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Artificial Intelligence (AI) and machine learning (ML) have moved rapidly from experimental projects to mainstream business priorities in the UK. Organisations across every sector are exploring how automation, predictive models and generative AI can unlock efficiency, innovation and competitive edge. As adoption accelerates, demand for AI and ML professionals has risen sharply. What was once the domain of research labs and niche tech firms is now a boardroom conversation. Employers aren’t just looking for technical experts; they need individuals who can help shape strategy, manage risks, and embed AI capabilities responsibly across the organisation. 2025 feels like a pivotal year. The opportunities are vast, but the competition for talent is intensifying. The challenge for businesses is to secure the right people, with the right skills, to deliver on their AI ambitions. Why AI and Machine Learning talent are in high demand Across the UK, companies are seeking to integrate AI into their operations, often starting with chatbots, automation, or customer-facing applications, but increasingly moving towards deeper transformation projects. Three main drivers are shaping demand: Business adoption at scale – AI is no longer confined to pilot projects. Retailers are using it for customer personalisation, banks for fraud detection, and healthcare providers for diagnostics. Generative AI hype and reality – the explosion of generative AI tools has prompted many organisations to invest in in-house capability, either to build proprietary models or to adapt existing ones. Competition and retention – talent is scarce and mobile. Many employers are hiring defensively, seeking to retain people before competitors can lure them away. This combination is fuelling one of the most competitive hiring markets we’ve seen in years. Key AI and ML trends shaping the UK in 2025 To understand the AI and ML hiring landscape, it’s important to look at what’s driving the conversation today: Generative AI takes centre stage The surge in generative AI adoption has created an increased demand for ML engineers, prompt engineers, and AI product specialists who can operationalise these technologies. Ethics and governance As AI is embedded in business processes, risks around bias, transparency and regulation are rising. Employers are beginning to seek specialists in AI governance and compliance to develop ethical frameworks, ensure accountability in AI decision-making, and align their AI strategies with evolving legal standards. Data foundations are critical Without high-quality, well-structured data, AI projects fail. Companies are therefore investing heavily in data engineering and analytics talent alongside AI hires. Integration into digital transformation AI is no longer a separate initiative; it’s becoming part of broader transformation strategies, impacting IT, operations, HR and customer experience. Professional development and evolving skills Continuous learning and upskilling is essential for all employees, especially technologists and AI or machine learning experts who must evolve as fast as the technology does.  The most in-demand AI and ML roles for 2025 The hiring market is being shaped by organisations seeking resilience, innovation and agility. Some of the most in-demand roles include: Machine Learning Engineer – building, training and deploying ML models. Typical salary: £70,000 – £110,000* Data Scientist – analysing complex data sets to provide actionable insights. Typical salary: £60,000 – £100,000* MLOps Engineer – managing the deployment and lifecycle of AI models in production. Typical salary: £75,000 – £115,000* AI Product Manager – bridging the gap between business strategy and AI delivery. Typical salary: £65,000 – £105,000* Prompt Engineer / Generative AI Specialist – optimising large language models for business use cases. Typical salary: £55,000 – £90,000* AI Governance Specialist – ensuring ethical, transparent and compliant use of AI. Typical salary: £70,000 – £95,000* * Salary ranges are based on London market rates. We are also seeing hybrid roles emerge, for example, “AI Risk Manager” or “Applied AI Strategist”, reflecting the fact that AI is no longer just a technical discipline, but a strategic business capability. The skills employers are prioritising Employers are searching for candidates who bring both technical depth and the ability to shape strategy. Core technical skills include: Python, TensorFlow, PyTorch Natural Language Processing (NLP) Generative AI and LLM fine-tuning MLOps and cloud AI platforms (AWS, Azure, GCP) Data engineering and governance Certifications occasionally requested: Cloud AI certifications (AWS, Azure, GCP) AI/ML specialisations from leading universities Data science and advanced analytics credentials Soft skills are equally vital: Strategic thinking and business alignment Communication with non-technical stakeholders Problem-solving in fast-moving environments Collaboration across functions Challenges in hiring AI and ML talent As demand for AI and ML talent grows, organisations face