Tech Talent Acquisition

Crypto is losing developers BIG TIME. But where are they going? And why? Let’s break it down: 1️⃣ The Exodus Is Real Developer activity is down nearly 40% since the 2022 peak. New contributors who are the lifeblood of any ecosystem are disappearing. Year-over-year, active devs are down 7%, according to the latest reports. People are finally asking: Where did they go? 2️⃣ AI Is Stealing the Spotlight The timing isn’t a coincidence. ChatGPT dropped in late 2022. Developer activity in crypto dropped soon after. GitHub saw a 98% increase in generative AI projects in 2024. Today, 1 in 4 developers on GitHub is working on AI. Only 3% mention blockchain in the same report. The energy, the momentum, the capital → it all moved to AI. 3️⃣ Infra Up, Apps Down VC money didn’t vanish—it just moved: → $5.5B went into crypto infra in 2024 (a record). → Application-layer funding flatlined. → Builder grants? A joke. Dev support systems are broken. Infra thrives, but builders burn out. 4️⃣ Speculation Over Substance Memecoins raise millions in minutes. Legit apps struggle for attention. Building in public now feels risky, not because of the tech, but the community. Speculators dominate. Skeptics get canceled. And builders? They leave. 5️⃣ Bright Spots Exist However, it's not all that bad. → Asia now absolutely leads in global developer share. → India added the most new crypto devs in 2024. → Base drives 42% of new ETH ecosystem code. → 1 in 3 devs now work across multiple chains. → Solana devs up 83% YoY. There’s momentum. But it's scattered. 6️⃣ Regulatory Tailwinds Might Help The U.S. may finally bring clarity. Key bills are gaining traction. Once the fog lifts: → Capital unlocks → Hiring rebounds → Teams start building in the open again But that alone won’t be enough. -- Crypto doesn’t just need more developers. It needs better support systems, stronger ecosystems, and a culture that values real products over vibes and memecoins. Builders didn’t disappear altogether. They just moved to where building feels real. P.S. What do you think it’ll take to bring them back? Let me know in comments 👇 ♻️ Repost this to help others in your network. 📌 And follow Aram Mughalyan for web3 content like this.

Lately I've heard top AI companies offering seven-figure packages for specialized talent from San Francisco to Singapore 🤯 🇺🇲 U.S. reports confirm this: AI roles saw 10.4% wage growth in 2024 (3x national average) according to Veritone, with AI freelancers earning 21-40% more than peers per Oxford Institute research. 🌎 We validated this with Deel's global data spanning 150+ countries across full-time and contract roles. Turns out, these trends are even more pronounced globally: - Contracts with "AI" in job titles surged 585% from 2023 to 2024 - We've processed more AI-related contracts in 2025 than in all of 2023 - AI Engineers saw a 340% increase in contracts, while senior AI leadership roles tripled - The median AI salary is 120% higher than all other roles – up 6% YoY What's the impact? In the short-term: a widening pay gap between AI and traditional tech positions. But in the long-term: I see three major shifts coming: 📈 1 - Rising compensation across tech roles as market adjustments ripple out 💰 2 - Premium salaries for professionals combining AI with domain expertise (finance, healthcare, etc) 🌐 3 - Innovation hubs diversifying globally beyond traditional tech centers The AI talent wars will rewrite the global playbook for how technical talent is valued everywhere. What are you seeing? I'd love to hear from others who’ve experienced this firsthand. And we’ll unpack this global trend more deeply in our upcoming AI Jobs Report – stay tuned.

