IT 및 기술 분야 인재 확보 시장 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the talent acquisition in IT and technology market was valued at USD 3.1 billion in 2025 and is estimated to grow from USD 3.44 billion in 2026 to USD 6.05 billion by 2031, at a CAGR of 11.95% during the forecast period (2026-2031).

This report is Segmented by Component (Software Solutions, [applicant Tracking System (ATS), Candidate Relationship Management (CRM), Recruitment Marketing Suite, and More], and Services), Deployment Mode (On-Premises, Cloud, and Hybrid), Enterprise Size (Large Enterprises, and Small and Medium Enterprises), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Talent Acquisition In IT And Technology Market Trends and Insights

Intensifying Skills Shortage in Emerging Technologies

Digital investment is still expanding the number of technical roles employers need to fill, which is supporting steady demand in the IT and technology talent acquisition market. U.S. tech employment was projected to grow by 1.9% in 2026, adding nearly 128,000 roles and reinforcing the hiring burden on employers competing for scarce technical skills. This hiring need is becoming more selective because employers now want candidates with AI, cloud, data, and security capabilities that are harder to validate through simple resume filters. As a result, the talent acquisition in IT and the technology market is benefiting from stronger demand for precision sourcing, technical assessment, and structured screening workflows rather than broad application intake alone. The spending cycle behind digital transformation is therefore acting as a leading signal for platform investment, especially where technology hiring volumes are rising faster than internal recruiting capacity.

Accelerating Digital Transformation Among Tech Employers

A sharper shortage of emerging technology skills is also driving talent acquisition in IT and technology market. Seventy-two percent of organizations had difficulty filling open roles in 2026, and AI model development and AI literacy moved ahead of traditional engineering skills as the hardest capabilities to source for the first time in the survey's history. AI skill requirements appeared in 71% of U.S. tech job postings by April 2026, up from less than 10% in 2023, which shows how quickly employer demand has shifted. This change underscores the importance of assessment-led hiring, as technical ability in AI and machine learning cannot be reliably screened through keyword searches alone. That is lifting demand in the IT and technology talent acquisition market for platforms that combine validated coding tests, structured interviews, and skill benchmarking with traditional applicant tracking.

Data Privacy Concerns in Candidate Analytics

Candidate analytics is becoming more useful, but it is also becoming harder to govern across multiple hiring systems. As AI tools take on a larger role in screening and evaluation, employers face greater pressure to explain decisions, maintain review controls, and make candidate handling more transparent. Findings in 2026 also show that AI is now used regularly by both employers and candidates, increasing the volume of automated interactions and underscoring the importance of confidence in how those systems operate. The practical challenge is that candidate data often flows through applicant tracking systems, CRM tools, interview software, and analytics layers simultaneously, creating more points where governance can break down. This slows parts of the talent acquisition in IT and technology market because buyers increasingly prefer vendors with built-in controls and auditable workflows over point solutions that require manual oversight across several systems.

Other drivers and restraints analyzed in the detailed report include:

1. Mainstream Adoption of AI-Powered Recruitment Automation
2. Rising Preference for Remote and Hybrid Work Models
3. Volatility in Venture Capital Funding Cycles

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Software solutions accounted for 72.84% of revenue in 2025, making them the largest component of the IT and technology talent acquisition market. ATS platforms, candidate relationship management tools, interview suites, and assessment technologies remain the core infrastructure for enterprise technology hiring because they organize high-volume workflows and reduce manual screening. Demand in software is shifting toward technical assessment and interview tools as employers seek to validate AI, machine learning, and coding skills with greater rigor. By April 2026, AI skills were required in 71% of U.S. tech job postings, underscoring the need for more specialized screening and evaluation tools.

This shift is affecting product demand, with an enterprise suite that includes more than 7,500 validated questions and AI-powered plagiarism detection with 93% accuracy. In one deployment, a structured technical assessment reduced false-positive screening flags from 10% to 4%, underscoring why buyers are willing to pay more for skill validation than to rely solely on generic filtering. Services are projected to expand at a 12.46% CAGR from 2026 to 2031, indicating that this part of talent acquisition in IT and technology market is growing faster as employers outsource implementation, managed recruiting support, and AI workflow governance. The service layer is becoming increasingly important because many organizations want AI-enabled recruiting systems, but far fewer have the internal expertise to implement, monitor, and refine them at scale.

