2025 Canada Tech and IT Salaries and Hiring Trends

Employers in the technology space struggle to find candidates with the technical and soft skills they require. The most in-demand candidates are typically snapped up fast and often have multiple offers to consider.

Robert Half’s research shows many companies in Canada are willing to increase technology salaries in 2025 for candidates with skills in areas like data science, cybersecurity, and AI and machine learning. Employers are bringing in skilled contract professionals to address skills gaps and complete projects, and they recognize the need to grow talent internally to support AI and other future-forward initiatives.

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Enter your city to localize national average salaries. Starting salaries can vary greatly depending on a professional’s skills and experience, the company’s size and industry, and demand for the role.

Executive Leadership

Software and Applications Development

Software and Applications Life Cycle

Web Development

Consulting and Systems Integration

Data and Database Administration

Quality Assurance (QA), Training and Audit

Networking and Cloud

Security

Operations

Help Desk and Support

Position Title

25th Percentile

50th Percentile

75th Percentile

Chief Information Officer (CIO)

200250

244500

290750

Chief Technology Officer (CTO)

181500

216750

243000

Chief Information Security Officer (CISO)

151250

181250

205000

Vice President of Information Technology

151500

178250

203250

IT Director

129250

155250

188000

25th Percentile

The candidate is new to the role and building the needed skills, experience and autonomy.

50th Percentile

The candidate has the experience to perform core responsibilities without direct supervision and is comfortable with the role’s processes and subject matter.

75th Percentile

The candidate delivers value beyond the stated job duties, has advanced qualifications and experience, and is ready for the next career level.

Technology Hiring Trends in Canada

Agility and vigilance are key to meeting tech hiring goals

Companies may find it difficult to address tech priorities in 2025 due to the shortage of skilled talent, budget constraints and the fact that technology itself changes so fast.

To compete for candidates with skills in emerging technology such as AI and machine learning, employers must move with speed to identify and attract this talent.

58% of tech employers say they’d relax experience requirements if the candidate otherwise demonstrates all the required skills for the open role.

Machine learning
and data science Cybersecurity AI and
automation Cloud
(e.g., security,
architecture) Software and
app development Machine learning
and data science Cybersecurity AI and
automation Cloud
(e.g., security,
architecture) Software and
app development

High demand for AI-related skill sets in 2025

Robert Half’s research shows that over half of IT departments have AI and machine learning skills gaps.

Many firms are accelerating efforts to hire data science professionals, while some are focused on recruiting data engineers and data analysts to help organize their data environment.

To staff up for new projects and those previously on hold, employers are using a mix of strategies, including hiring high-potential talent and embracing a scalable talent model.

Shift in
high-demand
skills More contract
workers or
consultants Increased hiring Outsourcing
of projects Shift in
high-demand
skills More contract
workers or
consultants Increased hiring Outsourcing
of projects

Upskill staff for
current job Reskill workers
to take on
different roles Hire contract
professionals Financially assist
with new
credentials Work with managed
services providers Upskill staff for
current job Reskill workers
to take on
different roles Hire contract
professionals Financially assist
with new
credentials Work with managed
services providers

Higher
recruitment costs High turnover
due to heavier
workloads Delayed or
cancelled projects Losing potential
hires to other
offers Higher
recruitment costs High turnover
due to heavier
workloads Delayed or
cancelled projects Losing potential
hires to other
offers

Technology Hiring at a Glance

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How do we determine our salary figures and benchmarks? See our methodology.

The salaries listed in the salary tables represent starting compensation only, meaning pay for someone new to a company in the position listed. Our estimates do not include bonuses, benefits or perks. We report salaries in percentiles and ranges, recognizing that professionals join companies at varied experience levels.

Non-salary data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents included hiring managers and employees from small (1-99 employees), midsize (100-999 employees) and large (1,000-10,000 or more employees) private, publicly listed and public sector organizations across Canada.