several key challenges: Talent shortages – Our 2025 Nash Squared / Harvey Nash Digital Leadership Report found that AI has surged to become the most scarce technology skill in the UK. Competition – top candidates often receive multiple offers, driving up salaries and expectations. Slow processes – delays in the hiring process can mean losing talent to faster-moving competitors. Capability assessment – employers often struggle to test technical and applied skills effectively. Building the future with AI and ML talent AI and machine learning are no longer niche specialisms but central to business growth, innovation and competitiveness. For UK organisations, 2025 represents a critical moment to secure the talent that will define their future. The organisations that succeed will be those that: Invest early in the right people. Provide clear strategic direction. Offer development and retention opportunities. As Dan Neaves highlights, success in AI hiring starts with the right foundations: “Businesses need quality data, a clear AI strategy, and a future plan of what the capability looks like now, in three years, and in five years. Combined with a slick hiring process and professional development opportunities, that’s how you attract the best talent in AI.” How Harvey Nash supports AI and ML recruitment At Harvey Nash, we’ve spent more than three decades helping businesses navigate technology change. As AI and ML continue to evolve, we’re applying that experience to help organisations build the right teams for the future. This is a dynamic and fast-moving area of recruitment. Roles are constantly changing as new tools, frameworks and use cases emerge. That’s why we take a consultative approach, understanding each organisation’s goals, maturity and culture before connecting them with exceptional talent. Our consultants are deeply embedded in the UK technology community and speak to AI and ML professionals every day. We provide insight on salary benchmarks, in-demand skills and how to position roles to attract and retain the best people. If your organisation is expanding its AI capability in 2025, Harvey Nash can help you navigate the evolving market, connect with exceptional professionals, and build a team fit for the future. Get in touch with our team to start the conversation. Daniel Neaves – AI & Machine Learning Specialist

Mo Gaibee, Associate Consultant at Harvey Nash, was recently featured in a CSO Online article exploring how AI is reshaping entry-level cyber hiring and shifting the nature of the cybersecurity skills gap. In the piece, Mo highlights how hiring criteria are evolving; it’s no longer just about technical certifications. Organisations are increasingly valuing soft skills such as communication, collaboration, adaptability, and strategic thinking, as cybersecurity now touches many areas of a business, including legal, HR, and marketing. He also notes that while AI is automating more of the repetitive monitoring tasks, it hasn’t reduced the need for human talent, instead, it’s changing the profile of the skills that are most in demand. Read the full article on CSO Online.

This year marked a special milestone for Leeds Digital Festival, its 10th anniversary. Over two weeks, the city came alive with events celebrating innovation, collaboration, and creativity across the region’s thriving digital community. As part of the celebrations, the Harvey Nash Leeds team was proud to host a screening of our latest Tech Flix film, Data’s Untold Story: The AI Energy Crisis. The film explores the growing energy demands of AI and data, and the urgent balance between innovation and sustainability. It set the tone for a festival full of big ideas, important questions, and inspiring conversations about where technology is heading next. The human element in an AI-driven world A recurring theme throughout the festival was clear: while AI is rapidly transforming industries, people remain at the centre of progress. From cybersecurity discussions highlighting how “when AI strikes, humans defend,” to debates on where humans belong in an AI-driven future, the message was consistent that although technology may redefine roles, it can’t replace the creativity, critical thinking, and ethical judgment that humans bring. Many sessions explored how businesses can harness AI to augment human ability rather than replace it. The conversations touched on responsible innovation, the importance of embedding ethics and sustainability from the outset, and the growing need for frameworks to guide AI’s impact across sectors. Building, innovating, and transforming at speed Leeds Digital Festival also showcased just how quickly ideas can move from concept to creation. Live demonstrations, including building a functional app in under 90 minutes, captured the energy and collaboration driving the city’s tech scene. For our team, it was a reminder that in fast-moving environments, having access to people with the right mix of skills and adaptability is just as critical as the tools they use. This reinforces the importance of understanding emerging roles, new skill sets, and the ways organisations