How To Attract Tech Talent and Hire the Best in 2026

To attract top tech talent in 2026, offer competitive pay, flexible work, a strong employer brand, and access to challenging projects. Small and medium-sized businesses can compete with larger employers to attract and hire top tech talent by tapping freelance talent on Upwork.

What to know about attracting top tech talent

• Pay and benefits matter to top tech talent, but flexibility and a strong employer brand are equally important.
• Skills-based hiring helps teams move faster as in-demand tech skills evolve.
• Freelancers fill skill gaps quickly and give SMBs access to specialized tech expertise.

Building a steady tech talent pipeline shortens time to hire and gives your team trusted options when roles open.As more organizations integrate technology into day-to-day business operations, engaging qualified tech talent is increasingly important.

The U.S. Bureau of Labor Statistics projects computer and information technology occupations growing much faster than average between 2024 and 2034. The Upwork In-Demand Skills 2026 report found that skills explicitly referencing AI grew 109% year over year, and demand for full-stack development and data analytics stayed steady. That ongoing demand has made hiring tougher, especially for small and medium-sized businesses competing with larger employers for the same talent.

If your small to medium-sized business (SMB) has tech skills gaps to fill quickly, consider engaging a freelance technical recruiter on Upwork. You can also access the top 1% of tech freelancers through Business Plus, with shortlisting from Uma™, Upwork’s Mindful AI.

The following tips help your team understand what top tech talent looks for so you can take a strategic approach to recruiting.

What top tech talent looks for in 2026

Attracting top tech talent in 2026 means competing on more than salary. Skilled tech workers are selective about employers and weigh pay, flexibility, work culture, and growth opportunities before saying yes. Knowing what they want helps you attract and recruit the right people from the start.

If your business wants to attract top tech talent, you’ll have to make your offer attractive enough to compete with other companies that are hiring.

What tech workers prioritize when choosing an employer

To attract and retain skilled tech workers, employers need to address four core factors candidates weigh before accepting an offer. Each factor shapes the recruiting strategies that follow.

• Competitive pay and benefits. This includes signing bonuses, equity, and learning stipends.
• Flexible work arrangements. Top tech talent often looks for remote and hybrid options, plus control over schedule.
• Growth and impact. Top tech talent looks for challenging projects, clear advancement paths, and ongoing learning.
• A culture that values their work. A strong employer brand, inclusive teams, and good leadership gives talent confidence in the longevity of the company.

11 ways to attract and hire top tech talent

Attracting and hiring top tech talent in 2026 takes more than a competitive salary. The strategies below help small and medium-sized businesses compete with larger employers for skilled tech workers. 

Each tip combines what candidates value with steps your team can take this quarter.

1. Develop competitive and innovative compensation packages

Offering competitive compensation is essential to compete with other employers and recruit top tech workers. A survey of 10,000 U.S.-based workers administered by Gallup found that pay and benefits is the second most important factor job seekers are looking for in a new job, after work-life balance. Of those surveyed, 54% indicated pay and benefits as very important. . Additionally, according to a survey of more than 2,800 technology professionals distributed by Dice, 59% of respondents feel underpaid. 

Conducting market research each year can help you determine competitive compensation packages to offer top candidates for tech and other positions across your organization.  When evaluating compensation packages, consider the role and title, required skills and certifications, education level, and the talent’s location. Also think of unique ideas that go beyond salary or hourly rates.

In addition to a competitive salary, consider innovative compensation options such as: 

• Signing bonuses 
• Profit sharing or equity
• Relocation stipends for in-person roles 
• Home office stipends to ensure workers have the technology and other supplies needed to succeed
• Project-based bonuses for completing critical technical projects 
• Skill-based bonuses for learning new technical skills or earning certifications
• Retention bonuses for tenure milestones with the company (such as three, five or 10 years)
• Paid sabbaticals after a set period of time with the organization 

Keep in mind, when you hire and pay freelancers, they’re typically paid based on an agreed-upon hourly rate or fixed-price project contract. As you set a budget for your job on Upwork, conduct research to ensure the hourly or project rate you offer is competitive. 

