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What are tech professionals really thinking in 2025? Clear communication around salary, flexibility, culture, and values is more important than ever as many companies face hiring and retention challenges. The latest Michael Page Talent Trends survey shows today’s tech workforce feels more confident, empowered, and is setting a higher bar for careers that truly align with their values and long-term goals.
This shift signals a new reality for employers. Compelling job ads are no longer enough. Success in hiring today requires a deeper understanding of what motivates tech talent and how their expectations are evolving.
In this article, we explore the key drivers shaping tech career decisions in 2025. From the growing demand for flexibility and purpose, to the importance of wellbeing and career development, these insights will help you connect with the professionals who are shaping the future of technology.
The outlook for tech professionals in 2025 shows a clear trend towards greater confidence and contentment in their careers. Our findings indicate a significant improvement in how tech talent views their current roles and the broader employment landscape. This growing confidence isn't just a feeling; it's backed by tangible improvements in job security and satisfaction. Here are 5 of the biggest tech talent trends to inform your talent acquisition and retention strategies:
61% of Australian tech professionals now report feeling secure in their current role, no change from last year and slightly less than the 64% global average. This sense of stability is clearly contributing to overall job happiness, with satisfaction sitting 48% of those surveyed.Salary satisfaction sits at the highest globally, with 68% of tech professionals content with their earnings in 2025, compared to 57% globally. However, while around a third (34%) of tech professionals attempted to negotiate a pay rise in the last year, only 16% of them were successful.Key takeaway: These increases in satisfaction, security, and salary confidence point to a more self-assured tech workforce — and with that comes higher expectations. Employers should understand that this talent pool is less likely to settle for roles that don’t align with their goals or values. Competitive salaries, career development, and a supportive work environment are no longer nice-to-haves — they’re essential to staying attractive in a tight market.
While tech professionals are more satisfied and feel more secure in their roles, employers should not confuse this with long-term commitment. The data presents a clear paradox: active job hunting has slowed slightly, yet the potential for turnover remains high.
In 2025, 78% of tech professionals say they are open to new opportunities or actively looking, lower than the general population (85%). This signals that loyalty is conditional — many are content, but still willing to move for a better offer.
40% of tech/IT professionals are actively looking for a new role, down from 45% last year. This change does not reflect increased loyalty. Instead, it points to a more cautious, strategic mindset. Many are satisfied with their current situation but are staying alert to the right opportunity. More telling is the fact that 49% of tech professionals still expect to leave their role within the next two years.
Key takeaway: Retention must be treated as an ongoing commitment. Nearly 8 out of 10 tech professionals remain open to change, meaning employers must continuously re-engage their teams. That includes making work meaningful, offering clear paths for growth, and reinforcing a culture that gives people strong reasons to stay. Stability today is no guarantee of loyalty tomorrow.
When tech professionals are asked why they are considering new roles, compensation leads the list. 38% cite dissatisfaction with their current salary. However, this is closely followed by a desire for advancement, with 30% looking for a promotion or clearer career progression. The message is clear: money matters, but ambition matters just as much.
Just as important are the internal factors that drive people away. Poor leadership decisions are a direct reason for 21% of tech professionals to consider leaving, while 24% cite a misaligned company culture. 22% are seeking better training and development, underlining a need for companies to invest in their long-term growth - sometimes challenging with the contract nature of the tech and IT sector, and could push talent to preference permanent roles.
Beyond compensation and promotion, globally 28% of professionals are looking for broader life and work experiences internationally. Interestingly, Australian tech professionals are looking to stay put with just 8% open to international opportunities – the lowest globally, signaling a more locally focused mindset than their overseas peers.
Key takeaway: A competitive salary may get talent through the door, but it will not be enough to keep them. Growth, purpose, and culture are now core expectations, not nice-to-haves. To retain top tech professionals, employers must offer transparent career development, meaningful training, and strong, values-led leadership that reinforces a positive employee experience.
By 2025, work-life balance has shifted from a perk to a core expectation in tech careers. A staggering 89% of tech professionals now rank it the most important factor when thinking about work. This reflects a profound cultural shift, balance is no longer something professionals will compromise on, but something they actively require.
When asked about the elements of company culture that most influence job satisfaction, 58% of tech professionals identified work-life balance as the most important factor, ranking it first out of a top five priorities More telling still, over half say they would decline a promotion if it meant sacrificing their personal wellbeing. Traditional career progression is no longer the ultimate goal if it comes at the cost of mental health.
This change signals a deeper redefinition of ambition. Professionals are drawing clearer lines between work and life, and employers who fail to respect those boundaries risk losing their most skilled talent.
Key takeaway: Work-life balance must be embedded into your company’s DNA. It is not a wellness perk, but a strategic priority. To attract and retain top tech talent, leaders must promote a culture that respects personal time, actively supports mental health, and puts long-term sustainability over short-term output.
For most tech professionals, the debate about where work happens is already settled. Flexibility is no longer a perk. It is an expectation. Hybrid work models are now the norm, with 69% of Australian tech talent currently working this way - the highest globally where 54% of tech professionals work in a hybrid way. Employers that try to reverse this progress risk losing both trust and talent.
When asked where they do their best work, 50% of tech professionals said they are more productive at home, compared to just 20% who prefer the office. Just as striking, 67% say they would start looking for a new job if asked to return to the office more frequently.
This preference for flexible work is no longer about convenience. It is directly tied to productivity, job satisfaction, and retention.
Key takeaway: Flexibility must now be treated as a business priority. Rather than focusing on office attendance, employers should build policies around autonomy, trust, and performance. Supporting how people work best is essential to keeping your most valuable tech talent.
Discover the latest workforce trends shaping Australia’s hiring landscape in the Michael Page Australia Talent Trends 2025 Report: Compete on Clarity.
This report explores what today’s job seekers and employees truly want – and where employer perceptions may not align. It offers practical insights for talent leaders and hiring professionals looking to attract, engage, and retain top talent in a rapidly evolving market. Download the full report or explore our interactive online tool to access deeper, real-time insights tailored to your hiring needs.
Read more: Cybersecurity and beyond: Top roles in demand How to attract and retain top tech talent: 4 key engagement tips Tech job seekers in APAC: Priorities clash with employer offerings
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