As 2024 came to a close, we found ourselves looking ahead with anticipation to the opportunities and challenges 2025 holds. To equip leaders with actionable strategies for what’s next, our General Assembly team closed out 2024 by hosting Looking Ahead 2025: The Future of Tech Skills and Talent.
A meeting of top industry expert minds
Our Looking Ahead event brought together top industry experts from Gimmal, LHH, Upwork, and General Assembly to explore how technological advancements and shifting workforce dynamics are reshaping the tech landscape.
Because as we know, 2024 was quite a year.
AI transformed what we expect from tech talent, traditional roles evolved overnight, and departments had to rethink their entire approach to skills. All the while, workplace preferences became non-negotiable, talent strategies had to adjust, and the most crucial capabilities weren’t always the ones on the job descriptions. Some changes we saw coming—others caught even the most seasoned experts by surprise.
Our Looking Ahead event sought to answer the age-old question: “Where do we go from here?” and covered a wide range of pressing topics, including the challenges leaders face in developing future-ready skills and building winning teams.
Speakers included:
- Jeff Bergin, Chief Learning Officer at General Assembly
- Kelly Monahan, Managing Director at Upwork’s Research Institute
- Kim Tran, Head of Marketing & Business Development at Gimmal
- Todd Weneck, Vice President of Technology at LHH
Each expert shared their unique perspectives on the evolving tech landscape. And together, they unpacked the major trends of 2024, revealed key learnings, and translated those insights into actionable strategies for 2025.
If you couldn’t join us live, don’t worry—we’ve captured the highlights for you.
4 crucial tech insights to know for 2025
1. The talent landscape has fundamentally changed
The hiring booms of 2021 and 2022 were marked by rapid growth and what some described as a “fear of missing out”—otherwise known as FOMO—among hiring managers. However, as hiring patterns stabilized in 2023 and 2024, this FOMO has been replaced by FOMU—”fear of messing up.” This shift reflects more cautious, deliberate hiring practices due to limited opportunities for direct hires. Extended interview processes have become the norm, creating both challenges and opportunities for candidates and organizations alike.
The future calls for a recalibration of expectations. Organizations must shift from exhaustive checklists of candidate requirements to focusing on core skills and offering professional development opportunities. This approach attracts candidates seeking growth and builds a sustainable talent pipeline.
2. The cost equation is shifting dramatically—making rethinking the approach to building and managing technical teams a must
With the rise of new technologies, companies can no longer afford a reactive approach to hiring. Instead, they need to proactively anticipate future needs and build robust systems for hiring and development. Rotational programs, like those implemented at companies such as Capital One, can keep employees engaged, nimble, and continuously learning. By exposing team members to diverse functions and challenges, organizations can foster both individual and collective growth.
Additionally, the integration of freelancers into traditional teams offers another layer of agility. Freelancers, who typically upskill more frequently than their full-time counterparts, bring a fresh perspective and adaptability crucial for navigating the rapid pace of technological change.
3. Workplace preferences are shaping talent strategies
Workplace preferences have evolved beyond debates about remote, hybrid, or in-office work. Today, these preferences influence how organizations structure their talent strategies, from recruitment to retention. Employees are prioritizing roles that offer opportunities for growth, flexibility, and alignment with their values.
Companies must respond by creating environments that not only accommodate these preferences but actively leverage them to attract and retain top talent. This could mean investing in leadership development, enhancing employee experiences, or adopting innovative practices like panel interviews or live presentations during the hiring process to better evaluate cultural fit and interpersonal skills.
4. The disconnect between hiring and development needs a hard reset
A significant gap persists between hiring innovation and internal talent development. While many organizations are exploring new ways to source talent, only a fraction are prioritizing upskilling programs—especially when it comes to tech skills. This disconnect not only hampers organizational growth but also risks alienating existing employees eager for opportunities to learn and advance.
To address this challenge, companies must balance external hiring efforts with robust internal development initiatives. Programs like Opportunity@Work’s “Skilled Through Alternative Routes” (STARs) provide a blueprint for tapping into underutilized talent pools while investing in the long-term capabilities of the workforce.
How General Assembly can help your organization in 2025—and beyond
At General Assembly, we specialize in bridging the gap between talent and opportunity. Whether you’re looking to upskill your existing team, explore innovative hiring practices, or anticipate the next wave of tech skills, we’re here to help. With a proven track record of empowering organizations to thrive in times of change, we’re your partner for navigating 2025 and beyond.
Ready to future-proof your workforce with in-demand tech skills and nontraditional talent solutions? Get in touch today and discover how we can support your journey.