Hiring in Technology & Transformation: Guide and Trends in 2026

Technology talent needed to turn digital transformation into business results

Indonesia’s technology hiring market is entering 2026 with a stronger focus on delivering results from digital investment. While businesses continue to modernise their systems and adopt new technologies, the priority is shifting towards improving productivity, strengthening operational reliability and ensuring that transformation initiatives deliver measurable value.

For technology teams, this means a change in what employers look for. Technical expertise remains important, but companies increasingly need professionals who understand business priorities, can manage complex systems and guide stakeholders through change. Cybersecurity, data governance and artificial intelligence (AI) are also reshaping hiring priorities as organisations balance innovation with efficiency and risk management.

Rika Tantiana, Senior Manager, Technology & Transformation and HR at Robert Walters Indonesia, shares her outlook on the technology hiring trends, talent requirements and salary expectations shaping the market in 2026.

Read on to find out more about Rika’s expectations for Technology & Transformation hiring in Indonesia in 2026.

From digital expansion to business-led transformation

Technology investment is increasingly being judged by what it delivers for the business. Rather than adopting new tools for the sake of innovation, organisations are looking for ways to reduce costs, improve productivity and make their operations more resilient. This is changing the demand for technology talent, with employers placing greater value on professionals who can connect technical decisions with commercial outcomes.

IT business partners, product owners and transformation leaders are expected to be sought after as companies look for people who can translate business objectives into practical technology plans. Enterprise architects and integration specialists will also play an important role as organisations work to simplify fragmented systems and ensure their platforms operate effectively together.

The shift is influencing how teams are built, too. Some companies are combining lean internal teams with external consultants and managed services to access specialist expertise when needed. Internal technology leaders must therefore be able to oversee vendors, align stakeholders and maintain delivery standards, rather than relying on technical knowledge alone.

For candidates, demonstrating how they have taken projects from planning through implementation—and what those projects achieved—will be increasingly important in a market where employers are more selective about hiring.

Cybersecurity and system reliability become business priorities

As businesses become more dependent on digital infrastructure, the consequences of weak security and unreliable systems extend beyond the IT function. Data protection, cybersecurity and system stability are increasingly central to how organisations manage operational and reputational risks.

This is supporting demand for cybersecurity professionals, data governance and data quality leads, as well as specialists in cloud infrastructure and system integration. Employers also need enterprise architects who can design secure, scalable systems and reduce the complexity that can create unnecessary costs and disruption.

These priorities are expected to remain important in 2026. For organisations, the challenge is to continue modernising while maintaining control over their technology environment. For professionals, experience in strengthening systems, managing risk and coordinating complex implementations can offer a competitive advantage.

AI changes the work—and the value of technology professionals

AI and automation are also changing the shape of technology roles. Routine activities such as manual software testing, standardised reporting and basic IT support are increasingly susceptible to automation, reducing the need for people to focus solely on repetitive execution.

However, this does not remove the need for technology professionals. Instead, it raises expectations of what they can contribute. Employers will increasingly value people who can structure problems, evaluate automated outputs, understand business requirements and design solutions that work within a wider technology environment.

The human side of transformation matters as well. Professionals need to explain technical decisions clearly, build relationships across functions and help colleagues adapt to new systems and processes. Adaptability, strategic thinking and stakeholder communication will be particularly valuable for those working on complex transformation initiatives.

For candidates, the opportunity lies in combining technical expertise with business understanding and judgement—capabilities that help turn technology into sustainable improvements rather than simply new implementations.

Attract and retain talent with more than compensation

Although specialist capabilities remain important to employers, candidates are becoming more deliberate about changing jobs. Salary and seniority still matter, but professionals are also considering business stability, leadership quality, the purpose of a role and whether an opportunity offers meaningful development.

This creates a challenge for employers competing for experienced technology talent.

Candidates want clarity on the organisation’s direction, the problems they will be expected to solve and how their success will be measured.

A role that offers responsibility without the support or authority to deliver results may be less attractive, even when the compensation is competitive.

Clear expectations, supportive managers and sustainable workloads can help organisations build a stronger talent proposition. Opportunities to learn and contribute to meaningful projects can also support retention, particularly as technology professionals navigate rapid changes in tools and working practices.

Salary growth favours professionals who deliver impact

Salaries across Technology & Transformation are expected to remain broadly stable in 2026, although prospects will vary according to the skills and business impact associated with each role.

Professionals who combine technology expertise with business strategy and transformation delivery may be better positioned for salary growth. This includes enterprise architects, digital transformation leaders, product and business transformation leads, and specialists in data and AI strategy.

For employers, this reinforces the importance of identifying the capabilities that are most critical to business performance and benchmarking compensation accordingly. For candidates, being able to demonstrate measurable outcomes, sound judgement and the ability to work across business and technology teams will be important when pursuing new opportunities.

Find out more

Request access to the Robert Walters Salary Survey 2026 to benchmark salaries and explore key hiring trends in Indonesia.