Here at Fenwick, the team is a testament to our strategy: sustainable growth through emerging talent.
Over 80% of our current team have joined Fenwick as a graduate or continued working here after completing an internship. We support this talent pipeline through strong relationships with local universities and Microsoft’s newly established Reskill Program. Yet it’s what we do after recruitment that sets us apart.
Comprehensive Induction Program paired with hands-on experience
Our onboarding program spans six months and is designed to immerse new team members in practical learning from day one. In our most recent intake, over 60 in-house training sessions were delivered by internal experts. These sessions are tailored to the needs of graduates and early-career professionals.
We construct and refine the program each year to equip new starters with the skills they need to hit the ground running. It introduces our team members to finance concepts, functional and technical consulting, developing in AL language, and more advanced Business Central modules such as Manufacturing, Warehousing and Projects. There is also a focus on developing soft skills, and delivering systems that work by people who care.
Our new team members additionally have the opportunity to join client meetings within their 1st week. And by the end of induction they will have contributed to a major project. From the start, new team members work alongside senior consultants and developers. This hands-on experience helps contextualise the theory learned through Microsoft Learn and Induction Sessions.
From my first day I was learning how to provide the best experience for my clients, and the induction sessions were great at teaching me all the different areas of Business Central that I would be using day to day. As someone who was not familiar with the Business Central platform, it was a great way to establish a solid foundation to begin learning. By the time the sessions had concluded, I was already using all the knowledge I gained on projects and client related issues.
– Eamon Sharma, Fenwick Consultant
As the Microsoft Learn library expands, we’re able to complement our internal training with official Microsoft content. This additional learning helps prepare our staff for future certifications, such as the MB-800 Business Central Functional Consultant Associate.
Read more here about how Fenwick is now supporting career transitions through the Microsoft BC Talent program and what the pathway looks like.
Ongoing support with our Professional Development Program
Fenwick has a culture of allowing its employees freedom in their approach to work. However few people can work without some sort of feedback: recognition of things well done; guidance in areas of weakness; the setting of objectives; and planning for the future. Our Professional Development Program ensures that no one, and no topic, is overlooked, allowing us to maintain a unified culture across the different offices in Melbourne, Sydney and Brisbane.
Everyone is paired with a Buddy and a Professional Development Manager (PDM). Peers who joined the team within the past few years serve as Buddies, providing day-to-day support for learning the ropes and becoming part of the team. PDMs are senior resources who facilitate professional and personal development.
The PDM program offers a unique approach to both the onboarding process and growth here at Fenwick. Having scheduled, consistent 1:1 sessions allow me to track my career goals with iterative, personalised feedback. The program allows me to capture a snapshot of my current performance at certain points throughout the year and an opportunity to review these in real time with a senior member of staff, giving me meaningful and measurable insights into progress towards my goals outlined during these sessions.
– Jonathan Diver, Fenwick Consultant
The program runs annually and includes:
- Reflecting on achievements and growth from the previous year
- Planning the year ahead, including:
- Setting development goals across technical and soft skills
- Enrolling in external training, covering areas like communication and leadership
- Reviewing job roles and outlining promotion pathways
- Regular check-ins, both formal and informal
- Creating space for structured feedback—both giving and receiving
One of the most rewarding parts of being involved in our Professional Development Program is witnessing the growth of our Junior Consultants, not just in their technical skills, but in their confidence, mindset, and approach to challenges. There’s a real joy in seeing someone you’ve mentored take ownership, solve problems with clarity, and evolve into a trusted advisor in their own right. It’s a reminder that when we invest in people, we’re not just building better consultants, we’re shaping future leaders.
– Johnathan Gonzalez, Fenwick Senior Consultant
Long-term growth with proven outcomes
In Australia, the national average job tenure is 3 years and 4 months. At Fenwick, we’re proud to see our team stay nearly twice as long, with an average tenure of over 6 years. This outcome reflects more than just job satisfaction, it speaks to a framework that supports long-term career development, meaningful work, and a strong sense of belonging.
We create space for people to grow into roles that play to their strengths, whether that’s leading complex implementations, building new app functionality, or mentoring the next generation of consultants. We recognise and celebrate progress, knowing that no two career paths look exactly the same.
By fostering a culture where people feel valued, supported, and challenged, we’re able to retain exceptional talent, and deliver consistent, high-quality outcomes for our clients.
