The study, conducted by digital business card provider Wave Connect, reviewed 400 recent job postings across eight large employers.

These include NVIDIA, Apple, Amazon, Microsoft and Mastercard. Researchers analysed 50 openings from each company, grouped the roles into standard categories and compared salaries, availability and search interest.

Research, machine learning and artificial intelligence (AI) roles make up 18.25% of all openings reviewed. That equals 73 roles, or nearly one in five vacancies.

Across the U.S. job market, there are 5,736 such roles available. These jobs offer the highest average pay at $275,000 a year. Employers commonly ask for skills in Python, TensorFlow or PyTorch, data analysis and deep learning. The report also shows 75,200 monthly searches for these roles.

Software engineering follows, accounting for 17.5% of openings, with 70 roles listed by the companies studied. The average salary stands at $260,000. However, competition is far higher. More than 700,000 people search for software engineering jobs each month.

Hardware and engineering roles, including silicon and chip design, represent 14.25% of vacancies. The companies reviewed posted 57 such roles, with average pay of $245,000.

Nationwide, nearly 40,000 similar jobs are available. However, only about 33,000 people search for them monthly. That gap suggests demand outpaces interest.

Product and programme management roles account for 11.25% of openings. The eight companies listed 45 positions in this category. Average salaries reach $230,000. Beyond these firms, almost 27,000 similar jobs are open across the country. Search interest is high, with close to 350,000 monthly queries.

Infrastructure, IT, cloud, network, security and data centre roles make up 8.5% of corporate hiring. The companies posted 34 openings, with average pay of $235,000. The market shows around 4,000 comparable roles. Still, roughly 250,000 people search for these jobs each month, making entry difficult.

Other categories show lower demand. Customer support and service roles account for 7.5% of openings, with average salaries of $95,000.

Operations, manufacturing and quality roles follow at 7.25%, paying about $135,000. Sales and business development positions make up 6.25%, with average pay of $210,000.

Data and analytics roles represent 3.25% of openings, offering around $220,000. Legal, corporate, HR, policy and compliance roles rank lowest at 3%, with average salaries of $200,000.

George El-Hage, founder and CEO of Wave Connect, said more than one million Americans are searching for jobs in legal, HR, and compliance fields each month. But these roles make up just 3% of corporate openings, and the broader market doesn’t show much demand either.

“What this tells us is that jobs that were hot a few years ago aren’t necessarily hiring now. However, many of us still haven’t realised this. So it might be worth looking at where companies are actually posting openings and adjusting your job search accordingly.”

Christopher Harris, a business expert at Calculating.com, says hiring teams are paying more attention to patterns, not just titles or speed of movement. 

In the recent dynamic labour market, he says, certain career choices now point to fear rather than direction.

Speaking with recruiters while reviewing Harris’ comments, the perspectives aligned. Just movement can’t impress them anymore. What is important is whether a person appears settled, clear, and deliberate.

Below are six career moves Harris says now raise doubts instead of confidence. The reality is already seen in hiring sessions.

Six career moves recruiters now question

1. Changing jobs every few months
   Short stints used to pass as ambition. Now they usually trigger concerns about what will happen if they take you in. Recruiters want evidence of follow-through, not constant exits.

Harris says, “When I see someone with four jobs in two years, I don’t think ‘ambitious’, I think ‘what’s going wrong?’”

2. Jumping across unrelated roles without explanation

Switching careers is not the issue. Silence is. When a CV jumps from one field to another with no clear link, recruiters assume guesswork, not planning.

“Career pivots work when you can articulate the thread that connects them,” Harris explained.

3. Stacking certificates with no proof of use
   Courses and credentials are still important, but only when applied. Multiple certifications earned in quick succession, with no real-world use, now suggest insecurity.

“That comes across as someone trying to make themselves feel more secure by ticking boxes.”

4. Chasing titles instead of responsibility
   A bigger title without broader work no longer grabs attention. Recruiters look at scope, not labels. Repeated senior titles with shrinking duties raise doubts.

