In 2024, the tech industry employed approximately 1.8 million individuals, accounting for 5.4% of the UK’s total workforce (Gov UK). This highlights tech as one of the UK’s most dynamic and competitive job markets. Its role in driving economic growth is also evident, with businesses increasingly depending on modern technologies like AI and the cloud to fuel their expansion (Tech UK).

Given the sector’s critical importance, understanding the trends shaping technology recruitment in 2025 is essential for businesses to maintain competitiveness. So, what are major forces influencing tech hiring in the UK this year?

2025 So Far

The key trends we are seeing so far in 2025 show a surge in demand for AI, Cybersecurity and Cloud talent, with many companies increasing salaries and turning to contract workers to fill critical skills gaps. The rise of AI and automation is reshaping workforce needs, while UK consulting firms are expanding to meet growing demand for tech services. Despite competitive hiring strategies, talent shortages remain a key challenge, driving companies to rethink their approach to recruitment and retention. Read on to explore these trends further.

The Demand for AI, Cybersecurity, and Cloud Experts

In 2025, UK employers are fiercely competing for tech talent, particularly in high-demand areas such as AI, cybersecurity, and cloud computing. These roles are critical as organisations navigate the challenges of data growth, cyber threats, and cloud scalability.

According to PwC’s 2024 AI Jobs Barometer, AI-related jobs are expanding 3.6 times faster than the average job in the UK, however, the skills employers seek in AI-related roles are evolving 25% faster than in other professions. A staggering 71% of organisations reported being affected by the cybersecurity skills shortage in 2024, up from 57% the previous year (Security Brief, 2024).

This widening skills gap is where companies like _nology, Opus’ sister brand, are making a difference. Through its unique train-deploy-support model, _nology helps upskill and reskill individuals to meet the demand for roles in AI, cybersecurity, and cloud computing. Their inclusive training programs attract diverse cohorts ready to launch their tech careers, providing a critical pipeline of talent for businesses.

AI and Automation Transforming Recruitment

The recruitment industry is undergoing significant transformation driven by AI and automation technologies. These advancements are revolutionising how recruitment agencies and hiring managers identify, engage, and hire top talent. In fact, 86% of recruiters report that AI-driven tools enhance efficiency, reducing time-to-hire by up to 70% in some cases (Hero Hunt, 2024). From candidate screening to predictive analytics for job matching, these tools streamline hiring processes and improve the overall candidate experience. Chatbots and automated workflows are particularly prevalent in larger firms.

Candidates, too, are leveraging AI tools to enhance their job applications. CV builders and cover letter generators allow for quick customisation to fit specific job descriptions. However, over-reliance on these tools can lead to applications that appear generic or misaligned with a candidate’s genuine skills. A recent survey by CV Genius revealed that 74% of hiring managers can identify when AI has been used in applications, often perceiving them as repetitive and lacking authenticity. Striking a balance between AI efficiency and human authenticity will be key for both candidates and recruiters.

Remote-First Strategies and Global Talent Pools

Post-COVID-19, hybrid and remote work has become a cornerstone of the UK tech industry, showcasing the sector’s adaptability and resilience. This shift has expanded access to global talent pools, allowing companies to hire beyond traditional geographic boundaries. Gartner’s analysis forecasts a 30% increase in remote tech hiring through 2025, indicating a lasting trend in workplace dynamics. However, at Opus, we have seen an increase in the desire for people to spend 1-2 days in the office, making it imperative that companies offer this flexibility.

This shift also brings new challenges. While 59% of candidates prioritise flexible working when seeking new opportunities (as per Opus’ recent survey), competition with international employers is intensifying. To stand out, UK firms must invest in employer branding and offer attractive packages that include innovative health and well-being benefits, such as mental health support, wellness stipends, and flexible schedules.

Maintaining team engagement in a remote-first world requires intentional strategies. Regular virtual meetings, collaborative digital platforms, and team-building initiatives foster communication and a sense of belonging. Virtual workspaces like Google Workspace and Microsoft 365 have become indispensable, enabling employees to collaborate seamlessly across locations. As Simpplr notes, “Virtual workspaces tend to increase productivity and engagement, which reduces employee turnover”. By embracing these strategies, UK tech companies can turn remote work into a competitive advantage.

Diversity and Inclusion as Strategic Priorities

Diversity and inclusion are no longer optional in the UK tech sector, but they are essential for innovation and competitiveness. McKinsey research shows that companies with diverse executive teams outperform their peers financially, underscoring the business case for diversity.

_nology is at the forefront of building inclusive tech talent pipelines. By offering tailored training programs, _nology dismantles barriers to entry for underrepresented groups. In 2024, _nologists included 60% women and non-binary individuals, 47% from non-STEM backgrounds, 71% ethnically diverse, and 25% LGBTQIA+. These outcomes demonstrate that fostering diversity in tech is not just possible but highly impactful.

Our recent panel discussion at Bristol Tech Fest, titled ‘Building a Talent Strategy to Build the Future’ highlighted how prioritising diversity and skills development leads to greater resilience and financial success, even in volatile economic landscapes.

UK Tech Salaries and Market Trends

The demand for tech talent continues to outstrip supply, driving salaries higher for key roles in 2025. Data from Ravio indicates that 91% of European tech companies anticipate adjusting compensation this year through salary increases or bonuses.

Contract roles remain vital, with contractors often commanding higher rates than permanent employees due to the lack of traditional benefits. Meanwhile, permanent positions appeal to those seeking job security and comprehensive benefits packages.

Regional variations also play a role. London offers the highest salaries due to its concentration of tech companies and higher living costs, while emerging hubs like Manchester and Edinburgh offer competitive pay to attract talent (UK Tech Cities Report, 2022). Employers must balance rising salaries with other incentives like flexible working and professional development to stay competitive.

Looking Forward

As we move through 2025, UK tech recruitment is evolving rapidly. From AI integration in hiring processes to increased focus on diversity and inclusion, businesses have unique opportunities to adapt and thrive. Remote-first strategies and competitive salary offerings are expanding access to global talent pools, while fostering collaboration and engagement within teams remains essential.

Challenges like skill shortages and economic pressures persist, but they also present opportunities for innovation. By leveraging emerging technologies, prioritising inclusivity, and refining recruitment strategies, businesses can secure the talent needed to succeed.

At Opus Recruitment Solutions, we are at the forefront of these changes. Our tailored strategies and diverse talent pipelines help businesses navigate the complexities of tech recruitment. Alongside _nology, we are committed to shaping a more inclusive and innovative future for the tech industry.

Ready to future-proof your recruitment strategy? Contact us today to find out how we can help you attract, hire, and retain the best talent to drive the future of technology.