Attracting top IT talent has never been more competitive. Despite today’s economic and industry volatility, uncertainty, complexity, and ambiguity (VUCA)—combined with productivity advances made possible with Artificial intelligence—finding the right IT talent is still difficult. The days when high salaries and stock options sealed the deal are over. Today’s IT professionals want more than a paycheck. They want trust, purpose, and room to grow.
Compensation Is Table Stakes
While competitive pay remains important, it’s no longer a differentiator. IT candidates assume offers will include solid compensation. What they’re really evaluating is everything else. The question companies must answer is: Why should a top-tier IT professional choose us over everyone else?
Flexible Work Is Now Expected
Remote work isn’t a perk anymore—it’s a baseline expectation. Top IT professionals want flexibility in when, where, and how they work. Hybrid models, flexible hours, and asynchronous communication tools are key to staying competitive.
Example: A cybersecurity specialist might choose a firm offering four remote days a week over one offering slightly more money but requiring full-time office presence.
Career Development Is a Priority
Smart IT professionals aren’t just looking for a job—they’re building a career. Companies that offer learning stipends, certifications, mentorship programs, and clear promotion paths stand out.
Example: A data engineer might prioritize a role with annual AWS certification reimbursements and in-house mentorship over a similar role with no development plan.
Culture Matters—A Lot
Culture is no longer intangible. Candidates actively assess how a company treats people. Are leaders transparent? Are employees empowered to speak up? Does the company celebrate wins and support well-being?
Example: A DevOps engineer may accept a role at a smaller firm because the CTO takes time to meet new hires and includes engineers in key decisions.
Trust Is the Cornerstone
Trust between company and employee is essential—and mutual.
From the employee’s side, trust means believing the company will:
- Treat them with respect
- Provide meaningful, recognized work
- Create space for learning and failure
From the employer’s side, trust means believing the employee will:
- Secure sensitive systems and data
- Meet deadlines and performance expectations
- Represent the company professionally
Without trust, relationships erode. And top IT talent won’t stay where they’re not trusted—or where they can’t trust leadership.
Seven Key Factors That Influence IT Hiring Decisions
Axis Technical Group has been placing IT professionals in contract and full-time roles for the past two decades. We understand the dynamics involved in this market, how to align the best resources by client, and how to do so effectively and promptly.
Working with a professional who understands what IT professionals value can help shape a more competitive hiring approach. Here are seven common factors—and how they influence decision-making:
- Technology Stack
Developers want to work with modern tools. A full-stack engineer may avoid companies still stuck in legacy systems like COBOL or outdated Java versions. - Project Scope and Impact
IT professionals want their work to matter. A cloud architect may favor a fintech company that’s building scalable platforms over one doing repetitive maintenance work. - Team Quality
Engineers want to learn from other smart people. If your team includes recognized experts or publishes thought leadership, that’s a strong selling point. - Work-Life Balance
Long hours and weekend calls are red flags. If you respect boundaries and support employee well-being, you’ll gain loyalty. - Leadership and Vision
Is the company innovating? Does leadership communicate clearly? If yes, it helps attract forward-thinking engineers. - Opportunity for Growth
Can the employee grow their role or lead teams in the future? A junior developer might stay longer if they see a clear path to senior architect. - Company Stability
Especially in volatile markets, IT professionals assess a company’s financial health. An employer with steady growth and a clear roadmap wins trust.
Building a Reputation That Attracts IT Talent
To attract top IT talent, companies must act like top employers. Here’s how to build that kind of brand:
- Create transparent and inclusive hiring processes
- Promote internal success stories on platforms like LinkedIn
- Invest in strong onboarding experiences that make new hires feel valued from day one
- Encourage internal referrals from current employees; if they’re willing to vouch for you, that’s a good sign
Why Work with an Experienced IT Staffing Partner
Competing in this job market requires insight and agility. A strong IT staffing partner can give companies an edge.
Firms like Axis Technical Group bring a deep understanding of today’s IT hiring landscape. With decades of experience, we know how to:
- Position companies in ways that speak to top talent
- Understand which candidates align with both job requirements and company culture
- Guide organizations through evolving market expectations
Axis doesn’t just fill roles. We help build high-performing IT teams that last.
The Bottom Line
Winning the race for IT talent isn’t about who pays the most—it’s about who gets it. The best candidates require respect, flexibility, growth, and purpose. They want to work for companies that trust them and earn their trust in return. The difference between getting an “A” player vs. a “B” player is significant and will definitely have a longer-term impact on your business.
Organizations that understand this—and adapt—will win. Those that don’t will continue struggling to find and keep the talent they need.