team problem. Here’s the hard truth: unicorns are rare and chasing them often slows hiring, burns out teams and leaves critical projects stalled. Instead of relying on a single superstar, the smartest tech teams focus on building scalable, resilient teams. The kind where collaboration and complementary skills do the heavy lifting.
The start of a new year is an opportunity to reflect, reassess and make intentional decisions about your career. For tech professionals, planning now can help you take advantage of opportunities, navigate emerging trends and advancing your career. This guide offers practical steps to help you consider, prepare and take confident action in the months ahead. Reflect on your career to date Review your achievements, projects and skills gained over the past year. Consider what worked well and what you’d like to change in your next role. Factor in responsibilities, team dynamics and company culture. Identify gaps in your knowledge or experience and set concrete goals to address them. Tip: Focus on showing how you apply your skills in real contexts. Link them to projects, roles and education to help hiring managers understand your impact. Suggesting clear examples and outcomes makes your profile stand out. Helpful resource: How to Highlight Skills on LinkedIn to Get Noticed (LinkedIn Business Talent Blog) provides tips on listing and structuring skills that attract recruiter attention. Understand the tech market Look at which areas of tech are hiring and in demand (e.g., data, cloud, cybersecurity). Track early hiring signals - new team expansions, company announcements, published salary guides or roles being filled quickly. Consider how your skillset aligns with market demand and where you could add unique value. Helpful resource: Stay up to date on tech hiring trends and market insights by following Tech & Data People on LinkedIn
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