The Rise of Edge Computing: What It Means for Business — and Who You Need to Hire

The explosion of data over the past few years — and the methods for tabulating and computing it — has pushed cloud infrastructure to its limits. Simply put, cloud infrastructure cannot meet the current demands of business. 

Fortunately, changing technology also presents an opportunity for business leaders to manage their computing needs more effectively. Edge computing meets numerous business needs by providing decentralized processing with lower latency, enabling real-time responses. In many instances, edge computing can supplant numerous cloud computing functions. These changes allow businesses to do more with reduced expenses. As such, Edge computing is now a must-have for any operation that requires real-time data processing.

Of course, technology alone isn’t enough. To fully leverage any innovation, your business needs the right talent. This human capital must be able to manage new technology and utilize it to drive further innovation. 

Why Edge Computing Is Gaining Momentum

Edge computing is the term used to describe a distributed computer model. In this model, data processing and data storage occur either on a device or as close to the “edge” of the network as possible. This model differs significantly from cloud computing, which sends data to a central location. 

Edge computing has use cases across many industries, including:

• Manufacturing, such as smart manufacturing or the Internet of Things (IoT).

• Healthcare, which includes remote monitoring and wearable medical devices.

• Retail, which leverages edge computing through apps that create personalized shopping experiences and more targeted advertising.

• Autonomous vehicles, which use edge computing for instantaneous processing, wayfinding, and collision detection.

By keeping data processing closer to the data source, edge computing can reduce latency and lower bandwidth costs. It also allows for additional privacy and access control, as data remains on a device rather than being sent to a cloud or central location. While these features do not eliminate all security concerns, they do simplify data management. 

By 2028, the edge computing market is expected to reach $380 billion and consume approximately 181 zettabytes of data. These numbers will continue accelerating as technology evolves to make edge computing more effective and affordable. 

The Talent Demands of Edge Computing

Talent hiring for edge computing is essential for your business to fully leverage its benefits. There are numerous opportunities for growth across various edge infrastructure roles, including those of edge infrastructure engineers, embedded systems developers, network architects, security analysts, and more. 

The individuals working these jobs must possess highly advanced skills. These competencies include experience with distributed systems, management of real-time analytics, work with 5G integration, containerization, and cybersecurity in edge networks. 

However, these real-time data processing careers present hiring businesses with numerous challenges. Edge computing is still a relatively new field, and it wasn’t until the 2010s that this field began to truly accelerate. As is the case with any emerging technology, the number of people qualified to work in this field is relatively small. This creates fierce competition among businesses that need to hire for edge infrastructure jobs. As such, your company may require external assistance in developing an effective talent recruitment strategy. 

How The Trevi Group Supports Edge-Focused Hiring

At The Trevi Group, we have deep and extensive expertise in placing technical talent across IT, telecom, and industrial sectors. We offer the ability to hire in a variety of industries and can help your business hire for real-time data processing careers. Our services can provide your business access to the best of both worlds: a national reach with localized recruiter knowledge. These areas of dual expertise enable our business to support both startup and enterprise adoption.

Merely hiring qualified candidates is not enough in the world of edge computing. Your business needs a hiring firm that can identify candidates who understand both the hardware and software aspects of edge implementation. 

Takeaway: Edge Computing is Transforming Data Processing

Edge computing is transforming how businesses collect, process, and act on data. However, it is only through the development of a robust talent hiring for edge computing strategy that your business will be able to take advantage of these new trends. Such a comprehensive strategy is vitally necessary, as hiring the right specialists now can future-proof your tech stack and keep your organization competitive.

Do you need help developing a hiring strategy for this rapidly emerging technological tool? Connect with The Trevi Group … they understand how to find the edge talent that moves your business forward.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#edgecomputing #thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #ITHiring #TechTalent #CloudComputing #IoT #Cybersecurity #DigitalTransformation

Network Engineers and Cybersecurity: Bridging the Skills Gap

In today’s hyper-connected world, the lines between traditional IT roles are becoming increasingly blurred. Nowhere is this more evident than in the evolving relationship between network engineering and cybersecurity. Once considered two separate disciplines, these areas are rapidly merging as cyber threats grow more sophisticated and the demand for secure, reliable networks intensifies.

But here’s the catch—there’s a noticeable skills gap. And unless it’s addressed, organizations will continue to struggle with building teams that can secure and sustain modern network infrastructure.

