with operational risk and next-gen tech. Networking the specific skills, credentials, and attributes company in 2026, which of these best describes that will ensure their IT teams drive growth, generalist (55.4%), security (50%) and cloud (35.1%). This and partners. This centering of IT across business outcomes places new demands on hiring strategies and retentioneforts. Despite this openness, persistent barriers are hampering Staffing models are diversifying to meet these demands. recruitment. The number one challenge is finding candidates with the necessary skills or certifications (57%). A close technologies and analytical capabities. Aland machine second isfindingthose withtheright experiencelevel, at learning topthe priority list, identifiedby 45% of respondents. Data analysis and data science areclose behind, with40% emphasizing thein importance.Cybersecurity and risk Education preferences are nuanced. while a bachelor's management (34%), cloud architecture and deployment (32%), The demand for experience is pointed. The vast majority of However, leaders are not overlooking soft skills: Executives years (37%) of proven performance, with only 3% seeking priorities. This indicates that teams must blend technical, retention becomes as crucial as acquisition. Competitive compensation, ongoing training, and clear career pathways Notably, 39% would hire an IT professional who does not deliver on leadership's vision? The strong conse IT's importance is tempered by frustration in sourcing, developing, and keeping talent with the right mix of technical ■ Foster a culture that values collaboration, critical thinking, and clear communication compensation, flexible work arrangements, and visible career advancement pathways. By prioritizing these strategies,leaders can bridge today's and relationship-building will stand out. As one respondent talent gaps, realize thein strategic technology ambitions, asou aounoo pue an ssuisng o sueuo jeouaopportunities ahead.