Tag: talent

The World of Work in 2026 – How Technology, Talent and Trust Will Redefine the Workplace

2026 will see businesses doubling down their focus on their people. As not only their biggest asset, but also one of their greatest investments – companies are ensuring that their teams are being offered the wellbeing, training, development and new technology-driven learning opportunities that they need to thrive.

With companies increasingly prioritising their employees, they are also recognising that productivity and engagement are driven by how, when, and with whom they collaborate rather than solely where they work.

Organisations of all sizes are embracing flexible and hybrid working models to attract and retain  the best talent. Recent technological advancements will further accelerate this shift, enabling smarter collaboration and more dynamic ways of working as businesses invest in data-driven workplace design and AI-powered personalised experiences. Increasingly, career pathways will be defined by skills rather than traditional degrees, and personalised human-AI collaboration will become an increasingly valuable skill for business success.

In 2026, the attention will now turn from where work happens to focus on a company’s profitability, productivity and the wellbeing of their teams. Businesses will invest in flexible workspace memberships, allowing employees to work closer to home where they will be most productive, avoiding costly, unnecessary commutes. For most, this will mean working from suburban commuter hubs, small towns or emerging 15-minute cities, with work becoming more local, more personal and more intelligent than ever before.

Below, International Workplace Group, the world’s largest platform for work with brands including Spaces and Regus,reveals the top 10 trends that are set to shape global working in 2026.

 

The Rise of AI: Your Work Co-Pilot

In 2026, hybrid teams will more regularly integrate AI copilots into their daily operations. These systems will significantly reduce the need for simple tasks such as admin, knowledge retrieval, and scheduling. Employees will find themselves with more time for creative work, able to tackle complex problem-solving tasks, and develop meaningful relationships. Moreover, this transformation will enable individuals to better manage their work-life balance, ultimately leading to increased productivity and job satisfaction.

This shift is being accelerated by a new wave of intergenerational collaboration. Research from IWG reveals that 62% of Gen Z employees are already coaching older colleagues on how to use AI to boost productivity and efficiency. In turn, 77% of Directors and Senior Directors have said this has boosted productivity levels, while 80% said it unlocked new business opportunities (1). Capitalising on this trend, employers will increasingly use AI and workplace analytics to create “personalised hybrid plans” for each employee, including optimised schedules, ideal collaboration days, and preferred office or coworking locations.

 

Return-to-Several-Offices

Companies of all sizes are moving away from loosely defined hybrid policies, to more structured, multi-location models with teams increasingly empowered to work from more convenient places closer to home. Rather than insisting on a “Return to the Office, it’s a case of a “Return to Several Offices”.

Microsoft recently announced that by 2026 many of its U.S. employees will need to be in their closest Microsoft office at least three days per week while many corporates are empowering their teams to work from a network of coworking or flexible workspace locations.

 

Micro-Certifications as Currency

Hybrid workers will stack “micro-certifications” (bite-sized, skill-focused credentials) instead of relying on traditional degrees or annual performance reviews. Employers will support this by funding on-demand learning platforms, creating more agile talent pools. This trend will change internal mobility, with skills becoming more portable and accessible.

 

Reversing The Quiet Crack

Unlike “quiet quitting”, where employees deliberately do the bare minimum, “quiet cracking” describes something subtler: employees who are still performing, but feel mentally and emotionally checked out resulting in burnout, stalled progression, and a lack of purpose.

With 57% of workers saying they’re more likely to disengage when they feel undervalued or micromanaged, companies will put more emphasis on employee wellbeing and flexible work options, to remain competitive and keep people engaged (2). As wellbeing becomes a bigger focus, companies are also expected to move past traditional perks and start using new “well-tech” tools – like stress-tracking wearables, AI mental health reminders, and wellness challenges that gamify healthy habits and make them more engaging.

 

Fractional C-Suite and Executive Talent

As they navigate economic uncertainty, more companies are turning to fractional executives, opting for part-time or contract-based C-suite talent who bring in laser-focused expertise without the cost of full-time appointments.

With nine in 10 (87%) CEOs and CFOs concerned about the impact of ongoing macroeconomic instability and two thirds (67%) already reducing operating costs, businesses are looking for smarter leadership models (3). This flexibility allows companies to secure world-class strategic insight when needed, while enabling experienced professionals to work across multiple organisations.

 

Building 15-Minute Cities from the Ground Up

The 15-minute city concept, where everything from work to leisure is accessible within a short walk or cycle is entering a new phase in 2026. Until recently, this has mainly been a story of adaptation: retrofitting existing neighbourhoods to bring work, living, and recreation closer together. In the year ahead, 15-minute cities will be taking an entirely new form, they will be built  from the ground up, designed to encourage connectivity, sustainability and community.

One standout example is The Ellinikon in Athens, one of Europe’s largest urban regeneration projects, built on the site of the former airport with over $8 billion in funding. Similarly, in the US, The Point in Utah is transforming the site of the former state prison into a model community designed around 15-minute city principles.

Hybrid work is making these urban ecosystems viable, as professionals choose to live and work locally while businesses decentralise their footprints to be closer to where people actually are – saving up to $30,332 a year thanks to the reduced need for lengthy commutes (4).

 

The Local Loyalty Effect

Hybrid work will foster a renewed connection to local communities. Companies may encourage employees to integrate volunteerism, local partnerships, or skill-sharing into their workweek, strengthening employer brands while supporting civic engagement, in the communities where employees live and work.

