As the vocational education sector continues to evolve, RTO (Registered Training Organisations) leaders are finding themselves at a pivotal moment in 2025. Rising operating costs, evolving compliance challenges, staff burnout, and shifting learner expectations are pushing many training organisations to rethink how they build and scale their teams.
At the recent ITECA Business Summit in Sydney, Anthony Rice, Co-Founder and Chief Growth Officer of PeoplePartners, shared a provocative message: growth alone is not enough. Without fixing structural inefficiencies, many RTOs will continue to struggle—regardless of how many new students they enrol.
One concept stood out as a strategic game-changer: Workforce Re-Engineering. This approach reimagines how teams are structured by combining local leadership with global talent, enabling RTOs to achieve scalability, cost-efficiency, and long-term resilience.
The Pressure on RTO Teams Is at a Breaking Point
Most RTO leaders didn’t start their organisations with the goal of becoming HR managers or compliance officers. Yet many find themselves overwhelmed by operational demands that distract from their core mission—delivering high-quality education.
In 2025, the cost of hiring and retaining qualified onshore staff continues to climb. At the same time, compliance challenges grow more complex with updates from ASQA, STAs, and changes related to CRICOS or AVETMISS reporting. As responsibilities mount, key team members are burning out—resulting in staff turnover and inconsistent learner experiences.
It’s clear that traditional approaches to RTO staffing—hiring more admin support or pushing current staff harder—are no longer sustainable.
What Is Workforce Re-Engineering?
Workforce Re-Engineering is a strategic restructuring of your team that aligns every role with its highest value contribution. It’s not just about outsourcing tasks—it’s about creating a full workforce ecosystem that supports sustainable growth.
This model includes:
1. Identifying roles that can be shifted to offshore support
2. Integrating industry-fit global talent into non-client-facing functions
3. Creating scalable workflows through better role clarity and delegatio
4. Empowering onshore staff to focus on strategic priorities
The result? A streamlined organisation that delivers more value without adding more stress.
Anthony Rice’s ITECA Summit Breakdown: The Real Cost of Inefficiency
During the ITECA Sydney leg, Anthony Rice broke down what many RTOs are spending on inefficient workforce structures.
A typical RTO may attempt to grow by hiring additional local team members across enrolment, marketing, student support, and compliance—leading to annual staffing costs upwards of $1.1 million. Despite this investment, outcomes often plateau due to overlapping responsibilities, a lack of defined KPIs, and dependency on a few overworked individuals.
In contrast, re-engineered RTO teams that combine onshore leadership with offshore support from vetted, full-time staff can reduce team costs to $230,000–$460,000 per year—without compromising compliance or student satisfaction.
This is how smart RTO growth strategies begin—not with more hires, but with better team design.
Which Roles Can Be Re-Engineered in an RTO?
While the delivery of training remains a core onshore responsibility, many supporting roles are ideal for re-engineering and delegation to high-performing global talent. These include:
Enrolment Officers
Compliance Assistants
AASN Liaisons
Student Support Officers
Marketing Coordinators
Resource Developers
Admin Assistants
With the right onboarding and systems in place, dedicated offshore staff can take on these roles—embedded within the team, trained on key systems (e.g., aXcelerate or VETtrak), and aligned with established brand standards.
Explore how this works in real-world scenarios by visiting our RTO Services page.
Why RTO Leaders Are Shifting to PeoplePartners
PeoplePartners stands out in the offshoring space because it doesn’t offer task-based outsourcing—it offers strategic Workforce Re-Engineering. Each offshore hire is carefully selected to align with the organisation’s culture, role requirements, and industry expectations.
Here’s how PeoplePartners supports RTOs:
Industry-specific talent: All team members are sourced with RTO needs in mind.
Transparent salary models: Full visibility into staff compensation builds long-term trust.
Onboarding and training support: Offshore team members are trained to align with your systems and workflows.
No bench model: Every hire is bespoke—no recycled resumes, no compromises on fit.
This isn’t just a staffing solution—it’s a strategic partnership for long-term success.
Learn more about how we work.
Workforce Re-Engineering Results RTO Leaders Can Expect
RTOs that have adopted Workforce Re-Engineering with PeoplePartners report:
1. Up to 70% cost savings in team operations
2. Increased staff retention
3. Faster enrolment processing times
4. Better compliance tracking
5. More time for CEOs and Training Managers to focus on strategy
This model doesn’t just fix short-term pain points. It builds a stronger, more scalable organisation prepared for future growth and regulatory shifts.
The Real Risk: Doing Nothing
Every month spent clinging to outdated structures is another month of missed opportunity. Teams continue to operate at max capacity. Growth stalls. Burnout rises. Eventually, the cracks show—whether in student experience, compliance audits, or bottom-line profitability.
RTOs that choose to act now can not only avoid these pitfalls but set themselves up as leaders in an increasingly competitive education landscape.
Ready to Rethink Your Workforce?
If you’re an RTO leader looking to reduce costs, increase capacity, and reclaim your time, Workforce Re-Engineering isn’t just an option—it’s the solution.
Book a free discovery call with PeoplePartners to map out what a smarter team could look like for your organisation.
