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- 3 April 2026
Q1 Newsletter 2026
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Frequently Asked Questions
Why is it so hard to find qualified tech talent in major cities like New York, Boston, or San Francisco?
Despite being major tech hubs, cities like New York, Boston, and San Francisco face a growing talent shortage driven by a geographic shift in where skilled professionals choose to live. Rising home prices and cost of living — reflected in CPI data — are pushing experienced talent out of these metros. Companies requiring in-office or local presence are finding themselves competing for a shrinking local pool.
Has the talent pool shifted geographically in recent years?
Yes. There has been a measurable geographic redistribution of skilled professionals, particularly in the system integration and AV/IT sectors. Driven by remote work flexibility, housing affordability, and lifestyle priorities, talent is relocating away from traditional urban hubs to secondary and tertiary markets — meaning companies anchored to specific cities are losing access to the best candidates.
Is requiring local or in-office work limiting my ability to scale my team?
For many companies, yes. Hiring locally in high-cost metros restricts the available talent pool and often results in longer time-to-fill, higher salary demands, or settling for underqualified candidates. However, system integrators and hardware/software manufacturers do not need to go fully remote — a flexible or hybrid approach can significantly expand access to qualified professionals without sacrificing operational needs.
What is the gap between what employers want and what today's tech talent expects?
Many companies lose candidates without knowing why. Common silent reasons include compensation that doesn’t account for local cost-of-living realities, rigid location requirements in markets where talent has moved away from, slow hiring processes, and offers that don’t reflect the current market. Candidates rarely provide feedback — they simply move on.
What are the silent reasons companies lose tech talent during the hiring process?
Many companies lose candidates without knowing why. Common silent reasons include compensation that doesn’t account for local cost-of-living realities, rigid location requirements in markets where talent has moved away from, slow hiring processes, and offers that don’t reflect the current market. Candidates rarely provide feedback — they simply move on.
Do system integrators and AV/IT manufacturers need to go fully remote to attract talent?
No — going fully remote is not a requirement. System integrators and hardware/software manufacturers have operational needs that often require some on-site presence. The key is flexibility: adapting hiring practices, expanding the geographic search radius, and rethinking compensation structures can dramatically improve access to qualified talent without a full remote-work overhaul.
How do home prices and CPI affect tech talent availability?
Home price appreciation and consumer price index (CPI) growth in major metros directly influence where professionals choose to live and work. When the cost of living outpaces compensation growth in a given city, experienced talent relocates to more affordable markets. This means companies hiring only in high-CPI cities are operating in an increasingly constrained talent pool — a trend supported by States Ave home price and CPI data.
What does the data say about where tech talent is moving?
Real data from home price trends and CPI analysis shows a clear migration pattern — skilled professionals in the systems integration and AV/IT space are leaving high-cost metros and settling in regions with lower costs of living and greater quality of life. This geographic shift is not temporary; it reflects a structural change in how and where talent wants to work.
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