Utah’s tech scene is booming, and it’s no accident. As the CEO of OptConnect, I’ve seen how a strong economy, scrappy entrepreneurial drive and focus on innovation have helped turn the state into what people now call the “Silicon Slopes.” From early-stage startups to big-name tech players, the momentum has been building for years, and it’s not letting up anytime soon. (Just ask the Wall Street Journal.)
However, with growth comes growing pains, and one of the biggest challenges I see facing business leaders in the region today is attracting and retaining top talent.
Utah has a highly skilled workforce, and Salt Lake City, specifically, has made impressive strides in rivaling major tech hubs like Silicon Valley, Austin and Seattle. But competition is fierce. As more companies establish roots in the state, hiring skilled professionals is only half the battle. Keeping them engaged, fulfilled and committed for the long haul is where many organizations struggle.
The solution isn’t just offering competitive pay or trendy office perks. Companies need to create an environment where employees want to stay, one that prioritizes career development, offers continuous learning and cultivates a strong company culture. For Utah’s tech sector to maintain its momentum, business leaders must be proactive and build sustainable talent pipelines.
The following methods can help companies not only attract top talent but also keep employees engaged for years to come.
1. Develop a talent pipeline early
Finding great tech talent doesn’t start when you post a job; it starts much earlier. One of the most effective ways to build a long-term talent pipeline is by partnering with universities, technical schools and boot camps. These relationships help companies spot promising candidates before they officially enter the job market.
Internships and mentorship programs also give students hands-on experience and a better understanding of real-world expectations in the industry. For example, the University of Utah’s Gameday Challenge gets students working on actual business problems not just case studies. The students bring an impressive amount of creativity and insight to their solutions. These programs benefit the students and help local companies tap into the next generation of talent.
In addition to university partnerships, third-party recruiters can help broaden your reach and chance of successful recruitment. Groups like Software Technology Group, Jobot and Prospex can connect your company with experienced candidates you might not have reached otherwise, especially those outside the state who wouldn’t have considered Utah without a personal introduction or a better understanding of the opportunity. Recruiters should become an important part of how you think about long-term talent development and growth.
2. Invest in upskilling and reskilling
Hiring great people is only part of the equation. Helping them grow and stick around is just as important. In tech, things move fast. If your team isn’t learning, it’s falling behind. Focus on continuous development not only for the sake of retention but because it makes the whole company better.
To encourage upskilling, consider rolling out tiered training and pay structures. As employees acquire new certifications, they move up — simple as that. This system rewards growth and provides a clear path forward for everyone. For more in-depth training, bring in outside experts to train teams on specific tools or skills.
The only thing consistent about the tech industry is that it is always changing. As systems, softwares and roles evolve, ensure your people have the chance to shift gears and reskill without leaving the company. Platforms like Pluralsight are helpful for this. When people are given opportunities to grow and gain real skills, they’re much more likely to stick around.
3. Create a strong company culture
Competitive pay might get someone in the door, but culture is what makes them stay. People want to work somewhere they feel respected, heard and part of something bigger than just a paycheck.
Root your culture in a clear mission, open communication and transparency from leadership. When people understand where the company is going and feel like they have a voice in getting it there, they’re more invested in the outcome.
If you take care of your team, they’ll take care of your customers. That cycle is what drives real, long-term success. Culture isn’t about perks or slogans; it’s about how people are treated daily.
Never forget that building a people-first culture starts with leadership.
4. Expand remote and hybrid work options
For what is becoming a larger and larger percentage of the workforce, flexible work arrangements are no longer just perks — they’re expectations. In-person collaboration is highly valuable and has been throughout my own career. Still, it’s also true that in 2025, offering remote and hybrid options can be a significant factor in helping companies attract and retain top talent, especially as Utah competes with larger tech hubs.
Hybrid models allow employees to enjoy the flexibility of remote work while maintaining in-office connections that support creativity, growth and culture. By offering flexibility, companies can widen their talent pool and improve employee satisfaction.
5. Strengthen your brand as an employer
If you want to hire top tech talent in Utah, you’ve got to make the case for why someone should choose your company, not just for a job but for their career. One of the best ways to stand out is to show up in the tech community at events and in meaningful conversations. Sponsoring local meetups, sharing what you’re learning, and staying active on platforms like Silicon Slopes and Utah Business helps people get a feel for who you are and what you’re building.
Utah has a great story to tell, and if you’re part of that story, it helps attract people who want to build something meaningful here. It’s not about flashy perks; it’s about being visible, honest and committed to doing good work.
6. Offer opportunities for career growth
If you want people to choose your company and stay, you have to give them a future they can picture themselves growing into. While providing upskilling and reskilling opportunities helps employees improve while in the same position, companies also need to provide clear paths toward advancement within the company.
That is why we invest in mentorship, leadership development and clear internal growth paths. Career growth is not just nice to have; it is one of the most powerful tools a company has to retain great talent and keep teams motivated for the long haul.
Winning the talent battle in Utah
Talent sticks around when there’s something to stick around for. That means building a company people believe in — where they can grow, be challenged and feel like they matter. Culture, growth opportunities and flexibility all play a big role. And so does being intentional about how you attract and retain the right people for your team.
By developing strong early pipelines, investing in upskilling, fostering a people-first culture, offering flexible work options, strengthening employer branding and providing clear paths for career growth, Utah’s tech companies can build workplaces where top talent wants to stay and thrive.
Utah’s tech scene has serious momentum, and building strong, people-first companies will keep that progress going.