Bizmod’s 2024 Talent Report Reveals SA’s Five Most Challenging Roles to Fill in 2025

South Africa’s tech, data, and analysis talent landscape is navigating a delicate balance between economic uncertainty and a growing demand for advanced capabilities. A recent Bizmod release, the 2024 Annual Talent Report, sheds light on how hiring dynamics evolved from 2023 into 2025, highlighting where competition is fiercest, which skills are in shortest supply, and how organisations can strategically budget to attract and retain the right people. The findings underscore that while broad hiring in some tech segments cooled in the wake of cost-cutting and slower revenue growth, demand for specialised, high-value capabilities—particularly in data, AI, cybersecurity, and cloud—remains robust. This article delves into the report’s core insights, unpacking the most challenging roles to fill, the top talent areas driving today’s market, and the practical implications for organisations aiming to thrive in a volatile economic environment. Jessica Tandy, the executive director at Bizmod, frames these shifts as a call for deliberate talent strategies that align with project needs, skill levels, and long-term business goals.

Demand Trends Shaping South Africa’s Tech Hiring (2023-2025)

South Africa’s tech hiring landscape experienced notable turbulence in 2023, characterized by substantial layoffs within the sector. The Bizmod 2024 Annual Talent Report reveals that in 2023, job postings linked to key tech trends declined sharply, with a 26% reduction in postings in the tech sector, a figure that stands out when contrasted with a 17% drop in global postings. This divergence indicates a local dynamic where market headwinds and sector-specific pressures contributed to more pronounced reductions in demand for certain technical roles. The report suggests that cost-cutting measures and decelerating revenue growth were likely catalysts for this sharper decline, as organisations re-evaluated their technology investments and staffing configurations amid uncertain macroeconomic conditions.

Despite this short-term downturn, the longer arc of the data points to resilience and ongoing investment in areas that underpin digital transformation. In particular, the report highlights that sectors with strong investment and a focus on innovation—most notably in generative AI—saw rising demand for advanced skills. While immediate hiring momentum might have softened in some pockets, the longer-term trajectory suggests a positive outlook for tech-related roles, underscoring a potential return to growth as adoption of new technologies accelerates and strategic priorities shift toward AI-enabled capabilities.

A key takeaway from the Bizmod analysis is that the technology talent market in South Africa did not slide into a permanent downturn. Instead, it reflected a period of recalibration, where employers reoriented expectations, redefined skill requirements, and refined compensation structures to attract and retain the specialists who can deliver on strategic initiatives. The report documents that, over the 2021–2023 window, tech postings increased by 8% overall, signaling that the sector’s supply-demand balance is gradually moving toward a new equilibrium. This suggests that, while the near term may feature heightened competition for scarce skills, the long-term outlook remains positive for tech-related roles as organisations prioritise digital capability, data-driven decision making, and scalable IT architectures.

Within this contextual frame, several forces are shaping the immediate and medium-term hiring environment. First, digital transformation initiatives continue to create demand for professionals who can design, implement, and operate modern technology stacks. Second, the emergence of new operating models that combine on-premises and cloud-based solutions drives the need for roles that bridge technical depth with strategic judgement and effective communication with business stakeholders. Third, automation, data collection, and analytics require specialists who can translate complex data into actionable insights, operational improvements, and customer value. Taken together, these dynamics imply a market where supply remains constrained in certain domains, while demand gradually expands into high-impact skill sets that enable enterprises to compete in a rapidly evolving digital economy.

In sum, the 2023 downturn in SA tech job postings was real and material, but the 2024–2025 horizon points to a recalibrated market. Organisations that anticipate these shifts and align their talent strategies accordingly—by budgeting for attracting, developing, and retaining the right talent at the appropriate level—stand to capture a meaningful competitive advantage as demand for tech, data, and analysis capabilities grows again.

Bizmod 2024 Annual Talent Report: Key Findings

The Bizmod 2024 Annual Talent Report aggregates a broad view of talent supply and demand across key sectors, with a particular focus on South Africa’s tech ecosystem. A central finding is that the difficulty of recruiting certain roles has intensified, driven by a combination of skill scarcity, high compensation expectations, and rapid changes in technology landscapes. The report identifies five roles as the most challenging to acquire in the South African market, reflecting a confluence of specialized expertise, accelerated learning curves, and the need for cross-functional capabilities that align with digital transformation programs.

