Key Skills Every Cloud Architect Needs in 2025

The role of a Cloud Architect is evolving rapidly, and 2025 is shaping up to be a defining year. As businesses increasingly rely on cloud technologies, the demand for professionals who can design, manage, and secure scalable cloud environments is skyrocketing. But it's no longer just about knowing how to migrate workloads. Today's Cloud Architects must wear multiple hats—from strategist and engineer to security expert and cost optimizer.

Whether you're an aspiring Cloud Architect or already working in the field, here are the key skills that will set you apart in 2025.

1. Multicloud Expertise Is a Must

Gone are the days when companies relied on a single cloud provider. In 2025, multicloud is not just a trend—it’s the norm. Organizations are increasingly deploying workloads across AWS, Azure, and Google Cloud to avoid vendor lock-in and ensure better resilience. Cloud Architects must understand the nuances of each platform, how they integrate, and how to manage them efficiently under one umbrella.

2. Proficiency in Cloud-Native Technologies

Cloud-native is the heartbeat of modern architecture. Tools like Kubernetes, Docker, Istio, and serverless platforms (e.g., AWS Lambda, Azure Functions) are now integral. A successful Cloud Architect must know how to design systems that leverage microservices, containers, and API-driven environments to achieve scalability and optimal performance.

3. Security-First Mindset

Security remains one of the biggest concerns in the cloud. As cyber threats evolve, Cloud Architects must go beyond basic IAM policies. In 2025, they will require a deep understanding of zero-trust architecture, encryption standards, compliance frameworks such as HIPAA, GDPR, and SOC 2, as well asd automated security controls. Building resilient systems starts with secure design.

4. Automation and Infrastructure as Code (IaC)

Manual configurations are out; automation is in. Tools like Terraform, AWS CloudFormation, Pulumi, and Ansible are crucial for building repeatable and consistent infrastructure. Cloud Architects must master Infrastructure as Code to accelerate deployments, minimize errors, and ensure disaster recovery readiness.

5. Data-Driven Architecture

Data is the backbone of digital transformation. Cloud Architects are expected to design systems that not only store and process large volumes of data but also make it actionable. Familiarity with cloud data warehouses (e.g., Snowflake, BigQuery), data lakes, and analytics tools (like Power BI, Looker) will be a strong asset.

6. AI and Machine Learning Integration

AI and ML are no longer buzzwords—they’re business imperatives. Architects need to design platforms that support model training, deployment, and scalability. Knowledge of cloud-based AI/ML tools such as Amazon SageMaker, Azure ML, and Vertex AI will help architects align cloud infrastructure with innovation strategies.

7. Strong Communication and Collaboration Skills

Cloud Architects often bridge the gap between technical teams and business stakeholders. They must explain complex ideas in simple terms, collaborate with DevOps teams, and align cloud strategy with business goals. Communication and leadership are just as crucial as technical chops in this role.

8. Cost Optimization and FinOps Knowledge

Cloud costs can spiral out of control without proper oversight and management. In 2025, Cloud Architects are expected to design systems that are not only powerful but also cost-efficient. FinOps, the practice of managing cloud spending, has become essential. Understanding pricing models, resource utilization, and budget alerts is now part of the job.

9. Resilience and Disaster Recovery Planning

Downtime is expensive. Cloud Architects must plan for worst-case scenarios—whether it’s regional outages, security breaches, or misconfigurations. Skills in designing highly available systems, utilizing multiple availability zones, implementing backup strategies, and employing automated failover mechanisms are non-negotiable.

10. Continuous Learning and Adaptability

Finally, perhaps the most critical skill of all—adaptability. The cloud landscape evolves almost weekly. Staying current with certifications, attending webinars, engaging in community discussions, and experimenting with new tools are habits of top-performing Cloud Architects.

Final Thoughts

In 2025, being a Cloud Architect means more than just understanding the cloud. It requires a strategic mindset, cross-disciplinary skills, and a relentless commitment to staying ahead of the curve. As cloud becomes the foundation of every digital transformation journey, the architects who build it must be visionaries—blending technology, security, efficiency, and business acumen into everything they design.

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

#thetrevigroup #cloud #cloudarchitect #gcp #aws #azure #cloudengineer #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

The Strategic Role of Cloud Architects in Modern IT Infrastructure

In today’s digitally driven landscape, businesses are under constant pressure to scale operations, innovate rapidly, and maintain high availability—all while managing costs and ensuring security. This complex balancing act has made cloud computing more than just a technological upgrade; it's now a strategic enabler. At the heart of this transformation lies a critical role: the cloud architect.

Why Cloud Architects Matter More Than Ever

Gone are the days when IT teams merely handled servers and on-premise software. The modern IT environment is a dynamic, hybrid ecosystem that spans public clouds, private clouds, edge computing, and everything in between. Navigating this complex landscape requires a deep understanding of both business goals and technology; that’s precisely where cloud architects excel.

