Revealing the tactics prestige brands use to keep buyers coming back for more
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    HOUSE MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $1,736,779 (+1.11%)       Melbourne $1,057,340 (+0.67%)       Brisbane $1,151,226 (+0.91%)       Adelaide $1,015,559 (-0.31%)       Perth $1,005,131 (+1.51%)       Hobart $796,466 (+0.04%)       Darwin $882,186 (+3.28%)       Canberra $964,108 (-3.09%)       National $1,143,418 (+0.66%)                UNIT MEDIAN ASKING PRICES AND WEEKLY CHANGE     Sydney $795,054 (-0.05%)       Melbourne $519,602 (-0.44%)       Brisbane $725,709 (+0.28%)       Adelaide $576,859 (+0.27%)       Perth $556,364 (-0.30%)       Hobart $539,090 (+1.17%)       Darwin $431,601 (-3.46%)       Canberra $496,653 (+1.87%)       National $602,168 (+0.09%)                HOUSES FOR SALE AND WEEKLY CHANGE     Sydney 12,039 (+174)       Melbourne 12,993 (-35)       Brisbane 7,289 (-39)       Adelaide 2,335 (-40)       Perth 5,251 (-17)       Hobart 827 (+11)       Darwin 144 (+1)       Canberra 937 (+12)       National 41,815 (+67)                UNITS FOR SALE AND WEEKLY CHANGE     Sydney 9,101 (+9)       Melbourne 6,848 (-50)       Brisbane 1,320 (-17)       Adelaide 358 (+2)       Perth 1,221 (-32)       Hobart 171 (+4)       Darwin 244 (+4)       Canberra 1,120 (+13)       National 20,383 (-67)                HOUSE MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $800 ($0)       Melbourne $580 ($0)       Brisbane $670 ($0)       Adelaide $630 (-$10)       Perth $700 ($0)       Hobart $600 (+$8)       Darwin $750 ($0)       Canberra $690 (-$10)       National $685 (-$2)                UNIT MEDIAN ASKING RENTS AND WEEKLY CHANGE     Sydney $750 (-$10)       Melbourne $599 (-$1)       Brisbane $650 ($0)       Adelaide $535 (+$8)       Perth $650 (-$25)       Hobart $460 (-$5)       Darwin $595 (-$5)       Canberra $570 ($0)       National $612 (-$6)                HOUSES FOR RENT AND WEEKLY CHANGE     Sydney 5,374 (-74)       Melbourne 7,632 (-176)       Brisbane 3,997 (+12)       Adelaide 1,498 (-8)       Perth 2,385 (-46)       Hobart 156 (-18)       Darwin 100 (+7)       Canberra 417 (-34)       National 21,559 (-337)                UNITS FOR RENT AND WEEKLY CHANGE     Sydney 7,991 (-97)       Melbourne 5,949 (-41)       Brisbane 1,977 (-78)       Adelaide 411 (-13)       Perth 729 (-25)       Hobart 70 (-7)       Darwin 149 (+12)       Canberra 680 (-44)       National 17,956 (-293)                HOUSE ANNUAL GROSS YIELDS AND TREND         Sydney 2.40% (↓)       Melbourne 2.85% (↓)       Brisbane 3.03% (↓)       Adelaide 3.23% (↓)       Perth 3.62% (↓)     Hobart 3.92% (↑)        Darwin 4.42% (↓)     Canberra 3.72% (↑)        National 3.11% (↓)            UNIT ANNUAL GROSS YIELDS AND TREND         Sydney 4.91% (↓)     Melbourne 5.99% (↑)        Brisbane 4.66% (↓)     Adelaide 4.82% (↑)        Perth 6.08% (↓)       Hobart 4.44% (↓)     Darwin 7.17% (↑)        Canberra 5.97% (↓)       National 5.28% (↓)            HOUSE RENTAL VACANCY RATES AND TREND       Sydney 2.0% (↑)      Melbourne 1.9% (↑)      Brisbane 1.4% (↑)      Adelaide 1.3% (↑)      Perth 1.2% (↑)      Hobart 1.0% (↑)      Darwin 1.6% (↑)      Canberra 2.7% (↑)      National 1.7% (↑)             UNIT RENTAL VACANCY RATES AND TREND       Sydney 2.4% (↑)      Melbourne 3.8% (↑)      Brisbane 2.0% (↑)      Adelaide 1.1% (↑)      Perth 0.9% (↑)      Hobart 1.4% (↑)      Darwin 2.8% (↑)      Canberra 2.9% (↑)      National 2.2% (↑)             AVERAGE DAYS TO SELL HOUSES AND TREND       Sydney 26.8 (↑)        Melbourne 27.0 (↓)       Brisbane 29.6 (↓)       Adelaide 24.7 (↓)       Perth 34.3 (↓)       Hobart 27.7 (↓)       Darwin 25.7 (↓)       Canberra 26.9 (↓)       National 27.8 (↓)            AVERAGE DAYS TO SELL UNITS AND TREND         Sydney 27.1 (↓)       Melbourne 27.4 (↓)       Brisbane 29.3 (↓)       Adelaide 26.8 (↓)       Perth 34.5 (↓)       Hobart 26.7 (↓)     Darwin 31.3 (↑)      Canberra 39.7 (↑)        National 30.4 (↓)           
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Revealing the tactics prestige brands use to keep buyers coming back for more

