Blogs
Lunch With a Leader: Chapter 3 – Nadia Leung
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.
Nothing about IT project delivery is static, and that’s exactly why leaders like Nadia Leung – Managing Director of Tech on Track - are in such high demand. With clients pushing for faster outcomes, leaner solutions, and measurable value, she’s built a consultancy that thrives on agility, real-time visibility, and deep stakeholder alignment.
In this chapter, she shares how Tech on Track adapts to rapidly changing methodologies, why mindset still trumps tools, and how being accountable to your own brand name changes everything about the way you deliver.
Navigating Project Delivery in a Shifting Landscape
1. How does Tech on Track adapt to the rapid changes in IT delivery methodologies and client demands in project management? What do you have in place to keep up and adapt as things evolve?
Great question! AI has the potential to seriously shake up project delivery. Think better predictions, smarter schedules, and easier risk management.
But in Australia, it's still a bit of a mixed bag. While the tools are definitely out there, not everyone is jumping in. Many mid-sized businesses just don't have the resources to invest in AI at this stage - it's really the larger organisations who are leading the charge and seeing the benefits. Even when the tech is available, there’s still a skills gap. There just aren’t enough professionals with the expertise to implement and get the most out of AI tools in delivery environments.
So, in the meantime, many companies are turning to practical workarounds — tools like Monday.com and Zoho Projects are popular choices for managing schedules, risks, and issue tracking without the overhead of complex AI integrations.
We're also seeing a shift away from purist Agile. The reality is, full-scale Agile delivery just doesn’t fit every business. Smaller and mid-sized companies often aren’t structured or trained to adopt Agile in its strictest form — even if their delivery partners are Agile-certified, their clients often aren’t.
At the same time, clients are under pressure to deliver faster results and get more value for their investment. That’s where Tech on Track comes in — we offer flexible delivery models where clients only pay for the support they actually need, rather than locking in a full-time Project Manager they might not use.
2. How do you juggle delivering quick project wins while still keeping an eye on the bigger picture when it comes to IT strategy and infrastructure?
How I usually prioritise projects is by splitting them into two main buckets:
- Quick wins
- Long-term strategic initiatives
Quick wins give us fast outcomes, while the strategic projects focus on bigger-picture innovation. That balance helps make sure we’re not just ticking boxes in the short term but also building towards something more sustainable.
Agile really supports this approach. It’s designed to speed up time to value, while still giving us room to adapt and scale. Whether it’s two- or three-week sprints, the aim is always to deliver meaningful progress early.
It also gives clients a seat at the table when priorities shift. You might start with one focus, then a few weeks in, something changes. Agile gives us the flexibility to pivot without losing momentum.
3. With Tech on Track handling some pretty complex IT projects, how do you keep communication flowing smoothly and collaboration between different teams and departments, especially when you've got a mix of technical specialists working together?
When I start working with a new client, one of the first things I do is set up a clear communication plan. It’s about making sure everyone’s aligned on how we’ll work together — how often we meet, how reporting will work, and who to go to if something comes up.
I also make a point of connecting early with senior leaders across departments. Everyone has different priorities and preferences, even within the same organisation, so it’s important to understand what they care about and how often they want updates.
Having that broader view of organisational goals is key when managing complex projects. One thing we always focus on to keep things running smoothly is how we provide updates. We're always looking at tech to help us give those updates in real-time.
On a recent engagement, I implemented a project management tool that gave stakeholders real-time visibility across all active projects. Senior leaders could log in anytime to view a dashboard with the latest status updates, while project managers refreshed their reports every couple of weeks. Tools like Jira and Confluence are great for this — they allow us to centralise reporting so execs don’t have to sit through every meeting to stay in the loop.
4. How do you show clients the real impact of Tech on Track’s work? What are the key metrics you use to demonstrate the value you’ve delivered?
We track several key metrics, tailored for each organisation and project, including:
- Project governance compliance (adherence to the framework)
- Risk management effectiveness (number of risks mitigated)
- Change control efficiency (timeliness of addressing change requests)
- Team collaboration score (gauged via surveys)
- Decision turnaround time.
We offer clients a selection of these metrics to align with their specific needs and translate project management concepts into their terminology.
5. Strong project delivery depends on collaboration. How do you build a culture of cross-functional teamwork, both within Tech on Track and when working with client teams, to keep projects on track and successful?
What really drives project success is knowledge-sharing and learning from past experiences. It's way more important than just being a tech whiz. A lot of organisations focus on hiring project managers with specific tool experience, like SAP or Microsoft Dynamics. But in reality, a great project manager knows how to apply lessons learned across different environments.
Where projects often come unstuck is culture and structure. Every company is unique, whether it has a formal PMO, an IT governance model, or something more ad hoc. It’s these internal dynamics, more than the technology itself, that tend to trip up delivery.
Projects usually fail because of fuzzy processes, unclear roles, or inconsistent ways of gathering requirements. If the people responsible for defining requirements aren’t equipped or supported to do it well, things can go off track before the build even starts. In the end, many delivery issues trace back to how the project was set up from day one.
6. What advice would you give to someone who wants to take the leap and start their own consultancy?
It's seriously tough work. There's so much that goes on behind the scenes. I've been fortunate to leverage my talented network and have worked with innovative organisations like Accenture and Ericsson.
That said, I think more people should consider starting their own consultancies as there's a real need for it. When it's your name on the line, you work differently. For me, Tech on Track is my brand and I can't afford to have a project fail.
As a delivery professional, I'll work day and night to make sure it's a success. That's what clients are paying for. It's a different mindset. You bend over backwards, go the extra mile, and when it all pays off, it’s incredibly rewarding to make a project a success. There’s nothing quite like finishing a project and getting that positive feedback, it makes it all worth 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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