In Harris’s words: “If you’ve been a ‘Senior Manager’ at three different companies in 18 months but the scope kept shrinking, that’s ego management, not progression.”

5. Always signalling availability
   Being permanently “open to work” can work against candidates. Recruiters read it as a lack of focus or selectivity.

Harris says that constant availability can actually work against you.

6. Leaving roles badly and making it public
   Public criticism of former employers or dramatic exits is now seen as poor judgment. Recruiters assume the behaviour will repeat.

“All it really shows is poor emotional regulation and an inability to navigate difficult situations professionally.”

What recruiters are actually looking for

Harris says the key test is coherence. Can a candidate explain their choices without sounding defensive or rushed?

He adds: “What recruiters and hiring managers are looking for in 2026 isn’t constant motion. It’s coherence.”

The advice is to slow down, make fewer moves, and be clear about why you made them.

“Movement without direction just looks like panic.”

These changes will bring fresh opportunities while also exposing old weaknesses, and for job seekers, employers, and policymakers, the new year will demand adjustment.

Below are five key job market shifts to watch in 2026.

• Digital and tech skills surge: Demand for AI, cybersecurity, cloud, and data skills continually increase.
• Hybrid, remote work and the gig economy expand: Flexible work models gain ground in tech, creative, and service roles.
• Informal sector dominance persists: Most jobs remain informal, with slow movement towards formalisation.
• Youth-focused job creation intensifies: Agriculture, fintech, renewable energy, and education attract more hiring attention.
• Skills-based hiring gains ground: Employers prioritise demonstrable skills over degrees.

1. Digital and Tech Skills Surge

The most visible shift in 2026 is the demand for tech-related skills. Employers are prioritising artificial intelligence literacy, machine learning, cybersecurity, cloud services, and data analysis as digital tools become central to business operations.

Until recently, many organisations were hesitant about adopting artificial intelligence, partly due to security and public dismay. That hesitation eased in 2025, when adoption grew and integration became more common.

In 2026, uptake is expected to increase further as resistance softens and competition gets a greater hold.

Growth in fintech, e-commerce, and public sector initiatives such as N-ATLAS and the 3 Million Technical Talent programme is reinforcing this trend. Telecoms and technology are leading in the hiring sectors, with software development, AI engineering, and data science roles offering better pay and remote options.

The downside is a strong skills gap, as many graduates lack job-ready competencies, increasing the pressure to reskill and upskill.

2. Rise of Hybrid, Remote Work and the Gig Economy

Flexible work arrangements are gaining ground, particularly in technology, media, and creative industries. While traditional full-time roles still dominate Nigeria’s labour market, remote and hybrid work options are becoming more visible, though largely concentrated in cities like Lagos and Abuja.

According to FlexJobs’ 2026 work trends report, about 85% of respondents prioritise the flexibility of remote work over salary.

The World Economic Forum also projects global digital jobs will grow by 25% by 2030. This confirms the trend is global, not uniquely Nigerian.

Gig platforms are also enabling side income through content creation, social media management, and freelance tech services. While this helps absorb young talent, it often comes without formal benefits, reinforcing informal work patterns.

3. Informal Sector Dominance Persists With Gradual Formalisation

Most Nigerians still work in the informal economy. Data from the National Bureau of Statistics shows that over 80% of the workforce is either informally employed or self-employed, particularly in trade, agriculture, and small-scale services. Underemployment also remains widespread.

Despite this reality, 2026 is expected to see gradual movement towards formalisation. Digital payments, mobile banking, and targeted government policies are encouraging structure, especially in agro-processing and services.

Reports reveal that informality is high due to issues such as multiple taxation and limited access to finance, but the direction of travel is slowly changing.

4. Youth-Focused Job Creation in Key Sectors

With nearly 70% of Nigeria’s population under the age of 30, job creation for young people is unavoidable. Agriculture, fintech, renewable energy, education, healthcare, and development-focused organisations are likely to lead recruitment.

Youth unemployment is significantly higher than the national average, pushing the government to prioritise digital infrastructure and talent development. At the same time, private-sector innovation, particularly in startups, continues to open new roles.

