What Employers Should Know About Hiring Tech Talent in 2025

If your company is looking to hire tech talent in 2025, positioning yourself as both flexible and competitive is key to attracting top talent.

Across the board, salary, work-life balance, and remote opportunities matter the most to professionals seeking work or entertaining new roles. Being an attractive employer in today’s hiring landscape means defining your organization as one with flexible work settings, career development opportunities, and competitive pay.

While there is a correlation between higher salaries and decreased interest in leaving a current role, high salaries are not the only aspect that drives professionals to accept a new role. Some are seeking greater work-life balance, others the excitement and innovation driving a new product or service.

The top reasons developers have considered resigning from their current positions are for better career advancements opportunities, higher salaries, better WFH options, and to find new challenges. Companies can use this feedback to improve retention and adjust their hiring approach.

What benefits matter most to workers?

As traditional benefits (healthcare, PTO, and 401k) remain at the top of the list for tech professionals; employers looking to distinguish themselves should consider offering stock programs, work from home stipends, and other wellness programs to attract top talent.

When it comes to benefits as a whole, a gap remains between benefits tech workers want and those they are given. For example, 53% of workers report wanting a work-from-home stipend and only 19% have it. Similar trends are found for stock programs, training and education, and dependent care.

What's interesting is despite these benefits not expanding substantially for workers in any industry, the desire for them continues to grow each year (within this particular study of worker benefit satisfaction that began in 2020).

While it's still true that secondary benefits do not hold as much importance to workers overall, for employers hoping to stand out from the rest, additional benefits can be a strategic advantage.

State of Remote work / RTO Sentiments

A staggering 98% of workers expressed the desire to work remotely, at least part of the time. This overwhelming figure reflects the workforce’s growing affinity towards the flexibility, autonomy and work-life balance that remote work offers.

Research across numerous studies reflects the high value workers place on the flexibility and autonomy remote work provides, and this could potentially impact how companies structure compensation in the future. Understanding these preferences is vital for organizations as they design their remote work policies.

Moving forward past this period of RTO limbo will require most companies to strike the right balance between productivity and flexibility. The goal should be to harness the benefits of remote work, such as increased productivity and improved work-life balance, while addressing potential drawbacks to ensure a positive remote work experience for all employees.

• 89% of technology professionals would be willing to come into the office full time if offered a salary premium — an 18% increase on average.
• Inversely from those who would be willing to come back, 32% of hybrid workers report they would take a pay cut to work remotely full time.
• 57% of workers would look for a new job if their current company didn’t allow remote work.
• 71% of remote workers said remote work helps balance their work and personal life.

the contingent workforce Goes global

As contingent workers possess the highly-specialized skills, certifications, and sought-after talent employers need to thrive, more teams are creating workforce plans that include full-time or part-time contractors in the US. Growing tech companies are also increasingly seeking to build nearshore technical teams in countries like Colombia, Mexico, Costa Rica and Honduras.

The shift towards more contract engagements in tech is natural. According to Eightfold, the majority of the top 10 titles held by contract workers globally are in tech from software and web developers, to project managers, technical writers, Scrum masters, graphic designers, and software specialists.

With the ability to onboard quickly and blend seamlessly with existing teams, contract workers in tech can ensure projects remain on track, empowering organizations to gain traction and keep moving. Though contingent workers cannot fully solve labor shortages, extended talent helps teams maximize operational efficiencies while minimizing administrative burdens.

For the remainder of 2024, 32% of employers are planning to replace FTEs with contingent workers as a cost-saving measure. Even though employers pay for some of the costs of employment indirectly, working with a partner that provides contingent staffing allows businesses to hire quickly, reduce their risk of lawsuit, and engage with workers on a flexible basis.

What's Ahead For Tech Hiring in 2025

As we look to the future, where technology continues to expand across industries, it’s clear that skilled tech professionals will remain in high demand. Last year there was more hiring of tech professionals outside of traditionally defined tech companies than any previous year, signaling robust demand for skilled tech workers, as well as economic recovery in the US as a whole.

Companies focused on hiring technical talent can also find relief and support working with a strategic growth partner like BWBacon Group. With robust Employer of Record infrastructure and deep market expertise, our team can save yours countless hours of bandwidth while we uncover the best possible fit and help manage the hiring process.

From the sourcing and recruitment of high-quality talent to the management of hours, pay, benefits, and more for contracted workers globally, we understand that the right partnership empowers businesses to grow and hire the talent they need.

Here at BWBacon Group, we know and live what you are experiencing as an employer or job seeker in Denver, Boulder, Dallas, San Francisco, New York City or anywhere across the US. We believe great recruiting starts and ends with understanding people.

If you have any questions about living, working or playing any of the areas we serve, please contact us. We are happy to help. Seize the day, every day, that’s what we say!