By: Neil Lund - Managing Director at Paracon by Adcorp

New data suggests that South Africa’s technology brain drain is becoming more prevalent, with Johannesburg emerging as a key source of professionals considering emigration.

A snapshot of 437 IT, software, data, and cybersecurity professionals who approached New World Immigration from April to June 2026, about relocating to Australia, found that around 70% wanted to leave immediately or within the next six months. Nearly half were between the ages of 25 and 34, representing a highly mobile group of professionals who are often building specialist expertise and moving into more senior roles.

Another brain drain downside is that, when experienced professionals leave a company or country, organisations do not only lose technical capability. They can also lose institutional knowledge, industry context, and the experience required to manage complex systems and support the development of less experienced team members.

The growing challenge of securing specialist skills

Technology roles are already difficult to fill because the pace of change often outstrips the development of relevant skills. Employers are no longer simply looking for candidates with broad IT experience; they need professionals who can apply current, role-specific expertise within complex business environments.

The challenge is particularly acute in areas such as cybersecurity, cloud computing, data analysis, AI, and software development, where demand is growing locally and internationally. As global employers compete for the same talent, South African organisations may need to reconsider how they plan their technology workforces and respond to emerging skills gaps.

This positions IT talent resourcing firms as strategic partners that can help organisations identify and access the right skills for the right positions. But, recruitment cannot be treated as a reactive exercise that begins only once a critical position becomes vacant. Organisations need a clearer upfront view of the skills they have and the capabilities they will require, and this is where specialist recruitment partners can add real value through their deep knowledge of the industry and its needs, while also demonstrating the market intelligence needed to assess candidates beyond what is reflected on a CV.

Investing in the skills organisations need

The emigration data also reinforces just how important it is for employers to invest in the continued development of their technology teams. Creating opportunities for employees to build new expertise and deepen their knowledge in high-demand areas can help employers strengthen their internal talent pipelines, reduce their staff turnover and exposure to skills gaps, and demonstrate that they are committed to supporting employees’ long-term professional growth.

This investment should form part of a broader approach to employee engagement and career development. Transparent opportunities for progression and access to lifelong learning demonstrates an organisation’s commitment to its employees while at the same time helping the organisations boost their capability and capacity. Training providers such as Torque IT by Adcorp can support this goal through specialised courses and industry-recognised certifications.

South Africa’s technology brain drain is adding urgency to a challenge that was already growing. But, the response requires more than merely filling vacancies. It requires organisations to invest in the people they have, plan for the skills they will need, and draw on specialist expertise to close critical capability gaps.