The Great Tech Talent Shift: An Inside Look at What's Working Across UK, Europe and APAC

The technology hiring landscape is experiencing unprecedented transformation in 2025. To help Hiring Managers navigate these changes and make informed decisions, we've brought together regional insights from across Gravitas Recruitment Group's key markets.

In this interview, Jo Callaghan, UK Technology Country Director, and Peter Barker, Asia Managing Director, share their perspectives on the evolving talent landscape across the UK, Germany, Netherlands, Hong Kong, and Singapore.

Drawing from the latest industry research and real market experience, they discuss what Hiring Managers need to know to stay competitive when recruiting for niche tech roles.

Key takeaways from this conversation:

• How AI is revolutionising recruitment processes and candidate experiences
• Regional expansion strategies creating new talent opportunities
• Skills disruption challenges and solutions across mature and emerging markets
• The rapid adoption of generative AI tools in APAC and its implications
• HR technology evolution and what successful implementation looks like
• Practical strategies for Hiring Managers to thrive in this changing landscape

Jo: Peter, as we're enter the second half of 2025, I'm interested in finding out how our regions differ and where the cross-over is – specifically when it comes to how our regions are responding to the technology talent crunch and the influence of AI. From where I sit in the UK, AI isn't just something being dabbled in; it's completely revolutionising how we find and attract talent, and how our clients develop their products and systems. What are you seeing across APAC?

Peter: There are certainly parallels. Here in Singapore and Hong Kong, we're seeing a big increase in how employees are using generative AI tools in their daily work – I read 60% use AI  in a recent report. Our key regions are actually leading global adoption rates, which is great to see, as it can only lead to greater workforce capabilities.

Jo: This mirrors what we're experiencing in Europe. Our clients are prioritising data, efficiencies, automation and AI as they look to streamline and advance. 37% of UK small and medium-sized businesses are using AI, with investment continuing to rise. As you know we’re adopting new technology internally at Gravitas too, implementing tools that assist with initial sourcing, screening and standard communication freeing up our consultants to do what they do best – manage and build relationships. The faster we can deliver quality results, the more satisfied our clients. And in markets like the UK, Germany, and the Netherlands, we're battling talent shortages, so this technology is becoming absolutely critical to narrowing down where the best talent is and who we need to engage with.

Peter: Yes, agreed! It's solving the problems of speeding up the feedback loop and reducing the candidate drop-off rates. What's particularly exciting from my perspective is how this technology is reducing small manual tasks, while providing a more sophisticated service to our clients and candidates. My team is able to focus on building closer candidate relationships, better targeting, and delivering excellence for our clients.

How are businesses investing in tech expansion across your regions?

Jo: It’s great to see tech investment growing in the UK. There are plans to create hundreds of new technology jobs with Google pledging to invest in a new data centre in Hertfordshire, and the UK government are supporting with highly-skilled tech job creation in places like Edinburgh and Warwick. This comes after the Science and Technology Secretary has confirmed investments ranging from AI to Fintech. We know London has dominated the tech talent pool for so long, and talent remains strong in the capital, but with these wider strategies, it’s starting to tap into talent pools beyond London, while supporting the UK's broader tech leadership ambitions.

Peter: This shift to regional investment is what we’re seeing in APAC too. Singapore just launched a $20 million Future of Work Centre of Excellence specifically to address skills mismatches, focusing heavily on data science, UX, HR analytics, and AI-related fields. It aims to position Singapore as a key APAC tech hub, and I understand similar centres are planned for the UK, US, and Canada. I also read Hong Kong is investing in nearly 100 AI-related start-ups showing the prioritisation to focus on tech and innovation. 

Jo: Absolutely, and it's essential because the challenges we're facing aren't isolated to individual regions. The skills disruption is global. I read a report by Deloitte involving 13,000 leaders worldwide recently, that shows two-thirds of managers believe recent hires aren't fully prepared for their roles. The experience gap continues, and it's being amplified by AI automating tasks and shrinking entry-level opportunities. The demand for experienced tech professionals who have upskilled in the latest tech and AI has surged.

