Key insights from this episode:

• Hiring demand is up, especially for leadership roles — a strong signal that companies are investing again

• AI proficiency is now a dividing line: candidates who can stitch AI tools together and explain their process get hired fast

• Employers dragging out five-round interview processes are losing top talent to faster competitors

• Job seekers relying only on applications are missing 60% of the process — networking and referrals still win

• Lateral moves inside a company can be a powerful entry point, especially for early-career professionals

• 2026 will be a year of transformation — not a return to normal

Ted Hellmuth is the founder of IQ Clarity, a Denver-based boutique recruiting firm specializing in engineering and tech placements.

Dice is the leading tech career platform. Find your next role — or your next hire — at Dice.com.

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Key insights from this episode:

• Dynamic, AI-driven workflows are replacing the static recruiting processes that have been standard for 30 years
• High-volume frontline hiring can be automated up to 80% — but knowledge worker hiring requires a fundamentally different approach
• AI-assisted identity verification is becoming critical as generative AI enables candidate fraud across remote hiring
• HR generates more data than any other department, but poor data quality limits what AI can actually predict and automate
• Work redesign — restructuring teams around what AI can and can't do — is the top priority for HR leaders today

Mahe Bayireddi is the CEO of Phenom, an applied AI company helping enterprises build intelligent talent acquisition, onboarding, and growth systems.

Dice is the leading tech career platform. Find your next role — or your next hire — at Dice.com.

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Key insights from this conversation:

• Low-level coding tasks are being automated, pushing companies to prioritize soft skills like communication, critical thinking, and business fluency over specific programming languages
• Adaptability and resilience have become trainable skills that companies can systematically develop
• The hiring process faces "signal collapse" as AI-tailored resumes make candidates look increasingly similar on paper, elevating the importance of credentialing and authentic interviewing
• Peer-to-peer AI adoption through champion programs beats top-down mandates from leadership
• Guild's data shows companies achieve roughly 3X ROI on employee training investments through improved retention and accumulated internal knowledge

Mike shares practical examples of scaling AI tools at Guild, from automated interview note-taking to building internal champion networks. He also gives technologists specific advice on which skills to prioritize: communication with non-technical stakeholders, business impact fluency, systems thinking, and adaptability.

Looking ahead five years, Mike predicts most learners will have personalized AI companions providing real-time learning opportunities—transforming how we develop skills throughout our careers.

About Guild: Guild provides education benefits and skilling products that help companies train, grow, and re-skill their workforce.

About Dice: Dice connects tech professionals with opportunities and helps companies find the talent they need.

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Nick breaks down the current frustrations tech professionals face with keyword-stuffed resumes and ATS black holes, then reveals how MCP servers offer a smarter path forward. He explains what agentic AI actually means, how to set up automated workflows for your job search, and why AI fluency is becoming a must-have skill in 2026.

Here are some quick takeaways from this discussion:

Understand MCP Servers as the Bridge Between AI and Real-Time Data: MCP (Model Context Protocol) servers act as the "USB-C for AI," connecting static language models to dynamic, real-time information sources. For job searching, this means your AI assistant can now access current job postings on platforms like Dice instead of relying on outdated training data. Experiment with Dice's MCP server to see how this technology transforms your search from generic advice to actionable job matches.

Agentic AI for Workflow Automation, Not Just Resume Tweaking: Move beyond using AI to simply modify your resume. Set up automated workflows like morning job digests, continuous market monitoring for specific roles in your area, or skills gap analysis to identify what you need to learn for your next career move. Agentic AI can plan, execute, and advise—but you need to give it the right tools (like MCP servers) and clear instructions.

Balance Automation with Authenticity: AI can scale your job search, but don't lose your identity in the process. Use AI to automate the grind—finding relevant postings, tracking trends, drafting initial materials—but always quality-check outputs before sending applications. The goal is to use AI to create more time for genuine human connections, not to replace them entirely. Remember: companies still want to interview you, not your robot.

How AI Fluency is Becoming a Core Professional Skill: AI isn't just for data scientists anymore. =Start experimenting with AI in your workflows today, whether that's setting up simple automations or diving into MCP server integrations. The barrier to entry for technical skills is lowering, but your ability to effectively use AI tools will increasingly set you apart in the job market.

Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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We explore how AI is transforming design and creative roles—not by replacing human designers, but by accelerating workflows and blurring traditional job boundaries. Amy explains how AI serves as a "sidekick" that handles time-consuming tasks like research transcription and theme analysis, while enabling designers to focus on higher-value creative work. She discusses the emergence of "design engineers" and why traditional career swim lanes are disappearing as collaboration becomes more fluid.

Here are some quick takeaways from this discussion for tech professionals navigating AI's impact on creative and collaborative work:

Embrace AI as a Workflow Accelerator, Not a Replacement: AI excels at handling tedious, non-creative tasks like transcribing user research, analyzing themes, and creating rapid prototypes. This frees up human creative energy for problem-solving, customer empathy, and strategic thinking. Focus on identifying which parts of your workflow can be automated versus which require human insight and creativity.

Develop Cross-Functional Skills to Stay Relevant: Traditional role boundaries are dissolving as AI tools make it easier for designers to code, product managers to prototype, and teams to collaborate more fluidly. Invest in learning complementary skills outside your primary discipline—whether that's basic coding, research methods, or business strategy—to increase your versatility and value.

Prioritize Curiosity and Adaptability Over Credentials: When hiring or developing your career, demonstrate active engagement with new tools and approaches rather than relying solely on traditional qualifications. The pace of change means that specific tool expertise becomes obsolete quickly, but curiosity, learning agility, and willingness to experiment remain valuable across technological shifts.

Cultivate "Taste" and Customer-Centric Judgment: As AI democratizes creation, the ability to distinguish good work from mediocre output becomes increasingly valuable. Develop deep empathy for end users, understand business context, and build the judgment to evaluate whether AI-generated work truly solves customer problems. This human discernment represents a sustainable competitive advantage in an AI-abundant world.

There was a lot more in this episode, of course, so listen in. Thank you for joining us—and remember, Dice is your best resource to find and hire the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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We explore how AI is transforming the nonprofit sector—an area where efficiency demands are actually more intense than in for-profit companies. Scott explains how nonprofits operate under extreme constraints and why agentic AI represents a crucial breakthrough for organizations that can't afford additional staff but desperately need expanded capacity.

Here are some quick takeaways from this discussion for tech professionals working with AI or considering nonprofit sector applications:

Recognize Efficiency Imperatives in Mission-Driven Organizations: Nonprofits typically operate with just 20% overhead—equivalent to an 80% profit margin in for-profit terms. This creates urgent need for AI solutions that amplify human capacity rather than simply optimizing existing processes. Understanding these extreme efficiency requirements can inform how you design and implement AI systems for resource-constrained organizations.

Focus on Agentic AI for Capacity Amplification: The future lies in agentic AI systems that handle complete workflows independently, like researching and writing grant applications or managing donor relationships across multiple channels. These systems essentially create "new team members" for organizations that can't hire additional staff, representing a shift from task automation to organizational capacity expansion.

Address Data Challenges Through Strategic Partnerships: Smaller organizations often lack robust datasets needed for effective AI implementation. Rather than building from scratch, partnering with platforms that aggregate data across many similar organizations can provide immediate value while allowing entities to build their own datasets over time. Consider collaborative approaches to unlock AI benefits for traditionally underserved sectors.

Champion Transparent and Ethical AI Implementation: Organizations focused on social good are particularly concerned about AI transparency and bias removal due to their mission-driven nature and lower technical sophistication. Developing AI solutions that prioritize explainability and ethical considerations from the ground up will become increasingly valuable as AI adoption spreads to sectors where trust and transparency are paramount.

There was a lot more in this episode, of course, so listen in. Thank you for joining us—and remember, Dice is your best resource to find and hire the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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We explore how AI-generated imagery is reshaping visual content and what this means for tech professionals and creative businesses. Rebecca shares insights about the rapid shift in public perception of AI content, legal challenges, and how the creative industry is adapting.

Here are some quick takeaways from this discussion for tech professionals working with visual content or AI tools:

Understand the Trust Factor in AI Content: Consumer excitement about AI imagery has shifted to widespread distrust due to deepfakes and misleading content. Trust is fundamental to brand relationships, so factor consumer sentiment into AI content decisions. Many consumers now prefer verified authentic imagery over AI-generated alternatives.

Navigate the Legal Complexities: AI-generated images can't be copyrighted, only prompts can be protected. Many AI tools use web-scraped content without proper licensing, creating IP infringement risks. Work with services that provide legal safeguards rather than open-source tools that may expose your organization to liability.

Use AI for Modification, Not Pure Generation: AI excels at modifying existing content and creating iterations for marketing campaigns rather than generating entirely new authentic imagery. Becoming skilled at AI prompting requires significant time investment and is a distinct skill from traditional creative work.

Leverage Authenticity as Competitive Advantage: As AI content becomes common, there's growing demand for authentic, locally-sourced content that captures current realities missing from AI training datasets. Areas like remote work culture and sustainability present opportunities for genuine human creativity.

There was a lot more in this episode, of course, so listen in. Thank you for joining us—and remember, Dice is your best resource to find and hire the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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Here are some quick takeaways from this discussion for any tech professionals navigating AI integration in their organizations:

Start with Pilot Projects and Gather Comprehensive Feedback: Don't roll out AI tools to everyone at once. Instead, test different AI coding tools with small groups first. Get feedback from developers about what helps them work better, and ask your security team about potential risks. Run these tests for a few months to really understand what works and what doesn't before making bigger decisions about which tools to use company-wide.

Cultivate AI Champions from Multiple Organizational Levels: AI adoption happens in different ways across your organization. Some developers will experiment with tools on their own, while management might run formal tests, and executives might push for company-wide AI strategies. Recognize that AI advocates come from all levels and backgrounds, so work with whoever is enthusiastic about these tools to help spread adoption throughout your company.

Invest in Tailored Training and Prompt Engineering Skills: Help your team get better at using AI tools effectively. This means learning how to ask AI the right questions to get useful answers, sharing successful approaches with teammates, and providing formal training through online courses or internal workshops. Think of it as building up your team's ability to work well with AI, just like any other skill.

Embrace AI as Career Augmentation, Not Replacement: Instead of worrying that AI will take your job, use it to do more interesting work. AI can handle boring coding tasks, write tests, and complete routine functions, which frees you up to focus on bigger picture problems like system design and architecture. This is actually an opportunity to level up your role and work on the strategic challenges you've always wanted to tackle.