are leveraging talent to bring ideas to life quickly. Laying the foundations for responsible AI Another standout theme was the strategic role of AI across industries, including the public sector. Sessions highlighted the need for ethics, governance, and trust, as well as the infrastructure, skills, and institutions required to scale AI responsibly. Discussions explored how governments, public bodies, and major tech players can work together to ensure AI benefits everyone, from fostering innovation and investment to embedding transparency and accountability in deployment. These insights drove a key message that responsible AI isn’t just a technical challenge; it’s a collaborative, strategic one. Data as a force for change The festival also showcased the power of data to drive smarter, more human-centred decision-making. From retail to logistics, data leaders shared how they’re turning insights into tangible outcomes, improving customer experiences, streamlining operations, and driving value across organisations. Hearing from ASDA’s Data Science team offered a glimpse into how large-scale analytics can be both technical and practical, balancing innovation with real-world business impact. The evolving landscape of digital innovation in Leeds Across every discussion, Leeds’ digital community demonstrated why the city continues to lead in tech. From AI ethics and cybersecurity to logistics automation and app innovation, the festival spotlighted a region that’s pushing boundaries while staying grounded in purpose. For the Harvey Nash Leeds team, it was a chance to connect, learn, and reflect on the role people, partnerships, and responsible innovation play in shaping the future. Looking ahead As we wrap up this year’s festival, one thing stands out: technology will continue to evolve at pace, but it’s collaboration, creativity, and conscience that will define its true impact. A huge thank you to Leeds Digital Festival for an incredible 10th anniversary celebration, and to everyone who made it such an inspiring two weeks for the city’s digital community.

On 25th September, we were delighted to host an event as part of Leeds Digital Festival’s 10th anniversary celebrations, a two-week programme showcasing innovation, collaboration and creativity across the city’s thriving digital community. As part of the festival, we screened the latest instalment in our Tech Flix documentary series: Data’s Untold Story: The AI Energy Crisis. The film takes a closer look at one of technology’s most urgent challenges, the growing energy demands of artificial intelligence and data. Both inspiring and sobering, it highlights the duality of AI: its enormous potential to transform the way we live and work, and the equally significant risks it poses to our planet if left unchecked. A panel with diverse perspectives Following the screening, we welcomed an expert panel to reflect on the film and debate its themes: Vinny Leach, Portfolio Delivery Manager at Avanade Heather Dawe, Chief Data Scientist, UK and Head of Responsible AI at UST Arash Rabbani, Assistant Professor in Computer Science at the University of Leeds Together, they brought perspectives spanning industry, academia and responsible AI practice. Sustainability versus profit One of the central questions raised during the discussion was: Are we, as individuals and organisations, truly prioritising the environmental impact of AI, or are we too focused on the profit margins it promises? This prompted a rich debate. Some argued that the drive for commercial gain too often overshadows the urgent need to address sustainability, while others highlighted the potential for businesses to align profit with positive impact, provided they embed sustainability into their innovation strategies from the outset. The call for regulation and frameworks Another recurring theme was the pressing need for regulation. As AI adoption accelerates across industries, the panel stressed that without a robust framework to govern its development and deployment, the environmental and ethical risks will only deepen. True progress, they argued, requires collaboration between industry, academia and government to establish clear guardrails and hold organisations accountable. A moment of reflection As the credits rolled and the conversation continued, it was clear that the event had done more than just spark dialogue — it had left attendees with important questions to carry back into their own organisations. For many of us, one question lingered above all: are we doing enough, quickly enough, to ensure that AI is not only innovative and profitable, but also ethical and sustainable? Thank you A huge thank you to Leeds Digital Festival for welcoming us as part of their milestone 10th anniversary edition, and to everyone who joined us for the session. Most of all, we’d like to thank our brilliant panellists for sharing their insight and sparking such a thought-provoking discussion. You can now watch Data’s Untold Story: The AI Energy Crisis online. We hope it sparks conversation, reflection, and action towards a more responsible and sustainable digital future.