Talent Acquisition Metrics and Analytics!! Talent acquisition metrics and analytics are essential tools for optimizing and improving the recruitment process. By analyzing data, talent acquisition teams can make more informed decisions, enhance recruitment strategies, and ultimately attract and hire the best talent. Here are some Key Metrics in Talent Acquisition to consider when discussing talent acquisition analytics: ▶️ Time to Fill: Measures the time from posting a job to making an offer. Shortening this time improves efficiency and reduces hiring costs. ▶️ Time to Hire: The time taken from the initial interview to the candidate’s acceptance. A shorter time indicates a smooth hiring process. ▶️ Cost Per Hire (CPH): The total cost involved in hiring, including advertising, recruiter fees, and onboarding expenses. Tracking CPH helps manage recruitment budgets. ▶️ Offer Acceptance Rate: The percentage of candidates who accept job offers. A low rate could indicate issues with compensation or cultural fit. ▶️ Quality of Hire: Measures the performance and retention of new hires, typically assessed through performance reviews and turnover rates. ▶️ Candidate Experience: Involves metrics like satisfaction scores and response time, which impact employer branding and can affect future candidate engagement. ▶️ Diversity Metrics: Tracks the diversity of applicants and hires, including gender, ethnicity, and other factors, to ensure fair and inclusive hiring practices. ▶️ Recruitment Funnel Analytics: Analyzes conversion rates between stages of recruitment, like from application to interview or interview to offer. Identifies where candidates drop off and allows for process optimization. ▶️ Predictive Analytics: Uses historical data to forecast hiring needs, job performance, and candidate success, helping to make more proactive recruitment decisions. ▶️ ROI of Talent Acquisition: Measures the return on investment of recruitment activities by comparing recruitment costs to the value brought by new hires (e.g., performance, retention). Benefits of Analytics in Talent Acquisition: ▶️ Improved Decision-Making: Data-driven insights help recruiters make more informed choices about candidates, processes, and strategies. ▶️ Process Optimization: Analytics help identify bottlenecks, inefficiencies, and areas for improvement in the recruitment workflow. ▶️ Better Candidate Fit: By tracking metrics like quality of hire and predictive analytics, recruiters can identify candidates who are likely to succeed and stay with the company long-term. ▶️ Enhanced Employer Branding: A positive candidate experience, measured through feedback and response times, enhances the organization’s reputation as an employer of choice. By tracking these metrics and leveraging analytics, talent acquisition teams can refine their recruitment processes, improve candidate experiences, and ultimately make better hires.

Immigrant founders built Google, Tesla, and PayPal, but the next trillion-dollar company might not be American. Tech giants like Google, Amazon, and Tesla thrive on H-1B talent (specialized work visas for highly skilled foreign professionals), with Amazon securing more visas than any other company in 2024. Innovative leaders like: 👉 Google's Sundar Pichai (India)  👉 Microsoft's Satya Nadella (India)  👉 NVIDIA's Jensen Huang (Taiwan) Exemplify how this global talent drives America's tech dominance. In 2024, Amazon secured 9,265 H-1B visas, with Google (5,364), Meta (4,844), and Microsoft (4,725) following closely behind. These numbers aren't just statistics. They represent America's deliberate strategy to attract global expertise when domestic talent falls short. Half of all American PhD students come from abroad. In some STEM programs, it's nearly 100%! But something fascinating is happening in the global tech talent landscape: 🔸 Talented immigrants are heading back home to India and China due to visa restrictions, growing opportunities in their home countries, and remote work flexibility 🔸 New tech hubs are popping up globally, like Bangalore (attracted over $7.8 billion in tech investments last year) and Shenzhen in China (now hosts more than 14,000 high-tech enterprises) This reminds me of shifts I've witnessed in retail and manufacturing over my 20+ years in business. When borders get tough, talent simply finds another home, just like companies move factories when tariffs hit. Throughout my career spanning multiple countries, I've seen firsthand how welcoming talent creates ripple effects. These brilliant minds don't just fill jobs, but they create entire industries. Think about it: Would we have Google without Sergey Brin, who came from Russia? Or Tesla without South African-born Elon Musk? Smart people will go where they're welcomed and can build amazing things. The next wave of innovation won't ask for permission based on geography. Which emerging global tech hub are you watching closely? #GlobalTalent #Innovation #BusinessStrategy #TechIndustry

The World Economic Forum’s #FutureofJobsReport 2025 has just been published, on January 9th, and as always, it offers fascinating insights into the shifting dynamics of the global job market. It is a long report, with lots of valuable data. From my perspective, this chart may be the most interesting view included in it. A goldmine for reflection and strategy. The #fastest_growing_roles are - almost all of them - dominated by #AI: Data Specialists, Machine Learning Experts, FinTech Engineers, etc. Notably, green tech (e.g., Renewable Energy Engineers, Environmental Engineers) is also surging. This underscores how deeply intertwined AI and sustainability have become in shaping our economies. Organizations investing in these areas are not just future-proofing their business—they’re building the future. On the other end, #declining_roles reflect a shift toward #automation. Jobs like Bank Tellers, Cashiers, and Data Entry Clerks are rapidly shrinking, displaced by technology that offers efficiency and cost savings. While this presents significant challenges for those in these professions, it also highlights the urgent need for upskilling and reskilling. Some Implications for Leaders: 1. Talent Strategy Must Evolve: Leaders need to focus on cultivating talent pipelines for roles that didn’t exist a decade ago. From DevOps Engineers to UI/UX Designers, the demand for skills at the intersection of technology and creativity is exploding. 2. Reskilling is Non-Negotiable: Companies must view reskilling as an investment rather than a cost. Employees in declining roles need pathways into emerging professions—this is as much about social responsibility as it is about long-term competitiveness. 3. AI Adoption is Key—but Ethical AI Even More So: The integration of AI isn’t just a trend—it’s a foundational shift. But as we adopt AI in business processes, ensuring ethical and inclusive implementation will differentiate the winners from the rest. In addition, this chart doesn’t just speak to business; it speaks to the broader socio-economic fabric. The gap between the “haves” and “have-nots” in terms of skills is growing. If we fail to address this through public and private partnerships, we risk creating a polarized workforce—one half thriving in high-growth industries and the other struggling in declining sectors. For me, the biggest takeaway is that growth and decline are two sides of the same coin. Where some see loss, others see opportunity. The challenge is ensuring we don’t leave anyone behind in this transition. I really hope that our government leaders, educators, institutional representatives, top managers, and as many people as possible will see, understand, and act based on this data...