Lagos, Abuja, and other major cities remain the main employment hubs, with strong demand for skills in sales, finance, engineering, and technology.

5. Skills-Based Hiring Becomes the Norm

By 2026, skills-based hiring is expected to be firmly established. Employers are taking focus away from formal qualifications towards demonstrated ability, problem-solving skills, and real-life experience.

Artificial intelligence is impacting this transition, helping employers assess candidates more accurately. Hybrid skill sets and evidence-based hiring, such as portfolios and assessments, now matter more than paper credentials.

Globally, workers are responding by investing in certifications, employer-led training, and independent learning. Research from The Recruiting Office shows companies make fewer hiring mistakes when they prioritise skills over degrees.

While this approach helps address talent shortages, it creates new challenges for graduates entering a competitive and often stagnant entry-level market.

The Market Context

The labour market is closely tied to economic and technological trends. After reforms in 2025 helped stabilise inflation, exchange rates, and reserves, 2026 is expected to bring modest growth, particularly in services and digital industries.

The digital economy, driven by mobile usage, fintech expansion, and AI adoption, is becoming a stronger contributor to GDP. This growth is bolstered by Nigeria’s young population, which continues to drive demand for digital jobs.

Issues such as unreliable power supply, skills mismatches, and high informality will not disappear overnight. Even so, technology provides one of the clearest paths to job creation and productivity gains across agriculture, finance, and services.

Conclusion

In 2026, the job market will see digital progress and policy reforms opening new opportunities, especially for skilled young workers. However, this progress depends on closing the skills gap, supporting informal workers, and maintaining reform efforts.

For job seekers, adaptability and digital competence will be essential. For employers and policymakers, sustained investment in training and inclusive growth will determine whether this moment becomes a turning point or a missed opportunity.

Launched on Saturday, March 15, 2025, the co-working space was built in collaboration with the federal government’s Three Million Technical Talent (3MTT) program.

Over 100,000 learners are already engaged, and with a vision to train millions of tech talents, this initiative is an aggressive drive to leverage a Proof-of-Skills Hiring model for digital economic growth across the country.

According to the keynote speaker, Francis Sani, technical adviser for Innovation, Entrepreneurship, and Capital to the Minister of Communications, Innovation and Digital Economy, the country has the largest youth population in Africa and a median age of 16 years, compared to 38 in the U.S. and 46 in Japan. This is an unmatched advantage in the drive for global tech competitiveness.

However, access to quality training and employment pathways has been a major challenge. “We have the talent, we have the ambition, but we must scale up digital skills to compete globally,” he said.

The XTERNS Hub aims to bridge the gap between learning and earning, ensuring that graduates are not just trained but also integrated into the workforce.

Dare Olufunmilayo, founder of Darey.io, said: “No one has to wait to be hired; our system ensures talent proves itself before stepping into an interview.

“Thousands of Nigerians have started their careers through Darey.io, working for top global companies, launching startups, and creating groundbreaking solutions. Xterns.ai is our next big leap—where we don’t just train talents; we integrate them directly into the workforce through our Proof-of-Skills Hiring model.

This is why today’s theme—Tech & Tea: Brewing Nigeria’s Technology Innovation Future—is so important. It reflects our belief that, just like brewing the perfect tea, building a thriving digital economy requires the right ingredients: talent, innovation, and collaboration,” Olufunmilayo explained.

One of the limitations to digital innovation in Nigeria has been infrastructure, particularly internet access. However, Nigeria is currently working to ensure a fibre optic uprising.

“We are currently at about 35,000 kilometres of fibre. The $2 billion broadband expansion project will add 90,000 kilometres more in the next two years,” Sani revealed. “This will position Nigeria as one of the top 10 countries globally in internet penetration.”

This will also help connect remote areas, ensuring that tech talent from across the country can participate in the digital economy.

Tech Without Tools?

Another challenge has been hardware accessibility. Many aspiring tech talents lack basic laptops, which are now priced at an average of ₦500,000.

