Technology salaries and hiring trends

2026 Salary Guide

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China’s IT recruitment market is undergoing a profound transformation, driven by technological innovation and industrial upgrading. Demand for traditional roles is steady, while companies are increasingly focusing on high-value, strategic positions, particularly in areas related to AI, LLM, and intelligent transformation.

With the rapid advancement of generative AI and large language models, demand has surged for talent with versatile expertise, such as deep learning, data modelling, and systems architecture. Roles in AI infrastructure, AIOps and intelligent operations have become recruitment priorities, driving IT teams to shift from a support role to an innovation-driven function.

The hiring market in 2026 is expected to continue growing at a steady pace. While overall expansion may slow, companies are showing stronger strategic intent in areas such as project management, system upgrades, and cloud financial operations, placing greater emphasis on candidates’ business acumen and ability to deliver practical solutions.

It is worth noting that top technical roles in cutting-edge fields such as AI and robotics remain in short supply, particularly key positions like algorithm engineers and system architects, where salaries are well above the industry average. To secure key technology talent, companies need to adopt proactive talent strategies and strengthen employer branding.

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Starting salaries can vary greatly depending on a professional’s skills and experience, company size and demand for the role.

Architecture

Cloud and Infrastructure

Business Intelligence and Data Analytics

Software Development and Testing

Transformation

C-Suite

Security

Position title

25th percentile

50th percentile

75th percentile

Algorithm Engineer

449000

562000

773000

Algorithm Director

787000

1125000

1657000

AI Engineer

562000

787000

1104000

Architect (Applications, Solutions, Systems)

730000

900000

1104000

25th percentile

The candidate is new to the role or has limited experience and is building necessary skills.

50th percentile

The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th percentile

The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.

Small companies: < ¥ 100 million Mid-size companies: ¥100 million - ¥500 million Large companies: > ¥500 million

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2026 technology compensation trends

Key insights at a glance

57%

of technology leaders at non-foreign-owned companies say that they plan to increase salaries in 2026

40%

of technology leaders in the information technology sector say that they plan to increase salaries in 2026

53%

of technology leaders from mid-size enterprises (with 100-500 employees) say that they plan to increase salaries in 2026

40%

of technology leaders say they plan to hire contract professionals to advance strategic priorities focused on artificial intelligence, machine learning, and automation in 2026

The value of technical skills

Two thirds (66%) technology leaders say that they are willing to pay higher salaries to professionals with specialised skills, reflecting a market where advanced technical capability is becoming a major competitive differentiator. As organisations accelerate their digital agendas, the premium placed on niche knowledge continues to rise, with employers prioritising talent who can strengthen innovation, resilience, and long-term technology strategy. This trend highlights a widening gap between standard technical proficiency and the specialised expertise needed to drive modern technology transformation.

AI, machine learning, and data science

Cloud (e.g., computing, security, and architecture)

Cybersecurity

Java

The value of soft skills

Nearly one third (29%) of technology leaders state that candidates with exceptional soft skills and interpersonal capabilities are more likely to stand out, signalling a shift in how organisations evaluate talent. As technology roles become more interconnected with the wider business, professionals who can communicate clearly, collaborate effectively, and navigate complex stakeholder environments are increasingly valued. This reflects a broader recognition that technical expertise alone is no longer enough to drive successful outcomes in modern technology functions.

Communication skills

Language skills

Stakeholder management skills

Problem-solving skills

Hiring for tech roles is increasingly complex, requiring sharper technical assessment and greater efficiency. Candidates may demonstrate strong coding or systems experience, yet their expertise does not always align with the specific languages, architectures or platforms a role needs. AI‑generated applications and standardised CVs further blur real capability, making soft‑skill, cultural and long‑term potential assessment more important. To hire effectively, organisations should combine structured technical tests with practical tasks and behavioural interviews to uncover real capability.

of technology leaders say that many candidates lack tailored or role-specific skills of technology leaders say that many candidates lack tailored or role-specific skills

of technology leaders state that it is challenging to assess candidates' soft skills and cultural fit of technology leaders state that it is challenging to assess candidates' soft skills and cultural fit

In-demand roles, certifications, and top industries hiring

Algorithm Engineer

AI Engineer

Architect (Applications, Solutions, Systems)

Cloud Engineer

Software Engineer

Product Director

CTO

AI Engineer

Architect (Applications, Solutions, Systems)

Project Manager

Algorithm Engineer

Cloud Architect

Business Analyst

Data Architect

Data Scientist

IT Digital Manager

Cloud

CISSP

Scrum

Azure AI Fundamentals

Power BI Data Analyst Associate

FMCG/Retail

Pharmaceuticals & Healthcare

FinTech

Information technology

Manufacturing

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Visionary outlook, strategic action: building a technology team for digital transformation Demand for versatile tech teams is high, yet talent shortages make hiring tough. Explore strategies to break hiring barriers and build future-ready teams.

Navigating the AI revolution: is your team ready? Generative AI is revolutionizing work. It boosts efficiency, but also brings challenges. Explore how to upskill employees and attract AI-savvy talent.

The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers across China.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses or benefits. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in October 2025. The survey gathered responses from 200 HR and hiring managers in finance, accounting, technology, supply chain and procurement from a diverse range of organisations in China, including SMEs and large companies in first-tier cities.