Once you have a set budget, scope, and list of responsibilities, you can post a job on Upwork. As you write a job description, Uma, can help simplify the process. The Job Post Generator helps you draft an AI-generated job post in seconds after you write a few bullet points or sentences about what you’re looking for.

2. Offer exceptional employee benefits

Compensation is only one part of a strong benefits package. Top-performing tech workers are eager to work for companies that offer well-rounded employee benefits.

Similar to assessing compensation, conduct regular job market research to determine whether your organization’s benefits offerings are competitive and can help you match or exceed offerings from other companies looking to attract tech workers. In addition to standard options such as health insurance, paid time off, and retirement plans, go beyond the standard list to offer unique benefits.

Other benefits, incentives, and perks that have become more common in recent years to attract tech talent include:

• Coworking space memberships or stipends
• Financial wellness resources
• Mental health support
• Child care or eldercare reimbursement 
• Student loan repayment assistance 
• Fitness center stipends
• Dental and vision insurance 
• Pet insurance 
• Tech equipment
• Stipends for certifications or related courses

3. Support flexible work arrangements

Today’s top tech talent value roles where they have the flexibility and freedom regarding when and where they work. According to a survey of more than 1,800 U.K.- and U.S.-based workers conducted by Beqom, 72% of respondents said more flexible working hours would convince them to switch jobs, while 52% would leave their current employer for a company that did not mandate in-office attendance.

Forward-thinking companies recognize the advantages of supporting flexible work arrangements — including improved work-life balance, reduced time spent commuting, and increased worker engagement and retention. 

Some ways your organization can offer flexible work arrangements to attract top tech talent include: 

• Enabling remote work options
• Allowing team members to choose which days to work from the office if your company has a hybrid work policy
• Embracing flexible schedules, rather than requiring team members to work on set hours
• Encouraging workers to unplug outside their set working hours, rather than respond to emails or other messages
• Setting expectations for team members to block time on their calendars as needed to focus on work or handle personal priorities 
• Decreasing the total number and length of meetings
• Requiring a set agenda and purpose for each meeting 
• Making meetings optional and circulating recordings and meeting notes with workers unable to attend
• Leveraging asynchronous communication, such as emails, direct messages, and shared document comments when possible
• Offering access to virtual workspace technology solutions such as Kumospace, Teamflow, and Sococo
• Designating one day of the week without meetings

Another way to support flexible work arrangements is by including freelancers in your talent search, rather than relying only on full-time, in-house workers. According to Upwork’s 2025 In-Demand Skills report, 80% of C-suite executives surveyed said they either couldn’t get by or it would be difficult to conduct their business without freelancer support, while 48% planned to increase freelancer hiring in the 12 months following the survey.

‍Engaging freelancers can help hiring managers reach a broader talent pool, access more specialized skills, and engage experienced workers who desire increased flexibility in their careers. Hire freelancers directly on Upwork who align with your specific business needs. 

4. Prioritize diversity and inclusion

Emphasizing diversity and inclusion can help your organization hire tech talent and support an organization where all backgrounds and perspectives are valued. 

Hiring workers with diverse perspectives can also be a strength for your organization by helping you more effectively approach and address challenges, drive innovation, and align with potential customers. According to research from Korn Ferry, diverse-by-design teams make better decisions than homogenous teams 87% of the time and are 70% more likely to capture new markets. 

Consider the following strategies to create inclusive hiring practices and promote diversity: 

• Leveraging diverse candidate sourcing channels that reach underrepresented groups including Diversify Tech, Tech Ladies, Inclusively, Latinas in Tech Recruit, and Black Tech Jobs
• Attending diversity-focused networking and recruiting tech community events, such as Afrotech, Diversity Career Expo, and Women in Tech events
• Sharing success stories from tech workers of diverse backgrounds in employer branding materials
• Writing recruitment materials using inclusive language, such as neutral versus gendered terms
• Leveraging AI recruiting tools and other technology to objectively evaluate all prospective workers
• Including diverse team members in the recruitment and interview processes 
• Sharing details about your team’s diversity efforts and being prepared to answer questions during the interview process
• Supporting employee resource groups (ERGs) to help team members connect with one another about shared interests, communities, or identities — such as ethnicity- or culture-based groups, LGBTQIA+, and women

5. Build a strong employer brand

Your organization’s employer brand is the overall perception job seekers and other external audiences have of what working for your company is like. Strong employer branding can attract top talent and create excitement about joining your team, while a negative brand perception may turn away qualified candidates. 

