In 2025, the Irish technology sector showed steady demand, but growth in salaries and contractor day-rates were undoubtedly more modest than in previous years. Here, I’ve shared some insights into the factors that have impacted the technology landscape throughout the year. Further, looking ahead to 2026, what will be the key considerations when hiring into your organisation or looking for your next role?
AI & Emerging Tech
I wrote a similar piece last year highlighting the acceleration of AI adoption for the year ahead. IBEC have since conducted a survey over the last year that found that 40% of employees reported using AI in tasks in July 2025, versus 19% in August 2024. AI adoption in the Irish enterprise landscape is spreading beyond large tech firms to SMEs and the public sector. The main consideration in all of this is that the urgency for AI-related skills (ML, data, governance, automation, etc.) is now more concrete and no longer speculative for employers. Because new solution rollouts can be complex, high cost and high risk, engaging seasoned external specialists can de-risk delivery and accelerate outcomes for your business.
Remote & Hybrid Work
The conversation around workplace models is ongoing. Some global organisations have tightened their “return-to-office” policies, but in Ireland, flexibility continues to be a major draw for candidates. AIB and Bank of Ireland have been newsworthy in their approach to office mandates, but so too has been the backlash from employees and union representatives. A clear, consistent hybrid or remote policy is a strategic advantage in a candidate-driven market. Maeve McElwee of IBEC has stated, “We know that employers still very much identify remote and hybrid working as being a really valued part of work and we're not seeing any significant row back.” Employers offering flexible arrangements not only attract a wider pool of talent but also retain key staff who might otherwise look abroad or to fully remote opportunities.
Skills-Based Hiring
The move toward skills-based hiring continues to reshape recruitment practices. Employers are placing greater emphasis on verified technical capability and real-world project experience over formal qualifications. This approach widens access to talent, supports diversity, and helps close skill gaps faster. The OECD have released “Empowering the Workforce in the Context of a Skills-First Approach,” which illustrates a global shift away from degree-based hiring toward valuing demonstrated, job-relevant skills, micro-credentials, and continuous learning. The message is that encouraging employers to build adaptable, inclusive workforces through lifelong upskilling is now the most sensible approach. In 2026, organisations that invest in internal training and structured upskilling programmes will be best positioned to adapt as technologies evolve. Identifying skill gaps early and providing growth pathways also boosts retention.
Contract vs. Permanent Hiring
Economic uncertainty and project-based work continue to influence hiring strategies. Contractors remain an attractive option for high-impact initiatives that demand rapid delivery and specialist expertise. In Ireland, contractor day rates have stayed relatively stable year-on-year, with modest variation by sector. For employers, contract hiring offers agility without long-term overheads. For professionals, it provides flexibility and access to varied, high value projects. A survey conducted this year, Ireland’s Project Economy 2025,, by Trinity Business School and Contracting PLUS found among 1,500 professionals that “blended workforces” (a mix of employees and independent contractors) are increasingly core to business strategy in Ireland and this model will likely remain the most resilient approach in 2026.
Cybersecurity & Risk Management
Cybersecurity continues to be a central concern for Irish organisations. With increasing AI integration, new attack surfaces and data governance challenges are emerging. Across 2025, PWC found that 66% of Irish organisations had planned to increase their cybersecurity budget. Businesses must ensure robust risk assessments, consistent software updates, and comprehensive staff training. Further, EY found that 48% of Irish tech leaders identified cybersecurity as the area most in need of improvement this year. The EU’s AI Act and evolving regulatory frameworks add further pressure to maintain compliance and transparency. Bringing in cybersecurity and data governance specialists, whether through permanent hires or contracting, can help businesses navigate this shifting landscape and safeguard operations into 2026 and beyond.
Final Thoughts
As we move into 2026, Ireland’s tech sector feels defined by steady momentum rather than rapid change. AI is no longer a future consideration but part of day-to-day operations, while flexibility, cybersecurity, and practical skills continue to drive hiring decisions. Organisations that plan ahead, balancing permanent and contract talent, investing in development, and staying adaptable, will be best placed to navigate what’s next in a market that rewards both stability and innovation.
If you’d like to discuss your resourcing strategy for 2026 with our expert team, contact hello@auxilion.com.
