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Report

2025 State of Atlassian Talent Report

Insights for hiring and managing Atlassian professionals

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Introduction

In an era where digital transformation is at the forefront of business strategies, the importance of having the right talent cannot be overstated. This is particularly true within the Atlassian ecosystem. Renowned for enhancing collaboration, streamlining workflows, and fostering innovation, Atlassian’s suite of products has become indispensable to many organizations. However, the true potential of these tools is only realized through the expertise and ingenuity of the people who use them, as the developer experience plays a pivotal role in driving productivity and satisfaction.

This report presents a detailed examination of the state of talent in the Atlassian world, offering insights into the landscape, skills, and prospects of professionals within this domain. Understanding these facets is crucial for any organization looking to harness the full power of Atlassian tools.

As the Atlassian ecosystem continues to evolve, the role of talented professionals becomes even more critical. Their ability to innovate, adapt, and drive efficiencies within organizations is paramount. Atlassian’s newly introduced System of Work, designed to integrate seamlessly across teams and tools, supports organizations in enhancing collaboration and fostering innovation between the highly talented professionals.

This report aims to provide a holistic overview of the current state of Atlassian talent, offering valuable insights for organizations looking to thrive in a rapidly changing technological landscape. By focusing on the intersection of tools and talent, we can better appreciate the human element that powers technological advancement and organizational success.

Simon Wood

Simon Wood,
CEO
Eficode UK/US

Who we surveyed

The 2024 State of Atlassian Talent was administered to 376 professionals in the Atlassian ecosystem.

“This report offers a comprehensive view of the current state of Atlassian talent, providing valuable insights for organizations aiming to excel in a fast-evolving tech landscape. By highlighting the synergy between tools and talent, we underscore the human element driving technological progress and organizational success.

To do this, we surveyed two audiences:

Employees and contractors who work with Atlassian tools (we refer to them as talent)

Those responsible for hiring or leading the employees and contractors who manage Atlassian tools (we refer to them as managers)

 

When we refer simply to ‘respondents’ in this report, that means overall response from both groups.

Key findings

105
Organizations need continued help with both urgent and long-term Atlassian projects.

  • A third of managers report they want to work on the basics
    (best practice/tool administration).
  • Half of those surveyed report their organization is working on—or needs to
    start—migrating Atlassian servers to the cloud. This work is critical because
    the migration deadline has passed, and Atlassian no longer supports
    server products.
  • 37% of managers desire to work on longer-term, complex transformation
    projects, which require significant experience and expertise.
There is a hiring shortage for Atlassian talent that is likely to become more pronounced.

  • A majority of people in the Atlassian ecosystem agree that there is a
    talent shortage.
  • 67% of managers are currently looking to hire more Atlassian talent.
  • Only 47% of talent report they will “definitely stay” in the Atlassian ecosystem
    for at least the next two years
50% of businesses use contractors to support their Atlassian projects, and for good reason.
 
  • Contractors have more years of experience and deeper expertise with Atlassian
    tools than employees. They’re more likely to have a certification, which 83% of managers seek.
  •  Approximately half of managers report Atlassian projects are managed by
    employees only; the other half use a mix of contractors and employees.
    (Only 5% use contractors only.
Managers have an opportunity to improve how they source and hire Atlassian talent.

  • The most important thing managers want when hiring Atlassian talent is to find someone who is tested and vetted, as they and their teams don’t have time to do this in-house.
  • The majority of teams use in-house HR departments to source their Atlassian talent, which is challenging because the Talent Acquisition team doesn’t have in-depth knowledge or a technical understanding of the Atlassian tools. They often struggle to have the required depth of conversation with candidates and cannot apply the required screening level to filter out the best candidates, let alone the best of the best.
  • One-third of Atlassian talent wouldn’t consider an on-site job. This means if you don’t offer remote working, you’re significantly reducing the pool of talent you can pull from.

Atlassian teams and projects

  • Are organizations using employees, contractors, or a mix to support Atlassian?
  • What departments are using Atlassian talent?
  • What types of Atlassian support/projects are organizations and talent focused on? 

Organizations are using a mix of employees and contractors to support Atlassian

We first asked ourselves, “How are organizations getting the most from their Atlassian tools?

Approximately half rely on employees only; the other half use contractors to support their projects.

Those who use contractors overwhelmingly agree they prefer long-term contractors who work with them consistently over time.

It should also be noted that 78% of them have someone who works on Atlassian tools full-time (this person could be an employee or a contractor). In other words: 23% of organizations working with Atlassian don’t have a dedicated resource.

Atlassian projects of tools are most commonly managed by IT

We asked managers what team/department is responsible for managing the Atlassian tools in an organization and learned Atlassian sits in the IT department 6 out of 10 times.

