Well, hello there.
If you’re reading this, you’ve survived another trip around the sun in the wonderfully weird world of tech recruiting. So have we. And let me tell you—what a ride 2025 was.
I’m sitting here with a lukewarm cup of tea that’s seen more refreshes than a candidate dashboard on a Monday morning, staring at the data from the past year. It’s been a year of seismic shifts, eyebrow-raising scandals, and more plot twists than a binge-worthy tech thriller. Through it all, you—the candidates and companies on Underdog.io—have been writing the story. And what a story it is.
While Zuckerberg was spending millions to recruit for superintelligence, we were helping Amanda land her first Engineering Manager role at $193K. While Deel and Rippling were in espionage dramas, we were reducing our fees from 15% to 11.5%. Call us boring, but we think Amanda's career leap is more revolutionary than any corporate spy thriller.
Let’s pull up a chair, pour something strong, and look back at the year that made recruiters everywhere simultaneously laugh, cry, and update their LinkedIn with “Open to Work.”
Remember the good old days when recruiting was about resumes, handshakes, and maybe a quirky ping-pong table in the office? Yeah, neither do we. 2025 wasn’t just a year—it was a multi-dimensional chess game played on a rollercoaster.
Let’s set the scene, because boy, did the industry bring the drama:
Oh, and that’s just the warm-up.
We saw the “Jobless Boom” (a paradox that gave economists night sweats), $100K price tags on H-1B visas, the collapse of CareerBuilder and Monster (RIP, early 2000s job boards), and the meteoric rise of the mysterious Mercor. We debated whether GEO is the new SEO. We witnessed Mobley vs. Workday, held our breath at Indeed’s ominous play for ATS data, and gasped collectively at the “Liporrazi Incident,” where a deepfake candidate was caught mid-interview. (Spoiler: It wasn’t a real person. Shocker.)
AI didn’t just knock on the door—it kicked it down, threatening the early-career ladder and sparking the debate of “My AI vs. Your AI,” leaving many of us nodding along to the idea that maybe Sovereign AI is the only path forward.
Phew.
In the middle of this circus, Underdog.io was your quiet (but observant) corner. We took notes, adjusted our antennas, and mostly, we listened. To you.
Let me tell you about 'Maria,' a Data Scientist from our pool (she's real, though I've changed her name). With 4-6 years experience, her $117K salary ask was exactly at our cohort's average. But here's what the CSV doesn't show: she was balancing interviews while her toddler learned to walk during Zoom calls. When she accepted an offer from a company that listed 'Flexible Work Environment' first, she didn't just get a job. She got her life back."
Forget the noise for a second. The most compelling story of 2025 wasn’t in the headlines—it was in the data you generated every time you clicked, applied, or filled out a profile. Let’s dive into what actually happened on the ground at Underdog.io.
61.22% of you marked your status as “Actively Interviewing.” Let that sink in. Over six in ten of you weren’t just casually swiping—you were in the arena, suited up, and taking swings. That’s a powerful signal. The era of the passive candidate is fading; 2025 was the year of the intentional seeker.
Another 25.38% were “Just Starting,” dipping their toes in the water, while 10.79% were “Casually Browsing”—probably on their phones, in line for coffee. A humble 2.61% were “Nearing the End.” To that group, we tip our hats and say: Godspeed, hope you land something amazing, and please remember us when you’re looking again in two years (it’s the tech way).
If there was one unambiguous shout from the data, it was this: The office has entered the chat, but the chat is happening from home.
A whopping 46.55% of you declared a “Remote Only” location preference. When combined with “Hybrid (remote preferred)” at 14.86%, that’s over 60% of tech professionals prioritizing remote work as non-negotiable or strongly preferred.
Our talent pool numbers screamed the same thing: 7,850 Remote-Only professionals stood tall against 5,269 Hybrid and a mere 1,239 Office Only souls. The message is clear: flexibility isn’t a perk anymore; it’s the foundation. Companies clinging to the “butts in seats” model are fishing in a pond that’s getting shallower by the minute.
The “Ideal Role” leaderboard had no surprises at the top, but the numbers are still staggering:
Software engineers continue to be the bedrock of our ecosystem. But look at the tight race for spots 2-5! Data and design are not just supporting acts—they’re co-leads in the tech show. Also, a quiet nod to the 1,092 Engineering Leadership candidates. Managing in this climate? You deserve a medal and a very long vacation.
