Almost 200,000 jobs were recently added to the US labour market, with the labour participation rate currently sat at 61.6%, according to the latest US Jobs Report. As hiring and unemployment numbers reach fever pitch across the US, recent data from Genesis10, a prominent IT talent recruiter, showing significant growth in tech sector vacancies.
Most in-demand tech jobs in US
(with annual salaries)
- Software Engineers (125 – 155K)
- DevOps Engineers (130 – 160K)
- Cloud Engineers (125 – 175K)
- Data Professionals: Scientists, Engineers, Analysts (135 – 175K)
- Security Analysts (140 – 165K)
- Automation Engineers (135 – 170K)
- Product Managers (125 – 155K)
- AI Engineers (145 – 175K)
- Technology Recruiters (75 – 115K)
- Scrum Masters (115 – 145K)
Harley Lippman, Founder and CEO, Genesis 10
“Most IT candidates who had the taste of work-remote during the pandemic prefer to continue that way. However, even companies that offer 90% work-remote with 10% in the office still leave themselves with a smaller talent pool."
Remote working has significantly changed the balance of talent supply and demand as well as creating retention issues. The increased demand for IT talent is now putting greater pressure on the supply of IT candidates. Harley Lippman, Founder and CEO, Genesis 10, noted, “Candidates are now getting multiple offers within a matter of weeks. Moreover, this supply and demand imbalance has been magnified with so many companies now offering remote work options.”
As companies move much, or all, of their network infrastructure to the Cloud, they also reduce the size of their infrastructure workforce—particularly in the roles of network engineers. However, companies providing cloud computing services need to hire hundreds of new-breed network engineers—who can both code and yet still have the required hands-on hardware skills.
IT talent who typically used to have 50 companies to consider working at in their locale now have thousands of potential companies to work at—as employers across the US are offering work-from-home options for talent nationwide and internationally. This has also led to incumbent employees being aggressively recruited by companies in other geographical markets.
Subsequently, companies who have not shifted to a work-remote environment are put at a significant disadvantage and left with much smaller talent pools to select from.
Lippman said, “Most IT candidates who had the taste of work-remote during the pandemic prefer to continue that way. However, even companies that offer 90% work-remote with 10% in the office still leave themselves with a smaller talent pool—as they can still only primarily look for talent in their locale.”
Paul Arkwright
Publisher