Implement Robust Governance and Security Oversight: As more people in your company use AI coding tools—including non-technical staff—you need clear rules and safety checks. AI can make mistakes, suggest risky code, or import dangerous third-party libraries. Make sure you have tools and processes in place to catch these problems, and keep humans involved in reviewing and approving AI-generated code.

There was a lot more in that chat, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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Here are some quick takeaways from this discussion for any tech professionals interested in how AI will impact training, education, and work both in the near- and long-term.

Embrace AI as a Tool, Understand Its Nuances: As a tech professional, recognize that AI is a powerful and transformative tool, not an inherent threat. Understand its capabilities and limitations, particularly the distinction between AI's human-like abilities and uniquely human traits like creativity and genuine connection. Focus on how AI can augment your work and learning, but also identify areas where human ingenuity and critical thinking remain paramount. Be prepared to navigate the evolving landscape of AI integration in your field and advocate for ethical and productive use.

Acknowledge and Address User Anxiety Around AI: Be aware that the adoption of AI can generate significant anxiety, even among those who stand to benefit. This is particularly true for individuals early in their careers or those facing substantial shifts in established workflows. As a tech professional, you have a role in fostering understanding and trust around AI. This involves clear communication about its purpose and limitations, establishing guidelines for its ethical use, and supporting those who may feel uncertain about its impact on their roles and future prospects.

Cultivate "Human-Centric" Skills in an AI-Driven World: Recognize that the increasing capabilities of AI in handling routine and even complex tasks will elevate the importance of uniquely human skills. Focus on developing your creative intuition, problem-solving abilities, and capacity for collaboration and communication. The future of tech will likely favor those who can define problems, envision innovative solutions, and lead teams (which may include AI agents) effectively. Prioritize continuous learning in areas that complement AI's strengths.

Contribute to the Development of Responsible AI Integration: As a tech professional, your expertise is crucial in shaping the responsible integration of AI. This includes building tools that promote transparency and understanding of AI's role in various processes, such as learning and assessment. Consider how AI can be used to augment human capabilities, automate tedious tasks, and provide valuable insights without replacing human judgment entirely. Advocate for and contribute to the development of frameworks and best practices that ensure AI is used ethically, effectively, and in a way that fosters trust and positive outcomes across industries.

There was a lot more in that chat, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career. 

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As we’ll get into, LearnUpon builds tools for employee training and learning. I wanted to talk to Becky because she’s been involved in HR and tech for quite some time, including stints at Yahoo and Etsy, and she has incredible insight into how learning and development programs can impact everything from employee morale to retention. Given how tech companies everywhere seem to be wrestling with exactly those issues, it’s critical to have this discussion.

Here are some quick additional takeaways:

When it comes to learning and development, consider management and specialist tracks: Not all talented tech professionals are best suited for people management. To retain specialists and maximize their expertise, companies must create clear, alternative growth paths, such as distinguished engineer or principal specialist roles. These paths should offer increasing responsibility, complexity, and compensation without requiring individuals to oversee teams. Managers should work with their team members to identify these diverse avenues for advancement, and then implement the right training and learning support.

Integrate learning directly into the daily work environment—and make it practical: Managers should recognize that finding dedicated time for employee learning outside of core responsibilities is a major barrier. Companies and managers should explore ways to embed learning within the workflow itself. This could involve encouraging on-the-job learning. Remember: collaboration, tackling new challenges, and even participating in meetings are learning opportunities. Consider piloting new learning initiatives with smaller teams first to refine them based on real-world feedback before a broader rollout, ensuring the learning is relevant and applicable to employees' day-to-day tasks.

Link learning to tangible business outcomes: For companies, it’s critical to move beyond viewing learning and development (or L&D, as some like to call it) as merely a cost center. What does this mean from a management perspective? It means framing L&D initiatives as essential investments by mapping how training activities contribute to achieving key business objectives. You can also use data to demonstrate impact, tracking metrics such as employee retention rates (especially reasons for leaving), engagement survey results, productivity improvements, and successful internal mobility.

Foster a visible culture of continuous learning: A true learning culture is more than just making resources available. It's about a company’s leadership demonstrating a commitment to development and embedding it into the organizational DNA. Senior management and HR should align learning programs with overarching business goals and HR strategy, perhaps even incorporating competencies and skills development into company-wide objectives (like OKRs). In that spirit, it’s critical to regularly check in on progress, communicate successes, and visibly champion learning initiatives. This consistent practice shows employees that learning is a valued priority, encouraging them to actively engage in their own development and contributing to a more resilient and innovative workforce.

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There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career. 

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Given that background, she brings a unique perspective on the intersection of technology, leadership, and diversity, and I wanted to talk with her about the idea that diversity and meritocracy are not mutually exclusive, but rather complementary forces for organizational success. Given the ongoing discussions about diversity, equity, and inclusion in the U.S., her insights on achieving top business results through diverse teams make for a fascinating interview. Let’s jump in!

Here are some quick takeaways from this discussion:

·     Progress in Achieving Gender Parity Remains Incremental: While awareness and discourse regarding diversity in technology have increased, statistical progress in achieving gender parity has been slow. Graduating rates of women in STEM fields and their representation in technical workforces, particularly in executive roles, have shown limited improvement. Organizations must recognize that achieving meaningful change requires sustained, long-term commitment and systematic efforts to address underlying barriers.

·     Diversity is a Catalyst for Enhanced Performance: Research consistently demonstrates that diverse teams exhibit superior performance due to varied perspectives, reduced cognitive biases, and diverse problem-solving approaches. Companies should prioritize building diverse teams to enhance productivity and creativity. Furthermore, they should develop methods to measure the impact of diversity initiatives, recognizing that improvements may not be immediately quantifiable but will yield significant long-term benefits.

·     Navigating the Dual Nature of AI in Cybersecurity is Critical: The advancement of AI presents both opportunities and challenges in cybersecurity. While AI tools can augment cyberattacks, they are also essential for defenders to scale their impact and address the cybersecurity talent gap. Organizations must be cognizant of the potential for AI tools to perpetuate biases and ensure that human oversight and discernment are maintained in their application, particularly in recruitment and talent management.

·     Implementing Systemic Changes to Foster Inclusion is also Important: To support women aspiring to leadership roles and to create inclusive environments, companies must adopt systemic changes. This includes removing bias from recruitment, evaluation, and promotion processes, and establishing programs that foster a sense of belonging. The selection of AI tools should prioritize those with reduced bias, and organizations should move beyond mere rhetoric to implement concrete, measurable actions that promote diversity and inclusion at all levels.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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With that in mind, I wanted to ask him about the current tech landscape, and how he thinks tech pros can best prepare themselves to meet the current moment. Let’s listen in!

No matter what your position in the tech industry, or your career goals, I feel Paul offered some crucial advice. Here are the quick takeaways:

·     First, Choose Your Path Wisely… and Stay Updated: As your tech career progresses, you'll likely face a choice between deep technical specialization and moving into management. Both require continuous learning. If you lean towards the technical side, make it a priority to explore and master emerging technologies like AI to remain relevant. Don't overlook the value of older, established technologies where expertise is becoming scarce, though be mindful of potential limitations in career flexibility. Regardless of your chosen path, actively cultivate your networking skills – they are universally valuable.

·     Second, Managers Should Prioritize Business and People Skills: If you're on or aspiring to a management role, the focus shifts from solely technical prowess to understanding and driving business objectives. Develop strong soft skills: make sound decisions aligned with business needs, master negotiation (especially around project constraints), and hone your presentation abilities to effectively communicate with diverse audiences. While your technical background is valuable, your ability to lead, collaborate, and prioritize business outcomes will be key to your success.

·     Third, It’s Critical to Network Strategically and Consistently: Building a strong professional network is vital for career growth, particularly for those early in their careers. Start by connecting with colleagues within your current organization. Crucially, maintain relationships with past colleagues as they move on to new roles – these connections can open future doors. Expand your reach by tapping into your network's connections. Make an effort to stay in touch regularly, even when you don't need something, and consider participating in local tech meetups to build in-person relationships and enhance your communication skills.

·     Fourth, It’s also Critical to Embrace Change and Demonstrate Value: The tech industry is constantly evolving, especially with the rise of AI. Be adaptable and maintain a curious mindset, continuously exploring new technologies. Focus on understanding how these changes can bring tangible benefits to your business – either by increasing revenue or improving efficiency. By aligning your skills with these business drivers and demonstrating your ability to contribute to these outcomes, you will remain a valuable asset. Remember that while technical expertise is important, being a collaborative and effective team player is equally crucial for long-term success.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Here’s our lineup for today. There’s Pam Nigro, who’s VP, security/security officer at Medecision, and an ISACA board director. There’s also Anna Murray, who’s founder, president and lead consultant of emedia, a SheLeadsTech Advisory Council member, and co-founder of a tech startup in the secure information exchange space called SIX3R0. In addition to their tech experience, both have insights into the experiences of women in the tech space.

Pam and Anna are going to walk me through the ISACA’s recent Tech Workplace and Culture 2025 survey report, which revealed how much tech pros prize life-work balance, how only 22 percent have a mentor despite a majority wanting one, and how 37 percent of women in tech have experienced gender discrimination at work, versus nine percent of men. It’s a fascinating glimpse into the current state of tech, so let’s jump in!

Here are some takeaways from our discussion: 

·     Foster Community and Emphasize Problem-Solving: If you’re a manager, you need to cultivate a strong sense of community and collaboration within technology teams, as this significantly contributes to employee retention. That means highlighting the intellectual challenges and opportunities for problem-solving inherent in tech roles, as these are key motivators for many tech pros.

·     Prioritize Mentorship and Sponsorship, and Understand Their Differences: For companies, it’s critical to recognize the importance of both mentorship and sponsorship in career development. Everyone needs to understand that mentorship involves guidance, while sponsorship entails actively advocating for and opening doors for individuals. As managers, you should aim to create opportunities for organic mentorship connections and consider implementing structured programs within organizations.

·     Address Job Churn and Create Diverse Career Paths: It’s important to acknowledge that younger professionals often seek rapid career advancement and may leave jobs due to boredom. Companies should offer engaging projects and establish clear career pathways, including options for those who excel as individual contributors.

·     Promote Inclusive Practices to Combat Discrimination: It’s critical for everyone in tech to actively work to eliminate gender discrimination through awareness and inclusive leadership. That also means implementing unconscious bias training, encouraging a culture where all contributions are valued and credited, and advocating for diverse hiring practices.

