
What Tech Leaders Need to Know About Hiring in 2025
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!
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