 

The Hospitality-Infused Office

The workplace will increasingly look and feel like boutique hotels. In 2026, expect concierge-style services, curated food and beverage options, and sensory design that mirrors boutique hotels. Take IWG’s latest partnership with YOO – blending design-led hospitality expertise with IWG’s flexible workspace network, these spaces will fuse work, socialising, and wellbeing together, transforming the office into a lifestyle experience.

 

Rising Day Office Demand

Day offices are set to become a key part of the landscape, providing a professional and productive office space whenever and wherever it is needed. Whether employees are seeking quiet, focus rooms or collaboration spaces for ad-hoc team days, these “on-demand” options eliminate the need for long-term commitments while offering all the amenities of a traditional office.

With wellbeing firmly on the agenda, features such as natural light and on-site wellness amenities will differentiate day offices, helping employees work efficiently, flexibly, and with purpose.

 

The New Workforce Demographic: Why Business Leaders Need to Know What Gen Z Wants at Work

Gen Z is entering the workforce with clear expectations that go beyond pay: they prioritise wellness, mental health, flexible hours and meaningful work that aligns with their core values.

With an aging global population, rising retirements and widening talent gaps, it is critical that business leaders understand and react to these changing priorities in order to stay competitive.

Companies that embrace flexibility, autonomy, and meaningful work will attract and retain the next generation of leaders – those that don’t, risk falling behind.

Mark Dixon, Founder and CEO of IWG, comments:

“Continuous improvements in technology including AI and new approaches to training and development will be significant drivers of productivity, engagement, and loyalty, enabling companies to create a  future-ready workforce and working environment that propels business growth.

We will continue to see a fundamental shift in the geography of work with the centre of gravity moving towards local communities. The remarkable advances in cloud technology and video conferencing software – both vital to enabling effective hybrid working – mean workers no longer need to travel long distances on a daily basis. Innovations in technology will continue to advance in years to come and will radically underline and fuel the flexibility of location.

The rising demand for more localised working has led to the majority of our new IWG centres opening in the heart of local communities, suburbs and rural areas, enabling many people around the world to say farewell to long daily commutes.”

 

(1) Research by IWG in collaboration with Mortar, sampling 1007 UK office workers in June 2025.

(2) Research by IWG in collaboration with Censuswide, sampling 1,005  Office full time/hybrid workers in June 2024

(3) Research by IWG in collaboration with Censuswide, sampling CEOs and CFOs (50/50 split) working at companies that operate a flexible working model in the USA and UK in May 2025.

(4) IWG Hybrid Working Report in collaboration with Arup, June 2025

LinkedIn Data Shows 1 in 10 Jobs Allow Staff To Work From Home

Ireland continues to lead the way for flexible working according to new LinkedIn data published today, which saw the country ranked first for the availability of remote roles, with 9.1% of job postings on the platform in August. Ireland also ranked second in Europe for hybrid jobs, with 37% of jobs postings on LinkedIn categorised as hybrid working, closely behind the United Kingdom (39.3% share of all job postings.) Remote roles also remain some of the most competitive jobs on LinkedIn, making up 15.4% of job applications in EMEA, with Ireland seeing even greater level of demand at 20.1%.
Women faced with a ‘double edged sword’ as a result of flexible work
While flexible working has brought about many benefits for professionals in terms of work life balance, a new research paper published by LinkedIn has revealed that it also presents a double edged sword for women. LinkedIn international data shows that men consistently advance faster than women, with 10% of men promoted within 65 months, compared to 74 months for women.
The research revealed that this gap varies depending on flexible working, with on-site roles offering the fastest route for a promotion. Flexible arrangements reduce this gap, but only because progression slows for both men and women. On site roles saw 10% of men promoted within 64 months, with 10% of women achieving this within 68 months. Hybrid roles, however, saw delayed promotional opportunities, with men and women being promoted within 70 months and 72 months respectively. So while flexible work roles lead to greater parity between genders, staff based on site are promoted faster at the expense of slower progression for women.
Demand for AI talent continues to soar
LinkedIn’s data continues to highlight soaring demand for AI talent. AI engineering roles now represent nearly 7% of all technical job postings on LinkedIn – a 63% year-over-year increase. Demand is not limited to technical roles – knowing how to work with AI agents is the fastest-growing skill in 2025, and AI literacy capabilities such as prompt engineering have surged more than 70% in postings across fields like marketing and design.
Commenting on the latest data, LinkedIn Ireland Country Manager Cara O’Leary said: “Our data has consistently shown that Ireland continues to lead the way for remote and hybrid work opportunities, demonstrating how flexibility has become firmly established as a defining feature of our jobs market. Professionals are clearly embracing the benefits of choice in how and where they work, with Ireland seeing even stronger demand for remote roles than our European peers. This shows just how fundamental flexible working has become to attracting and retaining top talent, as employers continue to adapt to shifting expectations.”
“At the same time, our research highlights that flexible working is not without its challenges – particularly for women, who continue to face slower progression in the workplace. While hybrid arrangements help to narrow the gender promotion gap, they do so largely by slowing advancement for everyone. These findings underline the importance of companies being intentional about how they support career development in flexible environments, while also preparing for the next wave of change as AI reshapes roles and skills across industries.”

Ekco launches Cybersecurity Graduate Programme to tackle tech talent shortage

Ekco, one of Europe’s leading security-first managed service providers, today announces that it is launching its brand-new Cybersecurity Graduate Programme at the company’s Dublin HQ.

Creating roles for five graduates, the new 12-month programme will provide hands-on experience across six key areas of the business: security engineering, penetration testing, threat detection and response, cyber resiliency, security architecture, and GRC (governance, risk management, and compliance).

