Hi everyone, welcome back to Tech HR Talks! Whether you’re hiring, scaling, or building out your dream team, this is where we dive into the strategies that power tech company growth from the inside out. I’m Alexander Dzhevaga, and as always, I’m here with my amazing co-host, Ann Kuss, CEO of Outstaff Your Team.Hey everyone! Happy to be back.Today, we’ll be digging into a topic that’s heating up fast: the software developer's skills which businesses need to stand out in 2025. Ann, have you heard that the global developer population has skyrocketed to 47.2 million this year?Wow! Forty-seven point two! I mean, it’s just insane how much demand there is for tech talent right now.Yes. That number really underscores the growth we’re seeing across industries. But what’s interesting is—it’s not just about the numbers, right? It’s also about the types of roles in demand. AI and ML engineers, RPA developers, QA specialists, cybersecurity... They're all becoming essential pillars for companies looking to stay competitive.Yes, totally agree with you, Alex! And I gotta say, AI engineers are particularly hard to find. I remember working with this fintech client last year and they were desperate for someone who could not only build but also scale AI models into their existing systems. I mean, we searched high and low, across continents sometimes. It was just... exhausting but exhilarating too, you know?Oh, absolutely.Fintech especially—they’re at the forefront of leveraging AI to personalize services, predict customer behavior, or bolster fraud detection systems. And with AI engineers, it’s not just about their ability to code in Python or use TensorFlow. It’s about embedding those solutions seamlessly into workflows. That’s a tall order.Exactly! And when you include generative AI engineering, it adds another layer of complexity. Companies need people who can fine-tune models, train massive data sets, and, let’s face it, deal with legacy systems that just refuse to budge!Yes, those legacy systems are such a bottleneck for innovation. But I think what’s also fueling this demand is how industries beyond tech—say healthcare, manufacturing—are increasingly looking at these roles. They’re realizing AI and automation aren’t optional anymore. And it’s not just AI engineers. RPA developers are in high demand too. I mean, think about it—businesses are practically racing to automate every repetitive process they can. It’s not just cost-efficient; it’s survival in today’s market.Very true. And the same goes for QA engineers. With continuous integration, developers need robust testing to ensure stability and performance. Plus, cybersecurity roles have become a priority across every sector as threats grow more sophisticated. It’s probably one of the tightest talent pools out there, wouldn’t you say?Oh, for sure. Right now, cybersecurity teams are stretched so thin, I’ve seen some hiring campaigns go on for months. The talent is just not there. And let's not forget, these shortages delay scaling plans for businesses relying on these roles. It’s all connected!Which brings us to the real question, Ann—how should companies think about developer readiness in 2025? It’s not just about finding talent; it’s about finding the right talent. AI and machine learning aren’t buzzwords anymore—they’re business imperatives. Developers who can fine-tune models or effectively leverage tools like GitHub Copilot? They’re not just in demand—they’re a competitive advantage.Exactly. The companies that win in this talent market will be the ones who align their hiring strategies with the evolving tech landscape—and invest in teams that can adapt, innovate, and drive real business outcomes. It’s fascinating, isn’t it? We can see how tools like Copilot are shifting the expectation. I mean, we’re talking about developers who now need to guide machines writing code—not just debug their own work. Prompt engineering has become this huge deal, evolving from niche skill to necessity.Exactly! You know what’s funny? I think when assessing candidates for roles like that, hiring specialists don’t even start with their résumés anymore. They’re diving straight into, “Can they work with AI-generated outputs? Can they detect gaps? Can they fine-tune?” Résumés just don't tell you that stuff.Totally. It’s less about what’s on paper and more about demonstration. And the programming languages keeping up with these trends—Python, of course, but also Rust? I think the rise in its demand shows developers are tired of memory issues in high-load systems.Oh, Rust is exploding, no doubt. But what about JavaScript? It’s been essential forever, especially for frontend-heavy projects, but even backend teams are relying on its frameworks more. And cloud computing—developers fluent in AWS, Google Cloud—it’s like, if you don’t have those skills, you’re not even in the game!Right, and that ties directly into scalability. More and more teams are building cloud-native from day one. Cloud computing isn’t a checkbox anymore. It’s embedded in how applications are designed from the ground up. And it’s not just “cloud-native” anymore. It’s “secure-cloud-native,” because if security isn’t baked into the architecture, you’re pretty much sinking before you even start.Speaking of skills and what really matters, Ann, let’s dive into this shift in hiring we’re seeing—from degrees to demonstrable capabilities. It’s like tech giants are leading the way, dropping degree requirements and saying, forget the diploma; show us what you can do. And honestly, I love this focus, don’t you?I do. I think it’s a natural evolution, especially in tech. You’ve got tools, frameworks, and languages updating faster than academic programs can keep up. It’s no longer about where you studied; it’s about what you’ve learned and how you apply it. That’s why skills-first recruitment is taking center stage. But let’s not overlook the flip side here. This trend has also driven up demand—and compensation—for niche expertise. I mean, look at blockchain or edge computing.Oh, absolutely! Blockchain’s having this resurgence. Not for cryptocurrencies but for things like security, traceability, and smart contracts. And edge computing! The ability to process data right at the source? Industries like logistics are just eating that up. It’s wild how specialized these roles are getting!It really is. And that kind of specialization doesn’t come cheap, which is contributing to the persistent talent shortages we keep hearing about. I mean, specialized roles like these don’t just require technical skills—they demand a high level of strategic thinking. Companies are competing hard for that combination.Right. And that’s where teams like Outstaff Your Team can make such a huge difference.Yes! I know—we’re biased—but come on, we’re tackling these shortages head-on. By focusing on niche talent pools and leveraging global networks, we’re not just filling roles; we’re aligning candidates with really specific business needs. And that turns the hiring process from this grueling marathon to something, I don’t know, way more targeted and efficient.That’s a great point. Specialized recruitment strategies are becoming essential, especially for startups or industries working on tight timelines. If these businesses can’t find the right talent quickly, it can derail projects and even stall innovation altogether. The stakes have never been higher.No kidding. And, you know, it all ties back to this shift we talked about earlier—those sharper, more interdisciplinary skills are just non-negotiable now. It’s not enough to know Python or AWS anymore. Hiring managers are asking, can you secure, scale, and optimize these systems? Can you collaborate with AI tools? It’s a whole new world.Exactly, and it’s a world where innovation meets execution. Teams that embrace this skills-first, security-first mindset aren’t just meeting today’s demands—they’re setting themselves up for long-term success. And as we’ve seen, the right hire can completely transform a business’ trajectory.Absolutely. And on that note, I think we can wrap things up here. To anyone listening, if you’re trying to navigate this ever-changing tech landscape, remember—it’s all about staying adaptable, fostering growth, and, well, hiring right. Because as the saying goes, it’s people who make the tech world tick.Couldn’t agree more. It’s been a great conversation, Ann. Thanks to everyone for tuning in, and, as always, we’ll see you next time!

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Software Developer Skills on Everyone's Radar in 2025