Canada’s tech industry is facing a tough job market. Many companies have gone through changes over the past two years, which means there are more job seekers competing for fewer positions.
“Talented tech professionals are doing everything they can to get noticed,” said Rachel Villemaire, Director of Talent Programs at Communitech.
Career success in the tech sector is now focused on skill-building and engagement. This shift, driven by tech advances and job market changes, creates new challenges and opportunities for both employers and employees.
Career growth beyond the ladder
Tech workers are prioritizing skill development and growth in their current roles over traditional career ladders, and employers are adjusting to this shift.
“I’m seeing fewer job descriptions with arbitrary requirements, like five years of experience in ‘x’ technology, and more emphasis on transferable skills and learning ability,” said Chris Mulhall, talent acquisition executive and Communitech growth coach.
Mulhall says tech professionals have always explored new technologies on their own, and the most in-demand are those who adapt quickly to emerging trends.
Remote work a top priority
Remote work is still highly desired after the COVID-19 pandemic and it’s changing how tech companies hire and retain talent.
“Data from the Work In Tech job board shows there’s still a strong preference to be able to work from home or at least hybrid,” said Villemaire.
“Flexible work is a top motivator for talent across all industries and job levels,” said Mulhall, who added it’s the second most important factor for employee motivation, after their relationship with their manager. This is based on 2024 data from Mulhall’s Motivator Assessment Profile (MAP), a self-assessment tool that enables workers to identify and fulfill their top motivators at work.
Leadership and engagement the keys to success
To build a motivated and productive team, employers should create a workplace culture where employees feel engaged, valued and safe.
“Culture is about creating an environment where people can do their best work,” said Nancy Buck, executive HR strategist and Communitech growth coach. “Organizations need to be intentional about designing that culture.”
With fewer job options available, many employees are staying in their current roles, but engagement is dropping.
“Retention issues often come from leaders not understanding or addressing employee needs,” said Buck. “Employers should consider what employees would say about their work when asked.”
Supporting tech talent
Communitech supports tech talent and employers through its workintech.ca job board and The Help List, a marketplace for vetted candidates, particularly those impacted by restructuring, with hundreds of active profiles.
“We’re keeping an eye on what companies are looking for and updating our programs to match their needs as they change,” said Villemaire.
Communitech also hosts networking events and workshops on DEI, pay transparency and leadership, and connects talent with industry experts.
It takes an ecosystem to support founders
Founded in 1997, Communitech helps founders start, grow, and succeed at every stage of their journey.
“Our superpower is the ability to connect, convene and catalyze,” said Joel Semeniuk, Chief Strategy Officer at Communitech. “We’re doing our part to build an ecosystem where we can bring people, opportunities and resources together, create space for collaboration and partnerships, and provide the support tech companies need to scale.”
Communitech helps founders hire and retain talent, access growth financing at every stage, sell to the biggest customers at home and around the world, and connect the right people at the right time.
Learn more at communitech.ca.