Cloud deployment accounted for 71.12% of revenue in 2025, giving it the largest share of the talent acquisition market in IT and technology. Cloud has become the default architecture for enterprise and mid-market buyers because it supports faster deployment, subscription pricing, and easier integration with broader HCM environments. The largest platform vendors are focused on cloud delivery, further reinforcing cloud as the standard buying path for modern recruiting systems. This gives cloud a durable lead because most new product releases, AI features, and workflow upgrades are arriving first through cloud environments rather than legacy installations.

Hybrid deployment is projected to expand at a 13.92% CAGR from 2026 to 2031, making it the fastest-growing configuration in the IT and technology talent acquisition market. Growth is being supported by employers in regulated sectors that want cloud-scale performance but still need stronger control over where candidate data is stored or processed. That makes hybrid models especially relevant for financial services, defense, and public sector hiring environments where full cloud migration is not always acceptable. On-premises deployment continues to lose ground as a primary mode, but it still matters in legacy environments and for organizations gradually moving toward more modern recruiting architectures.

Complete Report Scope:

• By Component
  • Software Solutions
    • Applicant Tracking System (ATS)
    • Candidate Relationship Management (CRM)
    • Recruitment Marketing Suite
    • Interview and Assessment Tools
    • Onboarding Solutions
  • Services
• By Deployment Mode
  • On-Premises
  • Cloud
• By Enteprise Size
  • Large Enterprises
  • Small and Medium Enterprises
• By Geography
  • North America
    • United States
    • Canada
    • Mexico
  • South America
    • Brazil
    • Argentina
    • Rest of South America
  • Europe
    • Germany
    • United Kingdom
    • France
    • Italy
    • Spain
    • Russia
    • Netherlands
    • Rest of Europe
  • Asia-Pacific
    • China
    • Japan
    • India
    • South Korea
    • Australia and New Zealand
    • Rest of Asia-Pacific
  • Middle East
    • Saudi Arabia
    • United Arab Emirates
    • Rest of Middle East
  • Africa
    • South Africa
    • Nigeria
    • Rest of Africa

Geography Analysis

North America accounted for 39.42% of revenue in 2025, giving the region the largest share of the IT and technology talent acquisition market. The region benefits from a dense concentration of technology employers, mature use of applicant tracking systems, and earlier deployment of AI in hiring workflows. A 41% U.S. tech and IT Net Employment Outlook for Q2 2026, up 8 points from Q1 2026, signals stronger hiring confidence after a period of workforce adjustment. Canada and Mexico are also supporting regional demand as employers expand nearshore hiring models and search for more flexible access to engineering talent. Europe remains an important market because shortages are severe and compliance expectations around AI-led hiring are rising.

Asia-Pacific is projected to expand at a 15.12% CAGR from 2026 to 2031, making it the fastest-growing regional segment in talent acquisition for the IT and technology market. Growth is being supported by start-up formation, enterprise digitization, and continuing shortages in AI and advanced software roles across major economies. The region also benefits from a large addressable workforce base, but employers still face strong competition for specialized talent, especially in AI and cloud roles. Talent policy changes in Singapore in 2026 were designed to improve access to top international talent, supporting broader regional hiring activity and making recruiting platforms more valuable to employers operating across borders.

South America remains smaller than North America, Europe, and the Asia-Pacific, but demand is improving as multinational employers expand hiring for cost-competitive technology talent. Brazil and Argentina are the main regional centers, and growth is tied increasingly to cloud adoption and the buildout of global capability centers. The Middle East is still an emerging market, with Saudi Arabia and the United Arab Emirates supporting demand through digital economy programs and technology hub development. Africa remains an early-stage market, though hiring activity in cities such as Nairobi, Lagos, and Cape Town is creating a longer-term opportunity for platforms that can support multilingual and cross-border recruiting workflows.

