In a Sea of Tech Talent, Companies Can’t Find the Workers They Want
A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.
4 min
There has rarely, if ever, been so much tech talent available in the job market. Yet many tech companies say good help is hard to find.
What gives?
U.S. colleges more than doubled the number of computer-science degrees awarded from 2013 to 2022, according to federal data. Then came round after round of layoffs at Google, Meta, Amazon, and others.
The Bureau of Labor Statistics predicts businesses will employ 6% fewer computer programmers in 2034 than they did last year.
All of this should, in theory, mean there is an ample supply of eager, capable engineers ready for hire.
But in their feverish pursuit of artificial-intelligence supremacy, employers say there aren’t enough people with the most in-demand skills. The few perceived as AI savants can command multimillion-dollar pay packages. On a second tier of AI savvy, workers can rake in close to $1 million a year .
Landing a job is tough for most everyone else.
Frustrated job seekers contend businesses could expand the AI talent pipeline with a little imagination. The argument is companies should accept that relatively few people have AI-specific experience because the technology is so new. They ought to focus on identifying candidates with transferable skills and let those people learn on the job.
Often, though, companies seem to hold out for dream candidates with deep backgrounds in machine learning. Many AI-related roles go unfilled for weeks or months—or get taken off job boards only to be reposted soon after.
Playing a different game
It is difficult to define what makes an AI all-star, but I’m sorry to report that it’s probably not whatever you’re doing.
Maybe you’re learning how to work more efficiently with the aid of ChatGPT and its robotic brethren. Perhaps you’re taking one of those innumerable AI certificate courses.
You might as well be playing pickup basketball at your local YMCA in hopes of being signed by the Los Angeles Lakers. The AI minds that companies truly covet are almost as rare as professional athletes.
“We’re talking about hundreds of people in the world, at the most,” says Cristóbal Valenzuela, chief executive of Runway, which makes AI image and video tools.
He describes it like this: Picture an AI model as a machine with 1,000 dials. The goal is to train the machine to detect patterns and predict outcomes. To do this, you have to feed it reams of data and know which dials to adjust—and by how much.
The universe of people with the right touch is confined to those with uncanny intuition, genius-level smarts or the foresight (possibly luck) to go into AI many years ago, before it was all the rage.
As a venture-backed startup with about 120 employees, Runway doesn’t necessarily vie with Silicon Valley giants for the AI job market’s version of LeBron James. But when I spoke with Valenzuela recently, his company was advertising base salaries of up to $440,000 for an engineering manager and $490,000 for a director of machine learning.
A job listing like one of these might attract 2,000 applicants in a week, Valenzuela says, and there is a decent chance he won’t pick any of them. A lot of people who claim to be AI literate merely produce “workslop”—generic, low-quality material. He spends a lot of time reading academic journals and browsing GitHub portfolios, and recruiting people whose work impresses him.
In addition to an uncommon skill set, companies trying to win in the hypercompetitive AI arena are scouting for commitment bordering on fanaticism .
Daniel Park is seeking three new members for his nine-person startup. He says he will wait a year or longer if that’s what it takes to fill roles with advertised base salaries of up to $500,000.
He’s looking for “prodigies” willing to work seven days a week. Much of the team lives together in a six-bedroom house in San Francisco.
If this sounds like a lonely existence, Park’s team members may be able to solve their own problem. His company, Pickle, aims to develop personalised AI companions akin to Tony Stark’s Jarvis in “Iron Man.”
Overlooked
James Strawn wasn’t an AI early adopter, and the father of two teenagers doesn’t want to sacrifice his personal life for a job. He is beginning to wonder whether there is still a place for people like him in the tech sector.
He was laid off over the summer after 25 years at Adobe , where he was a senior software quality-assurance engineer. Strawn, 55, started as a contractor and recalls his hiring as a leap of faith by the company.
He had been an artist and graphic designer. The managers who interviewed him figured he could use that background to help make Illustrator and other Adobe software more user-friendly.
Looking for work now, he doesn’t see the same willingness by companies to take a chance on someone whose résumé isn’t a perfect match to the job description. He’s had one interview since his layoff.
“I always thought my years of experience at a high-profile company would at least be enough to get me interviews where I could explain how I could contribute,” says Strawn, who is taking foundational AI courses. “It’s just not like that.”
The trouble for people starting out in AI—whether recent grads or job switchers like Strawn—is that companies see them as a dime a dozen.
