The narrative around careers in tech often focuses on skills shortages, wage growth and rapid innovation.
While all of these are true, they only tell part of the story. Behind every job description sits a more nuanced reality about what tech employers are genuinely prioritising and, crucially, what separates candidates who get hired from those who don’t.
So, what are recruiters looking for today?
Specialised skills are the real differentiator
Across the UK, demand for tech skills remains strong and employers are looking for specific technical capabilities that directly drive business transformation and growth. This is reflected in the 2026 Salary Guide From Robert Half, which reveals that 70% of IT and tech hiring managers are willing to offer higher salaries for professionals with specialised skills.
The growing demand for niche expertise is also evident in our proprietary job posting database, which highlights significant growth in hiring for AI-focused roles between Q1 2025 and Q1 2026. Over this period, demand for AI Engineer roles and AI Product Managers surged by 81% and 80%, respectively, while hiring for Data Governance Managers increased by 79%.
This is just one example of the growing demand for highly specialised expertise across the tech sector. For women already working in tech, or considering a move into the field, it means generalist experience is becoming less competitive. Candidates who can demonstrate deep expertise in areas such as cybersecurity, cloud infrastructure, machine learning or DevOps are far more likely to stand out.
This presents both a challenge and an opportunity for job seekers. While the pace of change can feel relentless, building expertise in high-demand areas can significantly accelerate career progression and boost earning potential.
The skills that command attention (and higher pay)
Our 2026 Salary Guide data highlights a consistent pattern across the tech sector, with certain skills not only driving hiring decisions but also commanding premium salaries. Among the most in-demand capabilities recruiters actively seek are:
- Cloud technologies
- Cybersecurity
- Automated machine learning
- Blockchain
At the same time, the skills most associated with higher pay include:
- Cybersecurity
- Cloud expertise
- Machine learning
- DevOps and DevSecOps
This overlap matters. It shows that recruiters are not just hiring to meet immediate needs, but investing in skills that will support long-term resilience and growth. As businesses continue to undergo large-scale digital transformation, they are willing to pay a premium for talent that can build, secure and scale new systems.
Encouragingly, professionals are responding to this shift. We are seeing many actively invest in upskilling in areas such as AI-powered software development, cloud platforms and generative AI. For women in the industry, this underscores the importance of continuous learning. Investing in professional development focused on emerging technologies is increasingly tied not just to employability, but also to leadership opportunities and long-term career security.
Beyond the technical knowledge
While technical skills are certainly essential, recruiters are looking for far more as job requirements continue to evolve in response to technological innovation and wider business demands. Tech teams are now expected to support strategic decision-making and drive efficiency across the company, to a much greater extent than in the past. This means recruiters are increasingly drawn to candidates who combine technical expertise with softer skills such as commercial awareness, problem-solving, communication skills and the ability to explain complex ideas to non-technical stakeholders.
In many cases, these broader capabilities can make the difference between being shortlisted and being offered the role. For women in tech, who are often underrepresented in senior technical positions, demonstrating this blend of skills can be particularly powerful when progressing into leadership roles as well.
Recruiters are hiring for potential, not just experience
Another trend we’re seeing is that employers are increasingly hiring for potential and providing training where technical attributes are missing. With 39% of businesses planning to expand their IT and tech teams this year, focusing on potential rather than experience alone, is a strategic approach that the best employers are right to adopt amidst ongoing skills shortages.
This means that recruiters are not solely focused on previous job titles or linear career paths when sifting through CVs. Instead, they are looking for:
- Evidence of continuous learning
- Adaptability to new technologies
- A willingness to embrace change
For women entering or progressing in the tech sector, this is a significant opportunity. Non-linear career paths, career breaks and transitions from adjacent fields should not be viewed as barriers. Demonstrating curiosity, resilience and a commitment to developing in-demand skills can be just as valuable.
What tech recruiters are really looking for
The idea that recruitment is purely about matching skills to job descriptions is outdated. Today’s tech recruiters are looking for something more holistic: individuals who can bring specialist expertise, adapt to change and contribute to the wider success of the business.
For women in tech, understanding this shift is key. It is not just about keeping pace with technological change, it is about recognising where your strengths align with what the market truly values and using that insight to shape your career on your own terms.
