In a year defined by rapid transformation, one thing is clear. New Zealand’s technology professionals are not waiting for change to happen to them. They are actively shaping it.
Beyond Recruitment’s first annual Technology, Transformation & Digital Report has now been released and shows a workforce that is ambitious, mobile and ready to grow. It also highlights what matters most to professionals and where employers have the biggest opportunities to lead.
From my conversations with clients across New Zealand, it is clear that technology professionals are thinking differently about their careers. They want to work where their ideas matter, where leadership is visible, and where growth feels tangible.
A Market that Refuses to Stand Still
New Zealand’s technology job market continues to move at pace. 57% of professionals have applied or interviewed for a new role in the past six months, showing that mobility remains high despite broader economic uncertainty.
While salary is still the top motivator (59%), flexibility (44%) and career progression (35%) are close behind. This reflects a shift in how professionals define value at work. Pay is important, but culture, leadership and opportunity now play an equal role in driving decisions.
When it comes to retention, priorities have also evolved. 57% said flexibility is the top reason they stay in a role, followed by recognition (47%), competitive pay (44%) and strong leadership (38%). It is not about loyalty for loyalty’s sake. It is about alignment between personal values and the way work gets done.
Watch Ben Pearson share his insights on leadership and retention.
Leadership Remains the Deciding Factor
In every discussion I have with technology leaders, one theme stands out: leadership continues to be the deciding factor in whether people stay or go. 44% of professionals rated the quality of leadership in their organisation as average or poor. For a sector that depends on innovation, that presents a challenge.
The best leaders in technology today are not just setting direction. They are creating connection. They are transparent, accountable and communicative. When teams understand the vision and feel supported to deliver it, performance follows.
Our research shows a direct link between leadership quality and retention. Where leadership is strong, engagement and stability rise. Where it is unclear or inconsistent, turnover increases. In a market where more than half of professionals are open to new opportunities, the difference comes down to trust.
The Skills Gap is an Opportunity
For many professionals, learning is no longer a nice-to-have. It is an expectation. Yet only 16% say they have a clear and supported development pathway at work.
At the same time, 71% want to develop skills in AI, machine learning and automation, while 52% want to see more investment in technical education across the country. These numbers show an urgent demand for structured learning and upskilling opportunities.
Employers who invest in learning and development are not just improving skills. They are building loyalty. Beyond Recruitment’s Economic & Labour Report found that investment in professional development correlates directly with workforce confidence.
The message is simple. People stay where they see growth. The organisations investing in development today are the ones building tomorrow’s capability. We are seeing that first-hand across clients who are pairing technical learning with career progression conversations early.
AI as a Productivity Partner
Artificial intelligence continues to dominate conversation across the sector, but the sentiment is largely positive. 70% of employers expect AI to enhance roles rather than replace them, and 46% of professionals are already seeing productivity gains from its use.
Watch Ben Pearson share his insights on AI and Future Readiness.
35% say AI is automating repetitive or manual tasks, freeing up time for creative and strategic work. This shift represents an opportunity for organisations to rethink how teams operate. Yet only 16% of professionals say their organisation provides clear pathways to build AI capability.
The focus for 2026 must be on turning awareness into action. The organisations that integrate AI effectively, while investing in people who can harness its potential, will be the ones that stay ahead.
A Global Market for Local Talent
The competition for technology talent is no longer limited to New Zealand’s borders. Almost half of professionals (49%) are considering or exploring overseas opportunities, and 67% of them are looking to Australia.
This aligns with national migration data showing that more than 124,000 people left New Zealand in May 2025, a 14% increase on the previous year. For employers, that means retention strategies must now compete with global opportunities, not just local ones.
Professionals are seeking workplaces that provide both stability and progression. Flexibility, recognition and leadership quality have become the new benchmarks for retention. Employers that create this environment are far more likely to hold onto their top people, even when overseas markets are calling.
A Market Balancing Caution with Optimism
Despite ongoing change, optimism across the technology, transformation and digital workforce is strong. 45% of professionals feel positive about the year ahead.
Confidence is highest in Education (55%), Financial Services (52%) and Energy and Utilities (51%), where digital investment and transformation are expected to accelerate through 2026.
At the same time, 47% of executives report feeling insecure in their current role, showing that uncertainty remains at senior levels. Transparent communication and clear strategic planning will be essential to maintain confidence at every layer of the workforce.
Professionals are also calling for action. 46% want to see greater investment in emerging technologies, 51% want more flexible working options, and 31% want stronger support for local innovation. The appetite for progress is clear. The question is which organisations will lead it.
Watch Ben Pearson share his Market Outlook for 2026.
Building for the Future
The insights from our Beyond Recruitment’s Technology, Transformation & Digital report point to a workforce that is future-focused and highly engaged. People want to work for organisations that are adaptive, authentic and invested in their growth.
Leadership, learning and flexibility are now the three defining levers of attraction and retention. Salary will always matter, but the overall employee experience matters more.
For employers, the challenge is to lead with intent. Build capability, support growth and make flexibility standard practice. The future of technology in New Zealand will depend on how well we connect these priorities with action. As someone who works alongside leaders navigating this every day, I see the impact when intent meets execution. The technology workforce in New Zealand is ready; the question is how we continue to support that ambition through action.
Request your Copy
To request your free copy of the Technology, Transformation & Digital Report, contact the Beyond Recruitment team today.
Beyond Recruitment is proud to partner with organisations that are driving innovation and supporting talent across New Zealand’s technology sector.
