In 2025, the tech landscape will continue to evolve as new trends, innovations, and hurdles emerge. 

Whether considering the impact of new technologies, security concerns, regulation challenges, or sustainability goals, tech leaders must source the right talent. However, building these teams is not always straightforward. Tech leaders will face skills gaps and competition for talent while aiming to meet DEI goals. 

Per Scholas can help address these concerns by offering a strategic solution via no-cost training programs that build a skilled and diverse talent pipeline. Here’s what to consider. 

The Evolving Tech Talent Landscape

While the tech industry continues to evolve exponentially, the demand for skilled talent is soaring. However, over 60% of tech leaders agree that hiring top talent is a major obstacle. Being aware of what’s required will help these leaders pinpoint who they need on their teams and how they’ll obtain that talent. Staying on top of tech trends will help them better navigate this process. 

Focusing on the latest trends will help tech leaders better prepare for the year ahead, including the following:

• The rise of new technologies like AI, blockchain, and quantum computing requires specialized skills and training, transforming the talent acquisition process.  
• A rising demand for adaptive, forward-thinking technologists who offer forward-thinking perspectives will be required to grow and innovate. 
• An increased focus on remote and hybrid workforces, as tech leaders understand these models require some fine-tuning to enhance optimal productivity and collaboration. Automation, AI, the evolution of cybersecurity, and continuous learning will all play a role in achieving top-performing remote and hybrid teams. 

The Talent Shortage Must Be Addressed

As niche technology skills become more important, tech leaders face challenges surrounding this specialized talent. Traditional hiring methods aren’t meeting the demand for these unique skill sets — which can lead to prolonged hiring processes and missed opportunities. These vacancies can be costly, which is why talent shortages should be a top priority in 2025 — followed by retention strategies to keep that talent. 

Traditional methods of assessing a candidate do not always consider specialized skills and how an individual will contribute to an organization’s cultural fit and diversity. Even when they do, the hiring process can be lengthy. 

Data shows that when considering all tech roles, the average time to fill a position is 62 days, whereas it takes an average of 70.5 days to hire a senior data scientist. So, depending on the roles you need to fill, it can be challenging to source a candidate, and when you do, it’s not an overnight process. 

The costs of these vacancies can be significant — especially when considering lost productivity and the potential security risks.

Key Challenges Tech Leaders Face in Hiring

Finding tech talent isn’t easy, especially when positions are in high demand or organizations lack the internal systems and processes to hire top talent. Here are some of the primary challenges tech leaders face today.

The Skills Gap

• Many candidates lack the practical, job-ready skills that organizations need, which is why tech training, as are apprenticeships, are so crucial.
• Rapid technological advancements are outpacing traditional educational systems. There is a new era of learning that requires a specialized approach to obtain top-tier talent. 

Diversity, Equity, and Inclusion (DEI)

• Building teams that reflect broader societal diversity is becoming increasingly important for innovation and competitiveness. However, the tech industry continues to struggle with a lack of diverse representation.

Learn more about Diverse by Design and how its initiatives contribute to better business outcomes. 

Budget Constraints

• Rising costs of traditional hiring and training remain an issue when seeking top tech talent. Therefore, it will remain paramount to focus on a cost-effective hiring and talent acquisition strategy that yields a healthy ROI. 

Why Per Scholas is the Answer to Modern Hiring Challenges

The challenges organizations and tech leaders face heading into 2025 can be addressed by partnering with Per Scholas. Here are some reasons why. 

No-Cost, High-Quality Training

• Per Scholas offers no-cost training to individuals, reducing hiring costs for companies while improving retention rates. 
• These training courses focus on in-demand skills like cybersecurity, cloud computing, software development, and more.

Practical, Job-Ready Skills

• Per Scholas, learners are trained based on the latest technologies, tools, and methodologies.
• Partnerships with industry leaders ensure alignment with real-world requirements. 

Diversity-Driven Talent Pool

• Per Scholas learners in 2024 were 85% POC and 42% women. Support is offered to increase diversity in the tech workforce, including resources like Women in Tech. 
• Per Scholas can help organizations meet their DEI goals, as courses and resources are developed based on the unique challenges faced by women, gender-diverse, people of color, neurodiverse, veterans, people with disabilities, etc. 

Learn more: Per Scholas & TEKsystems: Four Tips for Evaluating Your Diversity, Equity, and Inclusion Strategy.

