Technology companies look for talent beyond LinkedIn: what is the unexpected social network that is gaining ground

The growing shortage of technology professionals is forcing companies to look for talent in unexpected places until a few years ago: TikTok, Instagramonline communities, specialized forums and even internal referral programs.

The phenomenon reflects a profound change in the habits of new generations and in the way in which technological specialists build their professional identity on the Internet.

According to the CIO Report 2026 from Logicalis, 32% of organizations plans to incorporate social networks and digital communities to their recruiting strategies, a sign that LinkedIn was no longer sufficient to fill critical positions.

A report from the consultant StackForce revealed that 76% of employers had difficulties finding technological talent qualified during the start of 2026.

In fact, the study reveals that 24% consider incorporating ethically reformed former hackers to strengthen computer security teams.

“Today we are seeing an expansion of the traditional concept of the tech profile. Profiles specialized in cybersecurity, cloud, data and infrastructure are increasingly in demand,” explains Silvina Merdesa, HR Leader for Argentina, Uruguay and Paraguay at Logicalis.

According to the executive, the market also began to assess skills that go beyond technical knowledge.

“The market no longer seeks only technical knowledge. It seeks to complement these capabilities with continuous learning, adaptability and a view oriented to the business and the company’s strategy,” he points out.

Many of the most sought-after professionals already have jobs, receive proposals constantly and They don’t log into LinkedIn every day to seek opportunities.

Instead, they actively participate in digital communities, generate content, comment on technological trends or show personal projects on different platforms.

“LinkedIn remains a key platform, but Today talent is not concentrated in a single channel and many times they are not even looking for work,” says Merdesa. That is why companies began to adopt a more active strategy.

“The key to finding scarce talent is to go out and look for it where it is, not wait for it to come or show up on LinkedIn,” he says.

In this context, the popular Chinese video platform TikTok It appears as a window to meet new profiles, detect interests, identify specialists who generate technical content and understand how they relate to digital communities.

The advance of TikTok in the world of work, according to the specialist, is also related to a cultural transformation.

“The new generations consume content in a different way and value knowing the culture and projects before applying. That is why today Recruitment is much more experiential and omnichannel than in other times,” explains Merdesa.

Instead of just reading a job description on a resume, many candidates research how a company works through videos, employee testimonials, and content posted on social media.

Companies, for their part, try to show their organizational culture in closer and less corporate formats.

Competition for technological talent also changed workers’ priorities. Although remuneration continues to be important, was no longer the only decision factor.

“Today flexibility is a conditioningit is something mandatory,” says Merdesa.

The pandemic consolidated hybrid and remote schemes that forever changed the expectations of many professionals. As a result, companies trying to fully return to in-person are finding greater difficulties to capture specialized talent.

Precisely, the specialist maintains that candidates usually consult first what will be the work modality before moving forward with an interview.

“The new generations prioritize quality of life. They do not hesitate to reject an offer if the hybrid modality is not fulfilled,” he assures.

Added to this are other factors such as the possibilities of professional growth, continuous training and leadership. “Talent doesn’t wait. You need to understand what the next steps are and how you can move forward,” he explains.

Another key factor in attracting or retaining potential IT resources is visibility over their immediate future. “Talent does not wait. They need to understand what steps to follow and how they can move forward,” says Merdesa.

The possibility of accessing constant training, certifications and internal reconversion programs appears today among the main retention factors.

Companies understood it too. According to Logicalis’ CIO Report 2026, 42% of organizations already evaluate incorporate candidates without previous experience in cybersecurity to train them within the company itself.

The strategy aims to expand the base of available professionals in a market where supply is insufficient to cover demand.

In this new work scenario, on the other hand, many professionals no longer they leave companies solely for salary reasons.

“The relationship with the direct leader became a deciding factor. Many people do not leave companies, but leave leaderships with which they are not compatible,” explains Merdesa.

That’s why organizations are increasingly investing in middle management training and leadership programs. Furthermore, they ensure that the constant feedback, transparent communication and closeness They appear as attributes especially valued by the younger generations.