Cloud architects are no longer just system designers; they are strategic partners. Their ability to align cloud technologies with organizational goals makes them essential to any forward-thinking IT strategy.

Bridging Business Needs with Technical Solutions

The role of a cloud architect extends far beyond infrastructure design. They serve as translators between the C-suite and the engineering team. By understanding the business's short- and long-term objectives, they can develop scalable, secure, and cost-effective cloud solutions that genuinely support growth.

For example, when a company wants to launch a new product globally, it’s the cloud architect who ensures the architecture can handle sudden traffic spikes, comply with regional regulations, and integrate seamlessly with existing systems. Their strategic planning makes or breaks the success of such initiatives.

Future-Proofing the IT Ecosystem

One of the most valuable contributions a cloud architect makes is future-proofing. With technologies evolving at lightning speed—think AI, IoT, serverless computing—a cloud architect designs solutions that are flexible and modular. This forward-thinking approach enables businesses to adapt quickly without requiring an overhaul of their entire infrastructure.

Security and compliance are also at the forefront of their designs. Cloud architects design systems that not only perform well but also meet industry standards and protect sensitive data, ensuring that the infrastructure can withstand the test of time and regulatory requirements.

Cost Optimization and Efficiency

Cloud costs can spiral out of control if not managed wisely. A skilled cloud architect identifies areas where resources are underutilized, recommends more efficient architectures, and automates processes to reduce operational overhead. By making informed choices about storage, compute, and data flow, organizations can derive greater value from their cloud investments.

This focus on optimization translates directly to business impact, resulting in lower operating costs, improved performance, and increased agility.

Collaboration and Leadership

Effective cloud architects are also great collaborators. They work closely with DevOps teams, cybersecurity experts, developers, and legal departments to ensure a comprehensive cloud strategy. Their leadership ensures that everyone—from junior engineers to senior executives—is aligned on goals, expectations, and execution.

The Bottom Line

In an era where digital transformation is not a luxury but a necessity, cloud architects play a pivotal role. They are the bridge between vision and execution, strategy and technology. Businesses that recognize the strategic value of cloud architects are better positioned to innovate, compete, and thrive in the modern marketplace.

The cloud isn’t just the future of IT—it’s the present. And cloud architects are the navigators charting the course forward.

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

#thetrevigroup #cloud #cloudarchitect #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Looking for a Job in 2025? It’s Less “Apply and Pray” and More “Network or Nap”

Let’s be honest: looking for a job right now feels like yelling into a hurricane. You’ve seen the headlines about mass layoffs. You might have been ghosted by a recruiter or two. Perhaps worst of all, you hear nothing when you and 500 other applicants respond to a single job post. It’s a jungle out there, and the old rulebook has not only been thrown out, it’s been set on fire.

The old strategy of diligently polishing your resume, hitting “submit,” and waiting for interview requests just won’t cut it in 2025. Neither will the same old job search tips and “How to Get Hired Today” blog posts. Networking for job seekers is more important than ever, as is working with recruiters. So forget about “apply and pray” and learn about the strategy we like to call “network or nap.”

Relationship > Resume

Why do we say networking is so important? Consider how candidates actually break through the noise of 500-plus applicants for a single job. While you’re polishing up your resume into a work of art, the job gets filled by someone whose primary qualification was having a 15-minute coffee meeting with an important manager at the hiring company.

Welcome to the new reality where networks can speak louder than credentials. While that’s not always the case, many of the most coveted job postings are already filled before they make it online.

You might say, “Hey! I have a large LinkedIn network. Why hasn’t it helped me land a job?” The secret is to build authentic relationships, not LinkedIn hit-and-runs. Turn that virtual network into a real-life one, and you’ll start to make some headway.

Recruiters Aren’t Scary; They’re Strategic

Part of that real-life network needs to include some recruiters. It’s likely that you only talk with them about open roles because you think that’s all they care about. And that’s a big mistake. 

Don’t think of recruiters as gatekeepers guarding precious jobs. They’re more like strategic talent scouts. That’s because a good recruiter isn’t just focused on filling today’s open roles. The good ones are busy building pipelines of exceptional people for the opportunities of tomorrow.

To start building solid relationships with recruiters, you need to spend the time to figure out what they actually want from you. Spoiler alert! It’s just three things: Clear communication, clarity about your goals, and, frankly, a pulse. Just bring your expertise and be human. The recruiter can take it from there.

Network Smarter, Not Harder

If you feel like you’re not good at networking, you’re probably overthinking it. Remember the part about being human? When recruiters and others in your network see “Let’s connect!” a thousand times a week, it’s easy for them to think they’re talking to robots. So don’t repeat that worn-out phrase. 

