- U.S. tech workers the most likely to work four or even five days in the office
- But Americans are the happiest tech professionals globally and the most likely to have received a promotion and pay rise of 10% of more
- High levels of retention compared to global counterparts
Although twice as many tech professionals in the U.S. are mandated to attend the office four/five days a week compared to any other country (34% vs 17%), a new global study finds that they are the happiest with their role amongst the countries surveyed, and are the most likely to have received a pay rise of 10% or more (38% vs 25%) and/or a promotion (24% vs 22%) in the last year.
The ability to work from home appears to matter less to U.S. tech professionals than those in other countries, with only 38% considering it important compared to 52% globally, and only 34% saying they wouldn’t consider a role that didn’t have some degree of remote working compared to the global figure of 50%.
The Harvey Nash Tech Talent & Salary Report, that surveyed over 3,600 technology professionals globally (629 in the U.S.), also found that high levels of promotion and financial reward in the U.S. tech industry are driving improved retention levels, as U.S. tech professionals are more likely to have been in role 3-5 years than those in any other country (26% vs 20%).
There are other favorable factors supporting job satisfaction across the U.S. tech sector: more U.S. professionals report that they have seen reduced workloads than in any other country (21% vs 13%) and they generally feel less under-resourced than their global counterparts. Tech professionals based in the U.S. also feel the most supported with both their physical (37% vs 34%) and mental wellbeing (40% vs 35%).
Jason Pyle, Global COO & President of Harvey Nash USA & Canada said:
“At a time when much of the conversation around the tech labor market has been pessimistic, our U.S. data tells a far more encouraging story. Many tech professionals are feeling valued, rewarded and supported at work – and that’s translating into higher levels of job satisfaction and retention.
What stands out is that U.S. organizations are successfully linking investment in people with business outcomes. Competitive pay rises, promotions and a stronger focus on wellbeing are clearly resonating, even in more office‑based environments. For employers, this reinforces an important point: engagement and reward still matter more than any single policy on where work gets done.
However, this shouldn’t lead to complacency. The most sought‑after, niche skills remain highly mobile, and expectations continue to rise. Organizations that want to attract and retain specialist tech talent need to continue to evolve their employee proposition to compete.”
Across the 629 U.S technologists surveyed, The Harvey Nash Tech Talent Report also found the following:
Push and pulls factors for technologists:
- Push factors - For over three quarters (43%) of technologists in the U.S., pay retains its top position as the primary reason for considering leaving their role, with the culture of their organization second (35%) and career progression not far behind (33%).
- The most important pull factors for men and women - Female technologists in the U.S. are slightly more concerned with factors such as paid time off, flexible working hours and retirement benefits than their male peers. In turn, men are more interested in opportunities for career progression and the nature of the projects.
Reskilling and upskilling in AI:
- AI is taking my job – More U.S. respondents than in any other country feel that their role is under threat from AI (49% vs 43%).
- Experimenting in AI – Almost two thirds (64%) report being given access to AI tools and platforms, and 34% are given dedicated time to experiment and learn.
- Waiting for training or left to self-learn – U.S. organizations are the least likely to provide employees with internal training programs (51% vs 69% globally), and a quarter of technologists (24%) are expected to either self-learn or are waiting on formal training.
Good tech leadership:
- Great leaders - When it comes to defining what makes a great tech leader, more than half (54%) of respondents say that great communication remains key, and 43% value their leader’s ability to create a positive culture within the team.
- Deep understanding of tech – Technologists in the U.S. also continue to value their leaders having a deep understanding of technology, with almost half (46%) making this one of their top three leadership traits. 1 in 8 feel that a lack of technology understanding amongst leaders is a huge barrier to delivering their tech goals, with a quarter (25%) rating it as a significant issue. IT Strategy also appeared on the top list of leadership qualities for the first time in several years of reporting – a sign that technologists may be concerned about the need for clear strategic and business case direction in the age of AI.
The Inclusive workplace:
- Tech sector not doing enough - While just under a half (48%) think the tech sector is doing enough to support female participation in technology, almost one third of female respondents (30%) actively disagree, wanting to see more concrete action – much higher than amongst men where only a fifth (19%) feel this way.
- Decrease in focus and investment in DEI – Although almost all (80%) think their organization does enough to support diversity as a whole in the workplace, around 2 in 10 technologists report a decrease in focus and investment in DEI over the last two years.
- Sense of purpose vs. DEI - Almost all (87%) tech professionals in the U.S. stated that an organization’s sense of purpose is important when selecting a new role, but only 61% think their approach to DEI holds the same weight. This rises to 71% when the respondent identifies as any ethnicity other than white; 46% of white males agree.
Simon Crichton, CEO of Harvey Nash concluded:
“With technology moving so fast, and AI beginning to change the game, technology leaders have many plates to spin. Tech professionals are looking to their leaders with an expectation of clear strategic direction, fair reward and a supportive environment in which they can build fulfilling careers. A standout feature this year is tech team members’ concern that IT strategy should be clear. There are undercurrents of worry about the impact of AI – even if it also presents career opportunities. The best technology leaders are those that integrate the development and deployment of AI into a coherent overall strategy that continues to have the skills and abilities of tech professionals at its heart.”
-ENDS-
About the report
The Harvey Nash Global Tech Talent & Salary Report is based on a survey of over 3,646 technology professionals globally (including 1,394 in the UK and 629 in the US). The survey took place between 4th November 2025 and 26th January 2026. This report is part of a suite of reports and surveys that Harvey Nash publish annually, including its highly respected Digital Leadership Report, which was launched in 1998 and is the world’s largest and longest running survey of senior technology leaders.
To request a full copy of the results, please visit https://www.harveynashusa.com/research-whitepapers/tech-talent-and-salary-report-2026.
About Harvey Nash
Harvey Nash is a specialist global technology recruitment firm that connects the world's most innovative companies with the technology talent they need to succeed. For over 35 years, Harvey Nash has been a pioneer and leading voice in the global technology space, having long term strategic partnerships with blue chip customers. With offices across multiple continents, including North America, the UK. Europe and Asia, Harvey Nash experienced in partnering with organizations on their specialized technology talent requirements including Cyber, DevOps, AI & Automation, Data, Cloud and Software Engineering.
For further information visit https://www.harveynashusa.com/
Media Contacts:
Michelle Thomas
Harvey Nash
michelle.thomas@harveynash.com
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