Luxury brands don’t play by the same rules as everyone else, turning the shopping narrative on its head with just-out-of-reach products

By Chelsea Spresser
Mon, Oct 14, 2024 10:03amGrey Clock 4 min

From the Spring 2024 issue of Kanebridge Quarterly magazine. Order your copy here

In the world of luxury fashion, few items evoke as much desire and exclusivity as the Hermès Birkin bag.

Conceived 40 years ago, as legend has it, after a chance meeting between actress Jane Birkin and then Hermès chairman Jean-Louis Dumas on a flight from Paris to London, the coveted rectangular hold-all now has a folklore all of its own.

From rumoured ‘pre-spend’ requirements to stories of eager customers wooing Hermès sales assistants with freshly baked cookies just to get on the waitlist, Birkin lore persists because it can be tough to fact-check anything about the bag, its pricing or the brand’s distribution and sales practices. Hermès is notoriously tight-lipped and didn’t respond to requests for comment for this article.

Hermes is rumoured to encourage ‘pre spend’ purchases before buyers can access more exclusive products. Image: Shutterstock

But this phenomenon is no accident; it’s the perfect example of a meticulously crafted strategy employed by luxury brands to create a sense of urgency and prestige around their products.

“Storytelling, a strong brand narrative and engaging customers emotionally is so important in the luxury retail space,” says Dr Edwina Luck, senior lecturer in advertising, marketing and PR at the Queensland University of Technology.

“Then this is backed up with strategies such as creating scarcity around a particular product or line, which is exactly what Hermès do with the Birkin, to further create that very real sense of exclusivity that drives the luxury sector.”

Dr Edwina Luck says clever marketing has made luxury brands appear more exclusive than ever. Image credit: Sonja de Sterke

According to global research firm IBISWorld, Australia’s luxury retail industry has grown 6.9 percent on average per year between 2018 and 2023 and is now worth more than $6.2 billion.

This is despite a trend during the pandemic for some brands such as Tiffany & Co. and Burberry to reposition parts of their business as ‘masstige’, meaning the perception of exclusivity in relatively affordable goods.

It’s a shift that has been exacerbated by the popularity of social media and overt influencer and celebrity endorsements driving such brands to a younger audience than has traditionally been associated with luxury retail.

“What all of that has done is actually make those ultra-luxury brands such as Hermès and Cartier even more exclusive,” says Dr Luck. “So, the gap is widening and as far as luxury brands and consumers are concerned, the more exclusive the better.”

Exclusivity has long been a cornerstone of luxury branding, creating a unique allure that sets high-end products apart from the mass market.

