By Ryan M. Sutton, Executive Director, Technology, Robert HalfTechnology modernization isn't just another item on the corporate agenda—it ranks among the top four strategic priorities for IT leaders in 2025, according to Robert Half’s latest Demand for Skilled Talent report. That’s no doubt why 55% of technology and IT leaders cited technical debt as their primary barrier to accomplishing their goals.Even though modernizing technology sits high on their priority list, 87% of leaders report difficulties finding skilled IT professionals to take on projects like these. The stakes are high: unfilled positions lead to delayed projects, increased employee burnout and ultimately, lost revenue.
Technology Modernization: Your 2025 Talent Strategy
How can you achieve your technology modernization goals when technical debt and talent shortages seem to block the path forward?Start by understanding what IT modernization means for your organization. It's more than swapping out old systems; it's about rethinking more precisely what you want it to do while keeping an eye on the future. Balancing both short-term gains and long-term scalability and sustainability is very important when planning tech modernization projects, and having a clear vision helps you build the business case and get leadership buy-in for the resources you need.One factor driving tech modernization projects today is the need to divert attention to tackling AI adoption and strengthening security—often with limited resources. This pressure can lead to costly delays and compromises in tech modernization. Failure to take the time to document a software implementation, for example, creates knowledge silos, where only a few specific team members understand how the system works. If they leave, your organization may struggle to maintain these systems, creating risk for future modernization efforts.
Critical roles and skills for technology modernization
Let's look at what an effective technology team needs to see success with modernization projects. Robert Half's research reveals the scope of the challenge, with 76% of technology leaders reporting skills gaps in their departments. Even more concerning, 69% say the impact of these gaps has grown over the past year.Some skill areas prove particularly hard to staff. AI, machine learning and data science skills are the hardest to find, cited by 44% of leaders, while IT operations and support follow at 39%. However, successful IT modernization requires more than technical expertise. Look for professionals who bring three essential capabilities: the strategic vision to modernize systems and map complex workflows, the business analysis skills to translate technical concepts across departments, and proven experience building scalable, sustainable solutions.This combination of skills shows up in several key roles. Network and cloud engineers, software engineers and IT project managers top the list of in-demand positions. These professionals bridge the critical gap between legacy systems and modern solutions. DevOps engineers are also vital, bringing the expertise needed to automate and optimize development processes—an essential part of any IT modernization effort.Explore the top five tech trends shaping IT leadership in 2025 and see how they fit into your modernization strategy.
Meeting today's hiring challenges
Amid a competitive hiring environment, you need a strategic approach to securing talent. Here’s what works:Look beyond job titlesWhen hiring for technology modernization projects, zero in on relevant capabilities rather than years of experience or exact title matches. Remember: the technical skills you need today might not have existed a few years ago. For example, a candidate might not have "AI governance" in their job history, but their experience in data ethics could make them ideal for your AI initiatives. Similarly, someone with strong business analysis skills might be perfect for tackling technical debt across departments, even if they haven't held that exact role before.The interview is a great place to get a better sense of candidates’ capabilities and previous experience that may translate well to your open position. It also provides an opportunity to learn more about in-demand or emerging skills they present on their resume. For example, if AI and machine learning skills are featured in their application materials, consider asking for more details to better understand the scope of their experience, as using generative AI applications to support everyday work is different than building a generative AI model or integrating AI into an existing product or system.Rightsize your hiring strategyHiring plans vary significantly by organization size. While 66% of midsize companies across all industries plan to expand their teams, this drops to 52% for smaller businesses. Understanding where you sit in the market helps you set realistic expectations and competitive offers.If you're a small business competing with larger organizations, focus on your unique advantages. Your technology modernization projects might offer candidates more direct impact and broader responsibility. You might also provide more flexibility in how work gets done or offer faster paths to leadership roles in the modernization effort. Larger organizations can attract talent with comprehensive benefits packages, established career development programs and the resources to take on the most ambitious modernization projects.Embrace a flexible talent modelAdopting a flexible staffing approach can be a boon to successful technology modernization. Fifty-eight percent of technology and IT leaders are hiring for new permanent positions, while 65% are simultaneously increasing their use of contract talent. This isn't an either-or choice—it's about building teams that combine internal teams and specialized contract professionals to meet your specific needs.Your permanent staff provides the foundation and continuity essential for long-term modernization initiatives. Contract professionals complement these teams by bringing specialized expertise for specific project phases or technical challenges. This blended approach helps you maintain momentum while managing budget constraints for headcount (a significant barrier cited by 42% of leaders). Working with a talent solutions firm like Robert Half can help you find candidates with the skills you need most and also align with your organizational culture and salary budget.Many teams today are short on skill sets that are crucial for not only everyday IT operations but also for more complex initiatives such as tech modernization. Leaders must close skills gaps and build next-generation teams in order to reduce technical debt, modernize IT operations and drive digital transformation.
