Software development is often described as one of the most in-demand careers in the UK, but what does that actually look like on the ground right now? At Adria Solutions, we speak to hiring managers and software professionals every day, which gives us a front-row seat to how the market is shifting. Here’s our take on the software developer hiring trends UK that are shaping recruitment in 2025.

The “Full-Stack Unicorn” Is Still in Demand

One pattern we see time and again is companies advertising for developers who can “do it all” in front-end, back end, cloud, and DevOps. The reality is, very few candidates fit this description. Employers chasing the elusive full-stack unicorn often face drawn-out hiring processes and rejected offers.

The better approach? Be clear on the skills that are non-negotiable and what can be learned on the job. We have seen clients fill roles faster and retain developers longer when expectations are realistic.

Cloud Skills Are Becoming the New Baseline

It is no longer a bonus if a developer understands AWS or Azure, it is quickly becoming an expectation. Even companies that are not fully cloud-native are moving workloads to the cloud. Developers who cannot speak the language of cloud platforms are finding themselves edged out, while those with certifications or hands-on migration experience are securing multiple offers.

Hybrid Has Overtaken Remote-First

While many developers still want fully remote roles, the trend we are seeing is hybrid becoming the default. London-based companies in particular are asking for two to three office days a week. This has created a ripple effect: developers outside commuting distance of major hubs sometimes find their options narrowing, while regional tech cities like Manchester, Leeds, and Birmingham are benefiting from localised demand.

One interesting side effect is that candidates are asking sharper questions about commute times and office culture, topics that were barely raised in 2021.

A smiling professional woman in a blazer attending a job interview across the table from a recruiter holding documents

Salaries Are Levelling Out, but Benefits Are Under Scrutiny

The salary surge we saw in 2021 and 2022 has eased, with most roles stabilising. Instead, candidates are now scrutinising benefits. Training budgets, wellness support, and flexible hours often decide which offer gets accepted. We have even had candidates turn down higher salaries in favour of roles with clearer career progression.

Transparency remains a big issue. Job ads that include salary ranges not only attract more applicants but also set the tone for a smoother recruitment process.

The Mid-Level Talent Gap Persists

The most consistent pain point we hear from clients is a lack of mid-level developers with two to five years of commercial experience. Juniors are entering the market, and seniors remain in demand, but the “sweet spot” developers are scarce.

This is pushing some companies to rethink their strategy, either by investing more in upskilling juniors or by reshaping teams to give seniors more mentoring responsibilities.

Candidates Are Asking About Tech Stacks Earlier

Another interesting trend is how quickly candidates are asking about the details of a role:

Which frameworks are being used?
Are you working with TypeScript or still on older JavaScript?
Is the CI/CD pipeline automated, or is deployment manual?

Developers want to know whether a job will keep them relevant in the market. For employers, being upfront about your stack and why you use it is now essential for attracting top talent.

A hand holding a smartphone showing lines of code on the screen

What This Means for Hiring Managers

Be realistic in your expectations. The mythical “full-stack everything” developer does not exist.
Highlight your tech stack honestly, developers care deeply about it.
If you want mid-level developers, expect a fight for talent and consider investing in training to bridge the gap.

What This Means for Developers

Keep learning cloud. It is no longer optional.
Do not underestimate soft skills. Communication, collaboration, and adaptability are increasingly valued.
Ask questions about career progression, not just salary. Employers are expecting it, and it shows you are thinking long-term.

Final Thoughts

The software developer hiring trends UK in 2025 show a market that is still competitive, but more nuanced than in the last boom. Salaries are not skyrocketing, but benefits matter more. Remote has shifted to hybrid, and cloud knowledge has gone from desirable to essential.

For hiring managers, success will come from setting realistic expectations and creating attractive packages that go beyond pay. For developers, the winners will be those who keep upskilling, stay flexible, and look for roles that invest in their future.