This carousel of four charts will show you the number of people who changed jobs last year, the number planning to change jobs this year, and the reasons why.

This report has allowed you to cross-compare the varying desires and expectations of tech specialists from country to country in EMEA. Differences are certainly notable when it comes to non-cash compensation. In Belgium, 65% prioritise a company car. In Italy, 57% value private health insurance over anything else. In the Middle East, 59% will demand Child Education Allowances; in Romania and the Czech Republic, 89% champion extra vacation days.

However, there are certain similarities across the region:

• Thirst for AI & Exciting Projects: 82% of all EMEA tech professionals desire AI training, rising as high as 92% in The Netherlands and 89% in Spain. IT specialists crave exciting work with the newest, most impactful technologies. Indeed, 40% of all tech professionals cited ‘challenging roles or projects’ as the biggest factor they look for in an organisation after pay.
• Career Development Opportunities: 37% of all the EMEA tech specialists who left their jobs last year did so because of a lack of career development opportunities, and 33% look into hiring organisations’ career development opportunities when searching for jobs. Progression is key, and we can see this in tech specialists’ thirst to develop their skills with AI.
• Salaries are Rising: Tech specialists know their worth and know the demand. And that’s true all over EMEA. While salaries vary a lot across the region, expectations of increases are on the rise everywhere. Using contractors and freelancers can help secure key skills when they’re needed without breaking the payroll. There can be legal complications, particularly when looking abroad, but these can be avoided with the support of a specialist recruitment partner.
• Company Cultures Count: Across the board, 58% put ‘good work atmosphere’ second only to ‘salary’ when asked what they look for in an organisation. How can you create an environment, physical or remote, that specialists want to work in? There needs to be a culture of progression, but with emphasis on promoting a healthy ‘work-life balance’, which is valued even higher than job security (28% vs 26%).

For more analysis on these similarities and expert advice to help you to secure the talent you need, download the Executive Summary below.