Proven Track Record

• Per Scholas alumni unlock their potential and move into specialized tech positions, helping them find rewarding technology careers while contributing to business success. Explore alumni stories to see the talent associated with Per Scholas. 
• Data shows that employees trained at Per Scholas lower turnover rates by 30%. These individuals also support lower recruiting costs and the development of a diversified tech team. 

Related: Why hire a Per Scholas graduate?

How Tech Leaders Can Partner with Per Scholas

When considering the latest hiring trends and advances in technology, it’s critical that tech leaders leverage the right partnerships. Options to partner with Per Scholas include:

• Custom hiring solutions: Explore opportunities to co-design training programs tailored to your specific needs. This strategy will help you optimize the ROI of your hiring in tech processes. 
• Internship and apprenticeship programs: Bridge-to-hire pathways that allow employers to evaluate talent while building practical experience.
• Corporate sponsorships: Collaborate to expand training initiatives and invest in the future of tech talent.

Take an Innovative Approach to Hiring in 2025 

In 2025, tech leaders will need to take a more innovative approach when aiming to build a top-talent tech team. If you’re in this position, seeking tech talent, a partnership with Per Scholas is the solution you seek. 

Let’s shape the future of tech together. Partner with Per Scholas to find your next hire.

Learn more or schedule a consultation with Per Scholas today!

For updates and stories, check out the following Per Scholas accounts:

• Twitter
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Per Scholas is excited to be celebrating Arianna Hernandez’s inspiring story, which was recently featured in The Muse. The article highlights Arianna’s incredible journey from overcoming personal and professional challenges as an immigrant to breaking into the tech industry with the help of the Per Scholas IT Support program. Her story is a testament to the power of determination, resilience, and the transformative impact that accessible education can have on someone’s life.

When Arianna arrived in the U.S. from Venezuela, she faced a daunting set of challenges: a new language, an unfamiliar culture, and the need to start her career over from scratch. Like many immigrants, she faced barriers that made it difficult to transition into a new field, especially one as competitive as tech. However, Arianna was determined to find a way forward. After holding several roles in logistics and customer service, she came across Per Scholas, which she describes as a turning point.

Our program provided Arianna with more than just technical skills. Through in-person classes, hands-on labs, and professional development support, she gained both the hard and soft skills needed to navigate a tech career. The program’s resources not only helped her pass industry-recognized certifications like the CompTIA A+, but also gave her the confidence to pursue opportunities she once thought were beyond her reach. Arianna’s success in securing a help desk analyst role with Republic Services just months after graduating is a powerful example of what is possible when individuals are given the tools and support to thrive.

Arianna’s story is particularly meaningful as it reflects the core mission of Per Scholas to create pathways into tech careers for individuals who might otherwise be overlooked due to systemic barriers. The Muse’s feature on Arianna celebrates her hard work and dedication while highlighting the importance of initiatives that create more opportunities for diversity and inclusion in the tech industry. By offering no-cost, high-quality tech training to individuals who are frequently excluded from these opportunities, whether because of financial limitations, lack of access, or biases, Per Scholas is working to build a more equitable workforce.

Stories like Arianna’s fuel our commitment to expand our programs and reach even more individuals across the country. We firmly believe that talent is everywhere, but opportunity is not. By investing in our learners’ growth and development, we are not only transforming their lives but also enriching the tech industry with diverse perspectives and skills.

Thank you to The Muse for spotlighting Arianna’s journey and the broader impact of our work at Per Scholas. We are proud to be a part of stories like hers and are excited to continue empowering talented individuals to achieve their career aspirations, no matter where they start.

On October 24th, Blue Meridian held their annual Partnership Summit, which brings together organizations with a shared commitment to improve the lives of marginalized communities in the US. The concept of this year’s summit was “Unlocking Potential,” an integral theme close to Per Scholas’ heart.

Per Scholas’ President and CEO, Plinio Ayala, was a featured speaker at the event, hosting a breakout room panel discussion entitled “Changing the Face of Technology.” Plinio discussed Per Scholas’ commitment to unlocking potential for individuals, families, communities, companies, and local economies through technical skills training. He highlighted the significance of diversity in tech, and the importance of connecting our skilled alumni with employers, enabling alumni to launch thriving, high-growth careers in tech.

