Post-COVID IT Hiring: Shifts in Workplace Culture, Technology, and Law

By Joanna Sperapani, Addison Group

Since 2021, the IT workplace landscape has evolved dramatically, shaped by changes in workplace culture, technological advancements, and shifts in labor laws. The IT hiring market has also undergone substantial transformation in response to these industry-specific trends. Initially, the post-pandemic market favored employees, who found themselves with a wealth of opportunities in a competitive, employee-driven market.

The Rise and Decline of Employee Leverage

In 2021 and 2022, hiring managers faced pressure to fill roles quickly, with companies aiming to avoid vacancies and rehiring costs. Skilled IT professionals were in high demand, allowing candidates to negotiate higher pay and remote work options. Recently, however, this trend has shifted. Layoffs are more common, and companies are enforcing return-to-office policies, reducing employee leverage. The market has moved to one where employers are regaining control, now mandating a return to physical offices.

Remote Work: Still in Demand, but Decreasingly Available

Remote and hybrid work remains highly desirable among tech pros. The "digital nomad" concept has gained traction among younger IT workers who seek the freedom to live and work untethered to the same city or country where their employer resides.

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Yet, despite the high demand for remote roles, many companies are scaling back their flexible work policies. This is particularly evident in industries where in-person collaboration and creativity are seen as crucial to success. For instance, creative IT sectors such as user experience (UX) and design often benefit from in-office interactions that facilitate brainstorming and team collaboration. In these environments, employees may accept a return to the office more readily than in other areas of IT. Software engineers, however, remain notably resistant to onsite mandates, as many are confident that their work can be performed just as efficiently from home.

The New Normal in IT Recruiting: Longer and More Selective Processes

The IT recruitment process has transformed significantly. In the employee-controlled market of 2021, companies moved quickly through interviews, often conducting just one or two rounds and providing feedback promptly. Today, however, many hiring processes have become increasingly drawn-out and hyper-selective. According to Addison Group's 2025 Workforce Planning Guide, candidates sometimes face a three-month wait between the first interview and the hiring decision. This increase in scrutiny reflects a trend toward "quality over quantity" in hiring as companies aim to ensure each new hire is a perfect fit for the role and company culture.

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Lengthy interview processes, while allowing for thorough vetting, may also discourage highly desirable candidates with multiple options and who prefer quicker decisions. As competition for top talent remains high, companies risk losing qualified applicants if they draw out hiring timelines too much. This balance between selectivity and speed is one of the biggest challenges in IT recruiting today.

The Role of Technology in Shaping IT Training and Development

Technology is transforming IT training through automated recruitment, AI-powered onboarding, and upskilling programs. Companies are increasingly investing in learning and development platforms that offer on-demand technical training, reducing ramp-up time and promoting a culture of continuous learning — essential in the fast-evolving IT field. Additionally, many organizations are using virtual reality (VR) and augmented reality (AR) to simulate work environments, allowing new hires to experience a "virtual office" and gain hands-on training, which enhances integration and team cohesion, even remotely.

Labor Law and Its Impact on IT Workforce Dynamics

Changing labor laws also influence hiring and training practices in IT. Many countries and U.S. states have introduced or are considering laws that support flexible work options and regulate remote work standards. These laws are intended to protect employee rights in a remote environment, addressing issues like fair pay, work hours, and reimbursement for home office expenses. For IT companies, compliance with these regulations has become a critical component of their hiring strategy, as they need to ensure that remote work policies adhere to legal requirements. Additionally, because top-tier talent is highly enticed by the flexibility of a remote position, companies that offer flexible work options are more likely to attract and retain the best of the best in a competitive field.

Looking Ahead

In the coming years, IT hiring and training strategies will continue to evolve in response to workplace culture trends, technology advancements, and regulatory changes. As employees advocate for flexibility and autonomy and employers prioritize operational efficiency and compliance, the balance of power in the IT labor market will remain in flux. Organizations that embrace adaptability — both in terms of their work policies and their approach to recruiting and training — will be best positioned to attract and retain skilled IT professionals in this ever-evolving landscape.

About the author:

Joanna Sperapani is a Senior Recruiter, ITC at Addison Group.