The following tips can help you build a strong employer brand and increase your likelihood of attracting qualified tech talent: 

• Align on and promote a compelling company mission, vision, and values
• Develop an engaging employee value proposition (EVP) that highlights what your company has to offer workers 
• On your careers page, share success stories and testimonials from workers in tech roles
• Produce videos featuring tech workers discussing their career success at your organization
• Highlight potential technology career paths and career growth opportunities on your company website
• Apply for local and tech industry-specific best workplace awards
• Promote your employer brand via your company careers page, social media channels, and recruitment materials 

6. Create and promote a tech-centric work environment

Access to the latest technology can help tech workers ensure their skills and knowledge remain relevant as in-demand technologies continue to evolve. Modern technology is also beneficial to businesses because tech solutions can drive productivity and engagement while enabling companies to stay ahead of their competitors from an innovation standpoint.

Despite the importance of technology in the workplace, a report featuring insights from 7,800 IT professionals, executives, and office workers published by Ivanti found that 65% of office workers say negative experiences with workplace technology impact their mood and morale. 

Here are some suggested steps your organization can take to build and promote a tech-centric workplace:

• Reading about the latest technology trends
• Integrating modern technology across departments and business functions
• Highlighting your technology or software stack in job descriptions and recruitment materials for tech roles 
• Sharing case studies and client success stories featuring positive business outcomes your technology has driven for customers 
• Preparing to answer questions about available technology at your organization during the interview process
• Tracking success metrics related to your technology to determine which solutions are the most cost-effective and efficient
• Collecting worker feedback on available technology and other tools that can help drive business success 
• Implementing a standardized, secure policy and process for workers to experiment with new technology solutions  

Your recruitment and talent acquisition process can be an early indicator to potential candidates of whether your organization is forward-thinking and tech-savvy. Consider showing tech talent how you integrate technology across the organization by leveraging AI solutions during the hiring process, such as interview scheduling automation tools, candidate-facing chatbots, AI interviews, and video interview scoring technology. 

If you’re hiring freelancers, Upwork Messages includes a built-in scheduling tool and Zoom integration to seamlessly engage with candidates during the hiring process. Additionally, with AI interviews powered by Uma, freelancers can record a video interview by interfacing with Uma. Then, hiring teams can view a summary of the call, read a complete transcript, or watch a recording of the session, which helps speed up the hiring process. 

7. Utilize strategic recruitment and networking

Attracting qualified tech workers can be challenging and competitive. According to a survey of more than 500 talent leaders conducted by GoodTime, 45% of respondents said the tech hiring landscape became more competitive in 2025. Because of this, organizations need to take proactive steps to reach and engage tech workers, rather than wait for talent to apply to open roles. 

The following best practices can help your organization take a more proactive and strategic approach to recruitment and networking: 

• Encourage employee referrals from existing team members
• Share open positions across social media sites, including LinkedIn, Facebook, X, Instagram, and TikTok 
• Join tech industry-specific LinkedIn and other social media groups and participate in discussions
• Leverage sourcing tools and identify other creative ways to source and engage tech workers whose skills align with your open roles
• Attend in-person and virtual job fairs and other technology industry events relevant to open tech positions
• Host your own job fair or networking event, either in person or online 
• When looking for software developers, for example, partner with coding bootcamps, universities, and other technology-driven educational institutions to share open internship opportunities and entry-level positions
• Engage tech professionals for project-based jobs to attract workers who embrace freelancing rather than traditional full-time jobs 
• Enlist the support of a tech-focused recruitment agency or staffing agency 
• Continually measure the effectiveness of your recruitment efforts to optimize the process over time

In addition to the best practices outlined above, your organization can also broaden your recruitment efforts by embracing skills-based hiring. This approach focuses on engaging and advancing workers based on their skills, knowledge, and capabilities, rather than specific degrees or previous employers.