The Convergence of Roles

Network engineers have long been the backbone of IT infrastructure, designing, implementing, and managing the networks that keep businesses running. Cybersecurity professionals, on the other hand, have been tasked with protecting those networks from a constantly growing array of threats.

However, as networks become more complex and threats more frequent, the responsibilities of these two roles overlap. Firewalls, intrusion detection systems, and secure access configurations are no longer just the concern of security teams. Network engineers are increasingly expected to understand and implement these systems at the foundational level.

Where the Gap Lies

The gap isn’t just about technical knowledge. It’s also about mindset.

Many network engineers come from backgrounds rooted in uptime, efficiency, and performance. Cybersecurity requires a different lens—one that focuses on risk assessment, vulnerability management, and worst-case scenario planning. Bridging the gap means equipping network professionals with a security-first mindset and the tools to match.

Unfortunately, current training programs and certifications often keep these fields siloed. As a result, professionals may excel in one area while lacking the necessary insight in the other.

Why This Matters Now More Than Ever

Cyber threats are evolving. From ransomware attacks that shut down hospitals to data breaches that expose millions of customer records, the consequences of weak network security are staggering.

At the same time, the expansion of remote work, cloud services, and IoT devices means networks are more exposed than ever. Having a strong firewall isn’t enough. Every router, switch, and endpoint is now a potential vulnerability, and someone needs to be responsible for securing each of them.

This is where hybrid-skilled professionals come in. Organizations increasingly seek engineers who not only understand how networks function but also how they can be exploited—and how to defend them.

Bridging the Gap: What Needs to Change

1. Upskilling Network Engineers
   Organizations must invest in cybersecurity training for their network teams. Certifications like CompTIA Security+, CISSP, and vendor-specific training (e.g., Cisco CyberOps) are a good starting point.

2. Fostering Cross-Functional Teams
   Instead of having isolated network and security departments, forward-thinking companies are blending their teams. Collaboration between network engineers and cybersecurity analysts leads to better planning and quicker responses to incidents.

3. Promoting a Security-First Culture
   Whether you’re a network engineer, developer, or admin, security is everyone’s job. Businesses must encourage this culture from the top down.

4. Educational Reform
   Academic institutions and training providers should start treating network engineering and cybersecurity as interconnected fields. Curriculum updates can help produce professionals who are better equipped to meet the demands of the modern IT landscape.

The Road Ahead

Bridging the gap between network engineering and cybersecurity is not a luxury—it’s a necessity. The threats we face today demand a new kind of IT professional: one who understands the intricacies of network performance and the art of digital defense.

It’s time we stop viewing security as an afterthought and start embedding it into the very core of network design. In this new era, only those who adapt will truly be secure.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #networkengineer #cybersecurity

7 Microsoft Copilot Challenges and How to Overcome Them

In the age of intelligent productivity, Microsoft Copilot is changing the way professionals work. From writing emails to analyzing spreadsheets and drafting presentations, Copilot—powered by AI—has quickly become a powerful digital assistant. However, like any tool, it has its challenges.

Whether you’re just getting started or trying to maximize your ROI from Copilot, here are seven common challenges users face—and how to overcome them.

1. Understanding the Learning Curve

The Challenge: Many users assume Copilot works like magic. But it’s not always plug-and-play. It requires understanding how to prompt effectively and what to expect in return.

The Solution: Invest a little time in learning prompt engineering. Microsoft offers training resources, and numerous quick-start guides are available online. Start simple—ask Copilot to summarize an email thread or generate a presentation outline. With time, your prompts will become sharper, and the outputs more useful.

2. Data Privacy Concerns

The Challenge: “Will my data be safe?” This is one of the most common concerns, especially when sensitive files are involved.

The Solution: Microsoft Copilot is built on Microsoft’s enterprise-grade security. Still, it’s essential to understand your organization’s compliance policies. Ensure that your data isn’t being exposed to external AI models and that access controls are in place.

3. Dependence Without Understanding

The Challenge: Some users begin to overly rely on Copilot without verifying the output, particularly in business-critical tasks such as financial forecasting or legal documentation.

The Solution: Think of Copilot as an intelligent assistant, not a replacement for expertise. Always double-check key data. Use Copilot to speed up drafts, but apply human judgment before finalizing.

4. Generic Responses

The Challenge: Copilot sometimes provides vague or superficial responses, especially when instructions are unclear.

The Solution: Be specific. Instead of saying “create a report,” try “summarize Q3 marketing data with key takeaways in bullet points.” The clearer your prompt, the better the result.