Additionally, we learned that it’s common for workers to be remote.

ESM
“From my experience working with countless organisations, I’ve seen first hand how Atlassian talent can make all the difference in unlocking the full potential of the tools. They bring a unique blend of technical know-how and real-world experience, helping teams truly transform the way they work. Whether it’s streamlining processes, integrating complex systems, or driving adoption, their expertise ensures that businesses get the most value out of their investment. Simply put, they can turn good intentions into great outcomes.”

Paul Renshaw - Guide

Paul Renshaw

Vice President, Atlassian Business
Eficode

Many teams are working on the basics

65% of managers who only use employees to manage Atlassian do so because they believe their in-house workers provide all the support they need.

However, our data shows that organizations may have a false sense of security.

For instance, a third of respondents report they want to start working on best practice/ tool administration. This type of work should be table stakes instead of aspirational for all organizations using Atlassian.

Almost half of managers report they still need to migrate Atlassian tool stack from on prem

Another critical project is the migration from Atlassian Server to the cloud.

As of February 15, 2024, Atlassian stopped supporting its server products, meaning their server products and apps no longer receive technical support, security updates, or bug fixes—leaving the data at risk for security and data breaches.

While 52% of those who needed to undergo this migration have done so, 42% are still working on this, and 6% need to do this but haven’t started.

Any organization running on server needs to prioritize migrations and may want to seek help from an Atlassian partner or a contractor experienced in migrations to help.

More than a third of managers say their organization plans to work on transformation projects

Transformation projects, including ITSM, DevOps, and Agile at Scale, are on the other end of the spectrum. These longer-term, complex projects are important but often not urgent.

55% of managers say their organization is working on a transformation project, and 37% have a desire to do so.

While some organizations tackle these projects with the resources they have, our recommendation is to use talent experienced with these types of transformations. Not only will an expert guide you through the complex process, but you’ll also avoid mistakes that add cost and time to the project.

Atlassian in the future—and how to hire for it

  • What do teams like and dislike about Atlassian? 
  • What do managers and talent think about the future of Atlassian?
  • Do organizations have the Atlassian talent they need or are they looking to hire?

There are many reasons to like Atlassian

We asked talent to share why they like Atlassian. While the responses varied, 10 themes emerged.

Atlassian is flexible and can be easily customized to meet various needs and workflows.

Atlassian works well within a broader ecosystem because it integrates easily with other tools and systems.

Atlassian’s interface is intuitive and easy to use, making it accessible to those who aren’t highly technical.

Atlassian tools are scalable and can work within various company sizes and industries.

Atlassian tools enhance collaboration within teams and across the organization.

Atlassian tools boost productivity and streamline workflows.

Atlassian has a strong community and extensive support.

Atlassian provides regular updates and new features to keep the tools current and valuable

Users love specific tools such as Jira, Confluence, and Trello.

Atlassian is cost-effective compared to alternatives.

There are many ways Atlassian can improve

We also asked talent to share how Atlassian could improve

Improve platform stability and performance, particularly in large-scale projects and cloud hosting scenarios.

Fix existing bugs and address outstanding issues instead of adding new features.

Make the user interface more intuitive and customizable.

Improve the cloud version so it has the same features as the data center counterparts.

Add AI-driven capabilities and automation features to enhance productivity.

Improve integration with other software ecosystems, such as Asana and Monday.com.

Keep documentation up-to-date.

Improve response times for customer support.

Strengthen security to protect user data.

Offer pricing that is more flexible and transparent.

Provide more training and educational resources.

Increase interaction with the user community.x

Talent is optimistic about the future of Atlassian

We asked the people who know the Atlassian tools better than anyone to gaze into their crystal balls and give their opinion on what the future holds. Of the employees and contractors who work with Atlassian tools, 78% think more companies will use those tools in the future, while 12% think the number will remain the same.

However, only 47% of contractors plan to “definitely stay” in the Atlassian ecosystem for at least the next two years, which could present a challenge for hiring managers. For instance, a decrease in supply could increase the time to hire and as well as the pay rate.

There is — and will continue to be — a shortage of Atlassian talent

Over 50% of those who hire and/or manage Atlassian professionals believe there is a shortage of Atlassian talent.

59% of those doing the work believe there will be more job openings over the next two years.

In other words: There is a significant opportunity for those who want to work in the Atlassian ecosystem, and it will likely become more challenging for organizations to attract and retain talent.

Two-thirds of managers say their organizations are looking to hire additional Atlassian talent

Not only is there a hiring shortage, but there is also an immediate need for talent. 67% of managers report they are looking for additional talent.

