How to Build a Tech Team That Can Deliver on Your Digital Transformation Strategy

C-Suite

Article

By Ryan M. Sutton, Executive Director, Technology, Robert Half

Even the most meticulously planned digital transformation initiatives can lose steam—or fall short of their potential—without the support of skilled talent. Yet, technology leaders face persistent challenges in staffing these critical projects effectively.

According to Robert Half's 2025 Building Future-Forward Tech Teams report, 87% of technology leaders struggle to find skilled candidates. Nearly half (45%) of leaders said they are worried staffing challenges will impede their ability to implement new technologies this year.

Our research shows tech leaders are also seeing significant skills gaps in the following areas, which are all crucial to supporting digital transformation and IT modernization efforts:

AI, machine learning and data science (44%)

IT operations and support (39%)

Cybersecurity and privacy (30%)

Technology process automation (25%)

Software and web applications development (22%)

Cloud architecture and operations (20%)

Meanwhile, expectations for digital transformation outcomes are also rising dramatically. Not surprisingly, almost all technology leaders (97%) surveyed by Robert Half said they are participating in a major digital transformation initiative for their company in the next two years. Organizations are under increasing pressure to deliver results faster, adapt to emerging technologies and respond to shifting market demands—all at once.

As a tech leader, the stakes have never been higher to build a team that can help the business deliver on its digital transformation strategy. But how can you do it, given how challenging it is to find skilled professionals? Looking beyond technical skills when recruiting can help. Here’s why.

Digital transformation projects require more than technical abilities

Tech and IT leaders hiring for digital transformation initiatives should look for top performers who meet the technical requirements of a job, but also bring sharp business instincts and soft skills that enable collaboration and real-time problem solving. These professionals can:

Turn business goals into smart, scalable tech solutions. Top contributors don’t just code and troubleshoot—they understand what the business is trying to achieve through transformation. They ask the right questions, challenge assumptions and map technical solutions to real-world outcomes.

Lead change across teams and departments. Digital transformation doesn’t happen in a vacuum. Top performers know how to bring people together across locations, departments and disciplines. They can communicate clearly and help keep teams aligned—even when priorities shift or unexpected issues arise.

Think big but deliver on time. Innovation doesn’t matter if customers never see it. High-performing tech pros know how to balance ambition with execution, turning bold and complex ideas into practical road maps and following through on delivery.

Make calls based on hard data, not hunches. These professionals are comfortable with dashboards, metrics and analytics tools, but they’re also skilled at interpreting and communicating what the numbers mean for the business.

Adapt quickly to changing tech and market demands. Resilience is key to digital transformation success. These professionals can stay focused when priorities change and help their team members navigate uncertainty without losing momentum.

Equally crucial, tech team members supporting digital transformation projects must be able to:

Communicate clearly and persuasively. Star players can explain technical issues to nontechnical stakeholders and build buy-in for complex initiatives—without relying on jargon or overcomplicating the message.

Stay curious and open to feedback. These pros see change as a chance to learn and grow. They’re coachable, proactive and always looking for smarter, more effective ways to deliver their best work—and help their colleagues do the same.

Collaborate with empathy and respect. Digital transformation initiatives are a team sport. Strong performers know how to share credit and create a culture of mutual support, even (and especially) when under pressure.

In short, a future-forward tech workforce should be technically proficient but also emotionally intelligent and built for real-world impact.

Why a flexible talent strategy is essential to digital transformation success

Knowing what skills are needed for a digital project is one thing—building the right mix of tech talent to put vision into action is another.

To make your digital transformation initiatives stick, you need a flexible, adaptive approach to sourcing and deploying talent across your organization. That means drawing from a variety of talent resources. Depending on the scope and scale of the project, those resources may include:

Core onshore teams for work that requires deep collaboration, strategic alignment and institutional knowledge.

Nearshore or offshore teams to handle tasks like coding, testing or system maintenance at scale.

Specialized contract talent to deliver targeted technical skills for specific implementations or bridge short-term skills gaps.

Consulting partners who can provide high-level guidance on complex system integrations, technology strategy, architecture planning and more.

Project management offices (PMOs), including project managers and business analysts, to help move digital transformation projects that span the enterprise from planning to implementation.

Blending these staffing resources strategically helps you stay agile, access the right expertise at the right time, and keep your transformation projects moving forward—on time and on target.

Building your talent pipeline for the future

As our Building Future-Forward Tech Teams report makes clear, digital transformation is a long journey—and in many ways, a never-ending one. Creating pathways for your employees to engage in continuous learning can help ensure you have access to a pipeline of future-ready talent within your own organization.

Two strategies to accomplish this are:

1. Strategic cross-training

Provide structured opportunities to promote cross-functional learning. Set up regular peer-led sessions where, for example, infrastructure teams can explain cloud architecture to application developers, or security specialists can share best practices with engineering teams. These knowledge exchanges can also help your team members understand how their contributions fit into the company’s broader digital transformation strategy.

2. Targeted skills-building

Focus on the high-demand skills your digital transformation efforts need most—think AI, cloud computing and cybersecurity. Then, provide pathways for employees to earn relevant certifications or take part in practical workshops or online courses focused on high-demand skills. Also, be sure to give your team the breathing room—the actual time and resources—to dive in and really absorb new knowledge.

Moving forward with confidence

Read the report now

As companies continue to evolve digitally, it takes more than just the right tech to stay ahead. The real difference lies in having a clear plan and making sure your team is ready to put it into action. With smart workforce planning, opportunities for growth and an organizational culture that embraces change, you can build teams that turn digital goals into real results.

Curious how to build a tech team that’s not just future-forward, but next-gen? Get insights and practical tips in Robert Half’s Building Future-Forward Tech Teams report.

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