5. Limited Customization

The Challenge: Users may want Copilot to follow specific internal guidelines or brand tone, but this level of customization isn’t yet built in.

The Solution: Use templates. Train your team to copy and paste past examples or approved formats into prompts. This helps Copilot learn your preferred tone and structure over time.

6. Integration Gaps

The Challenge: While Copilot works within Microsoft 365 apps, integration with other business tools (like CRMs or analytics platforms) may be limited.

The Solution: Explore Power Platform integrations or third-party connectors. Microsoft is continually expanding its integration ecosystem, and numerous workarounds are available through Power Automate or custom APIs.

7. Resistance to Change

The Challenge: Employees may feel threatened or reluctant to use AI tools, fearing they’ll be replaced or simply overwhelmed by change.

The Solution: Focus on empowerment. Position Copilot as a way to eliminate repetitive work, not replace jobs. Host short internal sessions showing how it saves time, reduces errors, and boosts creativity. This will make your team feel more in control and less resistant to change.

Final Thoughts

Microsoft Copilot is more than just a productivity booster—it’s a window into the future of work. Like any innovation, it comes with hurdles, but they’re all manageable with the right approach. With Copilot, the future of work is bright and full of possibilities.

Start small, stay curious, and remember: Copilot isn’t here to do your job—it’s here to make your job easier. By starting small and staying curious, you can gradually adapt to Copilot and discover its full potential.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #copilot

Say the Word: How Voice-Activated Technology Is Changing the Tech Talent Landscape

As artificial intelligence (AI) and machine learning advance, so does voice-activated technology. This technology is altering the modern workforce, creating the need for new skills. 

Voice-activated tech encourages market growth in consumer and enterprise applications. This growth is impacting everything from healthcare to the automotive industry. It is driven by several variables: the rising implementation of IoT and smart devices, increased demand for user-friendly devices, and the ability to boost efficiency while reducing errors, just to name a few. 

If you have begun to notice the evolution of voice-activated technology, know it is more than a trend. This tech represents a paradigm shift in human-machine interaction. From 2024 to 2028, the voice speech recognition software market size is estimated to grow by USD 20.07 billion. This growth is creating unique business and workforce opportunities. However, there are concerns surrounding a lack of skilled tech talent. 

What This Means for the Tech Workforce

As the use of voice-activated technology and the adoption of AI applications surge, so will the demand for conversational AI jobs and related roles. NLP (natural language processing) engineers, UX voice designers, and AI ethicists will all be needed. This talent is required to develop virtual assistants, chatbots, and data analysis tools. Many of which focus on voice-activated capabilities. 

There is a growing focus on human-centric design, voice security, and multilingual data modeling. These areas require skilled tech workers, but where do you find this talent? In the coming years, roles will expand — positions must be filled in product development, QA testing, and embedded systems, among other areas. So, now is the time to start filling positions with current and future objectives in mind. 

The Voice Tech Talent Gap

There is no denying that voice technology and generative AI are the next big wave in technology. However, a barrier exists — the shortage of professionals skilled in speech recognition, machine learning, and conversational AI. For some industries, the demand for certain skills rapidly changed. For example, since 2017, manufacturing and warehousing have experienced significant increases in the demand for AI talent.

In just five years, manufacturing experienced a sevenfold increase. Warehousing saw a 21-fold increase. As a result, some companies are hiring the wrong candidates, desperate to fill new roles. Today, many industries need voice-activated technology and the skills required to utilize it. For example, healthcare companies are looking to automate documentation and streamline workflows. Some core skills in demand include expertise in NLP and AI, the ability to design intuitive and user-friendly voice interactions, the skill to leverage data for voice-powered analytics, etc.

It will also be difficult to recruit for hybrid roles that combine technical skills with linguistics, psychology, or design—these are unique roles, yet companies need these individuals. The limited talent will create growing competition among startups, big tech, and enterprise adopters. 

How Companies Can Stay Competitive in Hiring

If you see the need for these skilled workers and are already implementing strategies to hire such talent, there are steps you can take to remain competitive. 

Here are some suggestions:

• Partner with recruiters who understand emerging tech verticals, helping you find and secure the required talent. These recruitment and staffing companies have the specialized knowledge, networks, and resources to access hard-to-find talent. 

• Rethink job descriptions, focusing on attracting cross-disciplinary talent. Don’t just focus on specific technical skills — emphasize the role and impact it will have. Also, showcase company culture and be transparent. 

