Winning the race for tech talent: insights for 2025

Businesses have known for years that the demand for tech talent is growing. But in 2025, that demand has reached new heights, and the supply still hasn’t caught up. As digital transformation progresses, so does the need for skilled professionals in software engineering, data analytics, cybersecurity and cloud infrastructure.

AI and automation may be streamlining some operations, but they’re also creating entirely new roles.

And it’s no longer just about competing with the company down the road. Businesses are now vying for talent in a global, remote-first job market, where tech professionals have more options, and more leverage, than ever before.

The race for talent is on. The question is: Are you running fast enough?

The great rethink: what tech professionals want in 2025

Here’s what’s changed: high salaries and flashy job titles don’t seal the deal anymore. Tech professionals in 2025 are looking for more than just a payslip, they’re looking for purpose, flexibility and growth.

Today’s candidates are asking:

• Does this company align with my values?
• Will I have the freedom to work in a way that suits me?
• Am I going to learn, progress and stay relevant here?

As a result, we’re seeing a powerful shift towards skills-based hiring. Degrees are no longer the golden ticket. Certifications, hands-on experience and problem-solving ability often carry more weight. Businesses that adapt to this mindset not only open up access to untapped talent but also build more capable, diverse teams.

Equally, retention has become just as important as recruitment. In a world where skilled professionals can jump ship with a few clicks, businesses need to work harder to create environments where people feel valued, supported and inspired to stay.

Tech hiring in 2025: strategies that work

How can businesses stay ahead of the curve? Here are the hiring strategies that are actually making a difference:

1. Agile recruitment

The best candidates won’t wait weeks for a decision. Streamlined hiring processes, clear communication and fast feedback are now the way to go.

Companies embracing agile recruitment are using tools like:

• Skills-based assessments
• Video screening and AI-powered matching
• Automated interview scheduling

Not only are these time-savers, but they’re also helping organisations connect with better-fit candidates, faster.

2. Growing your own talent

With skill shortages in areas like cybersecurity, data science and cloud architecture, developing talent in-house has become a winning strategy.

We’re seeing a rise in:

• Graduate programmes focused on real-world readiness
• Apprenticeships that blend training and hands-on experience
• Upskilling initiatives that help existing teams evolve with the business

By investing in early-career professionals, companies can future-proof their workforce and build loyalty in the process.

3. Going global

Remote work has become the norm and smart businesses are taking advantage.

Hiring globally allows access to wider talent pools, but it also requires cultural awareness, clear onboarding and strong virtual collaboration. Done well, it opens up a world of opportunity… literally.

Gangotri Bhatt, Director Skills Lab, UK & EMEA provides her insights on evolving talent expectations in tech.

“Tech talent expectations have evolved significantly. There is a growing demand for diverse teams and inclusive workplaces. Candidates are increasingly focusing on upskilling, building nonlinear careers, and continuous learning. AI and automation are reshaping workflows, making it essential for tech professionals to adapt and stay current with new technologies.”

What advice would you give businesses looking to attract and retain top talent?

• Ensure a smooth and engaging onboarding process.
• Prioritise work-life balance by offering hybrid working styles to preserve and expand the talent pool.
• Provide opportunities for growth by allowing employees to work on new projects and access new technologies.
• Encourage continuous learning through upskilling and professional development initiatives.

How is FDM helping bridge the gap between tech skills demand and supply?

FDM is addressing the tech skills gap through several initiatives:

• Upskilling and coaching: FDM provides experiential learning opportunities, allowing consultants to work on real-life projects. It’s a hub for professional advancement, blending theory with hands-on experience in a dynamic, engaging atmosphere. It acknowledges the importance of equipping consultants with not just theoretical knowledge but also hands on experience which increases their overall effectiveness and employability.
• Partnerships with universities and tech companies: Collaborations with institutions like Microsoft and AWS help align their training with industry standards, creating a healthy talent pipeline.
• Accredited coaching: Consultants receive support from accredited coaches, ensuring continuous professional development.
• Diversity and Inclusivity: FDM fosters a dynamic and forward-thinking workforce by prioritising diversity and inclusivity.

By implementing these strategies, FDM is helping to reduce the digital skills gap and support the technology industry’s growth and innovation.

Future-proofing your tech workforce

Hiring the right people today is only part of the story. The real challenge is making sure they’re still the right people tomorrow.

That’s why continuous learning is the new cornerstone of workforce strategy. Technology evolves fast, but businesses must evolve faster. Ongoing development opportunities, supported by mentorship and practical learning, aren’t just a perk anymore.

Equally, the way businesses approach resourcing is changing. Enter tech consultants – specialist professionals who can be deployed quickly to meet specific project needs.

Tech consultants bring:

• Agility: Fast deployment and rapid ramp-up.
• Expertise: Deep specialisation in areas like AI, DevOps, and cloud.
• Flexibility: Scalable support without long-term overheads.

This project-based model is helping organisations keep momentum while managing risk, especially in complex or fast-moving environments.

The race isn’t over but the winners are already pulling ahead

The businesses winning in 2025 are the ones that understand tech hiring isn’t a transactional process. It’s a long-term, strategic investment.

They’re focusing on:

• Skills, not just CVs
• Culture, not just compensation
• Development, not just delivery

They’re also thinking proactively, not waiting until roles are urgent or turnover hits before taking action.

At FDM, we’ve been helping businesses close the tech skills gap for over 30 years. Whether you need future-focused software engineers, data analysts, cybersecurity specialists or cloud consultants, we provide trained, adaptable professionals who are ready to make an impact from day one.

We also work closely with clients to:

• Build effective talent pipelines
• Support diversity and inclusion in hiring
• Create sustainable, scalable workforce solutions

Ready to strengthen your tech hiring strategy?

The competition for talent isn’t slowing down. But with the right strategy, you can stay ahead.

Talk to us about how we can help your business win the race for tech talent.