Software companies are, increasingly, competing for skilled engineers, yet there are never enough to go around. This shortage is only expected to deepen in the future.

There’s far more software that needs building than there are people available to build it. Moreover, today’s software is complex (if you want to do it right), and most of the top engineers are already fully engaged. Even with low-code platforms, AI, and modern languages, developing and maintaining future software will still demand even more expertise to meet the market’s high standards.

Therefore, companies must take responsibility by hiring people with real skills—not expecting them to know everything (some job postings are, frankly, absurd). They need to pay well and, importantly, invest in talent development.

So, which skills should they prioritize? The ability to learn quickly should come first, followed by clear communication and, finally, specific technical skills.

In the end, organizations that can attract and retain talent will secure a competitive advantage that others simply won’t have.