Two of our wonderful Per Scholas alumni were featured in the panel: Moja Chatman, who graduated from Per Scholas’ AWS re/Start course in September 2020 and now works as a Junior Software Developer at Barclays, and Jadah Stone, who graduated from Per Scholas’ Network Support course in 2019, and now works as a Systems Engineer at Saks Cloud Services.

Jadah and Moja shared their experiences at Per Scholas, as well as their journey’s to success post-graduation, and emphasized the importance of organizations like Per Scholas in helping others who wish to find a pathway to economic mobility.

On October 2, Per Scholas Director of Veteran Recruitment and Partnerships, George Darby III, delivered an impactful session – “Building a Military Ready Culture vs. Military Friendly Culture” at the Military Influencers Conference. His session highlighted the critical difference between simply being Military Friendly and becoming truly Military Ready, urging organizations to go beyond initial outreach to create environments where veterans and their families can thrive long-term.

Darby emphasized that while being Military Friendly is a great first step—helping veterans and military spouses get a foot in the door—it is not enough to retain them. He called for a paradigm shift in organizational culture, advocating for employers to adopt Military Ready practices that take into account the unique challenges veterans and their families face during the transition to civilian life. He shared key strategies such as implementing veteran-specific onboarding programs, providing mental health support, and offering flexible employment options for military spouses.

Darby also spoke about the crucial role that organizations can play in building sustainable career pathways for military spouses, who often struggle with frequent relocations and gaps in employment. He shared how organizations can make a difference by offering remote work opportunities, flexible schedules, and professional development to ensure their success.

The session was a powerful call to action, urging companies to adopt a Military Ready mindset and truly commit to engaging the military community at all levels.

On September 18, Per Scholas Philadelphia’s IT Support cohort was welcomed by TD Bank for a dynamic corporate engagement event. The in-person gathering aimed to foster deeper connections between aspiring technologists and industry professionals while providing hands-on career development opportunities.

The event kicked off with a personal tour of TD Bank’s Philadelphia office, giving participants a behind-the-scenes look at the company’s operations, infrastructure, and technological innovation. This immersive experience allowed the cohort to see firsthand the real-world applications of IT in a corporate setting.

Following the tour, TD Bank’s leadership team held a 30-minute panel discussion. Leaders shared insights on navigating careers in IT, the importance of continuous learning, and what it takes to succeed in the fast-paced world of technology. The session was interactive, with learners asking questions and gaining valuable advice directly from industry leaders.

The event then shifted to the mock interviews portion of the day, where the IT Support learners engaged in one-on-one interview practice with TD Bank professionals. This one-hour session provided learners with feedback on their interviewing skills, helping them refine their techniques and build confidence for future job opportunities.

The day concluded with a networking lunch, offering time for Per Scholas Philadelphia learners to connect with TD Bank employees, leadership, and their fellow cohort members. This informal setting fostered conversations about career paths, personal experiences, and potential collaborations.

Overall, the event provided an enriching experience for the IT Support cohort, blending professional development with corporate insights, while reinforcing Per Scholas’ mission to create access to career pathways in technology.

On Thursday, September 19, Per Scholas hosted a panel, Build Your Talent Pipeline through Cybersecurity & Tech Apprenticeships, with industry leaders addressing one of today’s most pressing challenges: the shortage of skilled cybersecurity and tech professionals. The event, led by Alanna Hughes, Senior Vice President of Innovation & Strategy at Per Scholas, Patrice Madu, Per Scholas Los Angeles Managing Director, and Terence West, Senior Director of Apprenticeships at Per Scholas, provided attendees with insights into overcoming hiring challenges through innovative apprenticeship programs.

Key speakers included Sabra Johnson, General Manager at ISD; Walter Tucker IV, Program Manager at ISD; Nicole Van Baelen, HR Director at Trane; and Ladena Sampson, Program Manager at Train, who shared their experiences on successfully building a talent pipeline through apprenticeships.

Throughout the event, attendees learned practical strategies to bypass common barriers to acquiring top cybersecurity talent. The discussions provided an in-depth look at the current cybersecurity hiring landscape, helping participants understand how to stay competitive in an evolving market. Speakers also highlighted how apprenticeships can play a crucial role in cultivating future leaders and retaining skilled professionals.

The event was more than just a discussion; it offered an invaluable opportunity for networking and idea exchange. If you’re interested in learning more about apprenticeship opportunities, reach out to Alanna Hughes at [email protected].

