A leading multinational company in a Tier 1 city is vigorously driving a pivotal digital transformation project aimed at enhancing customer experience and unlocking new revenue streams. However, as the project progresses, the team encounters significant obstacles. The core legacy systems supporting essential operations are far more complex than initially anticipated, with years of technical debt slowing down every step of the way. Simultaneously, there is an urgent need for hybrid IT talent—professionals who understand both legacy systems and modern architectures—to lead this complex upgrade. Unfortunately, such expertise is scarce in the market, leading to significant recruitment delays.
Even though modernizing technology sits high on the priority list, most of leaders report difficulties finding skilled IT professionals to take on projects like these. The stakes are high: unfilled positions lead to delayed projects, increased employee burnout and ultimately, lost revenue.
The modernisation imperative
How can you achieve your technology modernisation goals when technical debt and talent shortages seem to block the path forward?
Start by understanding what IT modernisation means for your organisation. It's more than swapping out old systems; it's about rethinking more precisely what you want it to do while keeping an eye on the future. Balancing both short-term gains and long-term scalability and sustainability is very important when planning tech modernisation projects, and having a clear vision helps you build the business case and get leadership buy-in for the resources you need.
One factor driving tech modernisation projects today is the need to divert attention to tackling AI adoption and strengthening security—often with limited resources. This pressure can lead to costly delays and compromises in tech modernisation. Failure to take the time to document a software implementation, for example, creates knowledge silos, where only a few specific team members understand how the system works. If they leave, your organisation may struggle to maintain these systems, creating risk for future modernisation efforts.
Critical roles and skills for technology modernisation
Let's look at what an effective technology team needs to see success with modernisation projects.
According to the AI Talent Supply-Demand Insights Report 2025 by Liepin Big Data Research Institute, algorithm engineers and professionals in machine learning/large language models are currently the hardest talent to find in the market, other IT jobs are also showing varying degrees of scarcity.(1)
However, successful IT modernisation requires more than technical expertise. Look for professionals who bring three essential capabilities: the strategic vision to modernize systems and map complex workflows, the business analysis skills to translate technical concepts across departments, and proven experience building scalable, sustainable solutions.
This combination of skills shows up in several key roles. Network and cloud engineers, software engineers and IT project managers top the list of in-demand positions. These professionals bridge the critical gap between legacy systems and modern solutions. DevOps engineers are also vital, bringing the expertise needed to automate and optimize development processes—an essential part of any IT modernisation effort.
Meeting today's hiring challenges
Amid a competitive hiring environment, you need a strategic approach to securing talent. Here’s what works:
Look beyond job titles
When hiring for technology modernisation projects, zero in on relevant capabilities rather than years of experience or exact title matches. Remember: the technical skills you need today might not have existed a few years ago. For example, a candidate might not have "AI governance" in their job history, but their experience in data ethics could make them ideal for your AI initiatives. Similarly, someone with strong business analysis skills might be perfect for tackling technical debt across departments, even if they haven't held that exact role before.
The interview is a great place to get a better sense of candidates’ capabilities and previous experience that may translate well to your open position. It also provides an opportunity to learn more about in-demand or emerging skills they present on their resume. For example, if AI and machine learning skills are featured in their application materials, consider asking for more details to better understand the scope of their experience, as using generative AI applications to support everyday work is different than building a generative AI model or integrating AI into an existing product or system.
Rightsize your hiring strategy
Hiring plans vary significantly by organisation size. Understanding where you sit in the market helps you set realistic expectations and competitive offers.
If you're a small business competing with larger organisations, focus on your unique advantages. Your technology modernisation projects might offer candidates more direct impact and broader responsibility. You might also provide more flexibility in how work gets done or offer faster paths to leadership roles in the modernisation effort. Larger organisations can attract talent with comprehensive benefits packages, established career development programs and the resources to take on the most ambitious modernisation projects.
Embrace a flexible talent model
Adopting a flexible staffing approach can be a boon to successful technology modernisation. Over 80% of tech companies hire contract talent. This isn't an either-or choice—it's about building teams that combine internal teams and specialised contract professionals to meet your specific needs.
Your permanent staff provides the foundation and continuity essential for long-term modernisation initiatives. Contract professionals complement these teams by bringing specialised expertise for specific project phases or technical challenges. This blended approach helps you maintain momentum while managing budget constraints for headcount. Working with a talent solutions firm like Robert Half can help you find candidates with the skills you need most and also align with your organisational culture and salary budget.
Many teams today are short on skill sets that are crucial for not only everyday IT operations but also for more complex initiatives such as tech modernisation. Leaders must close skills gaps and build next-generation teams in order to reduce technical debt, modernize IT operations and drive digital transformation.
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