After an uncertain couple of years, the tech hiring landscape is picking up again. Investment rounds are flowing, teams are building and hiring managers are finally getting green lights.
But there’s a clear shift in the market that businesses need to understand - today’s top tech candidates are far more considered in their decision-making. It’s no longer just about compensation, tech stacks, or job titles. It’s about opportunity, growth, clarity and long-term value.
At Montash, we speak with hundreds of in-demand professionals every month - from senior engineers and product managers to cloud architects and AI specialists - across both the US and Europe. And in 2025, a new pattern is emerging. The candidates you really want aren’t just looking for “a role.” They’re looking for the right next step.
And they’ve got a checklist.
Learning comes first
The best talent, particularly in fast-moving areas like AI, automation and data engineering, are prioritising environments where they can grow. We’re seeing a clear shift: even senior candidates with years of experience are actively seeking roles that expose them to new technologies and development frameworks. One candidate we recently placed asked more questions about the LLM (Large Language Model) tooling in use than about their base salary.
This isn’t just curiosity - it’s career strategy. In the age of AI - Candidates want to future-proof themselves, and they’re gravitating toward roles that offer exposure to cutting-edge work, the freedom to experiment and access to learning resources. If a role looks stagnant or too narrow, they’ll move on.
Flexibility - but with structure
Flexibility remains a non-negotiable for many tech professionals, but the vague, undefined promises of “hybrid” or “remote-friendly” don’t cut it anymore. Candidates are asking for specifics: “How many days on-site, exactly?” “Are working hours flexible?” “Is hybrid working truly supported or just theoretical?”
There’s also growing awareness that flexibility without boundaries can backfire. Many candidates are now choosing companies that not only allow remote work, but also support it with the right tooling, team norms and leadership attitudes. Ambiguity here is a red flag - and will quietly rule out your business, even if the offer is good.
Why purpose matters more than ever
Another defining factor is purpose. And we don’t mean vague mission statements or CSR fluff. Candidates want to know what the company is building - and why it matters. They’re asking questions like: “Is this a real-world problem, or a nice-to-have tool?” “Do users love this product?” “Is the leadership team credible?”
This is especially true for mid-to-senior hires. Candidates want to understand how their work fits into the bigger picture, and whether they’ll be part of something meaningful. It doesn’t have to be world changing. But it must be real.
Culture and team dynamics: More than ping-pong tables
The “culture sell” has matured. Candidates aren’t impressed by beer fridges or Slack emojis. They want to know: what is the team like? How do they handle pressure? Is feedback part of the culture, or just a buzzword?
Hiring processes that allow candidates to meet future teammates - or show how the team collaborates - tend to win out. There’s a rising interest in the quality of peer-to-peer interaction, and a focus on working alongside smart, supportive colleagues who can challenge and inspire.
Career growth - even without a promotion ladder
Finally, there’s a nuanced view of progression. Not every candidate is chasing a job title - but nearly all want to make an impact. That might mean owning a new feature, mentoring juniors, driving architectural decisions, or influencing product direction. Companies that highlight how someone can shape things - not just climb a ladder - tend to stand out.
At Montash, we often help clients refine the way they talk about this. It’s less about promising promotion within a year and more about articulating how the role offers influence, development and trust.
What this means for employers
If you’re hiring in 2025, you need more than just a job spec and a competitive salary. You need a story. And you need to make sure that story reflects what top candidates are actively looking for.
Whether you're hiring permanent talent or assembling a high-impact contract team, Montash can help you shape your opportunity to resonate with the right people. We work closely with our clients to define what makes their business stand out - and we bring that message to market clearly, credibly and fast.