The tech recruitment market has grown more competitive in recent years, with economic uncertainty, rising costs and offshore hiring affecting opportunities. Many professionals are staying longer in their current roles, which means fewer openings and tougher competition. Yet demand remains strong in areas such as software development, big data, cyber security and, in particular, roles requiring proven experience with AI. In an article for Computer Weekly, Managing Consultant at Harvey Nash, Alex Reeder, shares six key tips to help candidates succeed in this environment. He highlights the importance of specialising in both technologies and industry sectors, building a career history that demonstrates longevity, and keeping profiles up to date so employers and recruiters can easily identify relevant skills. He also warns against a scattergun approach to applications, underlining the value of targeting the right roles, and stresses that while AI can be a powerful support tool in the job search, it should never replace personal effort and authenticity. Finally, he emphasises that recruitment is still a people business and that building relationships with recruiters and hiring teams can make a real difference. Alex also points to the importance of preparation, realistic expectations and persistence, encouraging professionals to back themselves and approach their job search with confidence and commitment. Read the full article on Computer Weekly

Technology recruitment specialist strengthens leadership team with proven industry executive as company advances growth strategy   LONDON, 30th September 2025 – Harvey Nash, a leading global specialist technology recruitment firm, today announced the appointment of Simon Crichton as Chief Executive Officer. The appointment supports Nash Squared’s strategic evolution following the successful divestiture of its NashTech business and positions Harvey Nash for accelerated growth in the technology talent market. Crichton brings extensive experience in the recruitment and technology services sector, most recently serving as Managing Director of Experis UK, the specialist technology recruitment division of Manpower. Prior to that, he led Akkodis UK as CEO, where he successfully managed the complex merger of the Akka and Modis brands on behalf of Adecco Group. "Simon's appointment represents a natural evolution in our leadership structure as we enter an exciting new phase of growth," said Bev White who will transition from CEO to Executive Chair of Nash Squared, overseeing both Harvey Nash and Crimson businesses. "His proven track record of driving operational excellence in our sector makes him the ideal leader to execute on our strategic growth ambitions." As CEO, Crichton will oversee day-to-day operations across Harvey Nash's global markets, leading the continued execution of the company's strategy, which emphasises specialisation, client growth, and operational excellence to address the critical technology talent needs of clients globally. The leadership transition is supported by recent key appointments including Rudolph Botha as Chief Financial Officer and Jason Pyle as Chief Operating Officer. "I'm excited to join Harvey Nash at this pivotal moment in the company's development," said Crichton. "Our strategy provides a clear roadmap for building a more focused and future-ready organisation, and I look forward to working with the talented team to deliver exceptional value to our clients and create new opportunities for our people." About Harvey Nash Harvey Nash is a specialist global technology recruitment firm that connects the world's most innovative companies with the technology talent they need to succeed. Over the past 35 years, Harvey Nash has been a pioneer and leading voice in the global technology space, having long term strategic partnerships with blue chip customers. With offices across multiple continents, including North America, the UK and Germany, Harvey Nash specialises in contract recruitment for specialised technology talent requirements including Cyber, AI and Data. www.harveynash.com About Nash Squared Nash Squared is the holding company for the Harvey Nash and Crimson brands. Media & Investor Contact: Rachel Watts, Global Marketing Director, Email:  rachel.watts@harveynash.com

ARM's Will Abbey: From Ghana to Silicon Valley What shapes a global tech leader? ARM's CCO Will Abbey shares his journey from Ghana to the UK and California. He discusses ARM's role in a fragmented world, the challenge of closing the AI skills gap, and how technology can deliver real impact in Africa.   Tech Talks Podcast  Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 18,500 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talks here.

Why I keep coming back to entrepreneurship, even when it hurts Veronica (founder of Valumia) is a seasoned entrepreneur who has returned to the startup world after a previous venture came to an end. In this candid conversation, she shares the untold story of her journey, from the emotional toll of being a founder to her new mission to expose sustainability risks like modern slavery, conflict, and biodiversity loss. This episode unpacks the hidden vulnerabilities that SMEs face with an average of 800 suppliers, why current software solutions are failing, and how Veronica’s team is using a company’s spending data to predict and prevent disruptions. It’s an honest conversation about solving hard problems, finding motivation in community, and the courage it takes to believe in yourself against the odds.   Tech Talks Podcast  Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 18,500 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talks here.