“There’s this AI arms race, and the fact of the matter is entry-level people aren’t going to help you win it,” says Matt Massucci, CEO of the tech recruiting firm Hirewell. “There’s this concept of the 10x engineer—the one engineer who can do the work of 10. That’s what companies are really leaning into and paying for.”
He adds that companies can automate some low-level engineering tasks, which frees up more money to throw at high-end talent.
It’s a dynamic that creates a few handsomely paid haves and a lot more have-nots.
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From tax residency and superannuation to offshore investments and property, the financial implications of coming home can be more complex than leaving.
3 min
Every year, thousands of Australians make the decision to pack up life overseas and come home.
After years, sometimes decades, building careers, accumulating assets, and growing families in places like Dubai, London, Singapore, or Hong Kong, the pull back is understandable.
What most don’t appreciate until it’s too late is that the return journey is often far more financially complex than the departure.
Leaving Australia is, financially speaking, a relatively clean event.
You depart, you potentially become a non-resident for tax purposes, and a new set of rules applies.
Coming back, however, means reconciling everything you’ve accumulated offshore with an Australian tax system that hasn’t been standing still waiting for you.
The Tax Residency Trap
The first and most costly mistake is misunderstanding when Australian tax residency resumes.
Many returning expats assume residency only kicks in once they’ve formally re-established themselves, signed a lease, updated their address, started a job. The ATO doesn’t see it that way.
Under Australian tax law, residency can recommence the moment you land with the intention of remaining. That means any taxable events, investment income, asset disposals, foreign account distributions that occur after that point are potentially assessable in Australia, even if they’re sitting in offshore accounts you haven’t touched.
Superannuation: The Clock Doesn’t Stop
One of the most underappreciated issues for returning expats is what’s been happening inside their superannuation fund while they’ve been away.
Contributions may have paused, but fees, insurance premiums, and investment volatility haven’t. Some returning clients are genuinely shocked by how much ground their super has lost to fees during periods of lower balances or inappropriate investment settings.
The more strategic issue is what to do on the way back. If you hold foreign pension arrangements, a UK SIPP or QROPS, a 401(k), and international savings schemes, the question of whether and how to repatriate those funds requires careful planning before you return.
Once you’re a tax resident again, distributions from certain foreign structures can be assessable as ordinary income, and the window to manage that exposure closes.
Offshore Investments Don’t Disappear
Returning to Australia doesn’t sever your obligations in the countries where you’ve been living.
Foreign-held shares, managed funds, or investment accounts will be picked up by Australian tax reporting requirements from the moment residency resumes.
The Foreign Investment Fund rules, transferor trust provisions, and the reporting obligations under Australia’s tax information exchange agreements mean these holdings need to be declared and, in some cases, restructured.
Leaving investments sitting offshore in structures that made sense as a non-resident but create compliance headaches as a resident is one of the most common and expensive mistakes we see.
The restructuring cost, if it’s even possible post-return, typically dwarfs what it would have cost to plan properly in advance.
Property: Both Sides of the Balance Sheet
There are two distinct property problems for returning expats.
The first is what they’ve held while away, an Australian property rented out during the absence.
Depending on how long the property was the main residence and how it was treated during the rental period, the CGT calculation on eventual sale can be complex.
The six-year absence rule provides some relief, but it’s not automatic and has conditions that are frequently misunderstood.
The second is re-entry into the Australian property market.
After years of asset accumulation offshore, many returnees assume they’re well-positioned to buy.
The challenge is that their financial picture, including foreign income history, offshore assets and currency, doesn’t translate neatly into Australian mortgage serviceability.
Lenders read foreign income conservatively, and what looks like a strong balance sheet can create unexpected borrowing capacity issues.
The Fix: Plan Before You Land
The single most effective thing an expat can do is start planning the return 12 to 18 months before departure.
That timeline allows for managed asset disposals under non-resident rules where advantageous, superannuation catch-up strategies, foreign structure rationalisation, and property decisions that aren’t being made under time pressure.
The irony is that most Australians sought financial advice before they left on how to exit cleanly.
Far fewer seek the same rigour on the way back in. Given the complexity involved, that’s an expensive oversight.
Coming home should be a financial clean slate. With the right planning, it can be. Without it, you’ll spend the first few years back unwinding decisions that didn’t have to be problems at all.
Brett Evans is the founder of Atlas Wealth and the author of The Expat’s Handbook.
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