Based within the Professional Services practice, participants will work with more than 100 Ekco security specialists across a range of customers in the FinTech, construction, healthcare, retail, and public sectors. Graduates will learn how to apply cutting-edge cybersecurity tools and solutions to real-world scenarios, support customer growth, have the opportunity to earn industry-recognised certifications, and collaborate with Ekco’s global teams.

This exposure will equip graduates with the skills and experience to kickstart their careers in cybersecurity. They will also benefit from both one-to-one and group mentoring sessions, with clear pathways for progression and specialisation within Ekco. Additionally, this immersive programme will enable participants to become a key part of Ekco’s people-first culture, and contribute to a number of charitable and community initiatives.

Ekco is launching the programme in response to the ever-increasing demand for highly-skilled cybersecurity professionals and a growing cybersecurity talent shortage in Ireland. Initially creating roles for five graduates, Ekco will double this to 10 in 2026 and aims to continue to double the number year-on-year. The company also plans to expand the programme to its cloud division, and roll it out across its global locations including the UK and Malaysia.

Ekco is holding an assessment day at its Sir John Rogerson’s Quay HQ on Wednesday, 8th October 2025 for interested candidates, which will include talks from Ekco experts and candidate interviews. The Cybersecurity Graduate Programme will kick off later in October.

Declan Timmons, Managing Director for Professional Services, Ekco, said: “Most of us have that one person or role that helped us up the career ladder, and we want to be that step for graduates entering the workforce. We are opening the door to the next generation of cybersecurity talent, giving high-potential graduates the tools, mentorship, and experience to make an impact on the modern technology landscape. It will provide an invaluable opportunity to experience first-hand how cybersecurity operates at scale in complex, fast-paced environments, and enable graduates to see how their own contributions directly strengthen customers’ defences against real-world cyber threats. In an increasingly competitive talent market, we plan to expand the technology talent pool with skilled graduates who will bring fresh thinking and new ideas to both our business and to the wider industry.”

Why Are Companies Shifting to Senior Java Development Outsourcing: Top 5 Benefits for Complex Projects

Many companies are looking at new ways to handle complex software projects. Instead of using in-house teams, they are turning to experienced Java developers from outside sources. This trend is growing because it offers several benefits in managing intricate tasks.

Companies find that outsourcing senior Java developers provides them with the expertise needed for advanced projects. This approach lets businesses focus more on their strategic goals while letting the experts handle the technical details. As the demand for sophisticated software increases, this shift to outsourcing becomes an attractive option for many organizations.

Cost Efficiency through Specialized Talent

Outsourcing Java development projects has become a popular strategy for many companies. One key reason is the access to a vast pool of specialized talent, which can reduce costs significantly, especially in complex projects. This specialized knowledge often allows projects to be completed faster, saving both time and money.

By working with a Senior Java Development outsourcing firm, businesses can tap into expertise without the costs of hiring full-time specialists. External teams are often well-versed in the latest technologies and best practices, which can streamline the development process.

In addition to expertise, outsourcing can lower expenses by minimizing infrastructure and training costs. Businesses don’t need to invest in additional software or continuous training for internal staff. Instead, they can utilize the resources and knowledge already possessed by the outsourcing partner, making it a cost-effective solution for achieving project goals.

Accelerated Time-to-Market Advantages

Companies are now shifting focus to senior Java development outsourcing for complex software projects. One significant benefit is the ability to accelerate time-to-market for their products. This means projects can be completed and launched in less time than traditional methods.

Senior Java developers bring high levels of expertise and experience, allowing for efficient and streamlined project management. They handle coding tasks quickly, which shortens development cycles. As a result, businesses can respond faster to market demands.

Outsourcing these tasks helps companies maintain competitive advantages by introducing their products sooner. This leads to increased opportunities, such as capturing early market interest and gaining customer feedback rapidly. Accelerated time-to-market also reduces the chance of losing potential revenue to competitors.

In today’s fast-paced market, speed is key. Companies that leverage senior Java development outsourcing can take advantage of new trends and stay ahead of their competition. Businesses looking for these benefits are finding this shift increasingly appealing.

Access to a Global Talent Pool

Companies are increasingly turning towards senior Java development outsourcing. One primary reason is access to a wide range of skilled developers from around the world. This approach allows businesses to tap into talented professionals that may not be available locally.

Outsourcing opens doors to diverse perspectives and expertise, enabling companies to find specialists with unique skills in Java development. These specialists contribute to solving complex software challenges efficiently.

By reaching out to global talent, organizations can choose developers who perfectly match their needs, improving their software projects. This strategy helps in assembling a team that is equipped to handle demanding tasks and innovate with cutting-edge solutions.

Scalability and Flexibility in Development

Outsourcing Java development projects has become a popular strategy for many companies. One key reason is the access to a vast pool of specialized talent, which can reduce costs significantly, especially in complex projects. Many organizations now choose to hire developers in Poland, given the country’s strong IT expertise and competitive rates.

By working with skilled developers, organizations can bring in expertise when needed. This approach helps adapt to both market changes and technological advancements.

Access to a broader talent pool is another benefit. Businesses can find developers with diverse skills, which guarantees that their projects can evolve smoothly. As project needs change, companies can rely on external resources to adjust without significant disruptions.

Focus on Core Business Strategies

By outsourcing Java development, companies can concentrate on their main goals. This helps them improve their focus and efficiency. Businesses are able to allocate more resources to areas that directly affect growth.

Delegating software tasks allows companies to direct attention to strategy and innovation. This shift can improve performance and help reach long-term goals. It also reduces the stress of managing complex development projects.