Instead, show some real interest. Don’t just leave a like or thumbs-up on their content. Engage with the content by discussing its main points or asking questions. A lot of this engagement will be easier in person, so look for opportunities to network in person. Leverage alumni groups and professional associations. In the online world, move beyond LinkedIn to places that feel like digital water coolers, such as your Slack communities.

Wherever you network, the key to doing it smarter is to relate on a human level. Remember: Don’t pitch. Relate.

Rejection Isn’t Personal, But Ghosting Still Sucks

Of course, nothing in this advice is a magic spell. You’re still going to get ghosted sometimes. You’re going to hear “no” as a response to your job applications. And that’s OK. It isn’t personal, even when you’re trying to build personal relationships. 

What will set you apart is how you respond to silence and rejection. The candidates who consistently show up, stay around, and are helpful are the ones who remain top of mind. Just don’t be pushy about it. When you don’t get the answer you want, take the L like a professional. Recruiters remember the pros, not the pushy.

Final Thoughts: Play the Long Game

Here’s the bottom line: Job searching is an emotional, draining, and very, very human process. However, since it’s human, it’s also a relationship. Build the right ones, and opportunities will follow. You just have to put in the work and play the long game.

Stop just applying. Start working with recruiters. The right recruiter is a strategic partner worth having in your corner, and the best ones (ahem, like us at The Trevi Group and MRINetwork) are ready to play the long game with you. To get started, connect with The Trevi Group today.

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

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

Balancing Innovation and Risk: A Strategic Guide for Modern CISOs

In today’s rapidly evolving digital landscape, the role of the Chief Information Security Officer (CISO) has grown far beyond just safeguarding data. CISOs are now expected to be strategic leaders, balancing the demands of innovation with the constant threat of cyber risks. As companies push forward with digital transformation, cloud adoption, AI integration, and remote work models, CISOs are challenged to protect, adapt, and lead simultaneously.

So, how can modern CISOs strike the perfect balance between embracing innovation and managing risk?

Let’s break it down.

1. Security as an Enabler, Not a Roadblock

Gone are the days when security was the department of “no.” Forward-thinking CISOs know that innovation doesn’t need to come at the cost of security—it just needs a more innovative approach. Instead of blocking new tech ideas, modern security leaders are embedding cybersecurity frameworks into innovation processes early on. From DevSecOps to secure-by-design models, the goal is to enable innovation securely, rather than stifling it.

“Security can be a business driver if integrated proactively.”

2. Build a Culture of Shared Responsibility

Innovation thrives in a culture of experimentation. However, without shared accountability, it can lead to blind spots in risk management. CISOs must work closely with developers, product teams, and leadership to foster a culture where security is everyone’s job. This means regular training, clear policies, and open communication—not just fire drills when something goes wrong.

When every team member understands their role in safeguarding data, the whole organization becomes more resilient.

3. Lean Into Risk Intelligence

Managing cyber risk isn’t about eliminating it—it's about understanding it. CISOs today are leveraging AI-driven threat intelligence tools, real-time monitoring, and advanced analytics to make faster, more informed decisions. By adopting a risk-based approach rather than a compliance-only mindset, CISOs can prioritize resources on what matters most: protecting the crown jewels.

Ask: What’s our greatest vulnerability? And what’s the cost if it’s breached?

4. Collaborate Across the C-Suite

Modern cybersecurity challenges demand cross-functional collaboration. CISOs can no longer operate in silos. Whether it’s working with the CFO to understand risk exposure, the CMO to protect customer data, or the CTO to implement secure cloud infrastructure, collaboration is essential.

The more aligned the CISO is with business goals, the easier it is to position cybersecurity as a strategic advantage, not just a cost center.

5. Embrace Emerging Tech, Cautiously

AI, blockchain, IoT, edge computing—these innovations hold massive potential. But they also introduce new, uncharted risks. The key is not to shy away, but to embrace emerging tech with a security-first mindset. Pilot programs, sandbox testing, and security assessments can help CISOs support innovation without compromising security.

Remember: innovation is not reckless speed. It’s smart evolution.

6. Future-Proof the Organization

Cyber threats are evolving, and so must your defenses. Forward-looking CISOs are investing in continuous learning for themselves and their teams. They’re building agile security programs, creating flexible incident response plans, and ensuring the company can adapt quickly to whatever comes next.

In a world where change is the only constant, resilience becomes the true competitive edge.

Final Thoughts

Balancing innovation and risk isn’t easy, but it’s the future of cybersecurity leadership. For modern CISOs, success lies in navigating that tightrope with confidence, collaboration, and clarity.

The organizations that win tomorrow are the ones securing innovation today.

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

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

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