To address this, Darey.io is launching the Dare Olufunmilayo Human Capital Foundation, aimed at providing laptops and stipends to learners.

“We need the private sector to step up,” Olufunmilayo stated. “Government alone cannot do this. We must collaborate to give young people the tools they need to succeed.”

AI, Automation, and the Job Market

With AI, the nature of work is changing. Olufunmilayo and Sani stressed that Nigeria needs to move from being a technology consumer to a producer.

“The world will look very different in five years,” Sani stated. “This is another Industrial Revolution. The question is; will Nigeria be on the side of consumers or creators?”

To place the country on the right side of history, XTERNS.ai is incorporating AI-powered project-based learning to ensure graduates gain real-world experience rather than just theoretical knowledge.

With 5000 learners trained in four years and a 100,000+ talent pipeline already in motion, Darey.io and XTERNS.ai are scaling operations with speed. 

The next target is 3 million trained professionals, a goal that will require government support, private sector investment, and international collaboration.

“We are not out of the race; we are exactly where we need to be,” Sani said. “Nigeria has the ambition, the talent, and now, the infrastructure. This is our moment.”

Founded by Edward Enejoh, a passionate entrepreneur with a diverse background in product marketing and digital project management, Marketlyhub is transforming the career for individuals striving to integrate into the UK job market.

Edward Enejoh is a Nigerian and UK-based tech career advisor and project manager. With an MBA from Nexford University in Washington, D.C., and a degree in Physics from the Federal University of Technology, Minna, his journey into entrepreneurship began during his university days. 

Over the past decade, he has helped multiple businesses and individuals achieve measurable success through strategic product marketing and digital project management.

Edward’s entrepreneurial spirit was ignited in 2006, while he was an undergraduate studying physics. Driven by a love for creative design, he taught himself to design, code, and build websites, starting with yearbook albums for final-year students, a venture that sparked his passion for solving real-world problems. 

This venture allowed him to create valued products. His skills evolved, enabling him to assist businesses in building websites and running digital marketing campaigns. 

By 2013, he worked as a business analyst and project manager for a leading African management consulting firm, we went on to deliver successful project outcomes for private companies, governments, and international organizations. In 2020, he fully transitioned to managing digital projects before moving to the UK in late 2022.

MarketlyHub was born from Edward’s observation of the challenges talented individuals from diverse backgrounds face in integrating into the UK job market. He found that many possess skills and qualifications from their home countries but struggle to adapt them locally. 

MarketlyHub aims to bridge this gap by providing career support and through their EdTech solution to support the community. Edward’s vision was to create a platform that offers tailored services to help these individuals thrive. 

Edward received a scholarship grant from Afrigrowth Foundation in 2012, where he gained valuable digital and project management skills. These skills paved the way for his corporate career and inspired him to create MarketlyHub, a platform that offers support and mentoring on a larger scale.

Marketlyhub is on a mission to equip and upskill 3,000 individuals with in-demand tech skills by 2027, helping them to succeed in their new environments. Through career coaching, mentoring, and tailored training workshops, Marketlyhub focuses on the specific needs of migrants and ethnic minorities. 

What truly sets MarketlyHub apart is its personalized approach, addressing challenges like cultural differences and limited local experience.

Through collaboration with local organisations, graduates from their programme are paired with local businesses where they work and deploy their skills to help the local businesses while gaining hands-on experiences. 

With plans to expand across the UK, Marketlyhub aims to become a leading resource for migrant integration. In their recent cohort, they awarded scholarships to 8 participants; the total training value is worth over £10,000 covering professional coaching and mentoring services delivered through their learning management system. 

Beneficiaries of the programme have recorded success in landing jobs as project managers working for organisations in the UK. 

By creating an inclusive environment for learning and career development, MarketlyHub is creating a diverse and vibrant community where everyone has the opportunity to thrive.

Edward advises aspiring entrepreneurs to stay focused on their mission, listen to users or customers, adapt to changes, and build strong networks. 

He stays motivated by seeing the positive impact on people’s lives and continuously striving to improve the value offered to the community.