As the world of work continues to evolve, two powerful forces are reshaping the talent landscape: the rise of the blended workforce and the shifting expectations of tech professionals. Drawing on insights from Raconteur and Guidant Global’s ‘Shaping the Future of Work’ – a report focused on how organisations can create workforces ready for future challenges - and Lorien’s latest report ‘What Tech Candidates Want 2025 - Part 2’, this blog explores how organisations can unlock the full value of their tech talent in 2025 and beyond.

The Rise of the Blended Workforce

The Raconteur and Guidant Global report highlights a growing trend - organisations are increasingly relying on a mix of permanent employees, contractors and freelancers to meet their evolving needs. This blended model offers agility and access to specialised skills, but it also demands a more nuanced approach to workforce planning and management.

For tech professionals, especially contractors, flexibility is essential. Lorien’s  research shows that 47% of tech contractors want to work fully remotely, and 49% prefer just 1-2 days in the office. These professionals value autonomy, streamlined hiring processes, and meaningful work over traditional perks. Employers that embrace hybrid models and offer tailored benefits are better positioned to attract and retain this critical segment of the workforce.

What Tech Candidates Prioritise in 2025

Across the board, tech professionals are clear about what they want:

  • Clarity and Purpose: 27% of candidates look first at the role and responsibilities in a job description, followed by required skills (21%) and salary (18%).
  • Speed and Simplicity: 91% want the recruitment process completed within four weeks, with over half preferring it to wrap up in just two.
  • Positive Culture and Progression: A lack of career progression and negative company culture are top deterrents, especially for women and underrepresented groups.
  • Wellbeing and Support: Whilst pensions and healthcare remain important, wellbeing initiatives are rising in value, particularly among diverse candidates.

AI: Opportunity and Uncertainty

Artificial intelligence is no longer a distant disruptor, it’s a present force reshaping how we work, hire, and grow. Raconteur and Guidant Global’s report alongside our research highlights the dual impact of AI in the workplace: a source of innovation and efficiency, but also a trigger for ethical dilemmas and trust issues.

Lorien’s View: Optimism with Caution

Our report reveals that 66% of tech candidates believe AI is already having, or will have, a positive impact on their roles. This optimism is especially strong among younger professionals, with 70% of those under 45 expressing confidence in AI’s potential to enhance their careers - they see AI as a tool for automation, upskilling, and innovation.

However, 8% of candidates express concern about AI threatening their roles, and 26% remain uncertain or disengaged. This signals a need for employers to not only adopt AI responsibly but also communicate clearly about its role in the workplace. Transparency, upskilling, and inclusive dialogue are key to easing these concerns.

Raconteur and Guidant Global’s Perspective: Trust Under Pressure

Raconteur and Guidant Global’s report adds another layer to the conversation, such as drawing attention to AI-generated job applications that are flooding recruitment pipelines. While tools like ChatGPT help candidates apply faster, they also raise red flags for hiring teams. Some companies, like Anthropic, have even asked applicants not to use AI tools during the hiring process to preserve authenticity.

Moreover, 41% of UK jobseekers admitted to using AI to exaggerate their skills, and 27% used AI to complete assessments. This creates a trust gap between candidates and employers, making it harder to assess genuine fit and potential.

Inclusive Hiring and Demographic Insights from Lorien, Raconteur and Guidant

1. Gender-Specific Expectations

Our research presents clear gender-based differences:

  • Women prioritise career progression, company culture, and flexible work arrangements.
  • Men are more focused on salary and efficiency in the hiring process.
  • Women prefer email communication, while men are more open to phone calls.
  • 37% of women say company reputation significantly impacts their decision to apply, compared to 32% of men.

While Raconteur and Guidant Global’s report doesn’t provide gender-specific data, they emphasise  the importance of inclusive hiring practices. The report  stresses that organisations must go beyond surface-level diversity metrics and embed inclusion into every stage of the employee lifecycle - from recruitment to retention. They also highlight the need for leadership accountability in driving gender equity, especially in hybrid work environments where visibility and access to opportunity can be uneven.

2. Ethnic and Racial Representation

Lorien’s What Tech Candidates Want report provides detailed research into how underrepresented groups differ from white candidates:

  • 39% of candidates from underrepresented groups prioritise career progression, compared to 25% of white candidates who focus on salary.
  • These groups also place higher value on wellbeing and private healthcare benefits.
  • They are more likely to begin job searches earlier in the year and prefer shorter, more structured hiring processes.

Raconteur and Guidant Global’s research takes a macro view, urging companies to address systemic barriers in hiring and advancement. It calls for more transparent promotion pathways, inclusive leadership training, and equitable access to mentorship and sponsorship, especially for ethnically diverse employees. While it doesn’t provide granular data, it aligns with our findings by advocating for tailored support and inclusive cultures.

3. Age and Generational Preferences

In our research, we distinguish between two key age groups:

  • Candidates aged 25–45 are more focused on career progression, flexibility, and remote work.
  • Those over 45 value stability, salary, and have often already achieved their ideal working pattern.
  • Younger candidates prefer email outreach and multi-stage interviews.
  • Older candidates lean toward phone calls and simpler processes.

Raconteur and Guidant Global complement this by discussing how generational expectations are reshaping workplace design. They note that younger workers expect purpose-driven work, rapid feedback, and flexible career paths, while older employees seek clarity, recognition, and work-life balance. The report encourages organisations to adopt multigenerational workforce strategies that respect these differences and foster collaboration.

Final Thoughts: Technology-Enabled, Human-Centred Hiring

Both reports offer a granular, data-rich view of tech candidate expectations – and together, they highlight a shared imperative: to build hiring strategies that are fast, flexible, inclusive, and human-centred. As AI continues to shape recruitment and the workforce diversifies, success will belong to organisations that stay agile, transparent, and inclusive in their approach.

 

At Lorien, we specialise in helping organisations attract, engage, and retain top tech talent in an increasingly competitive market. Whether you're building a blended workforce, refining your employer brand, or navigating demographic shifts in candidate expectations, our insights and expertise can guide your next move.

Contact us to discuss how we can support your hiring goals or explore more insights by diving into our full What Tech Candidates Want 2025 series and other research reports.