16 Hard-to-Fill Tech Jobs Spiking in Demand During the Great Resignation

The “Great Resignation” has compelled technologists everywhere to leave their current positions in search of better jobs. That’s putting immense pressure on companies to hire and retain their current technology staff. But which technology jobs are seeing the most demand, and thus becoming the hardest for companies to fill?

For an answer, we can turn to Emsi Burning Glass, which collects and analyzes millions of job postings from across the country. Based on job-posting data from the past 12 months, we can see which tech jobs have triggered the most open job postings, as well as the average time needed to fill an open position. Take a look:

Software developer/engineer is the obvious standout here, across all metrics: number of job openings, the time needed for a company to fill an open position, and salary. Network and computer systems engineers/architects are likewise in a prime position. Cybersecurity analysts/engineers, product managers, and web developers are also drawing notably high compensation. (Just for the sake of comparison, keep in mind that the average tech salary now stands at $104,566, according to the most recent Dice Tech Salary Report, having risen 6.9 percent between 2020 and 2021.)

In March, the unemployment rate for tech positions hit 1.3 percent, the lowest rate since June 2019 (and much lower than the national unemployment rate of 3.6 percent). According to calculations by CompTIA, employer job postings for technology positions rose to 412,000 in March, an increase of 29,000 from February. 

For employers, this situation creates something of a conundrum. Not every organization has the budget to afford highly specialized data scientists or software developers, even on a contract basis. In order to compete against deeper-pocketed rivals, many hiring managers are boosting perks and benefits, hoping that flexible schedules, improved health and wellness plans, and educational opportunities will attract technologists who might otherwise take a higher cash offer.  

For technologists, this is a prime opportunity to negotiate for the things you truly want from a job. If you can show your value, stay flexible with whatever offer your current or future employer puts on the table, and push for benefits in addition to salary, there’s a good chance you’ll get at least a significant portion of what you want. 


8 Responses to “16 Hard-to-Fill Tech Jobs Spiking in Demand During the Great Resignation”

  1. Zawar Sheikh

    This article should be titled, “16 Hard-to-Fill Tech Jobs with LOWERED SALARIES Spiking in Demand During the Great Resignation.” If you raise the salaries, you can fill these jobs. The salary numbers are the same or lower than they were 20 years ago.

  2. Larry Nance

    Most of the rates are too low to interest experienced individuals. Companies are known to require unrelated and at times unnecessary technical expertise. Most recruiters are clueless about the technical requirements and therefore, spend most of their time forcing a square peg into a round hole. One should not be surprised why there is a long delay in getting candidates for positions.

  3. Stephan

    Filing up faster/better this large demand in software developer/engineer would require the industry to recognize the value of such skill set and pay developers their fair share. Supply and demand, right? Developer are not yet values at where the market is at. Good developers most of the time end up rewriting the design document/tech spec produced by an an architect (paid 40% more but too busy or not willing anymore to code). They also end up rewriting the functional requirements of the business analyst (often someone new to the subject matter just a day before it landed on their laps), and so on and so forth.
    The industry should adapt and recognize low-medium-high skill level engineers and offer them a fair share of how essential they are to the business. Interviews for developers should be structured accordingly to determine the value of a candidate and assign them to the meriting pay scale. Instead offshore talent scalpers try to squeeze developers into a low price box before they get a chance to be submitted to the end-client. My advice: get rid of the scalpers and return to onshore talent scouting with a proper script. Demand needs to adapt.