First, Business Analysts operating in short-term insurance emerge as a high-demand, high-value cohort. These professionals are in strong demand and are typically well compensated, which reduces their likelihood of actively seeking new roles. Their complex knowledge of policy structures, product development processes, and regulatory considerations often means they transition out of standard insurance segments quickly. Additionally, they frequently hold high financial expectations, which can limit the candidate pool for employers seeking immediate hires. The combination of high compensation expectations and rapid transitions across organisational units contributes to the ongoing challenge of securing suitable candidates in this niche.

Second, Data Specialists, concentrated primarily in banking and financial services, occupy a critical gap in the talent market. The scarcity of data specialists—coupled with the fast pace of data-driven decision making—drives significant demand for individuals with deep data engineering, data governance, and analytics capabilities. In many corporate environments, data specialists pursue rapid career progression, which can lead to elevated salary expectations that outpace those of other roles. The scarcity of such talent and the rising premium on data maturity contribute to a persistent recruitment challenge that companies must navigate with strategic attraction and retention plans.

Third, Solutions Architects stand out as a highly sought-after role, reflecting the ongoing digital transformation wave that requires a balanced mix of technical depth, business acumen, and strong communication skills. The convergence of architectural design, cloud strategy, security considerations, and stakeholder management makes this role especially difficult to fill, as organisations require individuals who can translate business needs into scalable, secure, and efficient technology solutions. Competition for top-tier solutions architects is intense because they are rare, strategic, and capable of guiding large-scale initiatives that cut across multiple disciplines.

Fourth, Full Stack Developers present another significant challenge. Their proficiency in both front-end and back-end technologies, coupled with the fast pace of technological advancement, creates a tight supply-demand dynamic. The market for full stack developers is highly competitive as firms seek professionals who can navigate the full development lifecycle, implement robust architectures, and adapt quickly to evolving frameworks and languages. The rapid evolution of technology elevates the demand for developers who can deliver end-to-end capabilities across diverse projects, further intensifying competition for this talent.

Fifth, iOS Developers—specialists in Swift and Objective-C—are in high demand due to the continued growth of mobile applications. The demand for mobile-first solutions, coupled with the need for secure, high-performance apps, makes iOS developers a scarce and valuable asset. As consumer and enterprise mobile experiences expand, the recruitment environment for iOS talent remains challenging, with a premium placed on work in high-growth sectors and complex app ecosystems.

Beyond these five roles, the Bizmod report highlights a suite of top-talent domains that organisations seek to secure to drive strategic outcomes. The broad categories of talent in greatest demand align with global and local trends in AI, cybersecurity, cloud computing, data science and analytics, and UX/UI design. These domains are consistently cited as critical to achieving competitive advantage in a digital economy, as they intersect with core business processes, product development, customer experience, and operational efficiency.

The report identifies artificial intelligence as one of the top talent domains, reflecting its role as a driver of strategic capability rather than merely a technical function. The World Economic Forum’s Jobs Report underscores AI and machine learning specialists among the ten most in-demand roles globally, highlighting the importance of AI literacy across technical and non-technical staff. AI literacy extends beyond pure coding expertise; it includes the ability to interpret AI-driven insights, evaluate model performance, and integrate AI considerations into strategic decision making. For organisations, this translates into building teams that can leverage AI responsibly and effectively to enhance customer experiences and optimize operations.

Cybersecurity stands out as a critical domain due to the increasing frequency and sophistication of cyber threats and data breaches. The South African context, with a rapidly expanding digital economy, heightens the urgency of robust security capabilities. A broader industry trend is the shift toward cloud-first strategies among enterprises, with projections indicating that a large majority of organisations will adopt cloud-centric approaches in the coming years. This trend underscores the growing demand for cloud security engineers, ethical hackers, and security architects who can safeguard cloud environments and prevent misconfigurations and breaches. The need for proactive security leadership is a cornerstone of any resilient digital strategy.

Cloud computing, meanwhile, is described as a foundational enabler for scalability, cost efficiency, and agility. Forrester’s findings align with this view, noting that a substantial share of companies regard DevOps and cloud adoption as essential to their digital transformation journeys. The ability to deploy applications rapidly, manage environments efficiently, and support continuous delivery pipelines is anchored in cloud platforms. The demand for professionals who can operationalize cloud strategies and drive DevOps practices remains high, reinforcing the central role of cloud competence in the modern workforce.

