10 Years in Tech Recruitment: A Conversation with Our CEO. What Has Changed, What Hasn’t, and What Comes Next

Work from home, AI adoption, and the gig economy; a lot has changed since Emanate Technology opened its doors 10 years ago. Although the tech industry—and employment in general—looks very different today, we remain passionate about the impact we make.

We’re reflecting on the past 10 years in recruitment as tech and IT specialists. With current insights from Emanate’s Founder and CEO, Joel Hides, we’re discussing what’s changed, what remains the same, and what to expect in the future. 

From then to now: the evolution of tech recruitment

Recruitment, specifically in tech, has come a long way in the past decade. Apart from the fact that the skill sets being recruited have changed with tech over the past 10 years, I feel the approach to sourcing talent has evolved as well. Back then, there was more reliance on job boards. Recruiters today need to demonstrate their value through their knowledge base, search capabilities and network depth, getting involved in the communities through user group meetings and events.”

Fortunately for our clients and candidates, this is where Emanate stands out. As true industry leaders, our deep specialisation is, and always has been, our key differentiator. According to Joel, saying that you’re a 'technology specialist recruiter' doesn't add much punch. “Tech is too broad to claim that as a specialism.” 

Instead, our recruitment consultants work in specific tech specialisations, including Cloud, DevOps, Data, Analytics, Digital, Product, Infrastructure, Software and more. This specialised approach enables us to confidently consult on the market and help our clients and candidates find the best solution. We’re a prominent contributor to the tech communities and even have our in-house events person to execute on our strategy of engaging differently with the tech world.”

Clearing up assumptions

At Emanate, we’re well aware of the bad rap that often gets thrown the recruitment industry’s way. But according to Joel, it’s often rightly so. “Without sounding arrogant, there’s a lot of mediocrity in our industry, and recruiters are just aiming for a bum on a seat,” he says. “When it comes to screening candidates, all they do is ask their rate and availability, and whether they can send their details off to Company X.” 

Emanate does things differently, and we’re passionate about how we do it. Taking the opportunity to perform above our peers, we challenge and exceed expectations. With deep industry knowledge of all specialisations of the IT and tech industries, collaboration with our clients and candidates, and a transparent and ethical approach to recruitment, you’ll notice the difference.

“We want to make sure everyone who entrusts us to support their recruitment process feels the value we add,” Joel says. “Everything we do is to help our clients and candidates achieve their business or career goals.” 

Tech skills the market wants today

It’s not just recruitment practices that have changed in Emanate’s past 10 years — in-demand skills have, too. As industry experts, we must stay ahead of hiring trends to offer the best solutions to our clients and candidates. In 2026, they include:

Cloud Engineering and DevOps

“Nearly all infrastructure-related jobs we work on now require some sort of cloud exposure,” Joel says. Compared to earlier days when it was still a specialism, it’s now a prerequisite. 

Full-stack developers

There was once a time in tech when people were either back-end or front-end developers. Today, full-stack developers are in greater demand for their adaptability and broader skill set. 

Cyber security

According to Jobs and Skills Australia, employment for these specialists is projected to grow by 14.2% through 2029, twice the national average. Cybersecurity experts protect business, government, and not-for-profit organisations, making them largely in demand.

Agile delivery

In-demand expertise in software development methodologies is also changing. “We see agile delivery in all forms, replacing the traditional Waterfall SDLC method,” Joel says. 

AI

“In the past 12 months especially, we've seen the emergence of AI-focused roles that are fresh to market,” Joel says. Emanate’s recent roles in this specialty include Senior AI Engineer and Automation Engineer. 

Management and leadership

The Australian Government’s Employment Predictions 2025 report states that employment growth for IT managers will rise by 25.5% over the next decade. So, if your goal is to find a qualified leader for your team, you’re entering a competitive market.

In addition to changes in skill demands, Joel also notes differences in how contractors operate. “The smart contractors really understand that they're running their own business,” he says. “If they invest in keeping their skills and certifications up to date, and see quality recruitment agents as a partner rather than a necessary evil, they have an advantage.”

Trusted recruitment practices that Emanate still believes in, 10 years on

For all the advancements Emanate has seen in tech recruitment, some things never change. Here are a few things we know to be true about tech recruitment that will guide us going forward.

Human judgment first, always

Sure, there are many benefits recruitment tech offers for candidate search and screening. But it can’t make decisions for you. Tech can’t read body language, notice pauses in language that give something away, or listen to a referee for hints on behavioural trends. 

“An experienced and quality recruitment partner will really get to know a candidate and a specific talent pool throughout a recruitment process, " Joel says. “It’s this insight that can be invaluable when you’re advising a client about an important hiring decision. 

Aligning on expectations

Our clients, candidates, and recruitment specialists must align on expectations for a smooth, successful process. It’s easy to miss an opportunity when you’re not on the same page about compensation, availability of certain skills, or role requirements. 

Knowing what you need

Clients who understand exactly what they need and the type of person they’re looking for are the ones who get better outcomes. “When you don’t invest time in providing a quality brief, it creates a trial-and-error type of process, which slows things down,” Joel says.

Staying competitive

Serious about hiring top-tier talent? Be ready to pitch your value proposition and move along at the right pace without complacency. “Tech is competitive, so you need to compete,” Joel says. “A lot of the people our clients want to hire are already happy in a role and not active in the market, so you need to make a play to secure them.”

Look to the future with Emanate

“Through authentic, face-to-face engagement, consulting on careers and the technology market in general, and adding value in every step of the process, we’ll continue to make a genuine impact for our clients and candidates,” Joel says. 

To experience the difference a true industry specialist can make, speak to the team at Emanate today.