Creative Hiring Trends: How to Compete for Tech-Savvy Talent

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By Lucy Marino, Executive Director, Marketing and Creative, Robert Half

Creative roles have changed. Companies aren't just hiring designers—they’re hiring digital problem solvers. And I’ve seen the impact of that shift up close. Creative and marketing leaders often tell me they need people who understand UX, data, content performance or the latest AI tools and can still deliver compelling visuals.

Marketing and creative teams are juggling major priorities, from enhancing customer experiences with AI and automation to revamping websites, applications and content strategies. And nearly all (93%) of marketing and creative teams Robert Half surveyed are supporting a major digital transformation initiative in the next two years, yet the same percentage of leaders say it’s challenging to find talent with the range of skills needed.

I’ve helped enough leaders build their teams to know this kind of talent is hard to come by. The best creatives today don’t just bring vision—they bring versatility. They can design, think in systems, personalize content and back it all up with performance data. That blend of creative and technical skill? It’s what every team wants but not all professionals offer—at least not yet.

So where do you start? You need to know which skills matter most right now—and how, as an employer, you can stand out to leading creative talent who have these skills.

Competing for Tech-savvy Talent

The creative skills that set talent apart
Why communication and collaboration matter
Smart hiring strategies that work
What top talent looks for in a role
Why a talent solutions firm gives you an edge
Where creative work is headed

The creative skills that set talent apart

One of the biggest shifts I’ve seen is the rise of hybrid creative roles, where creative skills are paired with technical expertise to meet today’s demands. Employers want creative talent that understands user experience, knows their way around data and can use tools like Adobe XD, Figma or marketing automation platforms. And whether they’re looking for an art director, a graphic designer or a video producer, knowledge of and experience with AI tools is also becoming more prominent in job descriptions. Half of marketing and creative leaders say their biggest barrier to implementing new technology is a lack of staff with the necessary skills—so demand for these hybrid skill sets isn’t slowing down anytime soon.

Some of the top creative and design skills leaders are asking for right now include:

UX design skills and visual design

UX research and usability testing

Front-end development

Marketing automation

Content strategy

Data-driven storytelling

AI-enhanced design

In major metros like New York, Chicago, San Francisco and Austin, there’s high demand for creatives with experience in product design, UX and customer journey orchestration—especially with tools like Adobe Journey Optimizer, which has been a hot topic among the leaders I talk to. Meanwhile, in growing markets like Charlotte and Nashville, we’re seeing a spike in demand for well-rounded digital marketing specialists and content creators as mid-sized companies invest in their digital presence. It’s no surprise, given that 42% of marketing and creative leaders list customer experience strategy—and the customer experience skills needed to deliver on it—as a top priority for this year, while 39% are focused on implementing AI and machine learning.

Creatives and designers today are expected to blend storytelling with strategy and move comfortably across tools, channels and teams. Professionals who possess these digital marketing skills and technical knowledge have job opportunities—and may be difficult for employers to recruit.

Why communication and collaboration matter

While digital fluency is key, it’s not just about tools and platforms. Soft skills matter too—especially communication, collaboration and adaptability. In interviews, look for people who can walk through their design thinking, explain how they use data and tell a clear story behind the work.

And let’s not forget about digital communication skills. With hybrid and remote teams now the norm for many companies, creatives must be comfortable sharing feedback, presenting ideas virtually and staying aligned across locations and time zones. The ability to collaborate in a distributed environment is now a must-have. In fact, 49% of marketing and creative leaders say cross-functional alignment and collaboration is one of their biggest barriers to success—so finding people who can bridge creative, product and tech teams is invaluable.

Smart hiring strategies that work

If you’re hiring in this market, job postings need to reflect reality. Are you looking for a designer—or a creative strategist who understands how to create compelling visual content at scale, leveraging customer insights and AI tools?

Be specific. And make sure your employee value proposition is just as clear. The best candidates want to know what tools they’ll use, what kind of projects they’ll work on and how their role will make an impact—and they move fast when they find the right fit.

I always advise clients to streamline their hiring process. The creatives with the most in-demand skills are getting multiple offers, often within days. I’ve seen companies lose out on top creative talent simply because they hesitated. One client I worked with recently needed a digital content strategist. They waited two weeks to schedule second interviews and lost their top candidate to a faster-moving competitor.

But moving quickly doesn’t mean compromising. It means being prepared. Define your needs upfront, involve the right decision-makers early and don’t let unnecessary delays get in the way. When companies show they’re organized, decisive and ready to invest in creative talent, they not only attract stronger applicants, they also build momentum that helps them close the deal.

What top talent looks for in a role

Winning over top creative talent isn’t just about compensation (though that’s important). Candidates want to feel like their work matters and the company cares about its employees. They want access to modern tools, ongoing learning and a corporate culture that supports creative risk-taking.

Here is what I see working well:

Clear career paths and visible growth opportunities

Ongoing upskilling tied to emerging tech

Flexibility and support for work-life balance

Strong collaboration across creative, marketing and tech teams

These aren’t just perks, they are signals. They show that you value creative input and are ready to support innovation. That’s what today’s talent is looking for.

And when you find the right talent, don’t stop there. Keep engaging them. Keep challenging them. The creative professionals who thrive today are the ones who stay curious. If you give them room to grow, they’ll stay, and they’ll elevate your team.

Discover more compensation trends for creatives in the latest Salary Guide from Robert Half.

Why a talent solutions firm gives you an edge

In a competitive market, working with a talent solutions firm like Robert Half can give you a serious edge. We help leaders move faster, access a wider talent pool and zero in on the people with the requested mix of skills. With 56% of marketing and creative departments staffing projects through a mix of in-house and external talent, working with a firm who can connect you to both is a strategic advantage.

Whether you’re hiring for a full-time role, a short-term project or a longer engagement, we’ve got a deep bench of creative professionals ready to make an impact. We also help clarify what today’s top talent want—so you can offer it and close the deal.

Where creative work is headed

Creative work isn’t going away. It’s evolving. Digital transformation isn’t just changing how teams work, it’s changing what they need. AI, automation, personalization and real-time data are now integrated into how we engage audiences.

The creatives who succeed in this space aren’t the ones who do one thing really well—they’re the ones who keep learning, who adapt, who connect strategy with execution. I’ve seen what happens when companies find that kind of talent. It’s powerful. And it starts with knowing what to look for. These tips and strategies can help you do just that. Follow Lucy Marino on LinkedIn.

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