Data science and analytics occupy a vital position because South Africa possesses a wealth of data with potential to transform sectors such as finance, agriculture, and healthcare. The ability to extract actionable insights from large datasets informs better decision making, improves operational efficiency, and offers solutions to local challenges. Market data for data science roles, including data scientists, data engineers, and machine learning experts, indicates high earning potential and a competitive salary landscape, further reinforcing the premium placed on these skills within the SA market.

UX/UI design remains a crucial area as digital products and services become more pervasive. The emphasis on user-centered design reflects the importance of creating intuitive, accessible, and engaging experiences that align with user needs and business objectives. The adoption of mobile technologies, e-commerce, and digital services in South Africa amplifies the relevance of UX/UI expertise. Research consistently demonstrates that organisations with strong UX design capabilities experience higher user retention and satisfaction, underscoring the tangible business impact of investing in this domain.

Taken together, the Bizmod 2024 Annual Talent Report paints a picture of a talent market that is highly dynamic and skill-sensitive. While some roles face recruitment frictions—especially those requiring deep specialization or rapid career progression—there is a broad and persistent demand for capabilities that enable AI adoption, secure cloud infrastructure, robust data practices, and superior user experiences. The report’s insights emphasize the importance of strategic workforce planning, proactive talent development, competitive compensation, and thoughtful talent pipelines to navigate supply constraints and capitalize on growth opportunities in a challenging economic environment.

Roles Most Challenging to Fill in 2025

The Bizmod 2024 Annual Talent Report identifies five roles in South Africa that stand out as the most difficult to recruit for in 2025. Each role reflects a combination of specialized knowledge, market demand, and the realities of competition for scarce skills. Below is a detailed exploration of each role, its core responsibilities, the factors driving recruitment challenges, and practical implications for organisations seeking to secure these talents.

Business Analyst (short-term insurance)

In the short-term insurance sector, business analysts with specific domain expertise combined with comprehensive analytical skills are in high demand and are well compensated. This elevated compensation landscape makes these professionals less likely to actively seek new opportunities, as they enjoy strong earning potential within their current roles. Additionally, these analysts tend to transition quickly out of the short-term insurance segment, moving toward positions that offer enhanced scope, more complex problem sets, or greater strategic influence. The fast-paced nature of the insurance industry, with evolving regulatory requirements and product innovations, adds another layer of complexity to recruitment. Employers seeking to attract such candidates must contend with their elevated financial expectations and the propensity to pursue roles that offer broader exposure or higher impact.

Data Specialists

Data specialists—predominantly found within banking and financial services—represent a scarce and highly coveted talent pool. The demand for data engineering, data governance, analytics, and related competencies is intense because organisations rely on data as a strategic asset for risk management, customer insights, and operational optimization. The scarcity of culturally and technically adept data professionals, combined with rapid career progression opportunities within corporate environments, pushes salaries upward at a rate that can outpace other roles. The consequence for recruitment is a protracted search process, compelling organisations to design compelling value propositions, clear career pathways, and robust upskilling opportunities to attract and retain this talent.

Solutions Architects

Solutions architects embody a hybrid skill set that spans technical depth, business acumen, and effective communication. Their central role in digital transformation initiatives requires the ability to translate business requirements into scalable, integrated technology solutions. The high demand for these professionals is driven by the need to align technology strategy with business outcomes, ensure architectural coherence across platforms, and manage complex stakeholder ecosystems. The result is a relatively small candidate pool of individuals who can fulfill this triadic mandate, making the recruitment process slower and more demanding. Organisations must therefore invest in clear career trajectories, cross-functional collaboration opportunities, and competitive incentives to attract top-tier talent in this space.

