Our next guest on ‘Tech Connects’ is Kara Sprague, CEO of HackerOne. With over two decades of experience as a tech leader, Kara has held significant roles at F5, McKinsey, Oracle, and Hewlett-Packard, culminating in her current leadership at HackerOne. She also served on the board of Girls Who Code, a nonprofit dedicated to achieving gender parity in technology jobs.

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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Our next guest on ‘Tech Connects’ is Paul Farnsworth, who’s president of Dice. I wanted to talk to Paul because he’s had a long career in tech as a specialist and a manager. He’s overseen huge teams, worked on complex projects, and deeply understands the tech industry.

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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On our next episode of ‘Tech Connects,’ we’re talking to two guests about a new report that dives deep into tech workplace and culture, especially as it relates to crucial issues such as age and gender.

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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Our guest today is James Raybould, who’s Head of Turing Intelligence at Turing, a company building AI solutions for a variety of organizations. In addition, Turing also helps clients train large language models, or LLMs, which power the chatbots that millions of people use every day. James’s team leverages the latest research to build AI systems that help businesses transform. If there’s one thing we can say about the digital revolution these days, it’s on steroids thanks to AI.

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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Our next ‘Tech Connects’ guest is Jenni Troutman, who’s Director of Training and Certification Products and Services at Amazon Web Services (AWS). In that role, she’s worked to help people interested in AWS and the cloud gain access to low-cost and self-paced training. Given that background, she seems like an ideal person to discuss the evolving landscape for cloud skills, the importance of certain technical and soft skills, and how certifications can act as a career catalyst. Let’s listen in!

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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For our latest episode, I’m chatting with Danny Thompson, who’s the director of technology at This Dot Labs, a frequent speaker on tech hiring, a conference organizer, and a podcast host. He’s constantly talking to recruiters, hiring experts, and people in the developer community about what it takes to land a job in tech, and I thought I’d be great to sit down with him and break down what the hiring landscape looks like right now for software developers and engineers.

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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For the latest episode of 'Tech Connects,' we’re talking to Brandon Jeffs, who’s the director of people and talent at TLDR, a newsletter collective with more than five million readers that covers startups, coding, tech, and so much more. He’s been a senior recruiter and talent partner at numerous firms, including the fintech unicorn Caribou, Prospectus Labs, and more. I wanted to chat with him about the current state of tech hiring, how recruiters can find effective talent, and understanding candidate motivations. Let’s listen in!

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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On this latest episode of ‘Tech Connects,’ we’re talking with Art Zeile, CEO of DHI Group, the parent company of Dice, about the latest Dice Tech Salary Report. Every year, we survey thousands of tech professionals for the Report’s breakdown of tech industry salary, benefits, and much more.

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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Hello, and welcome to Tech Connects, Dice’s podcast where we dig into the topics on tech hiring, recruiting and careers that matter to you! I’m your host, Nick Kolakowski, and I’m talking to great guests every month about the current state of the tech careers world, including the tech job market, the hottest tech skills, what companies are doing to attract and retain tech professionals in a historically tight market, and much, much more. 

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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Hello, and welcome to Tech Connects, Dice’s podcast where we dig into the topics on tech hiring, recruiting and careers that matter to you! I’m your host, Nick Kolakowski, and I’m talking to great guests every month about the current state of the tech careers world, including the tech job market, the hottest tech skills, what companies are doing to attract and retain tech professionals in a historically tight market, and much, much more. 

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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