The breakdown by years of experience paints a picture of a mature, in-demand market:
The takeaway? The market is hungry for talent that’s been through a few release cycles. The frenzy for fresh grads (0-1 years: 1,413) has tempered, likely cooled by both economic pragmatism and the AI-driven erosion of entry-level tasks. This isn’t a death knell for juniors, but a call to action: how do we build bridges for them? A question for 2026.
38.7% of candidates who submitted resumes require a work visa. In a year of “Liberation Day” policies and six-figure visa price tags, this stat is less a number and more a heartbeat. It represents brilliant minds navigating a labyrinth of paperwork and policy. To the companies who see this as a barrier: you’re missing out on a massive pool of world-class talent. To the candidates in this group: we see you, and we’re here to help level the playing field.
The top skills list is a love letter to modern tech stacks:
Python’s dominance is absolute. But notice the strong showing for TypeScript, Node.js, AWS, Docker, and Kubernetes. We’re not just building features; we’re building, deploying, and scaling entire ecosystems. Also, a warm welcome to UX/UI Design, User Research, and Product Strategy in the top 20—proof that product maturity is as much about thinking as it is about coding.
Candidates applied by day:
Mondays account for a mind-boggling one-third of all weekly applications. The lesson for companies? Post your jobs on Sunday night. The lesson for candidates? Maybe set that alert for Tuesday morning, when recruiters are digging out from the Monday avalanche. Just a thought.
Beyond salary, what do you want? You told us:
Notice “Above-Market Salary” sits at a respectable but not leading 5.65%. It’s table stakes. The differentiators are how we work, who we work with, and why the work matters. “Meaningful Equity” (4.54%) outranks “Path to Management” (3.96%). The dream isn’t just to climb a ladder; it’s to own a piece of the building.
Ah, compensation. The awkward first date of the hiring process. Our “salary expectations by role” CSV is more than a spreadsheet—it’s a mood board for 2025’s economic hopes and fears.
The top of the food chain, as expected, is leadership. Engineering Leadership and Engineering Managers commanded median minimum salary asks around $200K. But look at the spread! From $125K to $300K. The range speaks to company size, stage, and, frankly, the wild west of titling.
Product Managers ($166K avg min) and Machine Learning Engineers ($157K avg min) solidified their place as premium individual contributor roles. The heart of the market—our beloved Software Engineers—had an average minimum ask of $144,778, with a median of $150K. It’s a strong, confident number, reflecting their central role.
The “pay transparency by YOE” data tells an even richer story. It’s the journey of a career:
The transparency isn’t just nice—it’s demanded. In a year of “My AI vs. Your AI,” knowing your worth in real numbers is the best human defense.
Imagine if we plotted the salary expectations on a heat map (wish we could show it here!) – you'd see a brilliant crimson cluster around Engineering Leadership at $200K, melting into warm oranges through Product and ML, settling into a steady green across our Software Engineer bedrock at $150K.
So, what did we do while the world was busy setting the recruiting industry on fire and then trying to put it out with AI?
We focused on two simple, human things: access and value.
1. We Cut Our Fees. In a year where every dollar counted, we reduced our direct placement fee from 15% to 11.5%. It wasn’t just a pricing strategy; it was a statement. We believe great hiring shouldn’t come with a luxury tax. We’re here to connect, not to collect.
2. We Launched an “All-You-Can-Hire” Plan. For companies living in the hiring trenches, the à la carte model can be exhausting. So we offered an affordable annual subscription. Hire one, hire ten, hire a whole team. It’s predictable, simple, and designed for the builders who are playing the long game.
In essence, we decided to be the calm, reliable platform in the storm. While others chased AI gimmicks or got tangled in espionage scandals, we just made it easier and more affordable for you to find each other.
Remote Revolution: A+ (46.55% demand)
Monday Mania: A- (Post your jobs Sunday!)
Visa Valley: B (We see you, 38.7%)
Salary Transparency: B+ (Getting there...)
If 2025 taught us anything, here's our 2026 prediction: The 'AI-First' company will collapse into the 'Human-First' company. Our data shows it already. You want managers who are transparent, cultures that are inclusive, and autonomy to do your best work. The companies that win in 2026 won't have the best AI. They'll have the best humans, supported by AI.
As I look back on the data, the headlines, and the sheer velocity of change, one truth emerges from the noise.
The “Liporrazi” deepfake candidate was a farce. Soham Parekh’s 17 jobs were a symptom of a broken system. The AI vs. AI arms race feels cold and impersonal.
But the 46.55% who want remote work? That’s a human craving for control over their time and space. The 61.22% actively interviewing? That’s human ambition in motion. The desire for transparent management and inclusive culture? That’s a human plea for respect and belonging.