Full Stack Developers

Full stack developers are in persistent demand due to their ability to handle both front-end and back-end development tasks. The challenge arises from the rapid pace of technological change, with new frameworks, languages, and tools emerging regularly. Companies seek professionals who can navigate the entire development lifecycle, build robust architecture, and adapt quickly to shifting project requirements. The supply of developers with versatile full-stack capabilities is relatively tight, particularly when combined with expectations of deep proficiency in multiple stacks and the capacity to contribute to architecture and performance optimization. As a result, recruitment can be lengthy, and compensation pressures can rise as organisations compete for limited talent.

iOS Developers

Specialised skills in Swift and Objective-C, along with experience delivering high-quality mobile applications, position iOS developers as a high-demand, high-value talent. The growth of mobile app ecosystems and consumer reliance on mobile experiences contribute to sustained demand for skilled iOS developers. The market for these professionals is highly competitive, driven by a limited pool of experts who can design, build, test, and deploy mobile apps that meet stringent performance, security, and usability standards. As mobile platforms evolve and security concerns intensify, organisations must offer compelling roles and development opportunities to secure top iOS talent.

The common thread across these five roles is the need for a combination of deep technical expertise, a track record of delivering value in complex environments, and the ability to collaborate effectively with business stakeholders. The Bizmod report highlights that competition for such skills is not only intense but also time-consuming, requiring deliberate workforce planning, attractive compensation structures, and proactive retention strategies. For organisations, addressing these challenges involves a multi-pronged approach that includes targeted recruitment, structured upskilling programs, clear career progression, and partnerships with educational institutions and industry bodies to cultivate a steady pipeline of qualified candidates.

In-Demand Talent Areas Across AI, Cybersecurity, Cloud, Data Science and UX/UI

The Bizmod framework identifies several talent domains that are in high demand due to their strategic importance in enabling digital transformation, security, operational excellence, and superior customer experiences. The top talent areas—Artificial Intelligence (AI), Cyber Security, Cloud Computing, Data Science and Analytics, and UX/UI Design—are consistently highlighted as critical for organisations aiming to stay competitive in a rapidly evolving market. The following sections provide an in-depth look at each domain, including the drivers of demand, the skills that define excellence, and the implications for talent strategy.

Artificial Intelligence (AI)

AI talent sits at the apex of the demand pyramid, reflecting its role as a driver of strategic capability rather than a purely technical function. AI specialists are not only needed to build and refine machine learning models but also to apply AI insights to strategic decision making, customer experience optimization, and operational efficiency. The World Economic Forum’s Jobs Report positions AI and machine learning specialists among the top ten most in-demand jobs, underscoring the cross-cutting relevance of AI across industries. In pragmatic terms, AI literacy must extend beyond developers to include product managers, data engineers, and business leaders who can interpret model outputs, assess risk, and guide responsible AI deployments. This broader literacy is essential for organisations seeking to realise the value of AI investments while maintaining governance and ethical standards.

Key skills in this domain include proficiency in machine learning frameworks, data preprocessing, model selection, evaluation, and deployment pipelines. Additionally, a strong understanding of data governance, fairness, privacy, and security considerations is increasingly important. The demand for AI talent is closely tied to the ability to translate AI capabilities into concrete business outcomes, such as improved predictive accuracy, optimized customer journeys, and enhanced decision-making processes. As organisations continue to test and scale AI solutions, the need for cross-functional teams that integrate domain expertise with AI expertise remains a defining feature of the talent landscape.

Cyber Security

Cyber security is a mission-critical domain in today’s digital economy. The expansion of the digital footprint across industries, combined with a growing appreciation of the consequences of data breaches, drives sustained demand for security professionals. A robust security posture requires skilled professionals who can design, implement, and manage protective measures across both on-premises and cloud environments. The SA context, characterised by a rapidly expanding digital economy, makes cyber security a priority for organisations seeking resilience against increasingly sophisticated cyber threats. The trend toward cloud-first architectures further elevates the importance of cloud security engineers, ethical hackers, and security architects who can safeguard cloud platforms against misconfigurations, vulnerabilities, and breaches. The talent strategy for cyber security must incorporate proactive threat hunting, security monitoring, incident response planning, and continuous improvement cycles to stay ahead of threat actors.

Cloud Computing

Cloud computing continues to be a foundational enabler of scalability, cost efficiency, and business agility. A broad consensus exists across industry research that DevOps and cloud adoption are central to digital transformation strategies. South African organisations—the public and private sectors alike—recognise that cloud platforms unlock faster deployment, improved reliability, and the capacity to innovate with lower capital expenditure. The demand for cloud engineers, site reliability engineers, and security-focused cloud specialists remains robust as firms strive to optimise cloud architectures, implement reliable CI/CD pipelines, and maintain rigorous security controls. The enterprise imperative is clear: adopt cloud-native patterns, automate operations, and foster a culture of continuous improvement to remain competitive in a digital-first environment.