• Invest in internal training and upskilling to fill voice-tech pipelines, utilizing those who express interest or have foundational skills. Take advantage of your existing talent pools, creating a culture of continuous learning and skilled development. Not only can this help address skill gaps and reduce external hiring costs, but it can boost employee engagement and retention rates. 

Speak Now or Miss Out

Voice-activated tech is moving fast, creating the concept of natural language processing careers. However, companies have had time to develop action plans to ensure a competitive edge. So, your hiring strategy needs to move faster. If you’re unsure how to proceed or want to secure top talent, working with a recruitment and staffing company is an ideal solution. While working with recruiters who understand the nuances of this space, you can secure a significant edge, especially as the need for voice-activated tech evolves.  Now is the time to build your voice tech team. Get in touch with the team at The Trevi Group to discuss hiring trends. Together, we can navigate the tech talent acquisition process!

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Challenges in the World of Network Engineering

In today’s digital-first landscape, network engineering has emerged as the backbone of global connectivity. As organizations accelerate their cloud adoption, embrace remote work, and expand digital services, network engineers play a critical role in maintaining seamless, secure, and scalable infrastructure. However, the field is not without its challenges. The road ahead in 2025 demands a new level of adaptability, strategic thinking, and constant upskilling.

1. The Rising Complexity of Network Architecture

Modern networks are no longer confined to on-premises environments. The proliferation of hybrid and multi-cloud setups has dramatically increased the complexity of managing network infrastructure. Network engineers must navigate a complex web of cloud services, APIs, virtual machines, and on-demand bandwidth—all while ensuring seamless interoperability and optimal performance. This shift requires a deep understanding of cloud-native tools, software-defined networking (SDN), and edge computing.

2. Security Threats and the Evolving Cyber Landscape

Cybersecurity remains one of the most daunting challenges for network engineers. From ransomware attacks to zero-day vulnerabilities, the threat landscape is growing more sophisticated. Engineers must now think like security professionals, implementing firewalls, intrusion detection systems (IDS), zero-trust models, and encryption protocols as part of everyday network design. Compliance with global data protection regulations adds another layer of complexity.

3. Keeping Up with Technological Advancements

With the rapid evolution of technologies such as 5G, IoT, and AI-driven network management, network engineers must constantly learn and adapt. Staying up-to-date with certifications, industry trends, and new tools is no longer optional—it's essential. The challenge lies in balancing hands-on network management with the time investment needed for continuous learning.

4. Performance Optimization in a Remote-Work World

The shift to hybrid work has placed additional pressure on network engineers to ensure low-latency, high-speed connectivity for remote employees. VPN bottlenecks, inconsistent bandwidth, and increased endpoint vulnerabilities have made network performance management more difficult. Engineers must fine-tune configurations, monitor traffic patterns in real-time, and employ clever load-balancing techniques to maintain user satisfaction.

5. Talent Shortages and Workforce Gaps

Despite growing demand, the supply of skilled network engineers hasn’t kept pace. This talent gap means that existing professionals often carry heavier workloads, leading to burnout and a reduction in innovation. Companies must invest in employee development, while professionals must explore cross-functional skills in cloud computing, cybersecurity, and DevOps to stay ahead of the curve.

6. Cost Management and Budget Constraints

Balancing performance, security, and scalability with tight budgets is a constant struggle. Decision-makers often expect more efficient infrastructure without increasing costs. Network engineers must learn to optimize resource allocation, leverage open-source tools, and adopt automation to achieve more with less.

7. Interdisciplinary Collaboration

Network engineers today cannot work in silos. They must coordinate with cybersecurity teams, cloud architects, software developers, and compliance officers to deliver cohesive solutions. This demands not only technical proficiency but also strong communication and project management skills.

Final Thoughts

The world of network engineering is evolving at an unprecedented rate. While the challenges are numerous, they also represent opportunities for growth, innovation, and transformation. By embracing new tools, fostering collaboration, and continuously expanding their knowledge base, network engineers can lead the way in building the resilient, intelligent networks of the future.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Top Tech Talent in High Demand: Why Business Analysts, Project Managers, and Data Engineers Are Leading the Pack

Hiring managers in the IT and tech sectors know there’s an ongoing race for talent. In 2025, that race is competitive: not just among candidates, but among companies looking to attract the best to join their teams. 

There’s competition across many jobs, but in these sectors three core roles stand out. New data reveals business analyst, project manager, and data engineer positions are defining digital growth. Tech and IT companies need to fill these roles with talented people — and quickly.

