Harris Allied Research
Annual Technology Hiring & Retention Survey
Results and 2017 Projections
Which best practices are driving successful tech recruiting, hiring and retention in 2017?
Which strategies will position you to attract the most qualified candidates?
Which skill sets will be in the greatest demand?
Harris Allied Research has explored these themes—and more—each year since
2012, in our Tech Hiring & Retention Survey. This year, we thank more than 125
Survey participants, whose input provides valuable insight for planning and success
in the year ahead.
This report is comprised of three sections:
• Detailed Survey data and projections for 2017 hiring.
• Trends and conclusions based on Survey findings.
• Additional information and acknowledgements.
The goal of Harris Allied Research is to collect, evaluate and share data that will
help inform hiring and retention strategies, and advance the industry. Please watch
for more survey reports and whitepapers from our team, or contact us to discuss
the Survey insights in more detail.
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Technology Hiring & Retention Survey Results and 2017 Projections
Survey Participants
A broad range of technology sector professionals completed this year’s Harris Allied Technology Hiring &
Retention Survey, including: CEOs, CTOs, COOs, CIOs, CMOs, Directors, Technical Managers, Team Leads,
VPs, Data and Test Engineers, UX Designers, Architects, University Professors, Data Analysts, SVPs, Project
Managers, Senior Developers, Quantitative Analysts and Technical Specialists. In addition, we are fortunate
to have a balanced representation of large industry leaders and small start-ups. This ensures that our Survey
results reflect a valuable mix of perspectives. For a partial list of participating companies, please see the
final page of this report.
We are delighted to summarize the Survey results, below.
Topic of Greatest Concern
Once again, and by an increasingly large margin, respondents identify “Finding and hiring top talent”
as their topic of greatest concern. This leading response gained 7 percentage points while “Remaining
competitive with salary and bonuses” dipped by 3 points.
Finding and hiring top talent
Keeping the team I have in place/retention
Remaining competitive with salary and bonuses
Having to do more work with fewer people
Managing my current team
Not concerned about these issues
50%
20%
14%
10%
3%
3%
2017
TOP
CONCERNS
Strategies for Attracting Top Talent
When attracting talent, employers consistently lead with excellent compensation and benefits packages.
In recent years, the use of bonuses moved down the list, while strategies that focus on corporate culture
and unique projects have gained importance. Strategies are rated on a scale of 1 to 5, with 1 being the least
important, and 5 being the most important.
We offer excellent compensation and benefits packages
We have an amazing corporate culture
We’re unique in our industry/people have incredible projects
We offer flexible work arrangements including telecommuting
Employees receive equity in the company
We offer relocation to candidates with hard-to-find skill sets
We guarantee annual cash bonuses
We offer sign-on bonuses
3.7
3.6
3.5
3.3
2.5
2.5
2.5
2.2
One half of all Survey respondents report that
“Finding and hiring top talent” is their topic of greatest concern.
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Technology Hiring & Retention Survey Results and 2017 Projections
What to Do Better to Attract and Retain Talent
While these priorities are closely grouped, we see a shift in plans for what to do better in 2017. For the first
time, “Communicate company plans for future growth” rose to the top position and “Increase employee
compensation” slipped to fourth. Priorities are rated on a scale of 1 to 5, with 1 being the least important,
3.50 3.46 3.39 3.30
and 5 being the most important.
Communicate company plans for future growth with employees
Improve professional-development opportunities for employees
Improve corporate culture/morale
3.53
3.50
3.50
Increase employee compensation
Allow employees to work remotely/offer flex-time when possible
Improve benefits, vacation and PTO time
3.46
3.39
3.30
High-Demand Skill Sets
We note some changes in this year’s list of high-demand skill sets. While the top two slots consistently
go to Software Developers/Architects and Web/IOS Developers, more respondents are seeking UX/UI and
Tech Leads. Information Security experts make a first-time appearance on the list.
Software Application Developers/Architects
3.5
Web/IOS Developers
UX/UI Leads
Tech Leads
Information Security Experts
Infrastructure Support Professionals
Business Analysts
Project Managers/PMO
3.1
3.1
2.9
2.8
2.8
2.8
2.8
Desirable Qualities of Tech Hires
When hiring tech talent, Survey respondents place a high value on the ability to work collaboratively and
to possess strong creative problem-solving skills. Leadership skills are cited as the least important quality.
Ability to work collaboratively in a team setting 4.1
Creative problem-solving skills
Exceptional technical skills
Excellent communications skills
Leadership skills
4.0
3.9
3.9
3.5
“Effectively communicating a company’s plans for growth” rose to the
number one priority of what to do better when attracting and retaining talent.
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Technology Hiring & Retention Survey Results and 2017 Projections
Strategies for Retaining Top Talent
Survey respondents report little change in their strategies for retaining talent. An attractive corporate
culture with work/life balance once again tops the list, followed by competitive compensation packages.
Strategies are rated on a scale of 1 to 5, with 1 being the least important, and 5 being the most important.
Our culture supports work/life balance for our employees
We offer competitive compensation packages
We offer career advancement/promotions and mobility
We offer outstanding benefits packages
We offer professional development/continuing education
We offer employees the opportunity to telecommute
We have engaged in some unusual tactics
3.6
3.5
3.3
3.3
3.2
3.1
2.1
Reasons for Employee Attrition
In the past, a non-competitive salary and compensation package topped the list of reasons why an
employee leaves a company. This year, the importance of financial remuneration dipped by 8 percentage
points, and the desire to leave to explore new technologies rose to the top slot.
