Recruiting tech talent in the public sector

Public sector organisations across the UK are under increasing pressure to deliver digital change, improve services, and make better use of data - all while working within tight budgets and complex operating environments. Technology sits at the centre of this shift. From modernising legacy systems to delivering new digital platforms, having access to the right skills is critical. However, for many organisations, securing that talent remains a challenge. 

Competition from the private sector, ongoing skills shortages, and evolving candidate expectations are making it harder to attract and retain experienced technology professionals. At the same time, delays in hiring can have a direct impact on programme delivery, service quality, and long-term outcomes. 

In this guide, we explore the current public sector technology hiring landscape and share practical strategies to help organisations attract, engage, and retain the talent they need. 

Why retaining tech talent matters 

The demand for skilled technology professionals continues to outpace supply, both globally and within the UK. In the public sector, this challenge is even more pronounced. 

Ongoing digital transformation programmes require consistent access to specialist skills across areas such as cloud, data, and cybersecurity. Additionally, organisations need to compete with private sector employers which often offer higher salaries and faster hiring processes. 

Recent research suggests the global technology workforce could face a shortage of over 85 million professionals by 2030. In the UK, tech vacancies continue to exceed candidate availability, making it increasingly difficult to secure and retain talent. 

In our experience working with public sector clients, retention is often just as critical as attraction. Losing key individuals can disrupt delivery timelines, increase reliance on contractors, and lead to gaps in knowledge across teams. 

Failure to retain skilled professionals can result in:

• Delays to critical digital and transformation programmes 
• Increased hiring and onboarding costs 
• Loss of specialist knowledge and continuity 
• Reduced team morale and productivity 

Ultimately, retaining technology talent is not just a workforce challenge - it has a direct impact on the delivery of public services, user experience, and organisational performance. 

Understanding tech hiring in 2026 

Before implementing recruitment strategies, it’s important to recognise how the market has shifted - particularly for public sector employers. 

Skills shortages across key areas 

Statistics suggest that skills shortages are a major problem, and particularly in the public sector where 66% of organisations face hiring challenges. Persistent shortages are seen multiple critical areas, but particularly where technology and transformation programmes are accelerating.  

These include:

• Software development 
• Solutions and enterprise architecture 
• Cloud and infrastructure engineering 
• Data and analytics 
• Cybersecurity 

These gaps are only expected to widen, with digital skills becoming one of the UK’s most significant workforce challenges in the coming years. 

Candidate expectations: contract vs permanent 

Technology professionals are more selective than ever, and expectations differ depending on employment type. 

Permanent candidates typically prioritise:

• Career progression and structured development (Data shows that 42% of companies have increased L&D opportunities to help with retention.) 
• Stability, pensions, and long-term benefits 
• Meaningful, purpose-driven work 

Contract professionals often prioritise:

• Competitive day rates 
• Flexibility and project-based work 
• Exposure to varied environments and technologies 

For many public sector organisations, a blended workforce model – one that combines permanent and contract talent - can provide the flexibility needed to balance long-term capability with short-term delivery. 

5 recruitment strategies to attract and retain tech professionals 

While technology recruitment presents challenges, there are practical steps public sector organisations can take to improve attraction and retention outcomes. 

1. Offer a competitive and transparent total reward package

A strong remuneration offer remains one of the most important factors for technology professionals. While public sector organisations may face salary constraints, they can remain competitive by clearly communicating the full value of their offering. This includes: 

Competitive salaries within transparent banding structures 

Highlighting where generous pension schemes are available 

Flexible and hybrid working options (63% of full-time employees now work flexibly) 

Job security and long-term career stability 

Additional leave and well-being support 

Transparency in salary banding can also improve trust and increase offer acceptance rates. 

2. Invest in career development and progression

Technology professionals place a high value on continuous learning and clear progression. 

Public sector organisations are well-positioned to offer structured development opportunities, including: 

• Defined career progression frameworks 
• Access to certifications, training platforms, and learning budgets 
• Opportunities to work across departments or transformation programmes 
• Organic growth and long-term career pathways 

Investing in development not only improves retention but also reduces reliance on external hiring. 

3. Build a strong and authentic technology culture 

Culture plays a key role in attracting and retaining technology professionals, particularly in competitive markets. 