Working with a specialized recruiter can give you the advantage you need in this market. The right recruiting partner can make or break your hiring timeline — making sure you have your team in place to meet your strategic goals head on. 

The Big 3: Roles That Are Defining Digital Growth

The IT and tech sectors have critical jobs that drive business growth. These jobs are plentiful, but top talent to fill them can be hard to come by. The statistics show what hiring managers are up against: a sea of job postings for positions that businesses can’t run without. Despite paying top dollar, organizations still have to work hard to get the right fit for their teams.

Let’s take a look at the big three: positions that are essential to grow a data-driven, strategic organization, but hard to fill quickly. 

1. Business Analyst

Qualified business analysts have their pick of positions: current 3,908 job postings with a $137,571 average salary. 

The need for business analysts comes from the vital service they provide to companies. They translate data into a blueprint for strategic decisions. In our data-driven economy, it’s these analysts who make the most of the vast amount of information available to company leaders. 

2. Project Manager

Those who seek project manager (PM) roles also have a great deal of choice when it comes to available positions. There are currently 3,031 job postings with an average salary of $154,980. 

In most organizations, you won’t have to go far before running into one or several PMs — and that’s for good reason. They are critical for coordinating cross-functional teams and keeping initiatives on track. 

3. Data Engineer

Data engineers are not quite as sought-after in the current markets as PMs or business analysts, but the number of open job postings — 2,214 — shows there are a lot of options for qualified applicants. These postings have an average salary of $169,020. 

Data engineers are essential for building data pipelines and powering advanced analytics: the core repository of information that business analysts use for strategic decisions that PMs implement. 

The Hiring Challenge

Hiring managers face a couple of barriers when it comes to getting top talent in these roles. The positions themselves are competitive. They are also hard to fill fast. Candidates are highly sought after, so they usually have multiple offers. 

Technical vetting is crucial for getting the right potential hires in your queue for consideration right away. This is something generic job boards can’t accomplish. These platforms don’t reach passive or highly specialized talent. 

It’s only by working with a specialized agency that knows this industry — and the available candidates — that you can find, and hire, the right person for the job.  

Why The Trevi Group Is Your Competitive Edge

For companies that want to stay ahead of the curve by landing top talent, The Trevi Group can make the difference. We have deep talent pipelines in tech and IT, so we’re able to find that candidate who’s a great fit for your organization. 

Our recruiters are industry-savvy. They strive for speed-to-hire without sacrificing quality. By vetting for both technical skill and culture fit, our experienced team can help you land that ideal match. 

Conclusion: Fill Smart, Fill Fast

The specialized job market for tech and IT is moving fast. For organizations, waiting means losing out on the talent you need to retain or gain your competitive advantage. By partnering with The Trevi Group, you can hire right the first time. We can help you hire quickly and hire well.

Connect with The Trevi Group today and fill your next high-impact role with confidence.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

The New Era of the Healthcare CIO: What It Means for Leadership Hiring

At one time, the Healthcare CIO focused on computer supplies and internet connections. Due to the innovative ways technology is utilised in healthcare settings, the CIO role has transformed to a new scope. The job requirements for a CIO today are significantly more strategic and visionary in nature.

I. Introduction: The Healthcare CIO is No Longer Just the Tech Lead

There was a time when a Chief Information Officer (CIO) was responsible for technology in the organization. Today, that role has evolved dramatically into a critical strategic function integral to other departments. The Healthcare CIO is now a broader role requiring innovative thought and strategic leadership. 

Over the past few years, particularly since the COVID-19 pandemic, technology has undergone a significant transformation in the way healthcare systems operate.  Today, organizations have digital records and online clinic booking systems. Other innovations include robotic technology and electronic payment processes. Change requires technology, and the associated governance is integral to any program. Today’s CIO needs both a commercial and strategic focus on their work. 

When organizations recruit for a CIO post, it is no longer enough to demand IT knowledge. Digital transformation in healthcare impacts every department. 

Today, the executive search requires someone with strategic vision.  That person must also be an innovative change agent to lead transformation in the digital world. The CIO’s remit does not rest solely with their department, but requires the ability to integrate with other teams to effect change.

II. From Infrastructure to Innovation: The Expanding CIO Mandate

The CIO role goes beyond procuring computers and resolving IT issues. Today, a cybersecurity breach is a considerable risk to organizations.  With the speed of digital transformation, a CIO’s mandate is much more strategic. Their role encompasses patient experience, data strategy, and the application of artificial intelligence.