Outsourcing partners handle technical challenges, allowing businesses to develop their unique strengths. This makes it easier for companies to stay competitive. Companies can then explore new opportunities while maintaining stability.

Conclusion

Outsourcing senior Java development is increasingly favored for complex software projects. This approach provides companies with access to experienced developers while allowing them to focus on their primary business goals.

By outsourcing, businesses can handle intricate projects more efficiently and often at a reduced cost. This method leverages specialized knowledge without the long-term commitment of hiring full-time staff.

Choosing this path enables firms to address complex needs while maintaining flexibility and quality. As businesses continue to evolve, outsourcing remains a strategic solution for development challenges.

 

Days of across-the-board pay rises are over as Irish firms prioritise critical skills

The Morgan McKinley 2025 Irish Salary Guide – Ireland’s most comprehensive analysis of pay across a range of professions and sectors – has been published.

Morgan McKinley, the Irish-owned global talent services company, anticipates that Irish employers will take a measured approach to salary increases in 2025, with pay rises expected to remain modest at 2-3%. Despite a tight labour market and rising costs, businesses are prioritising targeted salary hikes for high-demand roles over broad pay adjustments.

Against a backdrop of moderate inflation and planned minimum wage hikes, companies are focusing on retaining talent in strategic areas. The days of across-the-board salary increases appear to be over, as firms adopt a more calculated approach, offering raises where they are most needed to address skill shortages.

The guide is accompanied by insights from an in-depth survey of both employers and employees in Ireland, offering a dual perspective on key trends in pay, benefits, hiring practices, and workplace flexibility in Ireland.

Detailed commentary follows below including key sectoral considerations and currently most in-demand skills/ roles:

Trayc Keevans, Global FDI Director at Morgan McKinley, commented on the findings: “Ireland’s employment market remains competitive, with organisations becoming more selective about salary increases. While overall pay growth is modest, demand for skilled talent in technology, finance, compliance, life sciences, projects and change and construction give professionals in these fields strong negotiating power. Employers must take a strategic approach to pay and benefits to retain top talent.”

The guide reveals that only 22% of organisations disclose salary ranges, while 60% opt for confidentiality, citing concerns over employee dissatisfaction and complex pay adjustments. “Salary transparency remains a contentious issue for many companies. Employers are wary of the impact open salary structures may have on existing teams, but there is growing pressure from employees and job seekers for greater clarity,” Keevans noted. “Companies that can implement structured and transparent salary frameworks will strengthen their ability to attract and retain talent.”

The demand for flexible working arrangements remains high, with 67% of employees valuing remote work options and 56% prioritising flexible hours. While dissatisfaction with benefits has eased slightly, more than half (54%) of employees believe their packages need improvement, highlighting pensions, health insurance, and bonuses as critical employee offerings.

Despite 44% of companies increasing salaries in the past six months, businesses remain cautious about wage inflation. Rather than large-scale pay hikes, firms are adopting structured salary transparency and career progression plans to attract and retain skilled professionals in key sectors such as technology, life sciences, and financial services.

“We are seeing a shift from reactive salary increases towards more strategic talent retention initiatives. Employers who focus on structured career progression, meaningful benefits, and flexibility will be in the strongest position to compete for talent,” Keevans added.

While more than half (56%) of employees expect a salary increase in 2025, more than 10% remain uncertain. Economic factors, company performance, and shifting hiring trends are fuelling this uncertainty, making job security a top concern. Professionals in highly competitive industries are increasingly looking beyond salary, valuing long-term career prospects and work-life balance.

“The regional recruitment market in Ireland is thriving, with growing investment in remote work and regional job hubs creating exciting new opportunities outside Dublin. While Dublin remains a major employment hub with a strong multinational presence, the regions are becoming increasingly attractive, offering growing career prospects, a more affordable cost of living, and an enhanced work-life balance. Together, these developments are strengthening Ireland’s position as a diverse and dynamic place to build a career.

“The Irish job market has settled into a measured pace after the rapid post-pandemic shifts. While economic and regulatory challenges persist, companies that invest in salary transparency, structured career progression, and flexible working policies will be best positioned to attract and retain top talent in 2025,” concluded Keevans.

Sectoral highlights:

Technology

Most in demand positions for 2025: Automation Engineer, DevOps experience, Cybersecurity specialists, Infosec specialists, and DORA/ NSIT related hires.

Ireland’s technology sector stabilised in 2024 following restructuring in 2023, with hiring resuming cautiously amid budget constraints. While recruitment was slow in the first half of the year, demand picked up from July, with 70% of roles being newly created rather than replacements. Cybersecurity, compliance, and UX remain key hiring areas, driven by regulatory changes such as NIS2, DORA, and the upcoming EEA implementation. Increased candidate availability, particularly in cybersecurity, has created a more competitive job market, leading to slight declines in contract daily rates. Salaries have largely plateaued, with job movers securing modest increases of around 10%, a stark contrast to the rapid salary growth seen in previous years. Hiring in 2025 is expected to remain measured, with continued demand for specialised technology roles.

Projects & Change

Most in demand positions for 2025: IT Project Manager, Business Analyst and Change Manager.

Ireland’s Projects & Change talent market in 2024 favoured contract roles, particularly in tech and finance, as companies sought flexibility for short-term projects. Demand remained high for digital transformation, ERP implementation, and agile expertise, though shortages intensified competition. Hiring in GDPR, ESG, and DORA compliance was cautious as firms assessed long-term needs. Permanent roles were still key in healthcare, utilities, and finance. Salaries rose modestly, especially in transformation and compliance roles, though increases lagged behind living costs. In 2025, demand will remain strong, with firms balancing talent needs against budget constraints while streamlining hiring to secure top candidates.