Upwork’s In-Demand Skills 2025 report found that 81% of C-suite executives surveyed report that their organizations are taking deliberate steps to adopt skills-based hiring practices. This approach can help your team quickly access qualified talent as in-demand tech skills continue to rapidly evolve. By engaging talent through Business Plus, you can access the top 1% of freelancers on Upwork and shortlist top individuals based on your specific technology skills needs and business requirements. 

8. Encourage a collaborative and supportive work culture

As more individuals work remotely or in a hybrid work setting, effective collaboration is critical for teams. A collaborative and supportive culture  helps teams feel supported and able to drive business outcomes in the absence of in-person meetings and communication. Collaboration is particularly important for technology-driven projects, which often include complex steps and require frequent updates. 

Here are some ways your organization can drive collaboration and encourage a supportive environment: 

• Pairing each new hire with a seasoned worker at the company to learn more about the organization as they get started
• Holding quick (10- to 15-minute) daily standup meetings to share project updates and potential roadblocks, a common practice in the Scrum methodology used by many tech workers 
• Following the Agile software development approach to break projects into short-term sprints and improve collaboration
• Implementing a process to share essential updates using project management software or a similar technology solution 
• Leveraging collaboration tools such as chat platforms, video conferencing software, virtual workspaces, and shared documents
• Involving multiple departments in projects to encourage cross-team collaboration
• Hosting town hall-style meetings to share company updates across the organization
• Scheduling in-person and virtual team-building activities and celebrations
• Setting aside time for recurring one-on-one meetings between managers and direct reports to answer questions and show support for team members 
• Offering opportunities for team community service projects and volunteer days

9. Provide challenging and impactful projects

Offering tech workers — and all team members across the organization — opportunities to work on challenging projects can help individuals improve their existing skills and build new ones through hands-on experience. 

In addition to providing challenging day-to-day work, consider offering tech workers the chance to participate in side projects, cross-team collaboration initiatives, hackathons, and other opportunities to stretch and grow their skills. Also highlight project success stories or milestones through your employer brand and during the recruitment process with tech workers.  

Organizations that encourage team members to set aside time for challenging and innovative projects include:

• 3M. Since 1948, 3M has encouraged their employees to spend 15% of their working time pursuing innovative and challenging projects. Workers coordinate with their managers to ensure day-to-day projects stay on track and also have the opportunity to work on side projects to develop new products, improve internal processes, or form special interest groups. 
• Claromentis. While larger organizations like 3M may have dedicated teams or resources to support side projects and hackathons, small and medium-sized businesses can also benefit from similar initiatives on a smaller scale. Claromentis, a digital workplace solution with less than 30 employees, hosts an annual Innovation Week hackathon. During the weeklong challenge, both tech employees and workers across the organization are encouraged to collaborate with cross-functional team members to work on projects that improve the company’s products or processes. 

10. Foster a culture of continual learning

Technology solutions and in-demand skills are constantly evolving, so building and fostering a company culture of continual learning is essential for both tech worker engagement and long-term business relevance.

According to a study featuring more than 1,000 office workers published by Kahoot, 33% of tech workers surveyed said their roles require a high level of continuous learning just to keep up with new developments. Additionally, 41% said their employers fail to align learning goals with career advancement opportunities, leading employees feeling unsupported in their long-term growth.

During the recruitment process for tech workers, highlight the opportunities your team offers for continual learning and advancement. Keep in mind, no two workers have the same skill set or learning style, so offering a variety of learning and talent development resources is important.

Consider the following options to encourage continual learning as part of your broader talent management strategy: 

• A thorough onboarding process for new team members 
• Online learning platforms and talent assessments
• Mentorship or coaching opportunities 
• Department-level or company-wide professional development and upskilling sessions
• Lunch-and-learn or other information-sharing opportunities 
• Dedicated time each week, month, or quarter to spend on learning 
• Guest speakers focused on tech-centric topics 
• Stipends for educational events, courses, books, and other resources
• Tuition reimbursement for advanced degrees or certifications 

If you’re looking to improve your learning and career development strategy or implement a new one, consider engaging a freelance training and development specialist. Skilled specialists are available on Upwork to share their expertise and ensure your talent development efforts help you engage and retain workers while driving productivity across your business. 