CIO leaders drive efficiencies through technology and shape enterprise strategy. At Stanford Health Care, for example, the Chief Data Officer (CDO) is examining how artificial intelligence can transform oncology pathways. This complex work necessitates collaboration with multidisciplinary teams. 

What is increasingly clear is that the CIO is now a business enabler, not a backroom function. So, recruiters need to reshape their job profiles as the person they are looking for is very different to five years ago. 

III. What Health Systems Now Look for in a CIO

Today, recruiters look for people who can collaborate across departments and also organizations. Someone who can work with operational, financial, clinical, and research teams is critical. 

Globally, significant research is ongoing into predictive analytics, AI, and genomics.  All these programs need technology to succeed. Therefore, a CIO needs visionary thought.  They also need an eye for emerging technology and the ability to shape strategies for telehealth, AI, and robotics. 

A CIO is integral to change management.  They need to work with clinical teams to align strategies seamlessly.  A critical element of change in a health system is the integration of complex data regulation. Ultimately, it requires insight and vision to comprehend the impact of change and its benefits to the patient experience.

IV. The Recruiting Challenge: Why Finding the Right CIO is Complex

A significant challenge in recruitment is finding someone with technology expertise and charismatic leadership. Many CIOs lack the experience in enterprise strategy that enables them to navigate the change arena.

Naturally, as there is a gap in the skills required to be a CIO in a health system, there is significant competition from other sectors. While it is possible to develop an employee into the required role, sometimes a robust external search is necessary. Succession planning is also critical for organizations dependent on a CIO. It’s also essential to begin an external search early, rather than risking being left with no one.

V. How The Trevi Group and MRINetwork Offices Can Help

The Trevi Group possesses in-depth knowledge of the healthcare system and its emerging leadership needs. The team analyses trends and has networks across regions and organisations. Their intelligence is invaluable when recruiting to leadership posts. 

The Trevi Group has a database of people looking for work. However, they are also aware of individuals who are not actively seeking to change jobs or using traditional recruitment outreach methods. They can also assess who has the correct skills for a CIO and work with an organization to approach suitable candidates.

Finally, The Trevi Group has an excellent track record of placing leaders who understand data compliance, person-centric care, and legacy systems.  Crucially, these leaders also possess the ability to scale innovation.

VI. Conclusion: Hire for Where Healthcare is Headed

Health systems are undergoing significant changes. Critical roles, such as the CIO, are also evolving to meet the needs of complex transformations. Hiring strategies are changing as a result. There is substantial competition for skilled leaders to be a transformational and effective CIO. Hence, working with a partner like The Trevi Group will help you secure the best people for the job. The Trevi Group recruiters are ready to help you find transformative leaders who can deliver across IT and innovation. When you find the best leader, the difference they will make to clinical care and patient outcomes is exciting.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Top 3 Hiring Industries to Watch in July 2025

When examining media coverage, the job market may seem underwhelming for those looking to start a career or transition to a new one. Companies of all sizes are also feeling the effects. 

Despite macroeconomic uncertainty and hiring freezes, unemployment rates have remained relatively steady, and employment is seeing an upward trend in some industries. 

These industries are not only growing but are aggressively hiring. This post breaks down the top hiring industries in 2025, focusing on three sectors leading job creation. It focuses on why these industries need staff and what it means for employers and talent.

Healthcare & Social Assistance: Meeting the Needs of an Aging Population

While focusing on some of the fastest-growing careers in 2025, some industries are leading the way. Healthcare is one of them. Some of the primary drivers of this growth include aging demographics, the rising demand for chronic care, and expanded outpatient and home care models. 

The aging population will require ongoing care and more complex, specialized services. There is also a growing preference to receive care in homes and communities compared to traditional healthcare settings. In response, some areas of this industry are already facing shortages, especially nurses. However, there is a high demand for many roles, including RNs, therapists, behavioral health specialists, and support roles

While a long-term strategy focusing on retention is often more beneficial than solely relying on short-term contract staff, a hybrid model is a balanced approach offering flexibility and stability. Temp-to-hire can be a good strategy, which allows positions to be filled while employers and employees determine the suitability of a more long-term commitment.

Learn more:

• The New Era of the Healthcare CIO: What It Means for Leadership Hiring

• Transforming Healthcare for the Future

Technology & IT: The Digital Arms Race

The need for tech talent will continue to grow, so organizations must plan accordingly. 