In the fast-moving world of technology, experience used to be the gold standard. Job titles, years in post, and familiarity with established systems once served as reliable markers of a candidate’s value. But in 2025, that’s changing. The rise of artificial intelligence (particularly GenAI) is transforming the skills landscape so rapidly that many of the old hiring playbooks are no longer fully fit for purpose. New findings from the 2025 Nash Squared/Harvey Nash Digital Leadership Report highlight just how much priorities are shifting. According to our research, 65% of digital leaders indicate they would now prioritise hiring a developer with strong GenAI skills and just three years of experience over someone with five years of experience but no AI fluency. While this doesn’t capture the full complexity of hiring decisions, it signals that AI skills are becoming a defining factor in today’s hiring decisions, particularly when it comes to technology recruitment. AI skills are now business-critical…and scarce This shift isn’t happening in a vacuum. AI has rapidly moved to the centre of how organisations operate, from code generation and data analysis to recruitment, customer service, and internal operations. The demand for AI talent has surged, with demand outstripping supply.  Our report shows that AI is now the number one skills shortage in tech. Demand for AI talent has jumped from 28% in 2023 to 51% in 2025, an 82% increase, the steepest rise recorded since we began tracking skills scarcity. Yet despite this, over half of organisations are not currently upskilling their staff in AI. The gap between AI’s growing importance and the internal capability to support it is widening, and this has implications not only for hiring but also for retention, productivity, and long-term business performance. How AI is changing hiring processes The shift towards AI skills is not just about what’s being hired for, but how organisations are hiring. We’re seeing a fundamental rethink of recruitment processes: Job descriptions: Companies are rewriting job specs to specify proficiency in AI tools and platforms - such as Python, TensorFlow, and GenAI frameworks, rather than relying on generic “AI skills” as a buzzword. Assessment methods: There’s a growing use of AI-driven assessments and real-world coding challenges to test candidates’ ability to apply AI in practical contexts Skills over tenure: Where once tenure and job titles carried the most weight, today’s tech hiring is increasingly centred on proven skills, adaptability, and the ability to work alongside intelligent systems. However, many organisations are still catching up. Job specifications often reference “AI skills” without defining what this means in practice, and interviews may still lean too heavily on past roles or academic credentials. At the same time, candidates need to adjust, clearly showcasing where they’ve applied AI tools in real contexts, whether that’s automating analysis, streamlining development, or enhancing digital products. Practical steps for organisations To address the growing need for AI talent, organisations should: Develop a clear AI strategy: Ensure a defined roadmap is in place, or being worked on, to demonstrate commitment to AI adoption. Top AI talent is attracted to organisations with a vision for growth, where they know their skills will contribute to a structured and evolving AI environment. Define AI skills clearly: Avoid vague requirements. Specify the tools, platforms, and types of AI experience needed for each role. Update assessment methods: Use practical tasks, case studies, and AI-driven assessments to evaluate candidates’ real-world AI capabilities. Upskill internally: Invest in learning and development to build AI literacy across the workforce, not just in specialist roles. Foster a culture of continuous learning: Encourage ongoing development and provide access to AI training resources for all employees. Beyond recruitment: building a future-ready workforce Shifting hiring practices is only part of the answer. For AI adoption to deliver real value, businesses also need to think beyond recruitment and invest in developing the skills of their existing tech workforce. Yet with more than half of organisations not currently providing AI training, a significant opportunity to build capability internally is being missed. Collaboration between HR, L&D, and technology leaders is crucial. The organisations most likely to succeed will be those that not only rethink job specs and validate AI capability during hiring but also provide continuous learning opportunities to help their teams adapt. A collaborative approach, where recruitment and development reinforce one another, will be key to building resilient, future-ready tech functions. Shaping tomorrow’s workforce today For organisations undergoing digital transformation, this is a moment to reset. The ability to identify and hire people with the right AI and data skills could increasingly determine how quickly and effectively businesses adapt. At Harvey Nash, we’re helping our clients respond to this shift. As experts in tech and AI recruitment, including AI and data roles, we work with forward-thinking businesses to reshape their hiring strategies, assess practical capability, and build teams ready for the future of work. To explore more insights into how AI is shaping the tech workforce, download the 2025 Nash Squared / Harvey Nash Digital Leadership Report.