Per Scholas New York recently celebrated a momentous graduation ceremony at Barclays, one of our valued Founder’s Circle supporters. The event recognized the hard work and dedication of 91 technologists, each of whom successfully completed intensive training in highly sought-after fields including Cybersecurity and IT support. These graduates represented various cohorts, including Cybersecurity at Brooklyn/Stanley Issacs satellite, Bronx IT Support, IT Support at Brooklyn/CommonPoint Queens satellite, and IT Support from Brooklyn/JCC Staten Island satellite. The graduation not only celebrated the individual achievements of these technologists but also underscored Per Scholas’ ongoing commitment to creating pathways for diverse talent to enter and thrive in their technological careers.

During the ceremony, Debbie Roman, Managing Director of Per Scholas New York, delivered a wholehearted speech encouraging alumni to view this milestone as the beginning of a lifelong journey of learning and growth. In addition to Roman’s inspiring remarking, industry leaders such as Craig Robertson, CEO of the Futures Commission Merchant (FCM) at Barclays and Wale Akinwande, Per Scholas National Board and Senior VP and Chief Auditor at S&P Global, emphasized the importance of persistence and innovation as these new technologists enter into an ever-evolving field. 

Meanwhile, Per Scholas Kansas City marked a historic moment with its inaugural graduation on Friday, August 30, 2024, celebrating 16 graduates from its IT support cohort. Per Scholas President and CEO Plinio Ayala attended and addressed the Kansas City technologists, acknowledging their achievement and the bright futures ahead of them in an industry ready for skilled professionals. Ayala’s remarks captured the transformative impact of Per Scholas’ programs, as these graduates prepare to apply their new skills and continue to drive change in their communities. 

These ceremonies serve as reminders of the ongoing commitment Per Scholas holds to empowering individuals from underrepresented backgrounds with meaningful careers in technology. As we continue to expand across the country, the success of these alumni reinforces our mission to build a more inclusive tech workforce and demonstrates the power of opportunity and education to change lives. We are excited to witness the future contributions of these technologists and remain committed to supporting their journeys ahead.

Earlier this month, Per Scholas was thrilled to participate at the JFF Horizons 2024 Conference in Washington, DC. Our mission is to drive equity and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. 

Per Scholas’s President and CEO Plinio Ayala joined the visionary CEOs of Braven and the National Education Equity Lab, Aimée Eubanks Davis and Leslie Cornfeld, respectively, for the Non-Profits Advancing Economic Mobility & the Workforce of the Future panel, moderated and sponsored by Apollo Opportunity Foundation. During this invigorating discussion, the panelists encouraged attendees to unpack the latest trends and challenges in economic mobility strategies, workforce development, and the future of work.

Our Chief Training Officer Jasmine Miller highlighted the importance of attending the JFF Horizons Conference, specifically stating, “This opportunity has really allowed us to connect with stakeholders across the board from philanthropy to funders policymakers; [its] really an opportunity for all of us to use our power to come together to impact the individuals that we’re here to serve.” Other notable stakeholders we connected with during Horizons included:

• Social entrepreneurs
• K-12 educators and academic researchers
• Data analysts and workforce development experts

These connections reinforce our commitment to building a stronger nation through innovative tech training. We are honored to be part of the national movement to enhance workforce training and build a stronger, more resilient nation.

Common themes throughout Horizons included: for the people, by the people; today’s solutions, tomorrow’s future of work; closing gaps, opening opportunities; and breaking down barriers, bridging the divide. 

JFF Horizons sparked many essential conversations around creating economic equity and advancement for all. Per Scholas was thrilled to attend the conference and even more so to share our insight on unlocking potential of our learners by empowering them with new digital skills and sparking new ways of engaging with employer partners. 

On June 18th, Per Scholas Chief Revenue Officer Caitlyn Brazill participated in a panel discussion at Capgemini’s Business to Planet New York Sustainability Connect event. During the panel discussion: Green Economy and Job Creation, panelists discussed ways to foster positive change towards a greener and more inclusive economy. They explored public education, training for green jobs and the landscape for green business development, as well as the importance of a skilled workforce equipped to drive innovation and sustainability across various sectors.

Caitlyn discussed the renewable industry’s increasing need for skilled tech talent, and Per Scholas’ commitment to creating a diverse and inclusive tech workforce. “Equity is imperative – we have a tremendous opportunity to reshape our economy in the coming years, and shift investment into the kind of jobs and companies that will foster a greener planet,” Caitlyn said. “But if we don’t develop the talent pipeline in an equitable manner and create real pathways into those roles, we will continue to replicate the kinds of inequality and lack of representation we see in the tech workforce today.

