Technology and Digital
Recruitment, HR Consulting and Workforce Strategy for technology, IT, data and digital teams.
Technology and Digital
Recruitment, HR Consulting and Workforce Strategy for technology, IT, data and digital teams.
Technology and Digital
Recruitment, HR Consulting and Workforce Strategy for technology, IT, data and digital teams.
The hiring problem in technology
Technology hiring has not settled since the peak. Salary expectations set during the hiring boom took a long time to reset and in some specialisms never did, so the gap between what a business budgeted and what the market actually pays is where most searches stall.
The roles have also consolidated. A business that once hired a data analyst and a BI developer now wants one person who does both and can explain the numbers to a board. Job descriptions have quietly absorbed a second role without anyone rewriting the salary band.
Security is the sharpest shortage, and it has an added complication. Demand comes from boards, insurers and regulators rather than from the technology function, so businesses are often making a first security hire with no internal benchmark for what good looks like.
That is the deeper problem across this sector. A business that has grown to the point of needing a technology leader usually has nobody internally qualified to assess one. The panel cannot tell a strong architect from a confident one, and the cost of getting that wrong is measured in years of platform decisions.
Where we help
First senior technology appointment
Independent technical assessment for businesses that have no internal benchmark, so the panel is not relying on how well someone interviews.
Roles where the budget and the market do not agree
Honest market data before you advertise, and an early conversation about scope if the two cannot be reconciled.
Security and risk hires
Scoping what the role needs to cover, given whether the driver is a board, an insurer or a regulator.
Contract and project capability
Implementations, migrations and transformation programs where you need specific expertise for a defined window.
Teams that need to grow steadily
Outsourced Talent Acquisition for businesses hiring technology roles consistently enough that brief by brief recruitment has stopped making sense.
Roles we recruit in Technology and Digital
Technology and engineering
Software engineers, developers, architects, engineering managers and technology leaders.
IT and infrastructure
Service desk, infrastructure, network and technical support.
Data. Analysts, engineers and data governance specialists.
Systems and platforms
Systems analysts, administrators, architects and platform engineers.
Digital transformation
Program and project leadership, business analysis and change roles.
When to talk to us
- You are hiring your first technology leader and nobody internally can assess the shortlist
- A role has been open long enough that you suspect the salary band is the problem
- A board, insurer or client has raised security and you now need someone who owns it
- You have a system implementation coming and need capability for the project rather than permanently
- You are competing for the same candidates as businesses with much larger technology brands
More than recruitment
Technology teams grow in bursts, which is usually when the structure stops working. Workforce Strategy helps you design what the function should look like before you hire into it, and Leadership and Performance supports the very common situation where a strong engineer has been promoted into managing people for the first time.
Backed by Prosperity Advisers Group
We are backed by Prosperity’s directors and specialists across accounting, tax, advisory, audit, wealth, lending, payroll and salary packaging. That is what lets a conversation about a hire move into a conversation about structure, cost or succession without changing provider.
Talk to us about your next hire
Dominic Roberts
Director, Prosperity People Solutions