Hays’ latest technology salary research found that 67% of UK tech professionals expect to change jobs in the next 12 months. It also found that 54% would accept a lower-paid job for better work-life balance, while 57% would not consider a role that did not offer hybrid working.
The figures suggest that many tech candidates are open to moving, but they are also becoming more selective about what a role needs to offer. Salary still matters, particularly in specialist areas such as AI, cybersecurity, cloud, data and infrastructure. However, pay is now being weighed alongside flexibility, progression, the quality of the work and whether an employer is prepared to invest in future skills.
Life sciences organisations are facing this in a competitive hiring market. The technical skills they need are not limited to the sector, and candidates with experience in cloud platforms, cyber resilience, data engineering or AI can often move between life sciences, financial services, defence, technology companies and consultancy. Candidates have more choice, and it means employers need to be clearer about why someone should choose their role over another opportunity.
In 2026, tech candidates are looking beyond job titles - they want to understand the work they will be doing, the systems they will be improving, the flexibility available to them, and how the role will develop their skills over time.
Salary still matters, but it is not working alone
Salary remains one of the clearest ways for employers to compete for specialist technology talent. Candidates with experience in AI, cybersecurity, cloud, data and infrastructure know their skills are in demand, and many will be comparing opportunities across several sectors before deciding where to move next.
However, pay is no longer being judged alone - Hays found that more than half of tech professionals would accept a lower-paid role if it offered better work-life balance. This does not mean employers can ignore salary expectations, especially in areas where skills are scarce, but it does show that candidates are looking closely at the full offer.
A strong salary may bring a candidate into the process, but the role still needs to make sense when they consider flexibility, workload, technical challenge and how the opportunity will affect their next career move.
Flexibility is still shaping candidate decisions
Hays found that 57% of UK tech professionals would not consider a role that did not offer hybrid working, which suggests that flexibility is no longer seen as just an additional benefit by many candidates.
Life sciences employers may not always be able to offer the same level of remote working as technology companies or consultancies. Some roles require access to specific systems, sites, laboratories or regulated environments, and candidates will usually understand that if it is explained clearly. Problems tend to arise when the expectations are vague, or when office requirements change once the process has already started.
Clarity is particularly important where the role sits close to operational teams - a cloud engineer, cybersecurity specialist or data professional may be able to complete much of their work remotely, but there may still be points where on-site access, stakeholder meetings or project delivery require time in the business. Candidates are more likely to respond well when those requirements are explained early, rather than presented as a condition once they are already invested in the role.
Flexible working is therefore part of the offer, but it is also part of trust. Employers who can explain how the role works in practice, where flexibility is available and where it is limited will usually be in a stronger position than those relying on broad hybrid working promises.
Progression needs to be clear
Career development is becoming a major part of the decision to move. Hays found that 43% of UK tech professionals considering a new role were motivated by a lack of career development, while 39% cited limited progression opportunities.
This is especially relevant in technical roles where the work can change quickly - candidates want to know whether they will be maintaining existing systems indefinitely or gaining exposure to the platforms, tools and projects that will make their skills more valuable over time.
Life sciences employers can have a strong story to tell here. Work across AI, data, cybersecurity, cloud infrastructure and regulated digital platforms can give tech professionals access to complex, meaningful projects. However, that needs to be made clear during the hiring process.
Training budgets, mentoring, access to new systems and a clear route into more senior technical work can all influence whether someone sees a role as a long-term move. Without that, even a strong salary and flexible working model may not be enough to keep their interest.
Candidates want credible AI adoption
Hays’ 2026 hiring trends found that 47% of employers were experiencing moderate or extreme AI skills shortages. At the same time, 26% of professionals said they had not received any support from their employer to adopt AI at work, despite 65% saying they would take part in AI workshops or training if given the opportunity.
This is a useful opening for life sciences employers. AI is already affecting areas such as data analysis, automation, cybersecurity, clinical workflows and digital platforms, but its use has to be managed carefully in a regulated environment. Candidates want to know whether an employer is investing in AI properly, with governance, training and clear expectations around how the technology should be used.
Candidates want meaningful work with technology
Stack Overflow’s 2025 Developer Survey found that autonomy and trust, competitive pay and solving real-world problems were the three most important factors linked to job satisfaction among developers.
Life sciences employers can offer technical work with a clear purpose, which can be a strong differentiator when candidates are comparing roles across sectors. However, purpose needs to be connected to the actual role. Broad statements about innovation or impact will not be enough if the candidate cannot see what they will be building, improving or protecting. Strong candidates want to understand the technical challenge, the level of autonomy they will have and how their work connects to the organisation’s wider goals.
Employers should be able to explain the systems involved, the problems the person will help solve and why the work is important to the organisation. The more specific the opportunity feels, the easier it becomes for candidates to judge whether the role is worth moving for.
What life sciences employers can do now
Employers that want to attract specialist tech candidates in 2026 need to look carefully at the full offer, not only the role title or salary band. Candidates want to understand how the role works day to day, what systems they will be responsible for, where flexibility is available and how the organisation will support their development.
Employers should also be realistic about which skills are essential from the first day and which can be developed after appointment. Life sciences organisations often need people who can work within regulated environments, but strong candidates may also come from other sectors where data, security, compliance and complex technology are already part of the role.
The most competitive employers will be those that can give candidates a clear reason to move. That means being honest about salary, flexibility and progression, while showing how the role connects to meaningful technical work in a sector where technology is becoming increasingly central to research, operations and innovation.
At nufuture, we work with life sciences organisations to recruit specialist technology talent across AI, cybersecurity, cloud, data, infrastructure and the wider IT function. If you are reviewing your candidate offer for 2026 or need support attracting specialist tech professionals, get in touch.