Accounting and Finance

Most in demand positions for 2025: Finance Director, Financial Accountant: 0-3 years PQE, FP&A / Finance Business Partner, Financial Controller and Accounts Payable.

Accounting and finance roles continue to attract steady interest, particularly at the senior level, but newly qualified accountants are in short supply due to emigration trends. Dublin remains a hub for permanent roles, with employers increasingly favouring in-office work over remote arrangements. Salary growth in this sector has been limited, except for highly sought-after professionals transitioning from top accounting firms.

ESG

Most in demand positions for 2025: ESG Reporting Manager, Head of Sustainability, ESG Reporting Analyst, Sustainability Advisor.

Regulatory changes and ESG (Environmental, Social, and Governance) requirements are driving demand for skilled professionals in banking and financial services. Firms are balancing increased hiring needs with budget constraints, making contract roles an attractive option. While salaries remain competitive, businesses are enhancing benefits and hybrid working models to retain top talent.

Banking & Financial Services

Most in demand positions for 2025: Risk and Compliance Analyst, Financial Planner/ Wealth Manager, Pension Administrator, Credit Analyst, Investment Banking Analyst and Financial Crime Analyst.

The banking and financial services sector has seen a notable increase in contract roles, particularly in regulatory compliance, risk management, and project management, as firms navigate economic and regulatory pressures. Permanent hiring remains strong in wealth management and senior leadership positions, reflecting long-term business confidence. Demand for compliance, risk, and ESG specialists has intensified, driving salaries higher for niche roles, while broader salary growth is expected to align with inflation. Brexit has reinforced Ireland’s status as a financial hub, sustaining demand for skilled talent. Retention strategies, including enhanced benefits, career development, and hybrid work models, will be critical as firms compete for top professionals in an evolving market.

Life sciences & engineering

Most in demand positions for 2025: Project Engineers, Automation (Siemens, Delta V, Rockwell), Tech Transfer/NPI, QC Microbiology (Across all levels) and Regulatory Affairs Specialists.

Life sciences and engineering remain high-growth sectors, with strong demand for contract roles in validation, automation, and biopharmaceutical manufacturing driven by new product introductions, transfers, and cost-saving strategies. Contract rates remain high, particularly for onsite and relocation-heavy roles, while permanent salary increases have been more modest, generally aligning with inflation. Employers are focusing on flexible work arrangements and enhanced benefits to attract and retain talent, as accommodation shortages in Cork, Limerick, and Dublin continue to pose challenges for relocation. Candidates are prioritising career progression, work-life balance, and total compensation over base salary alone, making non-monetary benefits a key differentiator in hiring and retention strategies.

Supply chain & procurement

Most in demand positions for 2025: Procurement/Purchasing Specialist, Procurement Manager.

Ireland’s Supply Chain & Procurement talent market remained steady in 2024, with a strong preference for permanent roles over contracts, particularly in the summer when 90% of available positions were permanent. This shift reflects companies’ focus on long-term stability in supply chain operations. Demand for procurement, supply chain, and logistics professionals remained consistent, though senior-level movement was limited. Salaries saw modest increases at mid-junior levels, while senior professionals experienced more substantial rises, largely in line with inflation.

Construction

Most in demand positions for 2025: Quantity Surveyors, Electrical Project Managers, Mechanical, Project Managers, Site Engineers and Project Managers.

The construction sector continues to grapple with labour shortages, particularly in engineering, project management, and quantity surveying. Government-backed infrastructure investments and housing targets – 500,000 new homes over the next decade – are driving strong hiring demand, keeping salaries competitive. Irish construction firms are also delivering major projects across Europe, adding to the need for skilled professionals.

Labour shortages persist in both trades and professional roles, exacerbated by gaps in the education system and housing challenges that limit overseas recruitment. At the same time, demand for specialist skills is rising, particularly in renewable energy and infrastructure, as Ireland accelerates retrofitting, EV charging projects, and upgrades to essential services. These trends continue to shape hiring needs and salary growth across the sector.

Legal, risk & compliance

Most in demand positions for 2025: Construction Lawyers, Energy Lawyers and Employment Lawyers.

Ireland’s Legal & Compliance market remained stable in 2024, with rising demand for contract roles in data protection, DORA compliance, AI, and corporate governance, while most hires remained permanent. Private practice hiring was strong early in the year, while in-house legal roles grew later. Competition remains intense in fintech, intellectual property, energy, and employment law, though demand for corporate and banking lawyers has dipped.

A shortage of niche expertise has extended hiring timelines as firms prioritise both technical skills and cultural fit. Salaries have largely remained flat, with new legal graduates increasing competition and budget constraints limiting pay growth. While regulatory workloads have risen, this has not consistently led to higher salaries. In 2025, demand for specialised legal skills may drive salary growth in key areas, while firms focus on upskilling, flexible work, and employer branding to attract top talent.

Executive

Most in demand positions for 2025: CFO, CISO, CTO and COO.

The Executive Search market in Ireland remained strong in 2024, with high demand for senior roles, particularly in retail and specialised technology positions such as CTOs and CISOs. The demand for strong CFOs remains high, given the need for strategic financial leadership amid economic uncertainties, including global trade tensions, to ensure financial resilience. Additionally, the role of the Chief Information Security Officer (CISO) has gained prominence.