Limited production runs, personalised shopping experiences, and even the physical design of stores (think closed front doors and roped-off entrances) all contribute to the perception that these products are not just items, but experiences worth striving for.

Pre-spending — the concept that a consumer needs to build a “purchasing profile” that justifies their right to buy a certain product — is another tactic that brands use to build a deeper relationship between the consumer and the brand, creating a tiered connection that fosters loyalty and aspiration.

This initial investment, such as a scarf or a wallet, can serve as a gateway to the brand’s more exclusive offerings, such as particular product lines, limited-edition collections or bespoke fashion pieces.

“These strategies turn shopping into an event,” says Kelly Brown, co-founder of retail strategy agency, The Working Party.

“The anticipation, the thrill of securing a limited edition, the urgency of pre-spending — all these enhance the consumer experience.

“Luxury shoppers aren’t just buying a product, they’re buying a story, an experience, and a sense of belonging to an exclusive club. It’s about making them feel special and valued, which is exactly what consumers expect from luxury brands.”

Kelly Brown says Luxury buyers are purchasing more than a product.

The concept of scarcity isn’t new for high-end brands either. Enzo Ferrari, the father of the Italian luxury sports car manufacturer famously said, “Ferrari will always deliver one car less than the market demands”.

“Ferrari highlights a fundamental principle in luxury branding: the deliberate creation of scarcity,” says Jon Michail, CEO of corporate and personal brand image advisory Image Group International.

“This technique is not just about limiting supply but about crafting a positioning and image of exclusivity and unattainability that even Lamborghini could not beat.

“Scarcity creates urgency and elevates perceived “psychological” status, crucial elements for luxury brands. This perception is vital as it differentiates luxury brands from mass and mid-market options, reinforcing their unique value proposition and maintaining their premium and/or ultra-premium positioning.”

So, what’s next in the luxury sector? Experts predict luxury brands are likely to explore new and creative ways to further enhance their exclusivity and appeal.

“I see luxury brands are set to adopt more personalised and experiential techniques to enhance exclusivity and desirability,” says Brown. “A sophisticated online presence is now essential, but we’ll see luxury brands take more control over their sales channels, particularly online, by reducing distribution through online multi-brand retailers.

“This shift allows them to own the customer relationship which reinforces exclusivity and brand loyalty.”

As for the five-figure Birkin, retail insiders say only customers with an extensive purchase history with the French brand are offered the opportunity to buy one directly from a Hermès boutique.

However, pre-loved bags can often be found through online reselling websites such as priveporter.com (at the time of writing the lowest price Birkin available on priveporter.com was $AUD36,056).

According to Vogue, Hermès “boutiques have their own style offering, with infrequent deliveries and little notice as to which colourways or finishes will be available to purchase at any given moment. For this reason, customers who want a brand new bag should enquire in store and seek advice from Hermès sales experts”.

Even then, they can be hard to pin down, with Birkin bags, and the equally popular Kelly bag, subject to stringent quota systems worldwide.

Good luck.



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In a Sea of Tech Talent, Companies Can’t Find the Workers They Want

A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.

By CALLUM BORCHERS
Thu, Oct 2, 2025 4 min

There has rarely, if ever, been so much tech talent available in the job market. Yet many tech companies say good help is hard to find.

What gives?

U.S. colleges more than doubled the number of computer-science degrees awarded from 2013 to 2022, according to federal data. Then came round after round of layoffs at Google, Meta, Amazon, and others.

The Bureau of Labor Statistics predicts businesses will employ 6% fewer computer programmers in 2034 than they did last year.

All of this should, in theory, mean there is an ample supply of eager, capable engineers ready for hire.

But in their feverish pursuit of artificial-intelligence supremacy, employers say there aren’t enough people with the most in-demand skills. The few perceived as AI savants can command multimillion-dollar pay packages. On a second tier of AI savvy, workers can rake in close to $1 million a year .

Landing a job is tough for most everyone else.

