Key Insights from Our Salary Guide Into Data and Technology Trends 2026

Changes to the data and technology landscape in the UK are being driven by new innovations, changing workforce priorities, and a fundamental rethinking of how organisations build and use their tech functions. Looking ahead to the big data, analytics and technology trends in 2026, we’ve found that despite a slight cooling off in certain sections of the market, demand for highly skilled data, digital technology and analytics professionals is not slowing down.

At Boston Hale, our 2025/26 Salary Guide provides exclusive insights into market conditions, rising data and analytics job roles, salary expectations, and future hiring trends. Whether you're hiring for your team or planning your next move, these insights will help you make smarter, more strategic decisions.

Jump To:

• Why Demand for Data and Technology Roles Is Rising
• Key Salary Benchmarks and What’s Driving Them
• High-Demand Skills in 2026
• Building the Right Tech Teams
• Download the Full Salary Guide

Why Demand for Data and Technology Roles Is Rising

While overall economic conditions remain cautious, the UK’s tech employment market is showing surprising resilience. In fact, tech vacancies in the UK grew by 21% this year, reaching their highest level since 2019.

This growth is being fuelled by a mix of new technology adoption, the rise of interim and contract models, and the push for smarter, more integrated systems. As the digitalisation of core business functions becomes more critical organisations across sectors are investing in data platforms, AI solutions, and digital infrastructure to streamline operations and unlock new value. This is fuelling demand for data and analytics roles across engineering, analytics, infrastructure, and programme delivery.

A standout data technology trend for 2026 that emerged is that while permanent hiring has cooled in some areas due to team stability and budget caution, contractor hiring continues to climb, particularly for specialist talent in AI, engineering, and strategic programme leadership.

Benchmark your Data & Technology Salary Guide. Download the full 2025/26 Salary Guide here  
 

Key Salary Benchmarks and What’s Driving Them

Despite salary stagnation in some areas of the market, compensation for high-demand roles remains strong. Permanent salaries are competitive, especially for mid-senior roles, where leadership, vision, and technical depth are key.

However, hiring for AI-related roles has significantly increased, driving wages higher. Professionals with AI skills now command a wage premium, and that figure is growing year-on-year. Day rates also remain robust.

Key data and technology salary trends for 2025/2026

• Senior engineering roles command premium rates due to their ability to architect scalable solutions, drive automation, and support critical AI implementation.
   
• Data and analytics roles are seeing some stagnation in salary growth, particularly at entry and mid-level, as AI tools are increasingly used to scale tasks that once required more personnel.
   
• Contractors remain vital to digital transformation, with businesses preferring flexible models to cover high-value project needs without long-term headcount commitment.

Want the full salary benchmarks across roles and seniority? Download the full 2025/26 Salary Guide here
 

High-Demand Skills in 2026

The pressure to deliver results through digital transformation has elevated the importance of both technical and strategic skills. Employers are increasingly looking for individuals who can drive efficiency and embed change, not just manage tools.

Here are the top skillsets shaped by upcoming data and technology trends:

1. AI & Machine Learning Integration 
   Awareness and understanding of AI is no longer enough. Organisations want people who have implemented AI tools, improved outcomes, and driven efficiencies. Candidates who can combine technical knowledge with business impact are in high demand
    
2. Business Intelligence & Decision Support
   With mature data platforms in place, employers want candidates who can translate data and analytics into decisions. Skills in BI tools and dashboards, alongside strong interpretation and communication, are essential.
    
3. Strategic Change Leadership
   Data and tech teams are not isolated functions. Professionals who can align digital programmes with wider organisational goals, influence stakeholders, and build cross-functional momentum will stand out.
    
4. Data Security & Governance
   As systems become more interconnected, knowledge of compliance, privacy and data governance is becoming an expectation across all data job roles, not just within security or infrastructure.

For candidates, now is the time to assess where your experience sits in relation to these in-demand skills and consider upskilling accordingly.

Building the Right Tech Teams

Hiring in 2026 will require a blend of strategic investment and tactical flexibility. The organisations getting it right are not necessarily spending the most. Instead, they are focusing their hiring on core competencies driven by the latest data and technology trends.

Here are four ways you can supercharge your hiring to do the same:

Invest in AI Leadership
To hire senior leaders who have practical experience in AI you need to:

• Show stakeholders how these leaders unlock long term ROI and drive efficiency
• Define AI leadership clearly in your job specification with a focus on implementing AI in live environments
• Broaden your sourcing strategy to target candidates with transferable AI project experience

Offer Flexibility and Facilitate Collaboration
Hybrid working is now a baseline expectation, but flexibility must go deeper than location. Support teams by:

• Building flexibility into roles from the ground up. Consider adaptable core hours, asynchronous workflows and time-zone agnostic working
• Invest in collaboration tools and integrate it into your onboarding
• Train line managers in remote and hybrid leadership to equip them with the right skills

Use Contractors Strategically
Contractors can plug skills gaps and keep momentum high but hiring should solve specific business problems, not simply fill vacancies. Set your contractors up for success and:

• Map internal skills gaps in advance. Where do you need expertise the most without needing a perm hire?
• Define project outcomes clearly before going to market to source specialists who will deliver measurable value
• Engage a talent partner with contractor market access including vetted professionals who can hit the ground running

Hire for Long-Term Value, Not Short-Term Saving
Short-term cost-saving often leads to long-term underperformance. Here’s how to shift the mindset:

• Use salary benchmarking to inform realistic, competitive offers for high-demand skill sets
• Assess candidates on value creation. Ask how they’ve driven business outcomes
• Structure roles with growth in mind. Offer development, progression and exposure to emerging technologies

Boston Hale’s 2025/26 Data and Technology Salary Guide offer an insight into current hiring trends, salary ranges, contractor day rates, and in-demand skillsets across the UK market. It’s essential reading for anyone involved in building or scaling a data and technology function.

Download the Salary Guide here

‹ Back