With the increasing sophistication of cyber threats, companies are prioritising cybersecurity at the executive level to protect sensitive data and maintain stakeholder trust. However, hiring remains slow, often taking 3–6 months, prompting companies to expand their search internationally to address skill shortages. This trend is expected to continue in 2025 as firms compete for top-tier talent. Executive salaries remain competitive, with candidates prioritising total compensation packages, including bonuses and long-term incentives. Customised remuneration structures are set to remain key in attracting senior leaders.

Human Resources

Most in demand positions for 2025: HR Manager, HR Generalist, TA/HR coordinator at contract level.

The HR talent market slowed significantly in 2024, particularly within multinationals, with Talent Acquisition roles hit hardest due to over-hiring in 2022. Most opportunities have been contract-based at the TA coordinator level, and candidates are cautious in considering new roles. Hiring is expected to gradually recover in 2025 as the market stabilises. HR salaries, which rose in 2022–2023, have now levelled off, though candidates at mid-senior levels increasingly prioritise benefits such as pensions and healthcare alongside base pay.

Sales & Marketing

Most in demand positions for 2025: Communications Manager, Digital Marketing Specialist and Event Executive.

The Sales & Marketing market in Ireland leaned toward permanent roles in 2024, with mid-senior hiring dominating while executive-level opportunities declined. Competition remained strong, with counteroffers common as candidates prioritised flexibility, pay, and bonuses. Dublin retained a deep talent pool, while Cork faced shortages. Job flow dropped from 2023 as economic caution slowed hiring, leading to lengthier recruitment processes. Salaries remained stable and are expected to hold steady in 2025, with firms focusing on strategic talent retention amid continued market uncertainty.

Multilingual

Most in demand positions for 2025: Customer Service Advisor, Account Manager, AML/Compliance Analyst, Customer Onboarding Specialist.

 The multilingual hiring market in Ireland for 2025 is expected to see continued demand for German, Nordic languages (including Finnish and Danish), Portuguese, Dutch, Turkish, Arabic, and Asian languages such as Mandarin and Thai. While Inside Sales roles within Big Tech have slowed, employers are increasingly seeking language talent for Customer Service, AML, and KYC positions, reflecting a broader diversification of multilingual career opportunities.

This shift highlights the growing importance of language skills beyond sales, as companies prioritise customer experience and regulatory compliance functions.  However, attracting multilingual talent to Ireland – particularly to key hubs like Dublin and Cork – remains a challenge, with housing availability and affordability posing an obstacle for relocation.

Full survey

Irish leaders concerned about retention of top talent & are not prioritising AI strategy, IMI Leadership Barometer reveals

The IMI (Irish Management Institute), a centre of excellence for business education, today published new research revealing that AI is not currently a strategic priority among most business leaders in Ireland.

The ‘IMI Leadership Barometer’ surveyed senior business leaders in Ireland from private, public and semi-state organisations across a wide range of sectors including technology, food/agriculture, utilities, banking, finance, professional services, legal, healthcare, logistics, construction and others. The research provides key insights into the attitudes and priorities of senior decision makers as they navigate a shifting business environment and the rise of disruptive new technologies.

Findings show that only 30% of business leaders currently consider AI a strategic priority. Many organisations are still in an experimentation phase with the technology, with 40% of leaders stating that they are testing the technology in areas of their business. A further 30% of decision makers reported struggling to keep pace with rapid advancements in the technology, reflecting a clear need for upskilling and education in the technology among business decision makers.

With businesses continuing to face the impact of a tight labour market, attracting and retaining highly skilled talent is set to continue as a top concern for decision makers, according to the findings of the Barometer. 36% of leaders state that retaining top talent is set to become more difficult over the coming months. More than half of business leaders (54%) believe that retaining talent will remain challenging in the next 12 months.

Despite these challenges, business leaders in Ireland are generally confident about their capacity to navigate change. Findings reveal that 84% of senior leaders are reasonably confident about their capacity to achieve core business objectives over the next 12 months. Only 4% of decision makers state their organisation is fully prepared to overcome obstacles and unlock business growth over the months ahead.

Leadership and management capabilities are the top business priority for senior decision makers, indicating clear awareness among leaders of the importance of strengthening skills in this rapidly evolving landscape. Future workforce skills/ways of working and technology from a business perspective make up the top three most important areas on leaders’ business agenda for the coming months.

The new research is released as the IMI announces the agenda for its 2024 National Leadership Conference. First held over 70 years ago, the NLC 2024 will bring together senior business leaders from across Ireland for a series of discussions focused on enhancing leadership skills and positioning their organisation for future success.

Speakers at the event include Deputy Simon Coveney, former Tánaiste and Minister for Enterprise, Trade and Employment; Michael Lohan, CEO of IDA Ireland; Ann Kelleher, foundry technology development General Manager at Intel Corporation; Bernard Gloster, CEO of Health Service Executive; Siobhan Talbot, the former CEO of Glanbia; Vanessa Hartley, Head of Google Ireland; and Christopher Hartwell, Head of the International Management Institute & Professor of International Business Policy at ZHAW School of Management and Law. The 2024 edition of the NLC will be held on October 3rd at IMI’s Sandyford campus, with additional speakers due to be announced in the coming weeks.

Commenting on the release of the research, Shane O’Sullivan, CEO of the IMI, said: “Senior leaders across Ireland continue to navigate a fast-evolving business environment from a tight labour market to rapid advances in technology and heightened global competition. The IMI Leadership Barometer provides an important insight into the key challenges and opportunities facing leaders in Ireland in this environment and the actions they’re taking to prepare their business for future success.