In public sector environments, this means creating: 

• Collaborative, agile ways of working 
• Driven by the people delivering, not just leadership 
• An environment where people feel safe to share new ideas and challenge thinking  
• Culture needs to be demonstrated, not just described. Candidates want to see how teams operate day to day and how technology functions are supported within the organisation. 

4. Offer flexible and hybrid working models

Flexible working is now an expectation rather than a benefit for many technology professionals. 

However, in the public sector, this often needs to be balanced with: 

• Security and data protection requirements 
• Role-specific needs (e.g. infrastructure vs development roles) 
• Collaboration across teams and departments 

Providing clear, well-communicated hybrid policies can help attract a wider and more diverse talent pool, including candidates who may not be able to work in traditional office-based roles. 

5. Strengthen your employer brand for tech audiences

In a competitive hiring market, a clear and credible employer brand is essential. 

Public sector organisations have a strong opportunity to stand out by emphasising: 

• Purpose and real-world impact 
• The scale and complexity of technology programmes 
• Opportunities to work on meaningful, high-impact projects 

To build visibility and engagement: 

• Share team insights and project outcomes 
• Use employee testimonials and real-life case studies 
• Highlight your tech stack, governance, and ways of working 
• Be transparent about how decisions are made and how quickly change can be delivered 

Recruitment challenges across different tech roles 

Different roles bring different hiring challenges, and a one-size-fits-all approach is unlikely to be effective. 

For example: 

• Developers often prioritise modern tech stacks and learning opportunities 
• Architects look for strategic influence and involvement in transformation 
• Infrastructure and cloud specialists value autonomy and scalable environments 
• Data professionals are drawn to roles where they can deliver measurable impact 
• DevOps and platform engineers prioritise automation, tooling, and delivery ownership 
• Cybersecurity specialists focus on governance, risk, and organisational maturity 

Tailoring your approach by role can significantly improve both attraction and retention outcomes. 

Improving time-to-hire for tech roles 

Speed is a critical factor in securing tech talent within the public sector. This is particularly important where delays can impact the delivery of digital and transformation programmes. 

Lengthy hiring processes can lead to people disengaging or accepting alternative offers, often from private sector employers who are able to move more quickly. 

In practice: 

• Delays at any stage of the process can result in losing strong candidates  
• Private sector organisations often operate with shorter, more agile hiring timelines  
• Streamlined processes improve both candidate experience and offer acceptance rates  

To improve time-to-hire, public sector organisations should: 

• Reduce unnecessary stages in the recruitment process  
• Ensure decision-makers are aligned and available early  
• Communicate clearly and consistently throughout the process  
• Set realistic but efficient timelines from the outset  

A more efficient hiring process helps secure talent more quickly and reduces the risk of losing candidates during the process, while also strengthening your employer brand. 

Public sector hiring trends to be aware of 

A number of trends are shaping how organisations approach technology recruitment: 

• Flexible and hybrid working is now expected 
• Candidates are placing greater value on purpose-led work 
• Faster and more transparent hiring processes reduce drop-off rates 
• Candidate experience is becoming a key differentiator 
• Upskilling and internal mobility are driving retention 
• Increased use of interim and contract solutions to fill short-term gaps 

Staying aligned with these trends will help ensure your recruitment strategy remains competitive. 

Final thoughts 

As the digital landscape continues to evolve, the demand for skilled technology professionals remains high - particularly across the public sector. Successfully attracting and retaining this talent requires a balanced approach, combining a clear value proposition with an understanding of market realities and candidate expectations. 

Organisations that invest in their technology teams, adapt their hiring strategies, and create environments where professionals can thrive will be best placed to deliver successful transformation programmes and improve public services. 

Partner with a specialist technology recruiter 

At Sellick Partnership, we work closely with public sector organisations to navigate an increasingly complex technology hiring landscape. 

Our specialist consultants provide: 

• Market insight and salary benchmarking 
• Workforce planning and hiring strategy support 
• Access to specialist technology talent 
• Support with employer branding and attraction campaigns 

If you’re looking to strengthen your technology team or plan your next hire, speak to our specialist consultants to discuss your requirements and the current market. We can help you understand the market and build a strategy that works. Contact us today.