In the coming decade, the U.S. tech workforce is projected to grow at twice the rate of the overall workforce. By 2034, that could result in over seven million jobs. To attract and retain talent, now is the time to navigate the tech talent shortage and secure the most crucial positions. AI, cybersecurity, and cloud computing roles are top priorities for employers, making the market competitive. 

To succeed in this talent race, employers must move fast and offer flexible models, including remote, hybrid, and project-based work. And this demand isn’t just in tech firms—finance, healthcare, and retail are all competing for tech talent.

Learn more:

• Top Tech Talent in High Demand: Why Business Analysts, Project Managers, and Data Engineers Are Leading the Pack

• Say the Word: How Voice-Activated Technology Is Changing the Tech Talent Landscape

Transportation & Warehousing: E-Commerce Keeps the Wheels Turning

The e-commerce industry is experiencing sustained growth. As e-commerce sales increase, companies outside of online retail benefit, including those in the transportation and warehousing sector. 

The ongoing job creation driven by consumer demand and logistics innovation is creating opportunities, as roles in this sector are the backbone of supply chains. Even as the industry ramps up its use of automation technology, employment rates remain unaffected. 

This sector can expect continued growth but should also prepare for transformation. Some in-demand roles include supply chain managers, drivers, and warehouse automation techs. As new roles and positions become available, the need for scalable staffing solutions will rise, especially for seasonal and PRN-style labor. There will also be a need for expertise in areas like warehouse management systems, data analytics, and AI applications.

Learn more:

• Riding the Next Wave of Growth in Supply Chain and Transportation

Stay Ahead of These Job Market Trends for July 2025

The above three sectors aren’t just hiring — they are reshaping the modern workforce. And companies that align their hiring strategies with these trends will win the talent race in 2025. Connect with The Trevi Group to find the right talent in the tech space faster and to gain an edge this year and beyond.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

The Top 10 Cybersecurity Challenges for CISOs and Their Teams

With digital transformation accelerating in every sector, the role of Chief Information Security Officers (CISOs) and cybersecurity professionals has never been more central—or complicated—than it is now. As cyber attacks grow more sophisticated, so do the challenges confronting those responsible for defending organizations' data, infrastructure, and brand reputation.

The following are the ten most critical challenges that CISOs and their cyber teams are currently facing.

1. Managing Evolving Threat Landscapes

The threat environment is no longer static. With the rise of ransomware-as-a-service, zero-day vulnerabilities, and nation-state attacks, CISOs must constantly adapt defenses. The speed at which new threats emerge requires teams to be proactive rather than reactive, often stretching resources thin.

2. Cloud Security Complexities

Cloud adoption has skyrocketed, offering scalability and agility, but it also brings a shared responsibility model that many organizations struggle to interpret correctly. Misconfigured cloud environments are among the most common causes of breaches, and securing multiple cloud platforms adds another layer of complexity.

3. Talent Shortage in Cybersecurity

The cybersecurity skills gap remains a persistent issue. The demand for skilled professionals far outpaces the supply, forcing existing teams to wear multiple hats. This shortage not only affects daily operations but also increases the risk of burnout and turnover.

4. Insider Threats and Human Error

Despite advances in technology, people remain the weakest link in cybersecurity. Whether it's phishing clicks, weak passwords, or malicious insiders, human error is a major contributor to breaches. CISOs must implement robust training programs while also investing in monitoring and behavioral analytics.

5. Budget Constraints vs. Expanding Responsibilities

Cybersecurity budgets are not always aligned with the growing scope of threats and responsibilities. With economic pressures and competing priorities, CISOs often find themselves advocating for funding to keep pace with the demands of modern cyber defense.

6. Regulatory and Compliance Pressures

From GDPR and HIPAA to emerging data protection laws worldwide, CISOs must ensure compliance with a maze of regulations. Non-compliance can result in substantial fines and reputational damage, necessitating ongoing vigilance in legal and procedural matters.

7. Third-Party and Supply Chain Risks

Vulnerabilities in third-party vendors and supply chains have become a serious concern. High-profile incidents, such as the SolarWinds attack, have demonstrated how attackers can infiltrate networks through trusted connections. Due diligence and continuous vendor risk assessments are now a top priority.

8. Rapid Digital Transformation

The push for innovation and digital transformation often outpaces the integration of security. CISOs are frequently brought in after decisions are made, leaving them to secure platforms retroactively—a risky approach that can leave gaps in protection.