Peter: it’s a double-edged sword. The changing market and skills needed to bring human and machine work together is disputing the norm, but I do choose to think that with these challenges there are opportunities for businesses to get ahead and hire for the products and services of the future.

How are you seeing clients within your key industries adopt AI into their processes and hiring patterns?

Jo: One thing I'm seeing consistently across our client base is how differently various industries are approaching AI integration. In our UK Public Sector IT recruitment team, for instance, we’ve seen a massive push towards automation in services and administrative processes. They're actively recruiting AI Implementation Specialists and Data Engineers, but also Change and Transformation specialists, who can help teams adapt to these new workflows.

Peter: We’re seeing similar trends, for example in APAC's Fintech sector. Particularly in Hong Kong and Singapore, Fintech companies are going beyond traditional automation. They're embedding AI into core financial products - risk assessment algorithms, fraud detection systems, personalised investment platforms. The hiring demand has shifted towards Machine Learning Engineers with financial services experience and Product Managers who can bridge the technical and commercial sides.

Jo: The Fintech trend is mirroring what we're experiencing across European markets too. Another of our key markets – Insurtech – seem to be taking a different approach. In the UK, Germany, and the Netherlands, they're focusing heavily on claims processing automation and predictive risk modelling. We’re seeing demand for Data Scientists, Business Intelligence roles, Cyber Security, and various Fintech roles and Insurtech jobs, continue to rise, with a focus on ethics when it comes to AI focused roles.

Peter: Another area we’re seeing adapting to the changing technology is within the SaaS sector across APAC. SaaS companies are integrating AI into everything from customer support chatbots to predictive analytics dashboards. They're not just hiring developers anymore; they're seeking AI-Native Product Designers and Customer Success Managers who understand how to leverage AI tools to enhance user experiences.

Jo: Yes, the SaaS hiring pattern is consistent globally. Another market its worth mentioning is the retail sector transformation. Major retailers across the UK and Europe are implementing AI for inventory management, personalised marketing, and supply chain optimisation. But they're not just hiring technical roles. They're seeking Retail AI Strategists and Customer Experience Analysts who can interpret insights and translate them into commercial advantage.

Peter: I think one things for sure – almost all our key markets have been influenced in one way or another by the change in technology. Different regions are prioritising different aspects of this transformation. In Hong Kong's financial services sector, regulatory compliance is driving specific AI governance roles. Meanwhile, Singapore's government tech initiatives are creating demand for roles that combine technical knowledge with understanding of government processes and citizen needs.

Jo: It’s clear that strategic integration is a high priority, as the opportunity for growth – and fast - is clear. Companies are asking "Can you help us transform our business with AI whilst managing the human impact?" Which requires careful planning and expertise. It’s driving demand for hybrid roles that combine technical expertise with industry knowledge and change management skills.

How does this leave you feeling about how technology and hiring is changing?

Peter: From my perspective, I'd say when you look at the impact of AI-powered recruitment, expanding regional talent hubs, and evolving workforce skills its creating a vast amount of opportunity – along with some significant challenges. The demand for experienced tech professionals to incorporate AI skills into their roles is critical to match business change in demand. Even roles that aren’t purely tech, within insurance and banking for example, are starting to require some AI skills.  It isn't just about efficiency gains anymore. When we look at ourselves internally at Gravitas, we're talking about better candidate experiences, more strategic talent placement, and helping both clients and candidates navigate a rapidly changing landscape more effectively. Our candidates, clients and our own internal consultants are all needing to adapt. Either embrace it, albeit cautiously and considering the ethical and security implications, or risk getting left behind.

Jo: I couldn't agree more. Success in 2025 requires embracing AI-enabled talent acquisition for us as a business, while the wider market invests in regional development and comprehensive workforce reskilling. The organisations that master this balance will have a decisive competitive advantage. The technology talent revolution is just beginning, and from both our regional perspectives, it's clear that businesses who adapt quickly to these changes will be best positioned to thrive. Wherever you’re sourcing, the principles remain the same - embrace the technology, invest in the right roles and people, and stay agile.

Ready to start hiring talent to transform your business?

Connect with our experts, Jo Callaghan and Peter Barker on LinkedIn or get in contact here and see how we can support your business to find niche tech professionals.