Frustrated job seekers contend businesses could expand the AI talent pipeline with a little imagination. The argument is companies should accept that relatively few people have AI-specific experience because the technology is so new. They ought to focus on identifying candidates with transferable skills and let those people learn on the job.

Often, though, companies seem to hold out for dream candidates with deep backgrounds in machine learning. Many AI-related roles go unfilled for weeks or months—or get taken off job boards only to be reposted soon after.

Playing a different game

It is difficult to define what makes an AI all-star, but I’m sorry to report that it’s probably not whatever you’re doing.

Maybe you’re learning how to work more efficiently with the aid of ChatGPT and its robotic brethren. Perhaps you’re taking one of those innumerable AI certificate courses.

You might as well be playing pickup basketball at your local YMCA in hopes of being signed by the Los Angeles Lakers. The AI minds that companies truly covet are almost as rare as professional athletes.

“We’re talking about hundreds of people in the world, at the most,” says Cristóbal Valenzuela, chief executive of Runway, which makes AI image and video tools.

He describes it like this: Picture an AI model as a machine with 1,000 dials. The goal is to train the machine to detect patterns and predict outcomes. To do this, you have to feed it reams of data and know which dials to adjust—and by how much.

The universe of people with the right touch is confined to those with uncanny intuition, genius-level smarts or the foresight (possibly luck) to go into AI many years ago, before it was all the rage.

As a venture-backed startup with about 120 employees, Runway doesn’t necessarily vie with Silicon Valley giants for the AI job market’s version of LeBron James. But when I spoke with Valenzuela recently, his company was advertising base salaries of up to $440,000 for an engineering manager and $490,000 for a director of machine learning.

A job listing like one of these might attract 2,000 applicants in a week, Valenzuela says, and there is a decent chance he won’t pick any of them. A lot of people who claim to be AI literate merely produce “workslop”—generic, low-quality material. He spends a lot of time reading academic journals and browsing GitHub portfolios, and recruiting people whose work impresses him.

In addition to an uncommon skill set, companies trying to win in the hypercompetitive AI arena are scouting for commitment bordering on fanaticism .

Daniel Park is seeking three new members for his nine-person startup. He says he will wait a year or longer if that’s what it takes to fill roles with advertised base salaries of up to $500,000.

He’s looking for “prodigies” willing to work seven days a week. Much of the team lives together in a six-bedroom house in San Francisco.

If this sounds like a lonely existence, Park’s team members may be able to solve their own problem. His company, Pickle, aims to develop personalised AI companions akin to Tony Stark’s Jarvis in “Iron Man.”

Overlooked

James Strawn wasn’t an AI early adopter, and the father of two teenagers doesn’t want to sacrifice his personal life for a job. He is beginning to wonder whether there is still a place for people like him in the tech sector.

He was laid off over the summer after 25 years at Adobe , where he was a senior software quality-assurance engineer. Strawn, 55, started as a contractor and recalls his hiring as a leap of faith by the company.

He had been an artist and graphic designer. The managers who interviewed him figured he could use that background to help make Illustrator and other Adobe software more user-friendly.

Looking for work now, he doesn’t see the same willingness by companies to take a chance on someone whose résumé isn’t a perfect match to the job description. He’s had one interview since his layoff.

“I always thought my years of experience at a high-profile company would at least be enough to get me interviews where I could explain how I could contribute,” says Strawn, who is taking foundational AI courses. “It’s just not like that.”

The trouble for people starting out in AI—whether recent grads or job switchers like Strawn—is that companies see them as a dime a dozen.

“There’s this AI arms race, and the fact of the matter is entry-level people aren’t going to help you win it,” says Matt Massucci, CEO of the tech recruiting firm Hirewell. “There’s this concept of the 10x engineer—the one engineer who can do the work of 10. That’s what companies are really leaning into and paying for.”

He adds that companies can automate some low-level engineering tasks, which frees up more money to throw at high-end talent.

It’s a dynamic that creates a few handsomely paid haves and a lot more have-nots.

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