We hope this episode has helped you with some new insights into mentorship, inclusion within the tech industry, and more. We'll see you next time-and remember, we are your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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I really wanted to talk to James because of his fascinating insights into how companies are adopting AI, the kinds of AI skills that tech professionals might need to succeed in this rapidly changing world, and the future of AI itself, which will include things like software agents working in sync to help humans accomplish their daily tasks.

Here are some quick takeaways as you think through the best ways to deploy AI within your own organization:

Prioritize Problem-Solving Over Tech Adoption: Don't rush to integrate AI simply because it's the latest trend. Before implementing any AI solution, clearly define the specific business problem you're trying to solve. Conduct thorough workflow analyses and understand the desired outcomes. This strategic approach ensures AI is used effectively and avoids wasted resources on unnecessary integrations. Focus on the customer in approach, not the technology out approach. Sometimes, the best solution won't involve AI at all.

Continuously Upskill and Adapt to Evolving AI Landscapes: Recognize that the tech industry has a diverse range of AI proficiency. Whether you're a seasoned developer or a newcomer, commit to continuous learning. Stay updated on the latest AI tools, methodologies, and advancements. Be prepared to adapt your skills and knowledge as the AI landscape evolves. Leverage training opportunities and engage with communities to bridge any knowledge gaps. Understand that embracing AI is a journey, and that everyone is at a different place on that journey.

Embrace AI as a Tool for Creative Empowerment: See AI not as a job replacement, but as a powerful tool that enhances your capabilities. Leverage AI to automate routine coding tasks, freeing up time for higher-level strategic thinking and innovation. Focus on developing your editing and curating skills to refine AI-generated code. Anticipate a shift towards managing and directing AI agents, and begin developing the necessary skills for this future role. Explore and experiment with AI-powered development tools to enhance your productivity and creative output.

Cultivate Effective Communication and Iteration with AI: Recognize that interacting with AI agents is fundamentally different from working with humans. Embrace the efficiency and directness that AI offers, while also understanding the importance of clear and precise communication. Master the art of prompt engineering to elicit desired outputs. Be prepared to iterate and refine your interactions with AI, continuously improving its performance. Understand that human oversight remains crucial for ensuring the accuracy and effectiveness of AI-driven workflows. Practice clear communication, and understand that you will be able to iterate much faster with AI than with humans.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career. 

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Here are some quick takeaways as you proceed on your own cloud journey:

• Essential Skills for the Future: The tech landscape is rapidly evolving, especially with the rise of generative AI. While technical skills are important, soft skills like collaboration, critical thinking, and continuous learning are crucial. The ability to adapt to new tools and technologies is essential for staying relevant in this dynamic environment. Professionals should focus on developing a growth mindset and embrace lifelong learning to navigate the ever-changing tech world.
• Generative AI and Its Impact: Generative AI is revolutionizing various industries, from automating tasks to generating creative content. Professionals should strive to understand the capabilities of generative AI and how it can be applied to their respective fields. Learning how to effectively prompt AI models and integrate them into workflows is becoming increasingly valuable. Regardless of your role, staying informed about the latest advancements in AI and exploring its potential applications is crucial for career development.
• AWS Training and Certifications: AWS offers a wide range of training and certification programs to help individuals gain expertise in cloud computing and AI. These certifications can validate your skills and enhance your career prospects. While certifications are valuable, they should be complemented by practical experience and personal projects. Demonstrating your ability to apply your knowledge to real-world problems is key to impressing potential employers.
• Navigating the Evolving Job Market: The job market is becoming increasingly competitive, and it's essential to stand out from the crowd. Building a strong portfolio of personal projects that showcase your skills and creativity can make a significant difference. Additionally, networking and collaborating with others in the industry can open up new opportunities. While the future of AI is uncertain, embracing change and continuously upskilling will be crucial for long-term success in the tech world.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Even better, he has some great tips for anyone who’s navigating the tech landscape right now in search of a job. Let’s jump in!

Here are some quick takeaways from Danny that you can use for your own job journey:

De-risk yourself as a candidate: When seeking a new tech role, especially your first, focus on minimizing the perceived risk for potential employers. Think of yourself as an investment. Companies prefer safe bets with clear returns. Showcase your abilities and accomplishments to demonstrate your value and make them want to take a chance on you. Don't just state your skills; prove them.

Strategically craft your resume and LinkedIn profile: Your resume and LinkedIn profile are not just checklists; they are marketing tools. Think strategically about the narrative you want to convey. What conversations do you want to spark? What impression do you want to leave? Tailor the information to highlight your strengths and guide the interviewer toward the topics where you excel. Remember, these are the primary sources recruiters and hiring managers use to form their initial impressions and develop interview questions.

Master the first interview: Many tech professionals focus on the technical interviews but overlook the initial screening. This first interview, often with a recruiter or HR representative, is crucial. Learn to articulate your technical achievements in a way that resonates with non-technical individuals. Focus on demonstrating your soft skills, like communication and problem-solving, through your interactions and examples. Make the interviewer enthusiastic about your potential so they advocate for you in subsequent rounds.

Adapt and thrive in a competitive market: The tech job market is highly competitive. While AI may have some impact in the long term, current layoffs are primarily driven by other factors like over-hiring, shareholder pressures, and performance reviews. Don't be discouraged. Focus on continuously developing your skills, networking effectively, and showcasing your value. Just as professionals in other industries have always needed to advocate for themselves, tech professionals must now do the same. Embrace the challenge and demonstrate your unique value proposition.

We covered a lot more during the discussion, so please give it another listen if you missed anything. We’ll see you next time, and remember—Dice is your best resource to find the tech talent you need to fill your open roles, and for tech professionals, the best place to grow your tech career.

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Here are some quick takeaways from this talk with Brandon:

First, Embrace Flexibility and Adaptability: The tech landscape is constantly evolving, with new technologies and challenges emerging regularly. Recruiters must be prepared to adapt their strategies and approaches to navigate these changes effectively. This includes being open to new recruiting methods, technologies, and approaches to attract and engage top talent.

Second, Prioritize the Human Element: While technology can streamline many aspects of the hiring process, it's crucial to maintain a human-centered approach. Focus on building strong relationships with candidates, providing a positive and personalized experience, and ensuring that the human element remains central to the decision-making process.

Third, Understand and Address Candidate Motivations: In today's competitive market, attracting and retaining top talent requires a deep understanding of candidate motivations. Go beyond traditional compensation and benefits to consider factors like company culture, values, work-life balance, and opportunities for growth and development. Tailor your recruiting efforts to appeal to the specific needs and preferences of your target candidates.

Fourth, Focus on Building Strong Relationships: Cultivate strong relationships with potential candidates, both actively and passively. This includes building a strong professional network, attending industry events, and engaging with candidates on platforms like LinkedIn. Focus on building long-term relationships with potential candidates, even if they are not currently seeking a new role.

We covered a lot more during the discussion, so please give it another listen if you missed anything. We’ll see you next time, and remember—Dice is your best resource to find the tech talent you need to fill your open roles, and for tech professionals, the best place to grow your tech career.

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This is the 20th annual edition of the Tech Salary Report, and we’re taking this opportunity to analyze how tech compensation has evolved over the long term. Yes, overall tech salaries have risen steadily since 2005, reaching an average of $112,521 in 2024, but you need to take inflation into account: Today's average tech salary, when adjusted for purchasing power, is almost exactly what professionals earned in 2005 ($112,521 versus inflation-adjusted $112,350).

This suggests that, despite periodic surges, compensation in tech overall has effectively plateaued over nearly two decades. For those tech professionals who want to earn massive compensation, it’s critical to stay current on the tech industry’s latest developments, and to focus on learning the latest and most in-demand skills (in our current era, that includes cloud engineering and artificial intelligence). We’re going to break that down—along with so much more—in our chat with Art.

Art always has great insights into the tech industry. Here are some key takeaways from our chat:

• Boost Your Salary with In-Demand Skills: The report shows a significant salary increase for professionals with skills like AI, cloud computing, cybersecurity, etc. As we mentioned above, focus on learning these skills to close the salary gap and become more attractive to employers.

• Companies Need to Offer Competitive Compensation & Growth: Inflation and stagnant salaries are leading to dissatisfaction among tech professionals. Companies need to offer competitive compensation packages and opportunities for learning and career advancement to retain their talent.

• Leverage Internal Learning Resources: Many companies offer internal resources like online subscriptions and conferences to help employees develop new skills. Take advantage of these resources to stay up-to-date and increase your value.

• Explore AI and Prompt Engineering: Gaining knowledge of AI and prompt engineering is crucial for the future of tech careers. Start by learning the basics of AI and how it can be applied to your field.

• The Future of Work is Hybrid: While some companies might push for full-time in-office work, the trend suggests a hybrid model is more likely. Focus on finding a company that offers flexibility and a good work-life balance.

We covered a lot more during the discussion, so please give it another listen if you missed anything. For even more information on compensation, benefits, and everything else that matters so much to tech professionals, check out the Dice Tech Salary Report!

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Our guest today is Paul DeBettignies. He’s a tech recruiting veteran with over 20 years of experience, and he’s built teams for startups and huge companies alike, as well as crafted recruiting strategies for Fortune 500 clients. He’s a prolific blogger, author of the long-running "Minnesota Headhunter" blog, and a frequent speaker at local and national events, offering expertise on recruiting, HR, careers, and social media.

In other words, he’s a great person to talk with about the current state of tech hiring as we enter the New Year. Let’s listen in!

Here are some quick takeaways as you proceed on your own tech recruiting journey:

First, don't procrastinate on hiring. Companies should start planning and preparing for their 2025 hiring needs now, rather than waiting until the last minute. Waiting too long can put you at a disadvantage and limit your options.

Second, you can leverage a holiday Season for productive conversations. A holiday season can be an unexpected opportunity for productive conversations with potential candidates. People may be more receptive to calls during this time, as they may be taking time off and looking for distractions.

Third, be mindful of regional differences in the job market. The job market can vary significantly by region. It's important to consider regional factors when planning your hiring strategy. For example, the Midwest may be slower to recover from economic downturns compared to the coasts.