Data Science and Analytics

South Africa’s data wealth holds significant potential to transform sectors such as finance, agriculture, and healthcare. Extracting insights from large, diverse datasets enables more informed decision making, improved operational efficiency, and tailored solutions to local challenges. The value of data science and analytics is reflected in market evidence showing that these roles command competitive compensation and are among the highest-paying in the country. Data scientists, data engineers, and machine learning experts contribute across the data lifecycle—from collection and governance to modelling, interpretation, and governance of AI-enabled processes. The strategic implication for organisations is to invest in data literacy across the workforce, build robust data governance frameworks, and create data-centric cultures where employees can translate data insights into tangible business improvements.

UX/UI Design

User experience (UX) and user interface (UI) design remain essential to the success of digital products and services. The emphasis on intuitive, accessible, and user-centered design is driven by the growing adoption of mobile technologies, e-commerce, and digital services in South Africa. Effective UX/UI design correlates with higher user retention and satisfaction, delivering measurable business impact. Designers who can blend usability, accessibility, and aesthetic appeal with business goals are highly sought after. In addition to traditional design skills, the value of UX/UI experts is increasingly linked to the ability to conduct user research, prototype rapidly, and collaborate with engineers and product teams to ensure that digital offerings meet real user needs and drive engagement.

Implications for Talent Strategy

Across these domains, the Bizmod findings suggest that talent strategies should prioritise the following:

• Proactive talent pipelines: Build relationships with universities, training providers, and industry groups to create a steady flow of qualified candidates, while maintaining a strong employer brand that highlights career progression, challenging projects, and opportunities to work with cutting-edge technology.
• Cross-functional teams: Structure teams to combine domain expertise with business insight, enabling the translation of technical capabilities into strategic value and tangible outcomes.
• Upskilling and reskilling: Invest in targeted upskilling programs to close skill gaps, with clear career pathways that retain top performers and reduce time-to-fill for high-demand roles.
• Competitive compensation and benefits: Align remuneration with market realities to attract scarce skills, while offering non-monetary incentives such as flexible work arrangements, continuous learning opportunities, and recognition programs.
• Governance and ethics: Incorporate responsible AI practices, data privacy, and security considerations into talent development plans to ensure sustainable, trusted technology deployment.
• Retention and mobility: Develop retention strategies that include mentorship, modular project assignments, and internal mobility opportunities to keep critical talent engaged and engaged in long-term projects.

The Bizmod report thus provides a comprehensive lens on where talent scarcity intersects with strategic business needs, reinforcing the importance of deliberate planning, investment in capability-building, and a forward-looking approach to workforce design.

Strategic Implications for Businesses: Budgeting, Talent Strategy, and Long-Term Outlook

The insights from the Bizmod 2024 Annual Talent Report carry direct implications for how organisations should plan their talent investments for 2025 and beyond. In an environment marked by economic uncertainty, leadership teams must balance cost considerations with the imperative to secure critical capabilities that underpin growth, resilience, and competitive differentiation. The following strategic considerations synthesize practical steps organisations can take to translate the report’s findings into actionable plans.

Budgeting for Talent Attraction and Retention

First, organisations should embed talent budgets that account for both market competitiveness and the longer-term demand for high-value skills. Given the observed mismatch between supply and demand for roles such as data specialists, solutions architects, and iOS developers, compensation packages must reflect the premium on scarce skills. Beyond base salary, total rewards—including performance incentives, signing bonuses where appropriate, and benefits that support work-life balance—play a critical role in attracting top talent. Budget planning should also consider relocation costs, recruitment agency fees (where used), and investments in onboarding and early-career development that shorten ramp times and improve retention.

Investing in Upskilling and Internal Mobility

Second, organisations should prioritise upskilling initiatives that expand the internal talent pool. The five most challenging roles to fill underscore the value of cultivating employees who can transition into these positions with targeted training and mentorship. Building structured upskilling programs—covering domain-specific analytics, cloud architectures, security best practices, and mobile development—will help close gaps more rapidly than external search alone. Internal mobility strategies should be formalised with clear pathways between teams, ensuring that employees can progress into high-demand roles without leaving the organisation. Such programs improve engagement, reduce time-to-fill, and strengthen institutional knowledge.

