Tech is moving fast, and while it may be tempting to simply upload a new job posting for every emerging need, that approach isn’t sustainable. Instead, companies must trust their internal talent, nurture their skills, and adapt employees' existing expertise to meet new challenges.
It might seem a bit confusing: after all, if you need an employee with skills in a specific artificial intelligence tool, shouldn’t you look to hire someone with that exact skill? Well, in principle, yes, this would be a solution. But let’s break down the process and exactly what hiring a new employee entails.
First, you’ll need to create a job posting and ask the finance department for approvals on an entirely new role and what salary you could offer; then you’d need to send that posting to HR so that they can post it on LinkedIn or other job boards. And maybe it would need to be run by the marketing team to ensure the wording on the ad fits the brand image and is correct, grammatically speaking.
After that, the HR department will be flooded with resumes, cover letters, and portfolios from both qualified and unqualified candidates; they'll need to dedicate significant time to choosing the best applications to conduct the initial phone interview.
Those that pass the first interview will then have to meet with you and your team, occupying your time as you narrow down the selection. You may also conduct tests or sample projects for applicants, which requires time organizing and reviewing said tasks. Once you decide on a candidate, you may think your job is done but spoiler alert: it’s not!
Once you decide to hire a candidate, you’ll need to get through all the bureaucratic red tape, reach an agreement on salary and benefits, and begin the onboarding process (not to mention possibly waiting 2-3 weeks for the new employee to leave their current role/relocate/prepare for the new job).
With the new employee finally starting, the onboarding process begins, which can be quite lengthy as they dive into both company and team basics, meeting their new team and colleagues. You can’t throw a new worker right into the mix of things and will slowly need to introduce them to the way you work, any tools the company uses, and review their work at first. All this doesn’t even mention the risks of conflicting personalities, the candidate not working out, or not finding the right candidate during the search process.
This is an incredibly long, expensive, and time-consuming process; if there was a way to avoid it altogether and simply rely on a trustworthy employee that’s already hired, works well with the team, and is familiar with all the tools your company uses, shouldn’t you stick with them? We think so.
In 2025, the demand for AI, cybersecurity, and data-driven decision-making skills is skyrocketing. According to the World Economic Forum’s Future of Jobs Report 2025, nearly 50% of employees will need reskilling by 2027, with tech advancements reshaping industries at an unprecedented pace.
It might seem logical to hire externally when seeking talent for new AI tools or security protocols—but is that really the best long-term solution? Let’s break it down.
The Cost of Hiring vs. Upskilling
Hiring new employees isn’t just about finding a candidate—it’s a resource-heavy process that includes:
Job postings and approvals: HR and finance must approve budgets, write job descriptions, and post openings across multiple platforms.
Application review and interviews: HR spends hours reviewing hundreds of resumes, scheduling interviews, and screening candidates.
Selection process and negotiations: Even once a candidate is identified, salary and benefits negotiations can take weeks.
Onboarding and training: The new hire needs time to adjust, understand company tools, and integrate into team culture.
Potential risks: There’s no guarantee the hire will work out—leading to lost time, resources, and another cycle of recruitment.
On average, hiring a new employee takes 36-42 days and costs up to $4,700 per hire. Meanwhile, investing in existing employees through upskilling costs significantly less and yields higher retention and engagement.
The Business Benefits of Upskilling & Reskilling
Focusing on internal talent development offers clear advantages:
Increased Efficiency & Productivity – AI and automation tools are advancing rapidly. Employees trained in AI-powered automation can optimize workflows, cut manual tasks by 40%, and focus on strategic projects.
Higher Retention & Employee Satisfaction – 94% of employees say they’d stay longer at a company that invests in their learning.
Better Talent Utilization – Instead of hiring new specialists, companies can train employees in emerging skills such as cybersecurity, AI ethics, or cloud computing—fields that are top hiring priorities in 2025.
Stronger Brand Reputation – Companies known for investing in employee growth attract top talent and build positive workplace cultures.
Cost & Time Savings – Training existing employees eliminates the expensive and time-consuming hiring cycle.
Upskilling vs. Reskilling: What’s the Difference?
There are two primary strategies for future-proofing your workforce:
1. Upskilling
Upskilling focuses on enhancing existing skills to keep up with industry advancements. This is especially relevant in tech roles, where tools and methodologies evolve rapidly.
For example:
A software engineer learning AI-powered development tools (e.g., GitHub Copilot, OpenAI Codex)
A marketing specialist mastering AI-driven content personalization (e.g., Adobe Sensei, HubSpot AI)
A cybersecurity analyst training in AI-powered threat detection
2. Reskilling
Reskilling prepares employees for entirely new roles, helping companies fill skill gaps internally rather than hiring externally.
For example:
A data analyst transitioning into a cybersecurity role as AI automates data reporting.
A finance professional training in blockchain and fintech applications.
An operations manager learning cloud computing for IT infrastructure management.
Hiring Bootcamp Graduates: A Smart Strategy in 2025
While upskilling and reskilling are the best long-term solutions, sometimes external hiring is necessary. But in 2025, traditional degrees aren’t the only pathway to top tech talent. Bootcamp graduates bring a unique advantage:
Career Changers – Most bootcamp grads have already adapted to a new field, proving their flexibility and willingness to learn.
Fast Learners – Bootcamps are intensive, fast-paced programs, ideal for upskilling employees or preparing them for reskilling pathways.
Tech-Driven Problem Solvers – Bootcamp grads are trained in cutting-edge AI, cybersecurity, data, and web development tools.
Ironhack: Your Partner in Tech Talent Development
At Ironhack, we specialize in equipping professionals with future-proof tech skills—whether through:
Corporate upskilling & reskilling programs – Tailored training to future-proof your workforce.
Bootcamps in Web Development, UX/UI Design, Data Analytics, and Cybersecurity – Fast-track career paths for new hires.
AI & Automation Skills Training – Helping employees adapt to AI-driven workplaces.
Investing in your current employees will save time, resources, and money, while building a stronger, more competitive workforce.
The future of work is not about replacing talent—it’s about evolving it. Are you ready to upskill your team for 2025 and beyond?
About the Author:
Juliette Carreiro is a skilled content creator with over five years of experience in SEO, content ideation, and digital marketing strategy. She has spent more than two years at Ironhack, where she developed in-depth articles on topics ranging from career growth in tech to the future impact of AI. With expertise across tech, hospitality, and education industries, Juliette has helped brands like Ironhack engage their audiences with impactful storytelling and data-driven insights.