Fourth, embrace AI as a tool, not a replacement. AI can be a valuable tool for recruiters and hiring managers, but it should not be seen as a replacement for human interaction. It's important to strike a balance between automation and the human touch to ensure a positive candidate experience.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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Our guest today is Nichole Foley, who’s the senior manager of talent acquisition for Commonwealth Fusion Systems, which is exploring the best ways to build clean fusion energy tech. Before that, she was a senior recruiting and people manager at Google, as well as a recruiter at other companies. That experience has given her incredible insight into recruiting and hiring as the tech industry heads into an uncertain but exciting 2025. Let’s listen in!

Here are some quick takeaways from this chat:

First, it’s important to acknowledge that tech hiring as we head into next year remains hyper-focused on specialization. Companies are now focusing on hiring for skills like AI and machine learning.

Second, for recruiters and hiring managers tasked with finding the best tech talent, it’s about more than just salaries. Perks like free lunches are becoming less important to candidates. Instead, they’re very interested in working for a company with a mission they care about, as well as work-life balance, the ability to work remotely, and opportunities for professional growth and development.

Third, it’s critical during these uncertain times to build trust with your team through personal connections and open communication. If you’re any kind of manager or team leader, providing direct feedback helps employees improve and see how their own goals align with the company’s mission.

Fourth, many tech pros are still interested in working for companies that lean into diversity, equity and inclusion. Recruiters need to push back on hiring biases and ensure diverse candidate pools, while hiring managers need to be open to interviewing candidates from various backgrounds.

There was a lot more in that discussion, of course, so give it another listen if you feel so inclined. Thank you for joining us—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Our next guest on “Tech Connects” is Christopher Savoie, who’s the CEO of Zapata AI, which is figuring out how to best integrate artificial intelligence into industrial-scale applications. In other words, he spends all day thinking about how to make the massive systems that underlie our lives, from supply chains to manufacturing hubs, even smarter and more efficient. If his name is familiar, it’s because he’s the co-inventor of AAOSA, the A.I.-based natural language interface technology used to develop Apple’s Siri, so he’s been in the AI game for a very long time. 

I wanted to get Christopher’s take on the future of AI, the risks we need to be aware of, and the complexities of deploying this technology at enormous scale. It was a fascinating conversation and moved very quickly, with a ton of points covered, so buckle up!

Here are some key points from our discussion:

• AI is more than just chatbots: While generative AI has gained popularity through chatbots, its applications extend far beyond natural language processing. Zapata AI demonstrates how AI can be used to solve complex industrial problems through advanced mathematical modeling and optimization.

• Quantum-inspired algorithms can tackle complex problems: Zapata AI's approach leverages quantum-inspired algorithms to efficiently handle the complexity of industrial challenges. This showcases the potential of quantum computing concepts even before the widespread availability of quantum hardware.

• AI can enhance human decision-making: By automating routine tasks and providing data-driven insights, AI can support human decision-makers in industries like logistics, finance, and healthcare. This can lead to improved efficiency, reduced errors, and better outcomes.

• The future of AI is multi-modal and domain-specific: As AI continues to evolve, we can expect to see more specialized AI models that combine different types of data (e.g., text, images, numbers) to address specific tasks. This will enable more tailored and effective AI solutions across various industries.

We hope this episode has helped you with some new insights into AI. We'll see you next time-and remember, we are your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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I first met Stefan more than a decade ago when he was at Microsoft and I was at Slashdot. At the time, he was senior director and chief evangelist for Bing, Microsoft’s search engine, which was a very new product. I remember talking to him pretty extensively about topics such as machine learning and surfacing useful data in response to queries.

Thanks to the advent of AI, such topics have only grown more complex and important. Listen in as we chat about everything from spinning up HumanX to how AI might evolve over the next few years!

Here are some additional things to consider as you plan your own AI journey.

• First, it's critical to approach AI strategically, which means don't rush into AI without a clear plan. Develop a well thought-out strategy that considers your specific business needs and goals.
• Second, focus on high-impact projects. Prioritize AI work that has the potential to significantly boost your business operations and outcomes. Avoid being distracted by low-value initiatives.
• Third, build cross functional teams. Assemble people with diverse expertise to ensure a comprehensive approach to AI implementation.
• Fourth, consider the implications. As you develop and deploy AI solutions, be mindful of the ethical considerations involved. Ensure that your AI systems are as fair, unbiased, and transparent as possible.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We'll see you next time, and remember, Dice is your best resource to find the tech talent you need to fill your open roles… and for tech pros, the best place to grow your tech career.

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Carmen has led corporate recruiting teams, built recruiting software, co-founded a tech recruiting conference, and trained recruiters. She’s also the author of the new book, “The Corporate Recruiter’s Playbook: Strategies for Hiring Top Talent,” which offers essential advice to recruiters and corporate leaders about how to attract and retain talent. As you’ll hear, we’ll chat about how recruiters and talent acquisition specialists can use their communication skills and other tools to refine and improve their hiring processes, even when things at a company get chaotic. We’re also inevitably going to talk about AI, as well.

Here are some key takeaways for you as you proceed along your own recruiting and hiring journey:

First, to truly understand the specific skills and behaviors required for a role, go beyond surface-level discussions with hiring managers. Collaborate closely with them to create accurate and detailed job descriptions that clearly define both technical and behavioral requirements. This ensures that candidates are well-aligned with the role's needs.

Second, prioritize quality over quantity in your recruitment efforts. Resist the pressure to fill positions quickly at the expense of finding the right candidates. Implement a more thoughtful and deliberate sourcing and screening process that focuses on identifying high-quality individuals who align with the role's specific requirements.

Third, leverage AI strategically to streamline certain tasks, but recognize its limitations. Combine AI with human judgment to ensure a comprehensive assessment of candidates. Stay updated on emerging AI technologies and their potential applications in recruiting to optimize your processes.

Fourth, invest in continuous learning to stay informed about industry trends, emerging technologies, and best practices in recruiting. Develop a deep understanding of the technical aspects of the roles you're recruiting for to effectively assess candidates' qualifications. Seek opportunities for professional development and upskilling to enhance your recruiting expertise.

We hope this episode has helped you with some new insights into recruiting, especially in the context of tech. We'll see you next time-and remember, we are your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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Our latest guest has been on the show before: Katrina Collier, a recruiting expert who’s an author, speaker, mentor, and facilitator specializing in the human side of talent acquisition. Her passion is ensuring that recruiters and companies deliver a great candidate experience. Her latest book is titled “Reboot Hiring,” and it focuses on the ways that executives, managers, and other business leaders can effectively reboot a hiring process that’s only gotten more complicated and expensive in recent years. 

As you’ll hear during our discussion, Katrina thinks that AI isn’t solving every issue confronting talent acquisition experts and recruiters right now. Instead, companies seeking to hire the best tech talent need to concentrate more than ever on the human side of things. 

Here are some key takeaways from our chat:

First, the talent acquisition landscape has undergone significant changes due to the pandemic, economic fluctuations, and the rise of AI. Companies have over-hired and laid off staff multiple times, leading to a chaotic and uncertain environment. It may take some time for this situation to sort itself out, but it also creates opportunities for recruiters and companies who are willing to approach their hiring challenges with emotional intelligence. 

Second, while AI offers potential benefits in TA, it can also introduce biases and challenges. It is important to use AI strategically and ethically, focusing on areas where it can add value, such as automation and data analysis. However, relying solely on AI can lead to suboptimal outcomes, especially when human judgment and emotional intelligence are crucial.

Third, despite the advancements in AI, human interaction remains essential for successful talent acquisition. Managers need to develop strong relationships with their TA teams, listen to their expertise, and collaborate effectively. By prioritizing human connection and understanding, companies can create a more engaging and effective hiring process.

Fourth, emotional intelligence is crucial for navigating the complex challenges of modern TA. Leaders must be willing to be vulnerable, admit their limitations, and seek guidance from their teams. By fostering a culture of collaboration and trust, leaders can create a more positive and productive work environment.

We’ve covered quite a bit in this episode, so give it another listen if there was anything you missed. We’ll see you next time, and remember—Dice is your best resource to find the tech talent you need to fill your open roles, and for tech professionals, the best place to grow your tech career.

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I wanted to talk to Seth because he recently wrote a whitepaper on how organizations are developing AI strategies, including what AI could mean for tech professionals both in the near- and long-term. Let’s listen to his key insights into AI and how it might impact your own journey through the tech industry.

There’s a lot of chatter right now about all things AI-related, so it’s great to step back and take a broader view on the technology and the industries it impacts. Here are some additional takeaways from our conversation:

• First, the AI hype train is slowing down. It's essential to recognize that while AI has the potential to revolutionize industries, it's not a magic solution. Instead, it's a tool that can augment existing workflows and processes. Understanding this distinction is crucial for setting realistic expectations and avoiding overhyped promises.

• Second, effective AI implementation hinges on robust data management. Companies need to prioritize data cleaning, organization, and analysis to maximize the value of AI tools. Additionally, core skills in areas like software programming, cybersecurity, and data analysis remain essential. AI is often integrated into existing tools and platforms, so proficiency in these areas is vital.

• Third, as AI becomes more prevalent, the ability to critically evaluate AI outputs will be increasingly important. Professionals need to develop skills to assess the reliability and accuracy of AI-generated information. This includes understanding the limitations of AI algorithms and the potential for errors.

• Fourth, successful AI integration requires collaboration across different departments and roles. Technology and business teams must work together to define goals, identify challenges, and allocate resources effectively. A holistic approach that considers the interplay of people, processes, and technology is essential for maximizing the benefits of AI.

Keeping these points in mind will help you and your company use AI more effectively. We’ve covered quite a bit in this episode, so give it another listen if there was anything you missed. We’ll see you next time, and remember—Dice is your best resource to find the tech talent you need to fill your open roles, and for tech professionals, the best place to grow your tech career.

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Here are some quick takeaways from this discussion with Art:

First, embracing AI isn’t really optional. The rapid evolution of AI demands immediate action from businesses. Similar to the impact of the PC or the internet, AI is fundamentally altering business models. Companies that fail to integrate AI risk losing market share to competitors who are already leveraging its capabilities.

Second, you can’t really wait to embrace AI. Technology professionals are already adopting AI tools at a rapid pace, and surveys indicate there’s already widespread use of AI, particularly in code generation and completion. To remain competitive, tech professionals must understand how generative AI can enhance their careers. Those who fail to adapt will find themselves at a significant disadvantage.

Third, upskilling is absolutely essential for anyone who wants to succeed in this new, AI-driven environment. The demand for AI talent far exceeds supply, and so companies are increasingly focusing on upskilling their existing workforce to meet AI demands rather than hiring externally. Learning Python and data engineering can provide a strong foundation for an AI career. Additionally, platforms like AWS offer numerous resources for upskilling in AI.