#1
#2
#3
#4
#5
#6
People leave for more exciting opportunities/chance to explore hot new technology
I don’t know
We don’t pay our people enough or offering competitive packages
Corporate culture is challenging/we have a morale issue
We are not offering our people opportunities to grow professionally
Other
26%
22%
19%
17%
12%
4%
Why Candidates Decline Offers
From year to year, the most commonly-cited reason for a candidate declining an employment offer is
receiving a better compensation package elsewhere. The promise of professional-development opportunities
weighs in as a distant second.
Better compensation offered elsewhere
Better career/professional-development opportunities elsewhere
Better commute
Wants to work in another industry
Better benefits offered elsewhere
Concerns about future viability of our business
Other
37%
17%
11%
11%
11%
7%
8%
2016
DECLINED
OFFERS
More than 20% of Survey respondents do not know
the primary reason why employees leave their organizations.
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Technology Hiring & Retention Survey Results and 2017 Projections
The Corporate Culture Advantage
What makes a corporate culture exceptional? These top five characteristics rank as the most compelling.
A newcomer to the list shows that employees value an absence of bureaucracy and company politics.
#1
#2
#3
#4
#5
We offer an environment that’s creative, inspiring and fun
Our company is an industry leader and very innovative
Our people have the chance to work on interesting projects
We offer flexible work hours or opportunities to telecommute
We have minimal corporate bureaucracy and office politics
2017 Plans for Growth
As of December 2016, 27% of respondents were still developing their hiring plans for 2017. For those
who have a plan in place, 65% expect to hire at moderate or aggressive levels.
Aggressive hiring: 15%+ growth
Moderate hiring: 10% – 15% growth
Minimal hiring: less than 10% growth
It’s still being worked on/we won’t know until later this year
20%
45%
25%
27%
2017
PLANS FOR
GROWTH
Trends and Conclusions
• “Finding and hiring top talent” is the greatest concern for 50% of Survey respondents,
as they look ahead to 2017.
• Financial incentives are effective means of attracting talent, but they are not sufficient for
retaining employees. An engaging corporate culture, professional development opportunities
and the ability to work with interesting technologies are more valuable retention strategies.
• For the fourth year in a row, the two most in-demand skill sets are Software Developers/
Architects and Web/IOS Developers. A newcomer to the list: Information Security Experts.
• For employers with a plan in place, 65% predict hiring to support moderate or aggressive
growth. This represents a solid increase over the 55% projection in 2016.
• Effectively communicating a company’s plans for growth can be a valuable strategy when
pursuing a candidate that has multiple employment offers.
• In a slight increase from last year’s Survey results, 66% of participants predict their need
for technical consultants will either increase, or remain the same in 2017.
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Technology Hiring & Retention Survey Results and 2017 Projections
Looking Forward
For four years, Harris Allied Research has conducted an annual Technology Hiring & Retention Survey.
We are delighted to share these 2016 Survey findings with you and welcome the opportunity to discuss
how our insights and conclusions can inform your plans for 2017. A report highlighting multi-year trends
from recent Harris Allied Surveys (2014 – 2016) is also available upon request. Please contact us at
[email protected] to schedule a personal follow-up discussion.
Acknowledgements
Harris Allied thanks the many companies whose valued participation make this annual Survey a success.
We share this report with you as a token of our appreciation. A partial list of participating companies:
AKQA
Axial
Bank of America/Merrill Lynch
Bloomberg
Boston Consulting Group
Brookhaven National Laboratory
Brownstein Group
Carmike Cinemas
CDM Media
CitiGroup
Deloitte Digital
Distillery
Electronifie
Etsy
EY
Eze Software Group
Facebook
FF Venture Fund
FIS
Harvard Business School
Houghton Mifflin Harcourt
IBM
Idean
IPSoft
ING Services
Instinet
ITG
Jeffries
JP Morgan Chase
KPMG
LinkedIn
Liquidnet
MasterCard
MedSys
MIT
Moody’s Move, Inc
NYIT
Passo
Portware
Premise Data
Starwood Hotels
Saatchi & Saatchi
Sachs Insights
Salesforce
Schroeders Investment
Management
SEC
Shearman and Sterling
ShoreTel
Tata Consulting
Trading Options
Time, Inc.
UBS
Unisys
USAA
Warner Music Group
Weill Cornell
Wipro
Wyve
Yula Ltd.
Harris Allied is a premier provider of Executive Search, Technology, UX/UI Design and Quant Analyst placement services to the technology and
financial sectors. We partner with clients at a variety of growth stages, from tech start-ups to established industry leaders, including small buy-side
firms and global investment banks. Our unique understanding of the technical recruiting process and its nuances ensures that professionals properly
brand themselves and prepare for successful interviews, and that hiring managers achieve exceptional results.
Harris Allied Research conducts industry research and shares data that helps our clients develop informed hiring strategies, and efficiently attract
and retain top talent.
www.harrisallied.com
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New York, NY 10018
(212) 904-1446
©Harris Allied, 2017. All rights reserved.
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