11. Keep a full and diverse pipeline of tech talent

A strong tech talent pipeline is one of the most reliable ways to keep hiring on track when roles open unexpectedly. Building it takes consistent effort, but the payoff is real. Your team gets a head start on attracting tech talent before the next opening hits. A diverse pipeline also brings broader perspectives and skill sets to the table, which strengthens how your team solves problems.

The most successful hiring teams treat sourcing as an always-on activity rather than finding new talent as soon as the role opens. That means staying in touch with past candidates, freelancers you've worked with, and industry contacts, even when nothing is open. This habit shortens time to hire and gives you trusted options the moment you need them.

Here are some ways to keep qualified tech talent within reach:

• Maintain a candidate relationship management (CRM) database with strong applicants from past hiring rounds
• Build relationships with freelancers on Upwork who could grow into longer-term contracts or full-time roles
• Source from underrepresented communities to widen your pool when recruiting tech talent
• Partner with bootcamps, universities, and apprenticeship programs to reach early-career talent
• Stay top of mind with passive candidates through informational interviews and casual coffee chats
• Check in regularly with your network to see who might be open to a new opportunity

Working with top tech freelancers is one of the fastest ways to start filling your pipeline. Upwork lets you build trusted working relationships you can tap when full-time roles open. Business Plus members can shortlist top freelancers with Uma and use the contract-to-hire process to convert proven contractors into full-time team members.

Attract and recruit top tech talent on Upwork

While recruiting qualified tech workers can be challenging for an SMB, implementing the right tools, processes, and best practices can help your organization stand out from other employers and secure the best tech talent quickly and cost-effectively.

If your small to medium-sized business (SMB) has tech skills gaps you need to fill urgently, consider engaging a skilled technical recruiter on Upwork, where you can find help writing job descriptions, sourcing and screening candidates, and conducting initial interviews, among other hiring process tasks. 

Freelancers on Upwork have more than 10,000 skills across specialties, including tech-specific skills such as software development, software engineering, artificial intelligence, machine learning, and cybersecurity. Sign up for a Business Plus plan to reach and hire the top 1% of freelancers on Upwork and gain exclusive access to talent shortlisting powered by Uma Recruiter, an always-on hiring agent.

You can also start contract-to-hire working relationships with Upwork's end-to-end full-time hiring option. This helps your team fill tech skill gaps fast, engage top tech talent for a trial period, and decide whether to move to a full-time hire.

FAQs about how to attract top tech talent

Hiring tech talent comes with common questions about cost, speed, and where to find the right people. The answers below cover what most small and medium-sized businesses want to know when learning how to attract tech talent at the top of their field.

How do you attract top tech talent in 2026?

Attracting top tech talent in 2026 takes a mix of competitive pay, flexible work options, and a clear employer brand. Skilled candidates also weigh growth opportunities, project quality, and culture. Pairing full-time hiring with freelance support gives small teams faster access to specialized skills.

What’s the best way to recruit IT talent?

The best way to recruit IT talent is to combine targeted sourcing with skills-based screening. Post on tech-focused boards, tap referral networks, and use freelance platforms like Upwork to fill gaps quickly. Business Plus offers shortlisting through Uma Recruiter, an always-on hiring agent.

How do you source tech talent quickly?

Sourcing tech talent quickly works best when you tap multiple channels at once. Combine employee referrals, LinkedIn outreach, and freelance marketplaces to widen your reach in days rather than weeks. Engaging a freelance technical recruiter on Upwork can also speed up the screening process.

How can a small business compete for tech workers?

Small businesses can compete for tech workers by offering flexibility, meaningful projects, and a clear growth path. Competitive pay matters, but so do remote work, learning stipends, and a supportive culture. SMBs that hire freelancers on Upwork also reach specialized talent without the overhead of full-time roles.

Should you hire freelance or full-time tech talent?

The choice between freelance and full-time tech talent depends on the project scope and timeline. Freelancers work well for specialized, short-term, or surge needs. Full-time hires make sense for ongoing core work. Many SMBs blend both, using the contract-to-hire process on Upwork to test fit before committing.

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Upwork is not affiliated with and does not sponsor or endorse any of the tools or services discussed in this article. These tools and services are provided only as potential options, and each reader and company should take the time needed to adequately analyze and determine the tools or services that would best fit their specific needs and situation.