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Because “developers” are not one interchangeable pool. A company needs someone whose skills, experience, location or remote-work eligibility, compensation expectations, and availability fit a specific job—and candidates must find the work and hiring process worth pursuing. Evidence points to mismatches between particular openings and the people able and willing to fill them, not one universal shortage across every developer specialty and region.
Why a large developer pool does not solve a specific vacancy
A broad count of people who can code says little about whether they can do a particular job at the required level, in a specific technical environment, on terms that work for both sides. The word “developer” covers distinct occupations, specialties, and experience levels. A vacancy for an experienced systems programmer, for example, is not automatically filled by someone whose background is in web development or who is just starting out.
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Technology requirements also evolve, changing which specialized capabilities employers seek. The OECD’s 2024 report Bridging Talent Shortages in Tech describes demand for highly specialized skills shifting alongside technology, and notes that unfavorable working conditions can contribute to shortages for some groups. This is a structural explanation, not evidence that each new framework or tool creates a shortage.
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Finally, a recruiting problem can be about whether people want the work, not only whether they have the skills. Statistics Canada’s 2022 analysis of its 2021 employer survey found that, among businesses reporting recruiting difficulties, 55.4% named “not enough people interested in doing this type of work” as the primary reason. That is an all-industry Canadian result, not a measure of developer hiring, but it illustrates why candidate interest and job terms belong in the explanation.
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What the available figures do—and do not—show
| Finding | Scope | What it means |
|---|---|---|
| 79.6% of vacancies did not have academic qualifications as the main hiring determinant | Singapore vacancies in 2025, reported by the Ministry of Manpower in 2026; not limited to developer roles | Employers in that market often emphasized other considerations, including skills and competencies. |
| 51.1% of vacancies required two to five years of experience | Singapore vacancies in 2025, reported by the Ministry of Manpower in 2026 | Experience requirements can constrain the match, particularly for roles that need workers beyond entry level. |
| 44.5% of businesses reported difficulty finding candidates with the skills needed at the required level | Canadian businesses in Statistics Canada’s 2022 analysis of its 2021 employer survey; all industries | Employers can struggle to find the required capability even when people are available in the broader labor market. |
| 55.4% of businesses reporting recruiting difficulty cited insufficient interest in the work as the primary reason | Canadian businesses in the same all-industry analysis | Recruitment difficulty can involve the appeal of the job as well as candidate qualifications. |
| 27% of vacancies were classed as skill-shortage vacancies, down from 36% in 2022 | UK Employer Skills Survey 2024, covering 22,712 employers across occupations | Shortage patterns vary over time; these figures are not developer-specific. |
Singapore’s 2025 vacancies report identifies software, web, multimedia and games developers and designers, data scientists, and applications and systems programmers among the professional roles employers found harder to fill. For those roles, employers most often cited a lack of specialized skills and necessary work experience. That is useful occupation-specific evidence for Singapore, not a global developer-shortage rate.
Read these measures in their proper context: they describe different countries, years, populations, and questions. None establishes how many developers are available worldwide, how many applicants a particular job attracts, or a single shortage rate for software work everywhere.
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How employers can make hiring more effective
Define the job around its actual outcomes
Start with the work the person will do and the capabilities needed to do it well. Separate true requirements from preferences, such as familiarity with one exact tool when comparable experience may transfer. The OECD recommends skills-first hiring as one way to address persistent technology talent shortages. Singapore’s report also records employers placing greater emphasis on skills and competencies than on academic qualifications in many vacancies.
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Assess essential skills with consistent evidence
Use role-relevant tasks and shared criteria to understand how candidates approach the work. A structured process can also help interviewers compare evidence rather than relying on unaligned impressions. Greenhouse’s vendor guidance suggests agreeing on role outcomes, selecting attributes to assess, assigning interviewers to those attributes, collecting scorecards, and discussing the evidence in a debrief. This is an implementation approach, not independent proof that a particular process guarantees faster hiring or better performance.
Keep the evaluation proportionate to the role and clear to candidates. A process that is convenient for the hiring team can still impose an unnecessary time burden on applicants; Karat’s vendor guide discusses that concern in relation to internal live interviews. Treat vendor material as guidance about process choices, not neutral comparative evidence.
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Check whether the opportunity is appealing
If qualified people are not interested, revisit the terms as well as the sourcing strategy. Consider whether the responsibilities, compensation, location or flexibility, and hiring experience make sense for the candidates the team wants to reach. The Statistics Canada finding shows why interest matters, but does not identify which of these factors is most important for developer hiring.
Why the answer differs by market and role
Labor-market measures are not interchangeable. The UK survey’s decline in the share of vacancies classed as skill-shortage vacancies between 2022 and 2024 shows that broad shortage indicators can change; it does not establish that every role became easier to fill. Singapore’s report, by contrast, highlights particular technical occupations that employers still found difficult to fill. The OECD’s cross-country analysis offers a broader account of changing technology skills and working conditions, rather than one universal headcount.
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So when someone asks why there is a “shortage” despite many people learning to code, the careful answer is that an aggregate supply can coexist with difficulty filling particular jobs. The difficulty may come from specialization, experience thresholds, candidate interest, or some combination—and its scale depends on the occupation and market.
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