“Nearly 9 in 10 Per Scholas learners are people of color, more than 40% identify as women and the majority come from communities and families who have been overlooked as a source of technical talent. Green companies can think differently about talent pipelines, partnering with effective workforce development organizations such as Per Scholas to create opportunities for diverse talent, and to design customized training programs that meet their company’s evolving needs.”

The SIM Women Leadership Summit offered profound insights into the essential shifts required to cultivate a diverse and inclusive leadership landscape within the technology sector, and I had the privilege to present at this year’s event. This year’s discussions centered around the summit theme, “New Intersections Ahead!” and delved into the importance of adaptability, the non-linear nature of IT careers, philanthropic impacts on STEM, and the pivotal role of women in entrepreneurship. Here are my expanded takeaways incorporating these themes and how Per Scholas will actively continue to play a part in diversifying tech leadership:

Adaptability and Resilience in an AI-Enabled Workforce

One of the standout discussions was presented by Infotech, highlighting that adaptability and resilience are crucial skills in today’s AI-driven workforce. As AI technologies continue to reshape industries, the ability to adapt and pivot becomes vital for career longevity and effectiveness. This reality opens significant opportunities for organizations like Per Scholas, which prepares learners from diverse backgrounds for tech careers. These programs are not just about imparting technical skills but also fostering a mindset equipped to handle continuous technological disruptions and thrive in leadership positions. This approach is particularly beneficial for marginalized communities who are often underrepresented in tech, empowering them with the tools to succeed in a dynamic work environment. Additionally, there is a lack of ethics and rules when using AI – and they will come with time (especially given the ever-changing tech world). Technologists and leaders need to figure out the best ways AI can be utilized for their organizations and train their teams on how to use it correctly.

Embracing the Non-linear Career Paths of IT Leaders

It was acknowledged at the summit that few IT leaders have linear career paths; instead, their professional journeys are filled with twists and turns. This reality is even more pronounced for women, people of color, and those from various sexual orientations or appearances, who often face additional barriers and biases. Recognizing and valuing these diverse career trajectories can enrich leadership within tech organizations. Companies can better support and develop talents from all backgrounds when they recognize the non-linear paths in the tech industry, fostering a more inclusive and robust leadership pipeline.

A Call for Systemic Change in STEM

A powerful message from Lyda Hill Philanthropy emphasized that solving the world’s biggest problems requires every great mind at the table. This vision underscores the need for systemic changes to encourage more girls to see themselves as future STEM professionals. The summit discussed initiatives and educational programs designed to inspire young women and girls by exposing them to role models and career paths in STEM fields. Such efforts are crucial in shifting the cultural and social narratives that often deter women from pursuing science and technology careers.

The Role of Women in Entrepreneurship and Investment

A significant theme at the summit was the underrepresentation of women in entrepreneurship, particularly in venture-backed companies. Despite women founding less than 2% of these companies, there is a growing network of women-led venture capital and angel investors dedicated to changing this landscape. Additionally, with wealth increasingly shifting into women’s hands, their investment decisions are poised to have a profound impact on developing services and products tailored for women and girls. This shift not only represents a market opportunity but also a chance to influence societal norms and economic frameworks through female-led innovation. I was joined by Per Scholas Dallas Alumna Tara McDaniel to discuss the importance of women leadership in technology and entrepreneurship as a real-life example of what fostering an environment of inclusivity for women looks like and share her experience as a woman in tech. Tara highlighted the importance of women supporting women – a theme heard loud and clear throughout the summit. The community is ready to support through mentorship programs and deepening connections, a notion we can bring to Per Scholas with mentorship opportunities for our diverse cohorts. 

Conclusion

The SIM Women Leadership Summit brought to light the multifaceted challenges and opportunities in advancing diversity within tech leadership. From enhancing adaptability in an AI-infused market to supporting non-linear career paths, and from pushing for systemic changes in STEM education to empowering female entrepreneurs and investors, the discussions underscored a collective drive towards a more inclusive and equitable future. Each of these areas not only contributes to individual growth and organizational success but also plays a critical role in societal advancement as we are at an intersection of technology and women leadership, underscoring the profound impact of diversity and inclusion in shaping the future of technology and leadership.