Our data isn’t about clicks and conversions. It’s a digital transcript of human hopes. Hopes for better work, better pay, better balance, and better leadership.
In 2025, the tech recruiting world tried to automate, acquire, and deepfake its way to the future. But the future, it turns out, is still built by people. By Software Engineers debugging at midnight, by Data Scientists chasing signals in the noise, by Product Managers wrestling a vision into reality, and by UI/UX Designers making it all feel human.
So here's your 2026 homework, straight from the data:
1. If you're hiring, post roles Sunday night (trust the Monday 11,041)
2. If you're looking, set alerts for Tuesday morning
3. Either way, our new 11.5% fee means more runway for your search or hire.
The chaos isn't ending. But neither is human brilliance. Let's connect more of it.
At Underdog.io, that’s the revolution we’re betting on. Not on Sovereign AI, but on Sovereign Talent. On you.
Here’s to a less chaotic, more human, and brilliantly successful 2026. Now, if you’ll excuse me, I need to reheat this cup of tea. Again.
The Underdog.io Team
January 2026
P.S. To the person who applied at 2 AM on a Saturday: we see your hustle. We hope you got the job. And we hope you slept in on Sunday. You’ve earned it.
Q1: What was the most surprising insight from Underdog.io's 2025 data?
A: Two things shocked us equally: First, 61.22% of candidates marked themselves as "Actively Interviewing"—indicating a decisive, intentional job market. Second, Monday accounted for one-third of all weekly applications (11,041 vs. 5,618 on Tuesday). The "Sunday night job post" strategy has never been more validated.
Q2: Is remote work really still dominant after the "return to office" push?
A: Overwhelmingly yes. 46.55% of tech professionals declared "Remote Only" as their location preference, with another 14.86% preferring hybrid with remote emphasis. Combined, that's over 60% prioritizing remote work. Our talent pool numbers confirm: 7,850 Remote-Only professionals versus just 1,239 Office-Only.
Q3: How much should a Software Engineer with 4-6 years experience expect to earn?
A: According to our data from 2,705 Software Engineers, the average minimum salary expectation is $144,778, with a median of $150,000. For the 4-6 year experience bracket specifically (our largest cohort at 7,960 professionals), expectations typically ranged from $93,071 average minimum for those early in the bracket up to higher ranges as they approached 6 years.
Q4: What matters more to candidates: salary or culture?
A: Culture and work environment decisively. While "Above-Market Salary" ranked at 5.65%, the top attractors were Flexible Work Environment (13.41%), Transparent Management (9.74%), and Values Product Quality (9.19%). Salary has become table stakes; the differentiators are how people work, not just what they're paid.
Q5: How has the visa landscape changed for tech candidates?
A: 38.7% of candidates submitting resumes require work visa sponsorship—a significant portion of the talent pool navigating complex immigration landscapes. In a year of "$100K H-1B visa" discussions and policy shifts, this represents remarkable persistence from international talent seeking opportunities in a challenging system.
Q6: What's the single best day for companies to post jobs?
A: Sunday evening, unequivocally. With Monday applications tripling Tuesday's volume (11,041 vs. 5,618), posting Sunday ensures maximum visibility as candidates begin their weekly search. The "Monday morning job hunt" is a real behavioral pattern our data strongly confirms.
Q7: Which tech skills are most in demand among candidates?
A: Python dominates with 12,918 candidates listing it as a core competency. The full stack emerges clearly: Java (7,796), JavaScript (7,157), SQL (6,798), React (5,964), TypeScript (4,273), and Node.js (3,633). Cloud/platform skills follow with AWS (2,972), Docker (1,794), and Kubernetes (1,460).
Q8: How did Underdog.io's platform changes affect 2025 results?
A: By reducing our placement fee from 15% to 11.5% and introducing an affordable annual "all-you-can-hire" plan, we focused on accessibility and predictability. These changes aligned perfectly with what candidates wanted: more opportunities, and what companies needed: cost-effective scaling. In a year of industry chaos, we simplified.
Q9: What does "Sovereign Talent" mean in the context of AI-dominated hiring?
A: While 2025 saw "AI-First" cultures and deepfake candidates, our data reveals that human priorities prevailed. "Sovereign Talent" means professionals asserting control over their conditions: where they work (remote), how they work (autonomy), and why they work (meaningful contribution). It's the antidote to impersonal, automated hiring.
Q10: What should hiring managers learn from your 2025 data?
A: Three actionable insights:
