Peoplebank’s 2026 Tech Recruitment Predictions 2026 Sumi Dahal

Peoplebank’s 2026 Tech Recruitment Predictions

Dimitri P • December 31, 2025

2026 Tips and Tricks from Senior Account Manager Sumi Dahal

As organisations prepare for another year of rapid technological change, hiring strategies must evolve. We asked Sumi Dahal, Senior Account Manager at Peoplebank, what she expects to see in tech recruitment for 2026. Her view is pragmatic and people-first: the next wave of hiring will be defined by AI fluency, stronger cybersecurity needs, and a renewed focus on attitude over credentials.

The single biggest change will be that AI and automation skills become baseline. “Companies will look more for people who know how to use AI and automation,” Sumi says. “They’ll want candidates who can work with these tools to make tasks faster and smarter. There will also be more focus on data privacy, cybersecurity, and making sure AI is used in a safe and ethical way.” In practice, this means employers will prioritise candidates who can integrate AI into workflows, automate repetitive tasks, and apply guardrails that protect data and reduce risk.

The roles in demand will be AI, data and security specialists. Sumi expects strong growth in roles such as AI/ML engineers, data scientists, and even prompt engineers - positions that help organisations turn AI capability into tangible business outcomes. At the same time, cybersecurity roles will remain critical, as digital attack surfaces expand and regulatory scrutiny increases. Employers should prepare for intensifying competition for these specialist skills and adapt their attraction and retention strategies accordingly.

Sumi’s single piece of advice to hiring managers cuts through typical checklist hiring: “Hire for attitude and learning, not just experience.” With tech evolving quickly, candidates who are curious, adaptable and motivated to learn will outpace those with static skillsets. This means giving serious consideration to early career talent and people making career transitions. If they demonstrate the right mindset, they can be fast learners and long-term contributors.

What this means for Hiring Managers:

Reframe job descriptions to emphasise adaptability and AI adjacent skills
Invest in onboarding and ongoing learning so hires can grow into new technologies.
Build hybrid hiring pipelines, mix senior specialists with early career talent to balance immediate capability and future growth.
Strengthen partnerships with recruiters who understand both the technical skillset and the behavioural traits that predict success in a fast-moving environment.

How Peoplebank can help

Peoplebank works with clients to identify the right mix of permanent and contract talent, and to surface candidates who combine technical potential with the right attitude. Whether you need AI specialists, data science talent, or security experts, we can help you find adaptable, high potential teams, and develop the people who will thrive in 2026 and beyond.

Ready to find the talent that will drive your 2026 strategy?

Submit your role and let Peoplebank match you with candidates who are not just qualified, but prepared to learn and lead: https://www.peoplebank.com.au/new-submit-vacancy

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How to Retain Top Tech Talent in a Competitive Market

By Mimi Petrakis • May 5, 2026

In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !