The IT Hiring Paradox

On one hand, your inbox is overflowing with resumes. On the other, it’s harder than ever to find the right person. Too many applications, too few who are truly qualified, and hours wasted trying to tell the difference. How did we get here?  

The KC Tech Council “Tech Specs v.08” report (Kansas + Missouri region) finds a 10.3 percent increase in tech job postings from 2023-2025, with 4.1 percent growth in tech businesses. There are now more than 225,000 technology professionals in the bi-state region. 

However, even with a sizeable tech workforce, overall growth is flat. And with fewer qualified candidates, we can see why IT staffing has become such a critical conversation for organizations in Kansas City and beyond.  

As a recruiter, I hear the same frustrations over and over: 

• “There are too many unqualified applicants.” 

• “We posted a job and got 1,000 resumes.” 

• “The process is time-consuming and not yielding the results we are hoping for.” 

• “We are frustrated by the algorithm limitations of job boards.” 

It’s a familiar cycle—and one that’s costing businesses time, productivity, and sometimes security.  

What Employers Should Know About 2025 IT Staffing Trends 

A few hiring realities are shaping the tech talent landscape this year: 

1. Remote vs. Hybrid Expectations: Many IT professionals still prefer remote or flexible roles. Strict on-site policies make recruiting tougher. 

2. A Skills Gap in Emerging Tech: Cybersecurity, cloud, and AI-focused positions are some of the hardest to fill. 

3. Candidate Fatigue: The best IT professionals are bombarded by recruiter outreach. Building authentic, long-term relationships is key. 

4. Passive Candidates Win the Day: The most successful placements often come from talent that isn’t actively job-hunting but trusts their recruiter to bring the right opportunity. 

5. Generalists are not the way to go: IT roles are very specialized, requiring niche skills or certifications. While generalists may be paving the way in other roles, we won’t see that trend in IT. 

6. There’s a hidden cost to “saving money:” The wrong IT hire can create security risks, downtime or costly rehires.  

Why Culture Fit Still Matters in Tech 

Technical skills are non-negotiable. But anyone in IT knows that technical compatibility is only part of the equation. A great hire also needs to mesh with your team’s workflow and culture—whether that’s a fast-moving startup or a structured enterprise environment. 

While organizations need to remain cognizant of hiring certain skills, a deep-dive intake with the employee is critical. Both employees and employers need a thorough understanding and alignment in company culture, values, leadership style, communication norms, pace of work and team dynamics.  

The interview process with candidates goes far beyond the resume. You must ask value-based questions to uncover how candidates work, what motivates them, and how they handle challenges. As a recruiter, I am constantly doing real-world alignment checks with IT candidates and organizations to make sure expectations are aligned, and organizations must do the same, especially in today’s market. 

Look Beyond Active Job Hunters  

In today’s competitive IT market, the best candidates aren’t always the ones sending out resumes. Many top professionals are happily employed but open to the right opportunity. To tap into that hidden talent pool, organizations should build relationships through trusted networks—whether that’s working with recruiters who already know the local tech community or engaging in industry events and user groups. 

Staying informed on current market trends, salary benchmarks, and candidate expectations also matters. When job descriptions and compensation packages reflect what candidates actually want, you’ll stand out from competitors. Think of recruiting as a partnership, not a transaction—the more strategically you approach it, the faster you’ll find the right fit and reduce costly time-to-fill. 

The Bottom Line 

The IT hiring market is noisy, fast-changing, and deceptively crowded. But with the right knowledge and strategy, it doesn’t have to be overwhelming. The best IT hires aren’t found in the flood of online applications; they’re discovered through relationships, expertise, and knowing exactly where to look.

PUBLISHED DECEMBER 2025