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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 the ability to clearly communicate company policies and values to attract the right talent for your team.
In this article, we explore the key drivers shaping tech career decisions in 2025. From a growing interest in 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:
A remarkable 69% of tech professionals now report feeling secure in their current role, up from 64% in 2024. This growing sense of stability is clearly contributing to overall job happiness, with satisfaction rising to 54% in 2025 from 50% the year before.
Salary satisfaction has also climbed, with 70% of tech professionals content with their earnings in 2025, compared to 56% in 2024. However, while nearly half (43%) of tech professionals attempted to negotiate a pay rise in the last year, only 21% 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.
In 2025, 84% of tech professionals say they are open to new opportunities. This signals that loyalty is conditional — many are content, but still willing to move for a better offer.
While many professionals are approaching job-hunting with a more cautious, strategic mindset -holding out for a role that meets all their requirements – 44% 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 9 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. 43% cite dissatisfaction with their current salary. However, this is followed by a desire for a good cultural fit, with 30% stating their current company culture doesn’t suit them. The message is clear: money matters, but the need for a happy work environment matters greatly too.
Beyond compensation and culture are internal factors that drive people away. Poor leadership decisions are a direct reason for 21% of tech professionals to consider leaving, while 30% cite being bored by their role.
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. 88% of tech professionals now rank it among their top five workplace priorities, with nearly three-quarters placing it in their top three. This reflects a profound cultural shift- balance is no longer something professionals hope for, but something they actively require.
When asked about the elements of company culture that most influence job satisfaction, 54% 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.
James Barrett, Managing Director, Michael Page Technology and Transformation, says:
“Technology teams have led the charge over the past few years in businesses, from keeping organisations running during lockdown to driving rapid digital transformation. That intensity has taken a toll, and professionals are now rightly prioritising wellbeing and purpose. The good news is that employers have a real opportunity to reset the relationship. By building trust, offering true flexibility, and leading with transparency, organisations can attract the right talent and build happy, fulfilled teams.”
Key takeaway: Employee wellbeing should be prioritised wherever possible. It is not a 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.
Flexibility isn’t a one-size-fits-all solution — and in the UK, the expectation shouldn’t be that every company offers it in the same way. Instead, organisations should focus on offering what works best for their business model while being transparent and consistent about their approach. Frequent shifts in policy risk eroding trust and stability. With data showing a clear disconnect between how employers and employees perceive productivity in different settings, clarity around expectations, rationale, and ways of working is more important than ever. Striking the right balance between business needs and employee wellbeing starts with a clear, stable, and communicated approach to flexibility.
“What we’re seeing is flexibility is now a core differentiator in the fight for technology talent. The disconnect between employer policy and employee preference on where work happens is not just a cultural tension. It is a competitive risk. Businesses that get this right, with clear expectations and a balanced hybrid model, will be better placed to attract, retain and motivate the people they need.”
When asked where they do their best work, 41% of tech professionals said they are more productive at home, compared to just 20% who prefer the office. Just as striking, 44% 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: To remain competitive, companies should prioritise clarity around business and employee expectations. Flexibility should be balanced with clear frameworks that align individual work styles with business objectives. Rather than defaulting to rigid policies or total autonomy, leaders should focus on transparent communication, shared goals, and adaptive practises that aim to enhance both productivity and employee wellbeing.
Want more insights? Download the Michael Page Talent Trends 2025 report to discover what’s shaping tech career choices this year and how you can attract top talent by answering the questions that matter most.
To attract and retain top talent, it’s essential to understand both what matters to them and how those needs are evolving. Download now