Those who are looking for help are open to using both employees and contractors. Roughly a third want to only hire employees, a third want to hire only contractors and a third want to hire both employees and contractors.

The next section of the report will look at how these two groups differ, so hiring managers can make the best decisions.

What to look for when hiring talent

How trained/qualified is Atlassian talent? Does it align with what organizations are looking for?

The most valuable factor when hiring is years of experience with Atlassian

We also provided both managers and talent with a list of 4 hiring criteria:

Years of experience with Atlassian

Expertise in the client’s/company’s industry or sector

Soft skills

Certifications

We asked managers to rank how they would prioritize these criteria when assessing Atlassian talent. We also asked talent to prioritize how valuable each criterion is to their client/company.

Both groups ranked the factors in the same order, with years of Atlassian experience topping the list.

ESM

Half of contractors have at least 10 years of experience with Atlassian

While both employees and contractors report having significant experience with Atlassian, our data uncovered that contractors typically have more Atlassian experience.

That is, 51% of contractors have at least 10 years of experience compared to 15% of those who work in-house.

ESM

Contractors often have more expertise with Atlassian products and extensions than employees

Not only do contractors often have more years of experience with Atlassian, but they also have deeper expertise with many Atlassian products.

ESM

Hire talent that values teamwork and flexibility

99% of managers report they consider soft skills when assessing talent (although, interestingly, somewhat fewer – 93% – of talent think this is something their company/client values).

While this stat doesn’t surprise us (we understand the value of intangibles), we wondered what soft skills are considered the most important. We presented 11 soft skills to all respondents and asked them which three are most important for Atlassian talent to possess.

Our data shows that both groups highly value teamwork and creative problem solving, but managers are more likely to prioritize flexibility, whereas talent is more likely to value collaboration.

Employers want someone easy to work with, and talent is focused on the things that make “doing the work” easier. Our suggestion is that managers talk to existing talent to understand what qualities they think are most important in a teammate.

83% of managers want
 
Atlassian talent to have
 
a certification

Even though certifications rank the lowest when assessing talent, managers consider them incredibly important. 83% of managers report they want those working with Atlassian to have a certification.

However, we find a significant gap in terms of who is obtaining certifications—only 45% of employees working on Atlassian have a certification compared to 64% of contractors

The good news is that 69% of Atlassian talent plans to get at least one new certification in the next 12 months.

How teams attract and retain talent

  • How do organizations onboard and work with talent?

  • How can they improve the process?

The majority of hiring involves working with HR

Finding and hiring the “right talent” is too often a time-consuming and expensive process. It’s imperative to avoid eye-watering costs of a bad hire by bringing the right expert on board the first time.

Two-thirds of teams rely on HR to source their candidates. While this is the most common approach, it’s not always the most straightforward.

When HR is involved, they often source the first round of candidates and then pass these along to the hiring team. However, because HR often lacks technical knowledge of the tools and/or a deep understanding of the project, they are unable to do a very good job of shortlisting.

Instead, they often provide hiring managers with a “long list,” which drains them of time as they need to create the short list and share it with HR, who will then schedule the interviews.

Once the applicants are narrowed down to a couple of people, they need to spend more time technically testing them to ensure they are a fit.

If they hire someone who doesn’t work out? The cycle starts again while the projects that need to be completed fall behind schedule or are put on hold. This long process is why a bad hire could end up costing your company three times the posted salary.

Organizations want experts who are vetted and tested

Because of the frustrations of the typical hiring process, it’s no surprise the most important factor for managers is finding someone who is tested and vetted, with 70% of managers considering this to be very important.
 

If this is something important to you, consider working with a company that specializes in Atlassian experts. They will save your hiring managers and HR teams a lot of time and hassle by only submitting candidates that have been suitability assessed exactly against the skills and experience required for your project scope. Substantially reducing the risk and cost of false starts.

In the unlikely event that the contractor doesn’t fit culturally, they will have a new candidate tested and available in a matter of days, saving you from going back to square one in your search.

Another way to find employees is to first work with a contractor to see if they are a good fit and then hire them. This is a common practice as 94% of managers would extend a permanent offer to a contractor if they like the person.

This approach works well because you can “try before you buy”, and there is little downside to the manager.

“The driving force behind the Atlassian ecosystem’s impact is its skillful orchestration of diverse talents and tools, all aligned towards a shared vision of fostering innovation and teamwork. As Atlassian experts, we act as a trusted advisor, empowering teams to harness the full potential of Atlassian’s ecosystem and achieve their objectives with confidence and agility. We are the driving force behind successful Atlassian implementations, facilitating innovation, collaboration, and continuous improvement.”