What trends will shape India’s tech job market this year? Here’s my take: 1. The remote revolution continues: The hybrid work approach, which combines office and remote work, is projected to endure. Companies are embracing remote-friendly employment, creating chances for people across geographies. 2. Skills in High Demand: The demand for data engineering, AI, blockchain, and cybersecurity is increasing. Professionals with knowledge in these areas are expected to enjoy more lucrative employment opportunities and higher demand as firms pursue digital transformation. 3. Innovation Hubs Are Redefining Landscapes: Emerging technology clusters are reshaping career opportunities. Cities and regions that place a high value on innovation and technology are becoming job creation hotspots, attracting both individuals and businesses. 4. Digital Transformation Across Industries: Industries are leaning heavily into technology, leading to a rising demand for IT experts. As businesses strive for digital transformation, professionals skilled in implementing and managing tech solutions will be in high demand across various sectors. 5. Upskilling as a Priority: The rapid evolution of technology necessitates continuous learning. Upskilling and staying current with the latest trends and technologies will be essential for professionals to remain competitive and relevant in the ever-changing tech landscape. 6. Focus on Cybersecurity: With the increasing reliance on digital platforms, there's a growing need for cybersecurity experts. The constant threat of cyber-attacks makes cybersecurity a critical aspect of any tech-driven organization, leading to a surge in demand for professionals in this field. 7. Artificial Intelligence Integration: AI is becoming more integrated into various business processes. Jobs related to AI development, machine learning, and data science are expected to see significant growth as companies seek to leverage the power of AI for efficiency and innovation. 8. Sustainability Tech Roles: As sustainability gains prominence, there's a rising demand for tech professionals who can contribute to green and sustainable practices. Roles related to developing and implementing eco-friendly technologies may see an increase in demand. The tech #job market is evolving rapidly, driven by #remote #work trends, a focus on key #technologies, the emergence of innovation hubs, digital transformation across industries, and the imperative for continuous upskilling. Professionals who adapt to these trends and cultivate in-demand #skills will find themselves well-positioned in the dynamic world of technology careers. #TechWrapIndia #JobsonTheRise #LinkedInNewsIndia LinkedIn News India LinkedIn News

🚨 Data Confusion Alert! Too often, I see job descriptions—and even entire teams—confusing the roles of Data Analyst, Data Engineer, and Data Scientist. Let’s clear the air. 👇 🔍 Data Analyst: Focuses on interpreting existing data to support decision-making. Tools: Excel, SQL, Power BI, Tableau, Python (sometimes). Questions they answer: “What happened?” “Why did it happen?” 🛠️ Data Engineer: Builds and maintains the infrastructure and pipelines to collect, clean, and deliver data. Tools: SQL, Python, Spark, Airflow, cloud platforms (AWS, Azure, GCP). They ask: “How can we make data accessible, scalable, and reliable?” 🧠 Data Scientist: Uses advanced analytics and machine learning to predict and model complex scenarios. Tools: Python, R, Scikit-learn, TensorFlow, Jupyter. They answer: “What will happen?” “What should we do next?” 🚫 Mixing these roles leads to unrealistic expectations and frustrated teams. ✅ Defining them clearly? That’s how you build efficient, data-driven organizations. Curious to hear your thoughts: 👉 How are these roles defined (or confused) in your company? #DataAnalytics #DataScience #DataEngineering #BusinessIntelligence #CareerInData #DataDriven