Fourth, as AI adoption grows, so do concerns about data privacy and security. Companies must establish strict policies regarding AI usage to protect sensitive information. Preventing data leaks to large language models is crucial. Furthermore, developing tools to monitor AI usage within organizations will become increasingly important to safeguard proprietary information.

More columns will roll out over the next few months, highlighting how AI will continue to impact the job market in massive and subtle ways for decades to come.

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Here are some key takeaways from our discussion that you can apply to your own AI journey, particularly if you’re trying to figure out how to use AI to fulfill your talent acquisition needs:

First, educate yourself about AI and its limitations: There's a lack of education and a rush to adopt AI at some companies, leading to potential biases and a lack of understanding of how AI works. It's important to be aware of the limitations of AI and to use it as a tool alongside human expertise, not as a replacement.

Second, be skeptical and question how AI decisions are made: AI can perpetuate biases if the data it's trained on is biased. Tech professionals should be critical of AI outputs and ask questions about the reasoning behind them. Don't blindly trust AI for decisions, especially concerning hiring.

Third, start playing with AI tools: There are free resources available online that allow you to experiment with different AI language models. Learning about prompt engineering will help you ask AI the right questions and get the most useful outputs.

Fourth, collaboration is key. Discuss AI with your team and learn from each other: Get your team involved in exploring AI tools and discussing their potential applications. Sharing knowledge and experiences will help you navigate the ethical and practical considerations of AI in the workplace.

We'll see you next time—and remember, we are your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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Here are some key takeaways:

First, the recent advancements in generative AI have introduced a double-edged sword. While it presents exciting opportunities to increase efficiency and improve customer service, it also opens doors for malicious actors to exploit vulnerabilities. This has ignited an "AI arms race" where both defenders and attackers are employing AI for their advantage. New threats like deepfakes and data poisoning necessitate companies to re-evaluate their cybersecurity strategies and incorporate measures to address these AI-driven attacks.

Second, to mitigate the cybersecurity risks of generative AI, a layered approach is recommended. Companies should establish clear policies and usage guidelines to restrict access to sensitive information. Additionally, engineered controls such as data screening tools can be implemented to monitor data flow and identify potential leaks or misuse. As the AI threat landscape continues to evolve, it's crucial to keep these controls updated. Furthermore, cybersecurity awareness training for employees is essential to equip them with the skills to recognize and report suspicious AI activity.

Third, looking towards the future, we can expect to see the development of specialized AI models designed to tackle specific tasks. Additionally, AI will become increasingly embedded within various devices and systems, posing new security challenges. As distributed intelligence becomes the norm, concerns regarding data privacy and control will likely intensify. It will be interesting to see how these trends unfold and how the cybersecurity landscape adapts to this ever-changing environment.

We hope this episode has helped you to better understand a little more about AI and cybersecurity, and how those might impact your company and job. We'll see you next time… and remember, we are your best resource to find the tech talent you need to fill your open roles, and for tech pros, the best place to grow your tech career.

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Here are some key takeaways from the discussion:

• First, if you’re a manager or executive at most companies—by which I mean a company that doesn’t have tens of millions to spend on AI talent and infrastructure—consider focusing your efforts on upskilling your existing workforce to work with AI tools, rather than hiring expensive AI specialists.

• Second, develop an AI strategy before training your employees to ensure they learn the most relevant skills.

• Third, use AI responsibly and transparently, ensuring proper attribution of content and human oversight to prevent errors. This is especially crucial when you consider how businesses run on trust; if your AI efforts can’t be trusted, you’re going to be in big trouble.

• Fourth, provide ongoing training opportunities and encourage experimentation with new AI tools, as the field is constantly evolving.

We hope this episode has helped you to better understand the impact of AI on the job market. AI is a powerful tool that can be used to transform businesses, but it's important to use it wisely.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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I love talking to Steve because of his ability to break down something as complex as the current cybersecurity landscape. Here are some takeaways from our discussion that could help your own thinking:

First, businesses are facing a growing number of cyber attacks, but many are not prepared. They need expertise to respond to these threats, which means allocating a long-term budget and commitment to bulking up cyber-defenses. Cybersecurity is an ongoing process, not a one-time fix, and businesses need to prioritize it to stay secure.

Second, individuals with transferable skills and a willingness to learn can break into cybersecurity careers. There are online courses, communities, and free training platforms to help you gain the necessary skills. Highlighting leadership qualities and initiative on your resume will also make you stand out to potential employers.

Third, the future of cybersecurity is uncertain. Emerging technologies like quantum computing will create new security challenges. The industry is working on solutions, but continuous learning and adaptation will be essential for cybersecurity professionals.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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During our last discussion, we chatted about the need to apply A.I. to training and education. Since then, generative A.I. has evolved even further, so I wanted to sit down with him again to chat about everything from internal skills training to the best ways to build a chatbot to how artificial intelligence could fundamentally impact education. Let’s jump in!

Any discussion that takes us from an examination of the Prussian educational system to the frontiers of A.I. is a good one in my book. Here are some additional takeaways from our discussion:

First, while generative A.I. is a revolutionary tool, people have mixed feelings about it, and there’s still some misunderstanding about the nature and capability of A.I. and large language models. Organizations everywhere need to consider educating their employees about the scope of this tech, as well as what it can and can’t do. 

Second, even with generative A.I. changing how we work, tech professionals everywhere still need to understand the fundamentals of what they do, and why code works. If you’re writing programming-related prompts, you need to understand exactly what you’re asking for and how it’ll be incorporated into a larger project.

Third, generative A.I. may have a huge impact on training and education in future years. Pay attention to the rise of chatbots as tutors. If you’re a student or a junior technologist, this technology could radically change the ways you learn and keep your skills up-to-date.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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First, AWS is launching a portfolio of A.I.-powered helpers and tools for developers, which could fundamentally change how thousands of people build the software of tomorrow.  

Second, there’s a whole new generation of tech professionals who are scoring their first roles as interns, junior developers, and more. Meanwhile, the tech industry is changing rapidly thanks to the evolution of A.I. and other technologies. Adam has some interesting insight into how these new techies can use A.I. to accelerate their problem-solving and early careers. 

Here are some additional takeaways from our discussion: 

First, generative AI is being used by a wide range of people, from skilled data scientists to early career interns. Whether you’re an experienced tech professional who wants to speed up their coding, or an intern still trying to figure out how to use the building blocks of technology, A.I. can make things a little easier by automating tasks and suggesting improvements. 

Second, if you’re running a team or project, consider allowing your interns, junior developers, and other tech professionals just starting out to use A.I. It could allow them to solve some challenges faster.  

Third, A.I. as a technology is here to stay. It’s helpful at this point to figure out how it’ll best integrate into your current workflow, whether that’s designing solutions, writing code, or debugging.  

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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When it comes to tech professionals and salary, we’re in a very interesting moment. Last year’s average tech salary was $111,193, down very slightly from $111,348 in 2022. That’s a significant difference from a few years ago, when the average salary rose 9 percent between 2019 and 2021. However, widespread cutbacks in tech spending, combined with mass layoffs in late 2022 and early 2023, put some pressure on salary growth.

But as we get into with Art, there are lots of “green shoots” of growth when it comes to salary, benefits, and more. For example, although compensation has stagnated somewhat in well-established tech hubs such as Silicon Valley and Seattle, it’s grown in up-and-coming tech centers such as Houston and San Diego.

Here are some other key takeaways from the report:

First, organizations will pay a premium for tech professionals who can build out on-premises and cloud infrastructure, especially when that infrastructure powers cutting-edge initiatives such as AI and data analytics. Keep that in mind as you consider which skills to learn next.

Second, PTO usage remained steady in 2023. This suggests more tech professionals recognize the need to take full advantage of their allotted time off. If your workplace has a great PTO policy, take advantage of it; your work-life balance is worth it.

Third, if you’re looking for areas with the fastest-growing salaries, it’s clear from the report that organizations will pay a premium for tech professionals who can build out on-premises and cloud infrastructure, especially when that infrastructure powers cutting-edge initiatives such as AI and data analytics.

We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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During our chat, Hillion provides some key insights into so many of the data issues impacting companies today, from verifying the quality of data to fine-tuning the large language models (LLMs) that power the current generation of generative A.I. products.

If you’re someone who works with data—and increasingly, everyone’s working with data—you may draw some useful information from this episode. Here are some quick takeaways from the discussion:

First, it’s important to define ‘data quality.’ Is there consistency in your data sets? Is everyone comfortable with the sources, metrics, and outputs? Everyone in your organization should have confidence in your data and the insights you’re producing from it. Fortunately, there’s a variety of tools that allow you to manage and evaluate data quality.

Second, when it comes to A.I., it might be best to proceed with caution. Embrace the technology, sure, but also keep an eye on what others are doing. It’s early days for A.I., which means it’s difficult for everyone to find truly the right way forward. Within a year or two, Hillion thinks there will be reference architectures and implementations that will establish some guardrails for A.I. development; but until then, it’s important to be careful as you build and test your own A.I.-based solutions. 

Third, if you’re interested in data science as a profession, you’ll need to learn a core group of skills, including (but definitely not limited to) Python—which Steven calls the lingua franca of a data scientist—SQL, machine learning, and statistics. 

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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She’s advocated for HR to participate in the highest-level decision-making to ensure the right people are being hired and retained, because that ultimately determines how well a company carries out its strategy and delivers for its customers. Let’s listen in as we break down everything from how businesses can retain their tech professionals, to the role HR can play in a company’s broader strategy:

Here are just a few takeaways from our conversation:

First, if you’re a manager or involved in HR, it’s important to recognize that talented, highly-specialized workers have their pick of jobs—and they’ll leave for a new employer given the right motivations. You need to be very conscious about whether you’re providing a memorable, valuable experience to your employees—and that goes beyond just salary. For example, collaborative cultures, flexible schedules, and continuous learning can all persuade valuable employees to stay onboard your company.

Second, it’s important to talk to your reports and team members about career progression. Where does an employee want to go? What training do they need to get there? If a tech pro feels like their organization is committed to their growth, they’re far more likely to stay and deliver their best work.

Third, HR is often considered a support function. But HR needs to play a key role from the beginning in strategic planning. They need to take a company’s existing skills and resources into consideration, figure out where there’s a gap, and help formulate a plan to close that gap.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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I wanted to talk to Tigran about a number of topics, from training and technical interviews to how the rise of A.I. will impact tech careers. Here are some quick takeaways from our chat: 

First, anyone who’s hiring tech professionals must think about skills as more than just keywords on a resume. Tech professionals must be truly competent, which means knowing how any skill—whether it’s a programming language, knowledge of a framework, or something else—interacts with other elements throughout a tech stack and ultimately yields results.  

Second, it’s important for the hiring process to actually simulate the job itself. It’s not enough to ask a candidate brainteasers or math problems copied off another website: you want to see how the candidate would handle the concepts and tools involved in the job itself. Think about that if you’re currently thinking through how to create a great hiring process. 

Third, education works best when it’s personalized. A.I. could indeed help us create personalized learning tracks for all kinds of students. While that might raise some questions about the accuracy of what an A.I. is teaching people, you could presumably sidestep that through a system of checks, balances, and evaluations. 

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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If you’re a tech professional who’s interested in climbing the ladder into a senior management position, I hope you learned something from Durvasula’s story. Here are some quick takeaways from our discussion.

First, if you want to move into a managerial role, much less take the CIO or CTO seat, you have to focus on people. When you’re running an organization’s tech, you’re going to be building and decommissioning platforms, and instituting and unwinding processes. There’s going to be constant re-engineering. If you want to get through all of that smoothly, you need to invest in people and help them grow, so that they’ll help you and your organization grow in turn.

Second, the higher up you climb in terms of your roles, the more you need to embed yourself in the core business. You need to understand a business’s domain, its culture, and its problems. Being a technology leader also means often being a business leader. That’s a pretty hard shift for some tech professionals, but if you want to make a real difference, you have to take charge and become another voice at the table.

Third, if you’re helping shape your company’s A.I. policy, it always pays to think “safety first.” Start by thinking about the guardrails that need to be put in place, and the ways you need to lock down your company’s data. Once you’ve thought all that through, you can put A.I. into production in a safe way.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.

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I wanted to talk to Tariq because the software industry is at an inflection point. The rise of low- and no-code tools, along with code-writing chatbots like ChatGPT, could fundamentally alter software engineers and developers’ workflows, and even enable people without much coding experience to produce acceptable software. With its tools providing analysis and coding guidance, Sonar could help developers navigate this interesting new environment. Let’s listen in!

Here are some quick takeaways from our chat:

First, while the current generation of code generators—say that five times fast—is exciting, the practice of coding is going to need human attention for quite some time to come. There’s every chance that auto-generated code could introduce security, compliance, and other issues into your tech stack.

Second, across every industry, more and more companies are becoming “software” companies. Developers are more important than ever to a company’s strategy and outcomes. If you can build software in a reliable and secure way, you’ll find a plethora of opportunities in a wide variety of places—you don’t have to focus your job-hunting efforts exclusively on the tech industry.

Third, tools such as Sonar will likely lead to even more people within an organization generating code, even if they don’t come from a traditional tech background. If you’re in any kind of management or team leader position, keep that in mind as you plot workflows for your future products. 

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Here are some takeaways from the conversation with Frederici that I found particularly interesting:

First, it’s important to keep in mind that A.I. isn’t going to instantly solve all of your problems and challenges. As A.I. tools and services become more sophisticated, you should think of them as force multipliers, freeing up time and resources so you can focus on things that truly matter. It’s an enhancement for work, not a replacement.

Second, scaling up is a key goal at many tech companies. However, scale isn’t something you achieve purely though tools or even tactics—instead, it comes down to building an effective culture that allows you to recognize great opportunities and work toward them. You ultimately need people who are engaged, well-trained, and who know what they’re doing.

Third, siloing is a huge issue. A lack of transparency and an inability to share learnings and data can prevent teams and companies from achieving their goals. In the end, it comes down to the three ‘c’s: communication, coordination, and collaboration. If teams can effectively communicate, coordinate, and collaborate, those silo walls will come crashing down.

Fourth, if you’re going through an acquisition or acquihire, you can make a difficult process a little easier by assuming good intentions. Don’t let the uncertainties of the situation drive you completely insane. Instead, making a point of asking questions and doing your best to keep lines of communication open.

We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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There’s a lot of buzz around space lately, and I was really curious about what it takes for software developers and tech pros to break into this rapidly evolving arena. Let’s break it down with Ben! 

Here are some takeaways from the conversation with Ben that I found particularly interesting. 

First, you’ll remember Ben mentioned he studied philosophy and economics, worked at a number of different startups, and experimented with different fields before finding his way to coding in the context of space. For software developers and other tech professionals out there, his experience just goes to show that your skills and experience can translate into many different fields—it’s all a question of what interests you. 

Second, if you’re managing a complicated software project, it’s important to evaluate languages and tools in the context of what you need done. For example, Ben chose Elixir for True Anomaly’s space applications because it’s fault-tolerant, scalable, low latency, and more. Even if you’re new to a particular industry and you feel like you’ve been thrown into the deep end, you know how languages and tools work, and you can build your success off that. 

Third, if you’re tasked with helping to develop an internal software culture, keep two things in mind. First, don’t be afraid to be expressive and speak up about what you think is working well (and not so well). Second, it’s important to know when to say ‘no.’ Sometimes you need to turn something down or go in another direction in order to succeed. Saying ‘no’ can save a lot of time and effort.  

We covered a whole lot of other topics, of course, so give it a re-listen if there was something you missed.

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I wanted to talk to Jeff because Karat recently released its latest hiring trends report, which offers a ton of insight into how tech leaders are approaching hiring right now. What are companies using to source their candidates, and how are they valuing the engineers they bring aboard? Let’s jump into the discussion!

It’s always interesting to take a top-level view of the tech industry, particularly the hiring aspect of it. Here are some quick takeaways from the discussion with Jeff:

First, when companies talk about employees that add significant value, they’re often referring to those who can solve very difficult tasks using their combination of skills and experience. These valuable employees often have a very deep understanding of a specific space. But there are also employees who are very good team members, who use their soft skills to make those around them more effective. When you’re hiring, you can adjust your hiring process to try to find employees who have some combination of these abilities.

Second, some companies are moving away from referrals as a way to source talent. This can open the door to companies creating more inclusive teams, because it opens the door to drawing talent from all sorts of places. While steering away from referrals might mean it takes longer to make a higher, it could also result in stronger teams.

Third, even though there’s a lot of chatter right now about how A.I. will impact the hiring process, it’s intensely important that human beings remain in the hiring loop. While A.I. could run a coding challenge or evaluate a technical answer to a question, you ultimately need human recruiters and hiring managers to figure out whether a candidate will fit in with the team, for example, or possess the ability to talk through concepts in an easy-to-understand way.

And that’s it, folks! Thanks for listening in. We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Let’s listen in as Lisa and I talk about Grow with Google, the program’s most popular certificates, how tech skills programs can boost diversity, employers’ desperate need for tech specialists, and much more! 

No matter where you are in your career, learning new skills is absolutely vital. Here are some key takeaways from our discussion with Lisa: 

First, as Lisa said, only a third of Americans have a four-year college or university degree. So, there’s a huge gap out there between what people are capable of doing and the jobs they can access. Certification and training programs can potentially close this gap. If you’re a tech professional or an aspiring one who’s strapped for time and resources, consider whether obtaining certs and training can open up job opportunities to you.  

Second, data analytics is hot. Tons of organizations all over the country are increasingly mining their datasets for strategic insights, and they need tech professionals who are capable of storing, securely moving, and analyzing that data. If you’re looking into tech, consider a data-centric career. 

Third, if you’re in the market for a tech job, keep in mind that durable skills are always key. Durable skills include problem solving, critical thinking, communication, and others. Before you head into a job interview, make sure you have some stories prepared about how you’ve used problem solving and critical thinking to move past challenges and help projects succeed. Recruiters and hiring managers will weigh such things just as much as your technical skills.  

And that’s it, folks! Thanks for listening in. We covered a whole lot of other topics during the episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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In other words, Dylan is uniquely positioned to provide some fascinating insights into making engineering teams more efficient, how development teams can make great decisions that take everyone’s views into account, and much more. Let’s listen in!

Here are some key takeaways from our discussion:

First, there’s a growing realization that engineering is a combination of the creative and the scientific. It’s not about how many lines of code you write or how many features you ship within a particular quarter; sometimes, the most effective developer or engineer on the team is the one who only writes a few lines of code after thinking very carefully for days or even weeks. As you figure out your team’s deliverables, KPIs and measures of efficiency, you need to think carefully about what actually matters in terms of goals and measurements, and plan accordingly.

Second, when it comes to project management, automation will only get better. In theory, project management tools will allow teams to hand off more monitoring and management processes to an algorithm, allowing them to focus more on important work. And that’s a good thing! But as we pursue automation, we need to be careful to make sure the proper “guardrails” are in place so that automation doesn’t mess up processes or make things overly complicated.

Third, it seems like big tech companies such as Meta are embracing efficiency and trying to take away layers of management. Across the tech industry, it’s all about smaller teams, fewer managers, and more individual contributors. As Dylan says, this is going to be an interesting experiment over the next few years. Do you really need a thick layer of middle management? How many managers are too much? And should managers actually be coding, or devoting all of their energies to actually running teams?

We covered a whole lot of other topics, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Given his current focus and background, I was really in interested in talking with Ted about the current state of the tech hiring market, how he sees the road ahead, and what companies can do to ease their sourcing issues.

Here are some brief takeaways from our chat:

First, the tech industry experienced a hiring surge during the pandemic. Now there are a lot of new macroeconomic factors in play, which are causing some companies to cut back on tech hiring even as others try to grab all the talent they can. But the net result is that it’s still a challenging hiring environment for companies, and they’ll still need to fight to secure the best tech professionals.

Second, numerous industries are interested in hiring lots of tech talent, including healthcare, entertainment, and manufacturing. Many organizations in these industries are increasingly curious about cutting-edge tech such as machine learning and artificial intelligence. If you’re a tech pro with specialized skills, don’t be afraid to cast a wide net—you could find some interesting opportunities in a whole new industry. For recruiters and hiring managers, landing talent is more than just offering high salaries—you’ll need to convince tech pros that they’ll find the right mix of benefits, perks, and purpose at your company. 

Third, culture is extremely important when it comes to convincing tech candidates to join your company. It’s also a really difficult thing to get right. Companies need to define their culture, then figure out the best way to promote it via the channels available to them. If you can show a tech candidate that your company culture aligns with their own values, you’ll have a higher chance of hiring them.

We covered a whole lot of other topics during this episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Our latest guest is Mark Chaffey, who’s the CEO of hackajob, which is attempting to upend the tech job market. With the traditional job hunting model, tech professionals apply for jobs. But with hackajob, everything is inverted: companies must apply for tech professionals whose skills and experience match what they need.

It’s a fascinating idea, and the experience of spinning up hackajob has given Chaffey some key insights into the tech job market at the moment. We’re going to discuss everything from the current state of tech hiring, to the most in-demand tech skills, to the potential impact of generative A.I. on the job market. Let’s get to it!

Here are a couple of quick takeaways from our discussion that could help you out as you negotiate the job market.

First, despite all the headlines about layoffs, companies are still having a hard time finding the tech professionals they need, especially when it comes to sourcing specialized talent. That makes some companies desperate, and more likely to spam candidates who might not fit their requirements. If you’re a manager or team leader on the hunt for talent, it’s worth taking a considered, careful approach to your sourcing—you may need a bit more time to fill the position, but the odds are higher you’ll find the right candidate for the job.

Second, A.I. is going to have an impact on hiring. But it’s going to be quite some time, if ever, before automation can potentially take over recruiting and hiring entirely—job candidates want the human touch, and it’s up to companies to provide that.

Third, there’s a lot of chatter out there about how A.I. will impact how tech professionals do their jobs. We’re already starting to see the effects of this, but it could take years—if not decades—for the impact of generative A.I. to fully play out. And while automation may eliminate some jobs, there’s every chance it could end up creating quite a few more, different ones.

Which leads us to the fourth and last point: soft skills such as communication and empathy matter just as much as technical skills. If you’re out on the job market right now, take the time to emphasize your soft skills in your resume, application materials, and job interviews—it could really set you apart from other candidates.

We covered a whole lot of other topics during this episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Lots of companies over the years have pledged to design tools and platforms to make data democratization more of a mainstream thing, and I’m wondering about the current state of those efforts—is data democratization gaining momentum, or is there still much work to be done? Is it possible to make an entire organization data literate? And how does that change the jobs of data scientists and other experts?

If you’re interested in analyzing data for crucial insights, it’s more important than ever to be aware of how the push for data democratization and literacy are changing organizations of all sizes. Here are some key takeaways from our chat with Shadi:

First, as companies collect and analyze more data, there’s more pressure on data analysts and scientists to deliver results for the organization. This results in the “data breadline” in which employees are lining up for their local data expert’s precious time and expertise. It’s not necessarily a sustainable system, which is why many companies are actively trying to figure out how to best give their employees the tools and datasets they need to perform effective data analysis.

Second, companies need to walk something of a tightrope when it comes to empowering their workers and making them data literate. You can’t just throw raw data at someone untrained in analytics and expect them to mine crucial insights; but you also can’t just give them a dashboard and expect them to understand what’s going on. Easy-to-use tools for self-serve data analytics, combined with strategic help from data scientists, can go a long way toward helping an organization succeed on the data front.

Third, effective data analysis is also a result of a company’s culture. It’s not just about hiring the right data experts and signing up for the right tools; companies need to really think about practices and culture around data, and how to make sure everyone in the organization is best served by the processes in place. It means that data experts and their company need to examine usage metrics and pause to analyze results. A good feedback loop will ensure everyone is getting what they need.

We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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According to one recent report by Deloitte, the semiconductor industry will be short 1 million employees by 2030. And when you think about the centrality of chips to everything we do everyday, you realize that potential lack of talent is a critical issue. Let’s listen in as Tony breaks down both the current industry and solutions for the future.

Chips are so pervasive in our everyday lives, powering everything from our smartphones to our cars and appliances, that sometimes it’s easy to forget they’re even there. So it’s illuminating to talk to Tony because he illustrates just how central chips are to everyday life—and how quickly the semiconductor industry is evolving in new, interesting ways.

Here are a couple of other takeaways from our discussion:

First, if you’re interested in a tech career, think seriously about semiconductors, especially if you’re interested in hardware and electronics. You’ll have a real chance at making a huge difference in peoples’ lives if you help advance the semiconductor industry forward.

Second, the semiconductor industry is speeding up. As Tony mentioned, there are open source tools that enable microchip design. There are startups trying to create custom silicon for next-generation functions such as artificial intelligence. There’s a lot of opportunity there for anyone to have an impact and contribute critical ideas, even just out of school. If you want to break into the field, gaining a solid foundation in math and science is critical; from there, there are lots of pathways to specialize in different aspects of the field. 

Third, the semiconductor industry will remain absolutely critical for a long time to come, but even with the attention devoted to building up a talent pipeline, there’s every chance that demand for tech pros will sustain well into the future. Keep an eye on how this field is evolving; it could make a good long-term play for your tech career.

We covered a whole lot of other topics, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Her position gives Kathryn extraordinary insight into the job market at the moment. Let’s listen in as we talk about everything from the current economic environment to remote work to finding purpose in your job.  

As you'll hear during the podcast, there’s a lot of reason for optimism out there. The news headlines seem focused on layoffs and the possibility of a recession, but companies are still hungry for talent, and job candidates have a lot of opportunities out there.

Here are a few takeaways from our discussion:

First, even though there are widespread fears of an economic recession, job candidates still expect to be able to vocalize their preferences and have their top priorities met. Many of them want a sense of purpose and an opportunity for growth. That means companies still need to provide the benefits, perks, and mission that candidates want.

Second, employees aren’t willing to stick in a job they hate, especially if they have highly specialized skills that make them valuable. Many employees are experiencing “shift shock,” where a new job’s reality doesn’t match up to their expectations going in; some 72 percent of those surveyed by The Muse had experienced this phenomenon at some point. To avoid this kind of mismatch, companies must be honest, accurate, and straightforward about company culture and what they’re offering candidates.

Third, if you’re a tech professional (or any other kind of worker) on the job hunt, take the time to do a personal inventory and figure out your career priorities. For example, do you want a position that allows you to engage in deeply focused work, or do you want to work constantly with a team? Are you willing to sacrifice a chance at higher compensation in order to work for a particular cause? Once you perform that sort of breakdown, you can get a better sense of the moves you need to make to have a truly fulfilling career.

And that’s it folks! We covered a whole lot of other topics, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Here are some key takeaways from our discussion:

First, if you’re an executive or team leader who’s hiring interns, keep in mind that interns want enriching experiences. If you’re committed to just having your interns do grunt work, chances are good the relationship won’t fully work for either you or them.

Second, companies should be prepared for their legions of interns. That means ensuring that interns can do meaningful work without inadvertently causing chaos. Review with your team what you need to do to ensure that everyone accessing company data does so in a safe, informed way, for example.

Third, keep an eye on your driven and engaged interns—they might end up becoming some of your best full-time employees.

And with that, we’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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During this episode, we’re going to dig into the current must-have skills, how tech recruiting has changed in the post-pandemic period, the best ways to survive a technical interview, and much more. Let’s listen in!

As Sachin mentions during our chat, the tech industry is experiencing a bit of turbulence at the moment. However, there’s still a widespread hunger for technology professionals, especially those who have mastered key skills such as blockchain, data science, and machine learning. By keeping your skills up-to-date and becoming comfortable with organizations’ hiring processes, you stand a good chance of landing a life-changing job interview.

Here are some other takeaways:

First, some of the biggest of the big tech companies have laid off thousands of workers, and some tech startups are having trouble getting funding. Nonetheless, multiple organizations across a broad swath of industries continue to hire aggressively. Sachin believes that much of the tech industry will rebound, as well, once we’re past all the turbulent events of the past few quarters, such as rising interest rates.

Second, there’s continuing interest among developers in cutting-edge technologies such as blockchain and machine learning. For example, even though the cryptocurrency industry has undergone some spectacular meltdowns, there are still significant business applications for the blockchain such as smart contracting. Staying aware of the latest, most cutting-edge tech can only benefit you.

Third, depending on the roles you’re applying for, chances are good you’ll face a technical interview of some sort. While these technical interviews are potentially intimidating, it’ll be okay so long as you follow some basic steps. Take as much time as possible to prepare, including reviewing the fundamentals of your particular specialization. Also, hiring managers and recruiters might be more forthcoming than you think about the contents of a technical interview; feel free to ask them about what any assessment will actually include in terms of concepts and tools.

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It’s fascinating to talk to Errol because he’s thought so deeply about mentorship and how it can impact careers. Here are a few things to keep in mind if you’re seeking a mentor, or if you’re a tech pro who feels ready to mentor others who are earlier in their career.

First, it’s important for a mentor and mentee to have chemistry. If you’re seeking a mentor, make sure what they’re saying really resonates with you, and that you feel at ease while talking with them. As you deepen your relationship, your mentor may come to you with issues and questions of their own; take the time to listen and give them the best possible advice.

Second, you’re not going to have one mentor (or mentee) throughout your career. People grow and evolve, and you should pause to evaluate your mentoring relationship every so often. It’s perfectly normal to move on if you feel it’s time—but make sure to never lose touch with someone who’s helped you so much.

Third, you’re always potentially ready to mentor someone, just as long as you can devote the proper time and resources to the relationship. You don’t need to be a CEO or CTO to help someone along in their career; if you’re able to answer their questions and help them navigate at least some professional issues, you can mentor.

And with that, we’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Our latest ‘Tech Connects’ guest is Josh Millet, who’s founder + CEO of Criteria, which builds assessments and tools so that organizations can make objective, evidence-based talent decisions. When done right, good assessments should drive great hiring outcomes while reducing bias. But how do you create a truly objective assessment? How can companies adjust their hiring processes to boost hiring successes and retention while reducing turnover? Let’s listen in! 

Even under ideal circumstances, hiring is a tricky and stressful process for pretty much everybody involved, so it’s interesting to talk to people like Josh who are trying to revolutionize the process. Here are some key takeaways from our discussion:

First, any company can set up a hiring process that minimizes the potential for bias, especially if they focus on a structured and rigorous process based around the job’s objective aspects. For example, the tools and languages involved in software engineering. Quantifiable assessments and an evidence-based approach can help organizations hire the most effective talent.

Second, even though offices are opening back up, many organizations have embraced the idea of doing at least some hiring interviews via video. As Josh explained, many are doing the initial interview over Zoom, then moving to in-person for the final interviews. For managers and tech professionals, that means maintaining and perfecting both your video and in-person interviewing skills. 