Building Robust Talent Pipelines

Third, organisations should implement proactive recruitment pipelines that mitigate the risk of prolonged vacancies in critical areas. This includes establishing partnerships with universities, vocational institutes, and coding academies to identify promising graduates early. Internship programs, co-op placements, and project-based collaborations can serve as gateways to full-time roles, while relationships with industry associations can help identify mid-career professionals seeking transitions. A well-designed pipeline reduces dependence on reactive hiring, enabling more predictable staffing levels and project planning.

Partnering for Innovation and Capability Growth

Fourth, strategic partnerships with technology providers, research institutions, and specialist consultancies can support capability growth and knowledge transfer. Engaging in pilot projects, joint research, and cloud-native training programs helps organisations stay abreast of evolving best practices and emerging frameworks. Such collaborations also create opportunities to assess talent in real-world settings, supporting more informed hiring decisions and faster ramp times when new hires join the team.

Governance, Risk, and Compliance Considerations

Fifth, governance around data, privacy, and security must be integrated into talent strategies. As AI adoption, cloud deployment, and data analytics expand, organisations must ensure that talent not only possesses technical proficiency but also understands ethical considerations, regulatory requirements, and risk management. Embedding these considerations into job design, training curricula, and performance metrics fosters responsible innovation and helps safeguard the organisation’s reputation and operational integrity.

Long-Term Outlook and Market Dynamics

The Bizmod findings emphasize that, despite near-term recruitment challenges, the long-term trajectory for tech-related roles remains positive. The 8% increase in tech postings from 2021 to 2023 signals continued demand for digital capabilities as organisations execute on strategic initiatives. The sustained interest in generative AI, cloud computing, cybersecurity, and data science suggests that demand will not only endure but likely intensify as digital transformation matures and end-user expectations evolve. Businesses that align their talent strategies with these long-range drivers—prioritising strategic hires, robust development programs, and resilient retention approaches—are better positioned to capitalise on opportunities as the economy stabilises and growth accelerates.

The Bizmod report, in sum, provides a detailed map of the talent landscape, highlighting both the immediate recruitment challenges and the enduring demand for specialized capabilities. For leaders, the message is clear: to compete effectively in a changing economy, organisations must prioritise deliberate talent planning, invest in people, and design structures that enable high-impact, sustainable growth.

Conclusion

South Africa’s tech, data, and analysis talent market is at a pivotal juncture, characterized by short-term recruitment constraints in certain specialised roles but a strong, long-term demand for high-value capabilities. The Bizmod 2024 Annual Talent Report illuminates how 2023’s broad technology slow-down gave way to renewed momentum in 2024 and into 2025, particularly in AI, cybersecurity, cloud, data science, and UX/UI design. The five most challenging roles to fill—Business Analysts in short-term insurance, Data Specialists, Solutions Architects, Full Stack Developers, and iOS Developers—reflect the need for a blend of deep expertise, rapid adaptability, and strategic collaboration across business units. At the same time, the report confirms that AI, cybersecurity, cloud computing, data science and analytics, and UX/UI design are the top talent domains driving competitive advantage in the SA market.

For organisations, the practical implications are clear. To navigate a volatile macroeconomic environment, they should budget for attracting and retaining critical talent, invest in upskilling and internal mobility, build proactive talent pipelines, pursue strategic partnerships to grow capabilities, and embed governance and ethical considerations into talent development. By aligning workforce strategies with these insights, companies can strengthen their ability to deliver on digital transformation agendas, protect their operations from risk, and position themselves for sustainable growth as demand for advanced tech, data, and analysis skills continues to expand.

Jessica Tandy, executive director at Bizmod, reinforces that success in the evolving talent market hinges on thoughtful planning and disciplined execution. As organisations recalibrate their talent investments, the ability to balance immediate hiring needs with long-term capability development will determine their resilience and competitive standing in an increasingly digital economy. The Bizmod findings offer a comprehensive framework to guide these decisions, helping leaders translate market signals into practical, impactful talent strategies that support enterprise objectives today and into the future.