According to our latest IT Job Market Report, the current figures aren’t surprising given the cost-of-living pressures and overall economic climate, a pattern seen across many industries. For tech professionals exploring new roles—whether actively searching, considering a move, or being approached directly—salary is naturally a key consideration.
As recruiters, we regularly face this challenge: how can clients attract and retain high-quality tech talent when their salaries aren’t the most competitive? Not every organization can offer the top pay in the market, and that’s perfectly fine.
While it’s important to offer competitive and realistic salaries, pay isn’t the only factor that matters. With only 60% of employers planning salary increases in 2025—a steep drop from 93% in 2023—it’s even more important to think creatively about the broader employee offer.
This is why I’ve written this blog: to provide practical guidance on how organizations can go beyond salary to build attractive, well-rounded remuneration packages that appeal to top IT talent in today’s competitive, skills-short market.
Salary Alone Isn’t Enough
While some job opportunities are local, many are based across the “ditch” or even further abroad. According to our IT Job Market Report, roughly 28% of tech professionals are considering working overseas, representing a notable portion of the talent pool exploring opportunities outside USA. Our Report even includes tips for organizations to counteract this “overseas pull.”
Attracting candidates from this limited talent pool means understanding that experienced tech professionals consider the entire employment package when making decisions. While offering a competitive salary is essential—our research shows it remains the most influential factor in accepting a job offer—other elements matter too. This can include explicit perks like health insurance or the less tangible benefits of a positive company culture and supportive work environment.
Close the Gap
“Career Progression Opportunities” was identified as the top non-monetary factor influencing tech professionals when deciding whether to accept a job offer. In terms of desired benefits, our survey ranked it second, just behind “Flexible, Hybrid, or Remote Working Options.”
Yet, when asked about the benefits they actually receive, career progression didn’t appear among the top five. Likewise, employers reported offering it only in fifth place, making it one of the least common benefits provided.
This reveals a clear gap between what tech professionals want and what organizations are delivering. Such a disconnect can quietly motivate employees to leave or play a decisive role when they consider new opportunities.
Addressing these gaps allows organization’s to create a stronger, more attractive overall package. It not only helps attract top tech talent but also fosters loyalty, engagement, and long-term retention.
Strengthen Your EVP
Keeping your top performers starts with a strong employee value proposition (EVP) that aligns with your employer brand. Every company has an employer brand—whether it’s intentionally crafted through an EVP or not—as it reflects how your organization is perceived in the job market. Gartner defines an EVP as:
“The employee value proposition (EVP) captures the set of attributes that external talent and internal employees perceive as the value they gain by working in an organization.”
An EVP goes beyond salary, covering benefits such as health coverage, flexible work options, career growth, workplace culture, leadership quality, office environment, and the overall employee experience.
The most effective EVPs are built on what your company can realistically offer. Ideally, they are informed by feedback from employees themselves, supported by reliable external data to ensure decisions are evidence-based.
A clearly defined EVP provides a consistent and actionable framework, helping you attract the right talent and cultivate a workplace that encourages retention. In today’s competitive tech market, an authentic EVP can be a significant differentiator.
Key Steps to Take
To build or enhance your EVP, focus on these practical steps:
- Salary Benchmarking
Use market data to see how your pay rates compare. Adjust where possible and highlight additional benefits in job postings to complement salary. - Career Pathways
Map clear growth and development opportunities. Share these with your team and highlight real-life examples of progression. Make future opportunities clear during recruitment. - Benefit Audit
Review the benefits your organization currently offers and rank them by employee uptake. Low usage may indicate irrelevance, poor accessibility, or communication gaps. Compare with competitors and adjust as needed. - Gather Employee Feedback
Use interviews or short anonymous surveys to understand what employees value most and identify areas for improvement. Simple tools can provide valuable insights. - Define or Refine Your EVP
Use your findings to create a realistic EVP and communicate it internally and externally—via newsletters, intranet, job ads, career pages, interviews, and onboarding. - Continuous Review
EVPs work best when regularly updated. Check in with employees and monitor market trends to keep your offering competitive and relevant.
The Bigger Picture
While salary is important, it’s rarely the only factor in attracting and retaining talent. Pairing fair pay with meaningful benefits through a strong EVP creates a compelling overall package.
Our latest IT Job Market Report and Salary Guide offer USA-specific insights, helping you benchmark salaries, understand benefit trends, and discover what tech professionals truly value. Use this information to refine your EVP, boost retention, and secure the skilled talent your organization needs.