1. Adecco Group AG
2. Randstad N.V.
3. ManpowerGroup Inc.
4. Korn Ferry
5. Hays plc
6. Allegis Group Holdings Inc.
7. Robert Half International Inc.
8. Insight Global LLC
9. Alexander Mann Solutions Ltd.
10. GlobalLogic Inc.
11. Infosys BPM Ltd.
12. Wipro Ltd.
13. TCS iON (Tata Consultancy Services Ltd.)
14. SAP SE
15. Workday Inc.
16. Oracle Corporation
17. iCIMS Inc.
18. Lever Inc.
19. HackerRank Inc.
20. SmartRecruiters Inc.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Accelerating Digital Transformation Among Tech Employers
  • 4.2.2 Intensifying Skills Shortage in Emerging Technologies
  • 4.2.3 Mainstream Adoption of AI-Powered Recruitment Automation
  • 4.2.4 Rising Preference for Remote and Hybrid Work Models
  • 4.2.5 Expansion of Venture-Backed Tech Start-ups in Asia-Pacific
  • 4.2.6 Increasing Compliance Requirements for Tech Hiring
• 4.3 Market Restraints
  • 4.3.1 Data Privacy Concerns in Candidate Analytics
  • 4.3.2 Volatility in Venture Capital Funding Cycles
  • 4.3.3 High Switching Costs for Enterprise ATS Platforms
  • 4.3.4 Fragmented Global Tech-Talent Regulations
• 4.4 Industry Value-Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Impact of Macroeconomic Factors on the Market
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Intensity of Competitive Rivalry
  • 4.8.2 Bargaining Power of Suppliers
  • 4.8.3 Bargaining Power of Buyers
  • 4.8.4 Threat of Substitutes
  • 4.8.5 Threat of New Entrants

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software Solutions
    • 5.1.1.1 Applicant Tracking System (ATS)
    • 5.1.1.2 Candidate Relationship Management (CRM)
    • 5.1.1.3 Recruitment Marketing Suite
    • 5.1.1.4 Interview and Assessment Tools
    • 5.1.1.5 Onboarding Solutions
  • 5.1.2 Services
• 5.2 By Deployment Mode
  • 5.2.1 On-Premises
  • 5.2.2 Cloud
• 5.3 By Enteprise Size
  • 5.3.1 Large Enterprises
  • 5.3.2 Small and Medium Enterprises
• 5.4 By Geography
  • 5.4.1 North America
    • 5.4.1.1 United States
    • 5.4.1.2 Canada
    • 5.4.1.3 Mexico
  • 5.4.2 South America
    • 5.4.2.1 Brazil
    • 5.4.2.2 Argentina
    • 5.4.2.3 Rest of South America
  • 5.4.3 Europe
    • 5.4.3.1 Germany
    • 5.4.3.2 United Kingdom
    • 5.4.3.3 France
    • 5.4.3.4 Italy
    • 5.4.3.5 Spain
    • 5.4.3.6 Russia
    • 5.4.3.7 Netherlands
    • 5.4.3.8 Rest of Europe
  • 5.4.4 Asia-Pacific
    • 5.4.4.1 China
    • 5.4.4.2 Japan
    • 5.4.4.3 India
    • 5.4.4.4 South Korea
    • 5.4.4.5 Australia and New Zealand
    • 5.4.4.6 Rest of Asia-Pacific
  • 5.4.5 Middle East
    • 5.4.5.1 Saudi Arabia
    • 5.4.5.2 United Arab Emirates
    • 5.4.5.3 Rest of Middle East
  • 5.4.6 Africa
    • 5.4.6.1 South Africa
    • 5.4.6.2 Nigeria
    • 5.4.6.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 Adecco Group AG
  • 6.4.2 Randstad N.V.
  • 6.4.3 ManpowerGroup Inc.
  • 6.4.4 Korn Ferry
  • 6.4.5 Hays plc
  • 6.4.6 Allegis Group Holdings Inc.
  • 6.4.7 Robert Half International Inc.
  • 6.4.8 Insight Global LLC
  • 6.4.9 Alexander Mann Solutions Ltd.
  • 6.4.10 GlobalLogic Inc.
  • 6.4.11 Infosys BPM Ltd.
  • 6.4.12 Wipro Ltd.
  • 6.4.13 TCS iON (Tata Consultancy Services Ltd.)
  • 6.4.14 SAP SE
  • 6.4.15 Workday Inc.
  • 6.4.16 Oracle Corporation
  • 6.4.17 iCIMS Inc.
  • 6.4.18 Lever Inc.
  • 6.4.19 HackerRank Inc.
  • 6.4.20 SmartRecruiters Inc.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment