Tech Salary Index 2025

In 2025’s rapidly evolving job market, recruiters need more than just data; they need foresight and strategy. The “Tech Salary Index 2025” by Instahyre is your compass in the quest for top notch tech talent, offering unparalleled insights into salaries, diversity, locations, and more.

Recruiters’ Advantages From The Instahyre Tech Salary Index 2025

Combat Talent Attrition

Competition among product, BFSI, and ITES companies is one of the biggest challenges for recruiters and tech talent acquisition professionals in 2025. To combat talent attrition, companies can focus on providing competitive compensation and benefits, fostering a positive work environment, offering career development opportunities, prioritizing work-life balance, implementing personalized onboarding, actively recognizing and rewarding employees, and conducting regular feedback and stay interviews to understand employee needs and concerns. 

Hire for New-Age Skills

The rapid adoption of AI and ML in most areas has led to a surge in talent that has school skills but very less real-life experience, causing imbalance in hiring. To hire for “new-age” skills, focus on a skills-based hiring approach, prioritizing practical abilities over traditional qualifications like degrees, by clearly defining the specific skills required in the job description, utilizing assessments to test those skills during the screening process, and emphasizing soft skills like adaptability, critical thinking, and communication during interviews, while also actively seeking talent from diverse backgrounds to access a wider pool of potential candidates. 

Prioritize Upskilled Talent

To remain relevant in the cutthroat talent arena, India’s tech talent is continually upskilling, evolving into tech-agnostic multi-talented employees. To prioritize hiring upskilled talent, identify candidates with the necessary skills for the role regardless of their background, actively assess potential for learning and adaptability, and clearly communicate your company’s commitment to upskilling and development opportunities within the role and organization. 

Boost Employees’ Loyalty

Gen Z and millennials  switch jobs at the drop of a hat. This makes it much harder for recruiters to attract, engage, hire, and retain a stable tech workforce. To boost employee loyalty, focus on creating a positive company culture that values employees, provides competitive compensation, fosters work-life balance, offers opportunities for professional development, empowers employees with autonomy, and recognizes achievements through meaningful rewards and recognition programs. 

Why Do You Need The State of Tech Talent Reports for Product, ITES, and BFSI Roles?

A “product-based” IT company focuses on developing and selling its own software or digital products directly to customers, while a “service-based” IT company provides customized IT services to clients based on their specific needs, essentially selling their expertise and manpower rather than a tangible product; meaning product companies own their offerings and constantly evolve them, whereas service companies adapt to client requirements on a project-by-project basis. 

BFSI is self-explanatory: banking, financial services, and insurance companies come under this bracket. Their methods are different, hence their tech talent needs are different. Skills change in priority, with more focus on data and networks security and government regulation compliances.

So, while on the surface “tech hiring” seems like a straight forward road, tech talent acquisition professionals and recruiters are aware of the huge twists and turns between the hiring paths for these 3 types of tech roles. That’s why we distill insights for each of these industries separately.

Last Words [TL;DR]

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