As businesses become more dependent on digital systems, analytics, AI, and cybersecurity, the ability to hire data and tech talent has become a defining competitive edge.
But in 2025, finding and hiring data analysts, software engineers, cloud experts, and cybersecurity specialists is harder — and more expensive — than ever.
Why it’s so hard to hire data analysts, developers, and cybersecurity talent
The global supply of skilled tech talent isn’t keeping pace with demand. The World Economic Forum’s Future of Jobs Report highlights that roles in AI, cloud computing, cybersecurity, and data analytics are among the fastest-growing — and the hardest to fill.
42% of employers expect continued talent shortages in data and technology roles over the next five years.
This means companies will face even greater struggles hiring the people they need to power innovation, digital transformation, and business growth. What was once a looming challenge is now an urgent business risk.
Data and tech hiring challenges across key global markets
The problem isn’t just local — it’s global. Whether you’re hiring in South Africa, Ireland, the Netherlands, or Australia, the symptoms are familiar:
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Ireland: 81% of companies report difficulty filling tech roles — the highest ever.
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Australia: 70% of ICT jobs remain unfilled.
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Netherlands: Despite being one of Europe’s most competitive nations, over two-thirds of digital roles face severe shortages.
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South Africa: 79% of businesses report difficulty hiring tech talent, especially in cloud, cybersecurity, and data.
The pressure is real, and it’s not slowing down.
What unfilled tech roles are really costing your business
If you’re trying to hire data and tech talent in today’s market, unfilled roles are more than just a delay — they’re a direct hit to your business strategy. Some of these costs include:
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Time to fill: The average time to fill a position has hit an all-time high of 44 days globally and highly specialised data/tech roles often take 2–3 months to hire.
- Salary pressure: Intense competition is driving salary inflation well above normal levels. Salaries for AI, cloud and data skills have jumped 20-30% in just two years, pushing many companies out of the race for top-tier talent.
- Fierce competition and high turnover: Top tech professionals often juggle multiple job offers at once, and they know their value. If your hiring process drags on or your offer isn’t compelling enough, you’ll lose your first-choice candidate to a faster-moving competitor. Meanwhile, existing staff get poached or jump ship for better offers, making retention as challenging as recruitment.
- Opportunity cost: Without the right talent, teams are stretched thin, projects don’t launch and innovation slows down.
Each of these pain points is tangible and costly. Positions sitting unfilled for half a year, budgets strained by soaring wages, and vital projects stalled – it’s a nightmare scenario for any company trying to grow or innovate. Unfortunately, this is the new reality in today’s talent market.
How leading companies are solving the tech hiring puzzle
Top-performing companies are adapting their approach to stay competitive in the race for talent. Here’s what they’re doing differently:
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Speeding up hiring by removing bottlenecks and fast-tracking great candidates.
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Using specialist recruiters who understand the technical requirements of these roles.
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Improving candidate experience so they don’t lose top applicants to faster-moving competitors.
Hire the right data and tech talent fast, with Blue Recruiting
We help companies hire data and tech talent fast — without compromising on quality or cultural fit.
Our advantage is simple:
- We specialise in data, technology, and finance roles.
- We know what great looks like, and we know where to find it.
- Our model gives you flexibility — hire local, hire remote, or create blended teams — we’ll help you build the talent solution that fits your business.
Interested in learning more about our data and technology recruitment solutions?
Reach out to Blue Recruiting to discuss your specific talent needs and explore how we can help bridge the gap.