9. Incident Response Preparedness

Having an incident response plan is one thing; having a tested, effective one is another. Many organizations discover the flaws in their plans during an actual breach. CISOs must invest in drills, tabletop exercises, and cross-department coordination to ensure readiness.

10. Communicating Cyber Risks to the Board

One of the most underestimated challenges is translating technical risks into business language. CISOs must engage with executive leadership and boards in a way that aligns cyber risks with organizational objectives, ensuring informed decision-making and support.

Conclusion

As cyber threats grow more sophisticated and business environments become more digitally connected, the challenges facing CISOs and cybersecurity teams will continue to evolve. Addressing these issues requires a mix of strategic planning, technological investment, skilled personnel, and cross-functional collaboration.

By acknowledging and preparing for these challenges, organizations can strengthen their cyber resilience and safeguard their future in an increasingly hostile digital landscape.

Our insights in this article build upon the ideas presented in “The 10 biggest issues CISOs and cyber teams face today”. You can read the original piece here: The 10 most significant issues CISOs and cyber teams face today.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

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The Role of AI in Cybersecurity, Networking, and Cloud

In the current digital age, organizations are more reliant on data ecosystems, cloud technology, and networked systems. While these technologies facilitate agility and scalability, they also introduce changing cyber threats. To address these issues, Artificial Intelligence (AI) has become a fundamental technology in bolstering cybersecurity, optimizing networking, and protecting cloud systems.

AI in Cybersecurity: A Proactive Shield

Traditional cybersecurity systems operate reactively, responding to threats after they have already caused damage. AI, on the other hand, empowers organizations to adopt a proactive stance. By analyzing massive volumes of data in real time, AI can detect anomalies, predict potential threats, and initiate immediate countermeasures—long before human intervention is possible.

Machine learning (ML), a subset of artificial intelligence (AI), plays a crucial role in this context. It continuously learns from historical attack patterns and refines its threat detection capabilities. For example, AI-powered systems can recognize behavioral deviations within a network, identify malware signatures, and even detect previously unknown threats, often referred to as zero-day attacks.

AI in Networking: Smart and Secure Connectivity

Networking, the backbone of digital communication, is also undergoing a transformative shift with the aid of artificial intelligence (AI). Intelligent network management systems utilize artificial intelligence (AI) to optimize bandwidth utilization, minimize latency, and improve traffic routing. This ensures smoother performance and reduced downtime for businesses.

Furthermore, AI plays a significant role in enhancing network security. It helps monitor network behavior in real-time, automatically flags suspicious activities, and enforces compliance policies. In high-risk environments, AI can autonomously isolate affected segments of the network to prevent lateral movement of threats, thereby minimizing damage.

AI-driven tools also support network access control, ensuring that only authorized users and devices can connect to enterprise systems. This kind of intelligent access management is essential for hybrid workplaces and remote environments.

AI in Cloud Security: Building Resilient Digital Infrastructures

With the rapid adoption of cloud technologies, organizations store vast amounts of sensitive data on cloud platforms. This shift has made cloud security a top priority. AI strengthens cloud defenses by providing enhanced visibility, automated threat detection, and intelligent risk assessment.

AI algorithms scan cloud configurations, detect vulnerabilities, and automatically recommend or implement patches to address them. They also assist in identity and access management by identifying unusual login patterns or suspicious user behaviors. This ensures that data remains protected against internal threats and external attacks.

Additionally, AI integrates seamlessly with cloud security information and event manag

ement (SIEM) systems. It processes logs and security alerts, prioritizing risks based on severity, and helps security teams respond more quickly and accurately.

Benefits of Integrating AI Across These Domains

1. Real-time threat detection – Faster identification of anomalies and potential breaches.

2. Reduced human error – Automation minimizes the risk of oversight in complex systems.

3. Scalability – AI adapts to growing data volumes and evolving threat landscapes.

4. Improved incident response – Automated decision-making enables quicker mitigation of incidents.

5. Cost-effectiveness – AI-driven systems can reduce operational costs over time through efficiency gains.

Conclusion

AI is redefining the landscape of cybersecurity, networking, and cloud security. It offers unparalleled capabilities in detecting and responding to threats, optimizing performance, and securing data in an increasingly interconnected world. As cyber threats continue to grow in complexity and frequency, the integration of AI is no longer optional—it is a necessity for forward-looking organizations.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

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