How to Write a Pitch for APS Applications

What is a pitch document?

A pitch is a one-to-two-page document that explains, in your own words, why you are the right person for the role. It replaces the traditional approach of writing separate responses to each selection criterion.

The APS introduced pitch-based applications to make recruitment simpler and more accessible. Instead of writing 500 words per criterion (which could add up to 3,000+ words), you write a focused argument for why you should be shortlisted.

Not every APS role uses a pitch. Check the job ad carefully. It will specify whether the role requires a pitch, a cover letter, separate criterion responses, or some combination.

Pitch vs. cover letter

A cover letter introduces you and summarises your suitability. A pitch makes a direct argument for why you're the best candidate. The pitch is more assertive, more structured around the role's requirements, and typically the primary selection document (whereas a cover letter supplements other materials).

Think of a cover letter as "Here's who I am." A pitch is "Here's why you should hire me."

Structure

### Opening (2-3 sentences)

Name the role, the classification, and the reference number. Then make a clear, confident statement about why you're applying.

Example: "I am applying for the APS6 Policy Officer role (Ref: 2026-789) in the Employment Policy Branch. My four years of policy development experience across two Commonwealth agencies, combined with my background in labour market economics, make me well-suited to contribute to the branch's work on workforce participation reform."

### Core argument (3-4 paragraphs)

This is the substance. Each paragraph should address one or two key requirements from the job ad. Structure each paragraph as:

1. Claim: what you can do
2. Evidence: a specific example proving it
3. Connection: how this applies to the role

Example paragraph:

"I have strong experience in developing evidence-based policy advice under time pressure. In my current role at the Department of Education, I led the policy response to the Productivity Commission's inquiry into early childhood education. I coordinated input from five divisions, synthesised 200 pages of submissions into a 15-page departmental response, and managed the clearance process through to ministerial approval within the three-week deadline. This experience in coordinating cross-divisional policy work under tight timelines directly supports the Employment Policy Branch's rapid-response approach to workforce participation issues."

### Closing (2-3 sentences)

Summarise your key strengths. Express genuine interest in the specific team or agency. Mention your availability.

What the panel is scoring

When assessing a pitch, panels typically look for:

1. Relevance. Do your examples actually address the role's requirements? A beautifully written pitch about the wrong capabilities will score poorly.
2. Evidence. Did you provide specific, verifiable examples? Concrete beats abstract.
3. Level. Are your examples pitched at the right classification level? An APS6 pitch should demonstrate APS6-level work.
4. Judgement. Can you identify what matters most and focus on it? The pitch format tests your ability to prioritise, a skill panels value highly.
5. Communication. Is it clear, well-structured, and free of errors? The pitch itself is a writing sample.

Tips for a strong pitch

• Lead with your strongest point. The opening paragraphs set the panel's impression. Don't build up to your best material. Start with it.
• Mirror the job ad's language. If the ad says "stakeholder engagement", use that phrase, not "relationship management" or "client liaison".
• One example per paragraph. Don't try to cover three examples superficially. One well-developed example is more compelling than three vague references.
• Quantify outcomes. "Reduced processing time by 40%" is more compelling than "improved the process".
• Stay within the page limit. If the ad says two pages, submit two pages. Going over, even by a few lines, signals you can't follow instructions or prioritise information.
• Use white space. A dense wall of text is hard to read. Short paragraphs, clear headings (if appropriate), and a readable font size (11-12pt) make your pitch easier to assess.

Common pitch mistakes

1. Treating it as a cover letter. A pitch is more substantive and evidence-heavy than a cover letter. If yours reads like a polite introduction with vague claims, it's a cover letter.
2. Trying to address everything. You have one to two pages. Focus on the three or four most important requirements and address them well. Trying to cover every criterion superficially is worse than covering the key ones deeply.
3. Being too humble. "I believe I could potentially contribute to your team" is weak. "My experience in cross-agency policy coordination directly supports this branch's core function" is confident without being arrogant.
4. Not researching the agency. Reference the agency's current priorities, recent announcements, or strategic plan. This shows you understand the context you'd be working in.