“It’s clear from the findings of the Barometer that many leaders are still at an early phase of engagement with AI technology. Despite growing levels of experimentation with the technology, our research shows most decision makers have yet to form clear AI strategies. Enhancing leaders’ AI skills and capabilities will be crucial to fully harnessing the potential of the technology and understanding how it can support their business objectives. As these capabilities grow, we expect AI to accelerate up the business agenda.

“With economic indicators suggesting a competitive labour market is set to continue over the next 12 months, our research reveals significant concerns among decision makers regarding attracting and retaining top talent. Given these challenges, it is crucial that leaders evolve their talent management strategies to meet the evolving needs of their workforce from new ways of working to upskilling programmes and employee compensation.

“I’m also pleased to announce the agenda for this year’s National Leadership Conference, which will provide important insights for business leaders as they navigate the challenges highlighted in our research. By taking on board the advice of our expert speakers, decision makers can enhance their leadership skills and better seize new opportunities for future business growth and success.”

Datapac launches Pathways Inclusion initiative to widen tech talent pool

Datapac, Ireland’s leading technology solutions and services provider, is today announcing the launch of Pathways Inclusion, a new initiative which aims to expand access to technology careers through diversity and inclusion.

With the Pathways Inclusion initiative, Datapac plans to widen the talent pool within the technology industry by targeting largely untapped talent groups. These include career-changers with transferrable skills and rich work experiences, and those seeking direct entry into the workforce after secondary education. The initiative will also encourage more women and young girls to consider careers in technology. With a focus on collaboration rather than competition, Datapac aims to create a more inclusive environment within the indigenous IT industry in Ireland. This new initiative builds on Datapac’s successful work and graduate placement programmes, which have taken on over 220 candidates in the last 18 years.

Pathways Inclusion will seek to reach, empower, and support individuals throughout all the stages of their education.

  • Primary school: Much of the inequality in the technology sector, particularly the gender gap which is still prevalent, can be traced back to the very root of education. Datapac recognises the importance of early education in shaping perceptions and aspirations and will collaborate with key organisations to promote a more inclusive narrative about to children from a young age, helping to broaden their horizons for what’s possible during their life trajectory.
  • Secondary school: Mentorship and exposure to lived examples during the formative secondary school years can have a significant impact on career choices. Datapac, in partnership with Maynooth University, will participate in the STEM Passport programme from September 2024 to provide mentorship to Transition Year girls, encouraging their pursuit of STEM careers and culminating in a level 6 STEM qualification. Additionally, Datapac is embarking on roadshows at local secondary schools to inspire students by sharing first-hand experiences
  • Third level: Datapac’s third-level work placement programme offers students diverse, real-world experiences within the tech sector, exposing them to various roles and opportunities for growth
  • Post-graduation: The Graduate Development Programme at Datapac provides tailored career experiences and mentorship to graduates from a broad array of disciplines, equipping them with industry-recognised certifications and skills necessary to excel in the tech sector

Datapac, in close collaboration with its talent acquisition partner Intellect Talent, employs inclusive hiring practices to attract candidates from diverse backgrounds, focusing on transferrable skills and potential for growth over traditional qualifications.

Datapac employees benefit from a range of support systems designed to enhance their professional skills and personal growth. These include an Employee Assistance Programme (EAP), continuous learning and upskilling opportunities, and a Community Contribution Initiative which encourages employees to engage with and contribute to charitable causes, supported by additional leave for volunteering. They can also avail of flexible working and a range of initiatives aimed at promoting work-life balance.

Karen O’Connor, General Manager, Datapac: “At Datapac, we believe that diversity and inclusion are essential for driving innovation and success in the technology sector. The modern technology landscape is evolving at an unprecedented pace, but a significant portion of the talent pool remains untapped due to outdated barriers to entry. To help address this inequality and evolve the narrative, Datapac is launching the Pathways Inclusion initiative as a movement towards greater industry-wide inclusivity.

Bronagh Murphy, HR Generalist, Datapac: “This goes beyond merely attracting talent at the recruitment stage and looks to how individuals can be supported once they enter the industry, and through an investment in the root of the talent tree. Through our Pathways Inclusion initiative, we are committed to creating opportunities for individuals from all backgrounds to thrive in the industry and, in turn, create a vibrant and diverse technology talent pool in Ireland.”

Square Root Solutions and Factory44 Launch Start-App Competition to Propel Developer Talent in Ireland

Square Root Solutions, Ireland’s app development company of the year, has partnered with Ireland’s on-demand creative studio, Factory44 to launch Ireland’s Start-App Competition, offering early-stage start-ups and entrepreneurs the chance to win a €20,000 prize package to bring creative apps or website concepts to fruition.

The Start-App Competition provides a platform for developers to bridge the gap between ideation and execution, helping them to deliver apps and websites that are intuitive, user-friendly, and customer-centric. The top 10 applicants will be invited to present their concept to a panel of judges comprising esteemed members of Ireland’s business community at Factory44’s brand new facility in the heart of Dublin city. In addition to assessing the bonafides of the participating individuals and teams, judges will grade submissions through the lens of scalability, product viability and market demand.

The €20,000 prize package includes mentorship from industry experts and the opportunity to work closely with Square Root Solutions’ leading developers to scope, design and develop an app/website prototype worth €15,000, featuring the essential functionalities needed to demonstrate the concept to prospective customers and investors. Additionally, the winning project will receive a one year membership to Factory44’s creative hub (worth €4,500), granting them unlimited, on-demand access to a dedicated team of experienced creatives, designers, and strategists, as well as invites to exclusive member-only events. As part of the prize package, a showcase article on the winning concept will also be published in Startups Magazine, a dedicated media outlet for tech startups and industry disruptors. Interested parties can apply here. The deadline to submit applications is 30th November.

