2025 was an eventful year for the IT industry. It was not without reason that the Society for the German Language chose “AI era” as its word of the year: artificial intelligence has finally moved beyond the scientific context and entered mainstream society. At the same time, AI systems and their use are developing rapidly, and topics such as IT security and cloud strategies are gaining in importance.
It will be crucial, especially for medium-sized companies, to make their IT organization flexible, security-oriented, and future-proof. This requires clear priorities and the right skills within the team. This article highlights key areas of action for IT departments in SMEs, outlines the most important trends for 2026, and explains what will be particularly important in recruiting and designing high-performance IT teams in the coming year.
Three Key Areas of Action for IT in SMEs
Overall, IT remains a key area of investment for companies in Germany and Europe. According to a recent Gartner forecast, IT spending in Europe is expected to reach $1.4 trillion in 2026, which is an 11.1% increase compared to 2025. Three clear areas of focus are emerging for IT departments in German SMEs:
1. Cloud and FinOps
Cloud infrastructures are now standard. The KPMG Cloud Monitor 2025 shows that public cloud environments are increasingly becoming the strategic target platform. Currently, 42 percent of companies predominantly or exclusively use public cloud services. Additionally, many companies want to reduce dependencies and are therefore turning to multi-cloud architectures. At the same time, the pure cost advantage is declining.
This is creating new roles within companies, such as FinOps professionals who integrate costs, architecture, and usage, as well as cloud governance roles and hybrid cloud engineers who balance technology with cost-effectiveness. Due to leaner teams, mixed profiles are more realistic for small and medium-sized businesses than purely specialized roles. For HR managers, this means job descriptions must increasingly combine economic and technical skills. The market for FinOps and cloud governance skills is tight and requires forward planning.
2. AI Governance
Using artificial intelligence in a corporate context requires clear, binding rules. Many medium-sized companies have taken initial steps by defining basic governance elements, such as guidelines for using data or for handling AI tools internally. However, it will be crucial in 2026 to develop and regularly update these structures consistently. The responsible use of open-source models, including license and security checks, is also becoming increasingly important. AI can only be used safely, compliantly, and productively in medium-sized companies if governance is understood as a continuous process.
For HR managers, this means new responsibilities and roles will emerge, often as hybrid functions within existing teams. Learning ability, analytical skills, and risk awareness will become key competencies and selection criteria for IT talent. Strategically planning training and certification programs will help close internal skills gaps.
3. Security and Resilience
The threat level remains high and is increasing in some areas. In its "TÜV Cybersecurity Study 2025," the TÜV Association notes a significant rise in successful cyberattacks, primarily through phishing and malware. However, it also reports a low frequency of regular emergency drills and penetration tests.
Against this backdrop, a basic security concept is insufficient. IT security is becoming a cross-functional task that affects every department. In addition to security engineers, there is a need for specialists who can integrate security methods into DevOps, cloud, and IT operations. For HR managers, this means security expertise is becoming a basic requirement for almost all IT positions and should be clearly stated in job descriptions. The demand for security generalists in small and medium-sized businesses is steadily increasing. Finding these specialists is difficult but essential.
Specialists and Generalists: Finding the Right Balance
The AI era demands greater specialization in areas such as cybersecurity and data science. At the same time, everyday IT operations must continue to run smoothly. Therefore, small and medium-sized businesses still need broadly skilled IT generalists. Large corporations can rely on dedicated roles such as "prompt engineer," "data product owner," or "DevSecOps manager," but smaller companies must make do with leaner teams.
Many medium-sized companies must address how to manage specialization and ongoing IT operations with small teams. External sparring partners can help by clearly defining roles, identifying necessary skills, and finding suitable IT specialists in the long term. Successful midsized companies establish structures in which a stable core team of generalists with various areas of expertise ensures ongoing operations. They also bring in highly specialized professionals on a project basis, such as through temporary collaborations, freelancers, or nearshoring models.
Additionally, soft skills such as learning ability, analytical thinking, and curiosity will be more important than rigid tool knowledge. The future belongs to those willing to continuously understand and apply new technologies.
What will be important for employee retention and personnel recruitment in 2026?
Although the German Economic Institute reports that the average number of IT profession vacancies fell by 26.2 percent in 2024 compared to the previous year, many IT professions continue to be affected by skills shortages. On average, more than 13,500 positions could not be filled in 2024, and the German Economic Institute expects IT professions to reach new employment and skilled worker shortage highs by 2028. This means that competition for qualified IT employees will remain fierce, even during economically turbulent times.
At the same time, applicants' expectations are changing. Many IT professionals today prioritize meaningful tasks, development opportunities, and flexible working conditions. Medium-sized companies can often score points here with flat hierarchies, a personal work culture, and real responsibility in day-to-day business, which IT talent appreciates. It is crucial to consciously incorporate these strengths of your company into your HR strategy and communicate them transparently as part of your employer branding and recruiting processes.
What attracts IT talent today?
Transparent career paths, reliable training, and continuous learning – through job rotation, internal tech labs, or certification programs in cloud technology, artificial intelligence (AI), and cybersecurity, for example – show applicants that the company is invested in their development. These benefits not only increase a company's attractiveness, but also help prepare existing teams for new technologies, thereby securing long-term innovation.
The employer brand is also gaining importance. IT talent increasingly seeks specific information about corporate culture, leadership, and technology use before applying for a job. Companies that openly share information about their work processes, decision-making procedures, and technology standards via social media or at trade fairs make it easier for candidates to decide whether to apply.
Selecting the Right People: Fewer Buzzwords, More Specific Skills
IT job ads often read like wish lists of tools and technologies, which can scare off potential candidates. In 2026, it will be crucial to clearly state technical requirements and necessary tool skills, as well as the tasks the new hire will actually be responsible for.
Modern selection processes focus on practical application: coding challenges, use case analyses, and system design tasks demonstrate how an individual thinks and approaches problems. AI-based applicant management systems can provide preliminary support, but they cannot replace personal assessment, especially regarding team dynamics, motivation, and values. Overall, the trend is to give applicants space in interviews to reveal their thought processes, priorities, and work methods. This approach provides a more realistic picture than traditional question-and-answer sessions, increasing the likelihood of attracting suitable employees in the long term.
Conclusion: Adaptability is the most important skill for the future
2026 will not be a year of radical change in IT; rather, it will mark the beginning of a new phase of maturity. AI, cloud computing, automation, and security have become established technologies. The task at hand is to shape these areas responsibly, efficiently, and humanely.
For IT departments in medium-sized businesses, this means developing consistent structures and skills. Investing in learning, collaboration, and clear processes strengthens your technological base and creates long-term stability in a dynamic world.