𝐍𝐨𝐭 𝐚𝐥𝐥 𝐒𝐀𝐏 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 — 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐚𝐬 𝐚 𝐟𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐨𝐫 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭 𝐜𝐡𝐚𝐧𝐠𝐞𝐬 𝐝𝐞𝐩𝐞𝐧𝐝𝐢𝐧𝐠 𝐨𝐧 𝐭𝐡𝐞 𝐭𝐲𝐩𝐞. Let's understand in each type of project : 1️⃣ 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You’re the blueprint architect — gathering requirements, mapping processes, configuring the system, and supporting user training. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You bring the code to life — building custom reports, interfaces, forms, and migrating data. 2️⃣ 𝐑𝐨𝐥𝐥𝐨𝐮𝐭 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You adapt global templates to local needs, ensuring processes work in new regions or business units. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You tweak existing developments and help with localized data migration. 3️⃣ 𝐔𝐩𝐠𝐫𝐚𝐝𝐞 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You assess what’s changed and test if old processes still work in the new version. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You update custom code, clean up obsolete syntax, and ensure compatibility using SPAU/SPDD. 4️⃣ 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You resolve user issues, tweak configurations, and guide users through process hurdles. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You debug, fix, and make minor enhancements to keep things running smoothly. 5️⃣ 𝐌𝐢𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You validate that business data makes sense after transformation. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You handle the heavy lifting — data loads using tools like BAPIs, LSMW, or custom programs. 6️⃣ 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 ↳ 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You define how SAP will talk to other systems and what the business expects from that interaction. ↳ 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭: You build and monitor the actual interfaces — using IDocs, APIs, CPI, or PI/PO. 𝐖𝐡𝐞𝐭𝐡𝐞𝐫 𝐲𝐨𝐮'𝐫𝐞 𝐰𝐫𝐢𝐭𝐢𝐧𝐠 𝐬𝐩𝐞𝐜𝐬, 𝐜𝐨𝐧𝐟𝐢𝐠𝐮𝐫𝐢𝐧𝐠 𝐦𝐨𝐝𝐮𝐥𝐞𝐬, 𝐨𝐫 𝐝𝐞𝐛𝐮𝐠𝐠𝐢𝐧𝐠 𝐜𝐨𝐝𝐞, 𝐲𝐨𝐮𝐫 𝐢𝐦𝐩𝐚𝐜𝐭 𝐝𝐞𝐩𝐞𝐧𝐝𝐬 𝐨𝐧 𝐭𝐡𝐞 𝐭𝐲𝐩𝐞 𝐨𝐟 𝐩𝐫𝐨𝐣𝐞𝐜𝐭 𝐲𝐨𝐮'𝐫𝐞 𝐢𝐧. 𝐆𝐞𝐭 𝐜𝐥𝐞𝐚𝐫 𝐨𝐧 𝐭𝐡𝐞 𝐩𝐫𝐨𝐣𝐞𝐜𝐭 𝐭𝐲𝐩𝐞, 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐞𝐚𝐬𝐢𝐞𝐫 𝐭𝐨 𝐨𝐰𝐧.

A recent survey of 1,600 Australian tech workers has identified an emerging pay gap between those who work in the public sector and their new tech counterparts. Median base salaries for public sector employees are up to 50% lower than those in the private sector, with significant differences in bonuses and incentives, according to Professionals Australia, the union representing IT and video game workers. The union considers new tech firms to be large private software companies like Atlassian and Canva. Professionals Australia found private sector tech workers saw higher annual salary growth at 5.8% last year, compared with 2% for those in the public sector, despite a 7% increase in the cost of living over the same period. “People working in this sector are engaged and passionate about their work as a rule, but they are also concerned for their futures and their industry,” said Paul Inglis, Professionals Australia interim chief executive. “The majority have seen brutal layoffs and many worry that more are coming.” Are you noticing a slowdown or widening disparity in tech salaries? Comment below. 🖊️ Marty McCarthy For more coverage of the tech and startup sectors, subscribe to Tech Wrap-Up Australia, a newsletter from LinkedIn News Australia: https://lnkd.in/etCEife5

Software engineering jobs are at a 5 year low. LinkedIn job postings are 38% down. YoY hiring has dropped by 45%. New grad hiring in BigTech is -25% and -11% for startups. The tech hiring landscape has undergone a massive shift globally in the last 1 year alone. Tech companies are now preferring experience (anywhere between 2-10 YOE) for engineering openings. Here's a benchmark of the in-hand salaries (pre-tax) given by the top 5 BigTech vs. the top 5 startups to software engineers in India: BigTech (Nvidia, Microsoft, Apple, Amazon, Google) - 2-4 YOE: 34.4 lakhs ($40k) 4-6 YOE: 46 lakhs ($53.5k) 6-8 YOE: 67.6 lakhs ($78.6k) 8-10 YOE: 76.2 lakhs ($88.6k) Startups (Swiggy, Cred, Rubrik, Zomato, Razorpay) - 2-4 YOE: 27.2 lakhs ($31.6k) 4-6 YOE: 41.6 lakhs ($48.4k) 6-8 YOE: 47.8 lakhs ($55.6k) 8-10 YOE: 62.2 lakhs ($72.3k) So while entry-level hiring has frozen, developers with credible experience continue to draw premium packages in the new AI economy. All numbers have been sourced from a mix of compensation benchmarking sites and, of course, the Weekday database.