Factory44 is a membership-based hub of creative solutions catering to the diverse and time-sensitive content needs of businesses at every stage of development. Powered by a state-of-the-art studio and equipment suite, the company’s full-scope of content creation services includes podcasting, videography and photography, with additional packages for copywriting, video editing, strategic digital consultancy, graphic and web design, as well as social media management.

Square Root Solutions is a multi award winning app development company with offices in Dublin, Cork and Kilkenny. Recently named App Development Company of the Year for the second consecutive year by the All-Ireland Business Foundation, Square Root Solutions provides comprehensive and cost-effective website and mobile app development services to startups and established brands worldwide.

Robbie Phelan, Co-Founder of Factory44 said: “We’re delighted to launch Ireland’s Start-App Competition, which will serve as an incubator for high-potential start-ups and innovative ideas. Through our partnership with Square Root Solutions, we are providing a unique springboard for entrepreneurs to fast-track development and growth. I believe fortune favours the brave, and we’re encouraging individuals and teams to think outside the box and explore novel concepts that will impress our panel of judges.”

Ciaran Stone, CEO of Square Root Solutions said: “With the Start-App Competition, we want to nurture Ireland’s entrepreneurial talent and help inspire a wave of creative app and website development. To date, Square Root Solutions has worked with over 300 startups, so we know exactly what it takes to help bring a concept from ideation to market. We’re really looking forward to receiving applications from a diverse pool of participants across Ireland’s vibrant startup community.”

Muzos Launches Ground-breaking Service that Rewards Music Lovers and Encourages Discovery of New Talent

Ground-breaking technology company Muzos, is today proud to announce the launch of its new music listening rewards service, accessible directly from here: https://app.muzos.xyz/#/. Muzos, a music application that gamifies the listening experience and encourages the discovery of new music through rewarding engagement, aims to connect fans with their favourite artists, while introducing them to fresh genres and sounds.

Muzos is a user-centric app that aims to build a thriving community of passionate music enthusiasts who are rewarded for their everyday music listening and discovering emerging talent. The app offers a gamified platform that immerses users in a new level of interactive listening, where they can earn rewards for their streams. Muzos’ innovative approach incentivises users to explore new sounds and connect with artists through seamless integration with major Digital Service Providers.

At Muzos, we understand the challenges that musicians face in finding their audience on streaming platforms. With approximately 100,000 new songs being released each day, it’s clear that there is a significant need for a solution that helps emerging artists get noticed. That’s why we created Muzos – to provide a platform that rewards our users for discovering and engaging with new talent, while also giving artists the exposure they deserve. Our recent further funding, which saw us close a round of £330k on a £3m valuation, along with a potential second closure for an extra £200k to be made in the next two months, and the launch of a seed round in January, signifies a pivotal step in our quest to transform the music industry into a more equitable space where talents can truly blossom.” Comments Kirill Korobkov, Founder of Muzos.

The gamified reward program works by connecting Apple Music to the Muzos service.  Listeners can earn points for streaming music and then spend them to redeem various items, such as artist merchandise, concert tickets, and hardware like headphones. The vision for the finalised version of the app is to take users on a gamified social journey where they interact directly with the artists, and discover new and emerging talent whilst allowing artists to engage their most loyal fans.

Muzos offers a seamless integration to major DSPs (Digital Streaming Services) and hits the market with an integration with Apple Music. Soon, it will also be available for YouTube and Amazon Music, ensuring effortless connectivity and usage with your preferred music streaming service.

Our mission at Muzos is to create an interactive, gamified platform that fosters discovery and rewards our users for their engagement with emerging talent. This is only the beginning, in the very near future, artists will have the ability to promote their music on Muzos in a very unique way, by rewarding their biggest fans for sharing. This will be super targeted and deliver engagement beyond what any social media campaign could achieve. We believe that by immersing each user in a new level of interactive listening, we can build a thriving community of passionate music enthusiasts” comments John Black, Co-Founder & Artist Relations Manager at Muzos.

Muzos is dedicated to increasing the visibility of up-and-coming artists, ensuring their songs are heard and making the world of music distribution more equitable for independent musicians. These artists often grapple with unfavourable royalty rates that predominantly benefit prominent artists, as well as fierce competition for editorial placements typically reserved for well-known names.

Muzos aims to redefine the status quo and help the music industry overcome these challenges by focusing on assisting artists in gaining traction and expanding their fanbase through discovery and social engagement strategies. To further support this mission, Muzos has implemented a reward system that incentivises the artists’ most loyal followers, promoting a fairer landscape for all musicians.

Muzos’ approach to music discovery and artist promotion is transforming how music enthusiasts interact with artists and discover music. With their fresh and innovative approach, Muzos incentivises listeners to venture on new paths and engage with music in an entirely unique way. By doing so, they offer a gamified music experience that is not only entertaining but also rewarding. With their proprietary technology seamlessly integrated into streaming audio, Muzos provides a fresh perspective on music discovery and fan engagement.

“As an artist who’s always kept an eye on innovation within the music industry, I believe Muzos to be a genuine game-changer in helping up and coming artists get the right exposure in an industry where it’s becoming more and more difficult to cut through the noise. Their ingenious reward system not only incentivises music listeners but also fosters a fairer environment for all musicians. I believe Muzos’ mission to help artists gain traction and broaden their fanbase through a two-way relationship of discovery, reward and social engagement strategies will be pivotal in artists growth.” – Sonique, Musician, Singer and DJ.

Get ready to partake in a new music discovery experience as Muzos is poised to redefine the landscape of the music industry.