Third, there’s a growing movement behind using assessments to inform growth, development, and teambuilding. If you’re a manager and you’re concerned about your team’s morale, consider an assessment-based approach to evaluating their happiness and willingness to leave.

We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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Our next guest is Nick Durkin, field CTO of harness.io, where he’s responsible for the organization's worldwide field engineering team, post-sales engineering team, and a portion of product. Harness.io leverages artificial intelligence to streamline core DevOps processes, which gives him key insights into how automation is changing the nature of work for tech professionals everywhere. Let’s listen in as we talk about all things A.I., ChatGPT, and developers. 

There’s been a lot of chatter lately about how A.I.-powered tools like ChatGPT can potentially impact software developers and other tech professionals. Some of this chatter is really negative, with developers fearing that chatbots will eventually take their jobs. 

It’s fascinating to talk to Nick because he’s so positive about the effects of automation on software developers, especially their workflows. As he said, technology like this has the potential to eliminate some of the worst parts of your job. 

As A.I. and chatbots become more sophisticated, it’s also important to keep in mind that machines can’t replicate human creativity and ingenuity. Even the best chatbot can’t make the same intuitive leaps as an experienced engineer when confronted with a particularly difficult challenge. If you want to truly future-proof your career, focus on skills like management, problem-solving, and strategizing.  

That way, even if these A.I. tools gain the ability to execute on even more complex tasks, you’ll still prove vital when it comes to completing projects and moving your organizations forward. Plus, there’s always an upside: A.I. might free up more hours for you to focus on what really matters to you. 

We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career. 

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It’s always fascinating to see how technologies like predictive analytics can not only be used to tackle intense, real-world problems, but to also update the aging, often antiquated systems that we depend upon for so many things. As Kaitlyn says during our chat, it’s going to be fascinating to see what happens over the next five to ten years as these technologies mature and end up applied to different industries.

Here are some other quick takeaways from our talk:

First, if you’re interested in launching a startup, take the time to identify the pain points in the market, and whether your idea is a real solution that can solve that pain.

Second, it’s still very early days for artificial intelligence and machine learning. If you’re in a business where you’re dealing with people who are unfamiliar with A.I. and its potential, take the time to educate them on how it works. By walking them through the strengths and weaknesses of the technology, you’ll get them onboard with your plans for using it.

Third, whatever your industry, a real key to success is effectively analyzing data. Without analytics, you’ll have a harder time achieving tactical and strategic goals, especially over the long term.

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When it comes to tech professionals and salary, we’re in a very interesting moment. For example, the Report revealed that average tech salaries trended upward, increasing 2.3 percent to $111,348… and yet tech professionals are more dissatisfied with their salaries year-over-year. What’s behind that dissatisfaction, and how can budget-crunched companies overcome it if they can’t actually offer higher salaries? 

We’ll also dig into the layoffs at some of tech’s largest companies and how that contrasts with the low tech unemployment rate, the technologies that could define the industry in coming years, the nature of digital transformation, and much more. Let’s listen in! 

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Back in 2020, Glassdoor noticed that users were joining companies that had high ratings on its platform, but once they arrived at their new employer, they found an unwelcoming environment. Glassdoor then partnered with Evolution, a coaching, culture, and leadership development firm, on a two-pronged mission: to boost DEI within Glassdoor, and to better infuse DEI principles into the platform itself. It was a complicated mission that produced some interesting results.

Here are some key takeaways from our discussion with Jacob and Stewart:

First, DEI impacts everyone. Team leaders, project managers, and even C-suite executives might think they only need to be good at engineering products or making sure teams hit deadlines, but leadership is ultimately about having the skill and fluency to recognize diversity. You need to absorb and respond to peoples’ individual experiences and culture—if you can’t do that, you’re going to have issues with retention, and your best and brightest will walk right out the door.

Second, a formulaic approach to DEI just won’t cut it. You need to make sure that team members respond to DEI initiatives on an emotional level. That way, they’ll truly internalize what the organization is trying to teach. It’s more than just KPIs.

Third, DEI succeeds when it’s working on three levels: the individual, the collective, and the systemic. You have to make sure that issues of diversity, equity, and inclusion are being addressed on every possible level, from the c-suite on down.

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I personally had no idea about the amount of tech that went into some kinds of field operations, but when you think about it, it makes perfect sense: whether you have a dozen or a couple thousand people in the field, their tasks and movements can quickly become exponentially complex.

Zuper is also just one example of how automation and ‘real time’ artificial intelligence (A.I.) are permeating pretty much every industry in a number of unexpected ways. No matter where you work—or what you’re working on—pay attention to how automation, machine learning, and pattern recognition could impact even the smallest parts of your daily workflow.

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In addition to talking about the factors influencing the growth of tech hubs at the moment, we’re also going to delve into remote work, the ways in which factors like the cost of living can seriously impact a tech community, and much more.

If you work in tech, you know that Seattle, Bellevue and other cities are synonymous with tech innovation and some of the biggest names in the industry, including Microsoft and Amazon. Washington State’s tech scene also has some valuable takeaways for other tech hubs across the country.

First, tech hubs, especially those on the rise, need to provide a reasonable cost of living for technology professionals and others. There also needs to be an attractive culture—people want to live and work in places that are fun.

Second, tech hubs and centers of innovation can spring up in all sorts of circumstances. We might be heading into a recessionary environment at the moment, but that’s when many technology professionals decide to strike out on their own and finally get their startup off the ground. If you have enough startups in the area, founders can connect with each other and with talent, and create a meaningful community.

Third, while tech hubs remain vibrant places, companies have discovered that an openness to remote and hybrid work can unlock a sizable talent reservoir. If you’re trying to put together a team of tech professionals, especially specialized ones, don’t discount how offering a remote job can help you land the talent you need.

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Modernization and digital transformation are obviously huge endeavors with a lot of moving parts. It’s a challenge even for the biggest and most well-funded enterprises. So it’s great to talk to someone like Dominique that has a substantial grasp on it. We covered a lot in that conversation, but here are just a few key takeaways:

First: Startups have trained consumers to expect that companies will evolve, react, and adapt quickly. Digital transformation and modernization allows the biggest companies—some of which aren’t used to moving at speed—to accelerate their businesses and leap to meet consumers’ expectations.

Second: Any company undergoing digital transformation needs to ensure there are solid lines of communication and transparency. Expectations also need to be set, and there needs to be top-down support from the highest levels. Otherwise, such a complex effort may grind to a total halt.

Third: Diversity in teams is crucial. Although there’s been progress in diversifying engineering and other teams, there’s still much to be done. Adding other perspectives to the mix is crucial, because end users expect a product—whether it’s a service or app or anything like that—to reflect their world and needs.

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Here are some key points from the discussion:

First, the rise of remote and hybrid work is giving companies a lot more flexibility. It’s now potentially easier to recruit on a national and international basis, as well as find the right talent. But even though there are more opportunities to find the right candidates, a company needs its hiring, onboarding, training, and workplace arranged so that new employees can integrate into the company as smoothly as possible.

Second, a lot of workers miss the ability to collaborate in-person within an office. That’s a key reason why many technology professionals prefer hybrid work, where they go back to their offices a few days per week. Many companies are working on how to bring the collaboration, camaraderie, and spontaneity of the office to a virtual environment, in a way that’s not just giving a thumbs-up on Slack. Keep an eye on what tech companies are doing to make remote work more personable.

Third, startups are also trying to figure out how to help businesses manage rising employee costs such as healthcare. With inflation and other factors leading to rising prices, keep an eye on how emerging companies are trying to make company spending more efficient.

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As you’re about to hear, Kevin is on a mission to help close the cloud IT skills gap, which is growing year by year despite companies and schools dedicating enormous resources to training. We’re going to cover everything from the cloud as a growth industry, to the kind of knowledge technology professionals need to succeed in the cloud space, to whether certifications can have an impact on your cloud career.

Here are some additional key takeaways from the chat:

First, the cloud remains a growth industry. Whether they realize it or not, an incredible number of workers in virtually every industry rely on the cloud in some way. That’s helping drive the demand for those with cloud skills, and it means those who have cloud skills—and keep them up-to-date—will have lots of professional opportunities far into the future. If you can deploy, test, and maintain projects in the cloud, you’re valuable. 

Second: In order to be an effective cloud professional, it helps to have a working understanding of compute, storage, network, database, and security. From there, things get a bit more complicated. For example, knowing what object storage is and how it operates in the context of the cloud, or immutable storage if you’re building a cloud-based blockchain app of some kind.

Third: Certifications are useful. Pursuing certifications allows you to learn the skills that you’ll need throughout your cloud career. Certifications are also attractive to employers, which is why hiring managers and recruiters will ask you about them when you’re applying for jobs. If you’re just starting out, foundation-level certifications can demonstrate you have a working knowledge of the cloud.

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As a term, ‘employer branding’ has existed since the 90s, and it encompasses the steps an organization can take to position itself as a great place to work. When an organization’s employer branding succeeds, it helps bring in talent that not only has the right skills, but also integrates well into the company’s culture. During our chat, Steven’s going to break down why employer branding can serve as a company’s “secret weapon,” reducing attrition and dissatisfaction, boosting engagement and productivity, and ultimately helping drive an influx of great talent.

The employer brand has the potential to impact the bottom line of an organization. When you hire the right talent, they’re more productive and more likely to stay longer because they're happier. If you’re working in employer branding, it’s important to educate those around you – especially senior leadership – about the very real impact of your work.  

But figuring out the ideal employer branding strategy isn’t something that will happen quickly. It takes time, patience, resources, and buy-in at all levels of the organization. If you’re interested in improving your employer branding, it’s key to foster a culture of experimentation around it: by figuring out what works and what doesn’t, you can eventually develop employer branding channels that work really well for your organization. 

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I wanted to talk to Manish because I’ve been fascinated by no- and low-code tools for a long time. For businesses, no- and low-code presents the tantalizing possibility of allowing employees who don’t have a tech background to quickly spin up the apps and services they need. However, many technologists are also concerned about how no- and low-code workflows could potentially make it more confusing to manage an organization’s tech stack. Let’s listen as Manish and I hash out how these technologies could have a significant impact over the next several years.  

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HackerEarth's website: https://www.hackerearth.com/

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We’re going to talk about the Robot Proof Recruiter and a bunch of other interesting stuff, from why transparency and authenticity matter so much in recruiting, to how recruiters can effectively approach the current crunch for tech talent. Here's Katrina's website: https://katrinacollier.com/.

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