The IT labour market is changing, and that directly affects how and at what price you hire IT professionals. Is the market still as tight? Where are the shortages, and what does that mean for your hiring strategy in 2026?
In this article I line up the key trends in the Dutch IT labour market, and translate them into what they mean for your hiring. That way you respond to the market instead of being surprised by it.
This blog is for clients: IT managers and hiring managers who hire IT capacity and want to align their strategy with the market.
The figures in this article are based on market data from early 2026. The market moves, so see it as a snapshot with a clear direction, not as absolute truth for the whole year.
Is the IT labour market still tight in 2026?
Yes, although the market has cooled compared to the peak years. General tension on the labour market has eased, but within IT structural shortages remain. Especially in cloud, security, data and AI, demand still exceeds supply, and that scarcity is expected to persist for years.
What stands out is that the market has become two-tier. For general, executing IT capacity, tension has eased, but for scarce specialists recruiting remains hard. There are still tens of thousands of IT vacancies open in the Netherlands, and filling a role via regular channels easily takes three to four months.
Trend 1: from general capacity to targeted expertise
The biggest shift is that clients no longer seek general IT capacity, but targeted, specialist expertise. Companies want people who deliver results immediately, with demonstrable seniority and specific knowledge. Generalists have a harder time, specialists are more sought-after than ever.
For your hiring, this means a sharp profile is more important than ever. Vaguely described roles produce mismatches; a precise request for a specific skill yields better candidates. The more clearly you know what you seek, the faster and better you hire.
Trend 2: flexible hiring is back after the DBA dip
After a decline in freelance hiring due to uncertainty around the Dutch DBA Act, the flexible market recovered in 2025. The share of freelance assignments grew considerably during that year, especially for project work in digitalisation, security and cloud. Clients dare to hire flexibly again.
An important factor: specialised intermediaries play a key role by arranging compliance and risk around the Dutch DBA Act. That removes the barrier that held many clients back in 2024. Want to know how that compliance works? Read our guide to the 9 assessment factors of the Dutch DBA Act.
Trend 3: AI and digital sovereignty drive demand
Two themes propel demand for specific IT expertise: the rise of AI and the need for digital sovereignty. Companies seek people who can implement AI solutions, and want to be less dependent on foreign tech companies, which drives demand for local cloud and security specialists.
In addition, regulation like NIS2 forces organisations to invest in security. The result is that precisely the scarce profiles, security and cloud foremost, become even more sought-after. If you seek such expertise, count on firm rates and an active search, or the help of a party with the right network.
What do these trends mean for your hiring strategy?
The common thread: the market rewards those who hire sharply and prepared. A vague profile and a wait-and-see attitude cost you time in a market where scarce roles stay open for months. A sharp profile, a realistic rate and a good channel make the difference.
A few practical lessons from these trends:
- Define sharply which specialist expertise you seek, not "an IT professional"
- Count on firm rates for scarce profiles like cloud and security
- Start in time; regular recruitment of a specialist easily takes months
- Use flexible hiring, but arrange Dutch DBA Act compliance well
- Consider a specialised party for access to scarce talent
Those who take these trends on board hire faster and better than those with last year's market in mind. The IT labour market of 2026 demands focus and preparation.
Frequently asked questions about the IT labour market in 2026
Have IT rates fallen in 2026?
Not structurally. For scarce specialists like cloud and security engineers, rates remain firm due to ongoing scarcity. For more general profiles, the pressure has eased somewhat. The picture is two-tier: scarcity keeps top rates up, while the lower end relaxes a little.
Which IT profiles are scarcest?
Cloud, security, data and AI remain the hardest areas to fill. Especially specialists with demonstrable seniority and specific knowledge are scarce. Demand shifts toward this targeted expertise, while general executing capacity is easier to find.
How long does it take to find an IT professional in 2026?
Via regular recruitment, filling an IT role easily takes three to four months, and longer for scarce specialists. With a specialised network it can be shorter. So start in time, especially if you seek a specific or scarce profile.
Is flexible hiring still risky due to the Dutch DBA Act?
The risk is manageable if you arrange it well. Since 2025 the Dutch DBA Act is enforced, but specialised intermediaries take on compliance and risk via the intermediary construction. That makes clients dare to hire flexibly again. Well arranged, flexible hiring is perfectly possible.
Should I adjust my hiring strategy to these trends?
If your strategy still assumes the market of a few years ago, yes. Sharper profiling, starting in time, and choosing the right channels have become more important. The market rewards focus and preparation, and punishes a wait-and-see, general approach with long lead times.
Conclusion: the market rewards focus and preparation
The IT labour market in 2026 has cooled but is structurally tight for specialists. Demand shifts from general capacity to targeted expertise, flexible hiring is back, and AI and security drive demand. Those who hire sharply and prepared have the advantage.
For whom is this most relevant? For clients seeking scarce profiles or hiring regularly. For whom less? For those occasionally seeking a general profile; the market is somewhat relaxed there.
My advice: align your hiring with today's market, not yesterday's. Profile sharply, start in time, and arrange your compliance. Then you bring in the specialists others search for months.
Want to align your hiring with the 2026 market?
Want to spar about how to find the right IT talent in this market? Plan a no-obligation call with me. I know the market and think along about profile, rate and approach.
Note: market figures are a snapshot and may change. Regulations around the Dutch DBA Act may also change; for current information, consult rijksoverheid.nl or belastingdienst.nl.