Mervyn_Guide

Mervyn Nobin

Atlassian Principal
Consultant

9 in 10 organizations
 
want to work with a partner

Considering the process most organizations use to hire Atlassian talent, it comes as no surprise many are using or considering working with an Atlassian partner.

Atlassian partners are beneficial because 19% of those we surveyed already work with a partner. Additionally, those who currently aren’t (89%) would like to

“As an Atlassian expert, my passion for this ecosystem stems from its incredible capacity to transform the way teams collaborate and innovate. I particularly enjoy leveraging DevOps, including automations and new AI features in Jira, to enhance how we harness and customize Atlassian tools. This enables us to bridge complex software with practical applications, ensuring that our clients fully realize their potential and achieve their goals.”

Berk Guide

Berk Karabacak

Atlassian Consultant

Those who are struggling to find the right talent should consider remote workers

As we highlighted earlier, there is a shortage of Atlassian talent, so organizations should consider how to make themselves more attractive to potential candidates.

When we asked contractors how they decide which client they want to work with, one reason that topped the list was that they were looking for remote work.

We also found that a third of current remote workers would not even consider a job if required to be on-site.

Those who aren’t hiring remote workers are missing out on potential talent.

Overcoming the challenges of remote work

Considering remote workers is a strategic move for managers aiming to hire the best talent, though it comes with challenges. Our survey revealed 85% of managers have concerns about working with talent outside their country, such as communication barriers, time zone differences, and maintaining productivity.

These challenges can be effectively overcome with the right approach:

  • Reliable communication tools and flexible scheduling are crucial in bridging communication gaps and managing time zone differences.
  • Fostering a collaborative culture ensures productivity is maintained across remote teams.

Leveraging contractors can significantly ease these concerns. Contractors bring specialized skills and adaptability, ensuring smooth integration into your projects. By addressing these challenges head-on, managers can expand their talent pool, improve job satisfaction, and ultimately achieve better retention and performance

Avoid common problems if you want to retain your talent

We asked managers why they lost their contractors. While the most common reason is because the project has ended, this data provides clues as to what managers can improve if they want to keep their talent.

This data also aligns with the insights from contractors when they shared why they decided to continue working with clients. Their top reasons were:

They liked the team they work with

They liked the company

They liked the pay

Where to go from here

The Atlassian ecosystem presents vast opportunities for organizations that prioritize talent and tools as catalysts for innovation and efficiency. However, as this report highlights, the growing demand for skilled Atlassian professionals, coupled with a tightening talent market, requires organizations to adapt their strategies for hiring, managing, and retaining top-tier talent.

Steps for hiring managers and teams:

Invest in hiring strategies

  • Partner with specialized companies like Eficode Contractor Hub to access rigorously vetted Atlassian professionals. This ensures you save time and reduce risks while bringing in talent tailored to your needs.
  • Consider offering remote work opportunities to tap into a broader talent pool. With a significant portion of Atlassian talent preferring remote roles, flexibility is key to attracting and retaining top candidates.
Prioritize expertise and certification

  • Focus on hiring professionals with extensive Atlassian experience, as this remains the top factor for successful projects.
  • Encourage your teams to pursue Atlassian certifications to enhance their skills and ensure they remain competitive in the evolving tech landscape.
Leverage contractors for specialized projects

  • Use contractors to manage complex projects like cloud migrations and ITSM/ DevOps transformations. Their experience and adaptability can provide critical support and faster results.
  • Test contractors on specific projects before extending permanent offers, minimizing hiring risks and ensuring cultural fit.
Enhance retention efforts

  • Foster a collaborative, team-oriented culture that values flexibility, creative problem-solving, and mutual respect.
  • Offer competitive pay, professional growth opportunities, and clear pathways to advancement to retain top talent in a competitive market.

For Atlassian professionals:

This is an exciting time to be part of the Atlassian ecosystem. With demand for your expertise at an all-time high, now is the time to:

  • Invest in advanced certifications and broaden your expertise across multiple Atlassian products.
  • Seek opportunities that align with your preferences, such as remote work or projects focused on cutting-edge transformations. 
  • Prioritize collaboration and flexibility, as these traits are highly valued by hiring managers and teams.

Looking Ahead

The philosophy of the Atlassian System of Work encourages organizations to take a wider angle lens view of their practices, people, products and solutions and how they work together holistically.

Innovative and exciting opportunities offered by leveraging tools like Atlassian’s Rovo provide transparency and unlock efficiency and knowledge sharing within their organization.

These types of solutions and thinking will likely lead to changes and adjustments to the type of competence or talent companies need and will look for when recruiting either consultants or employees for their Atlassian solutions.

To thrive in this rapidly evolving ecosystem, organizations and professionals alike must remain agile and forward-thinking. By fostering strong partnerships, prioritizing skills development, and embracing the flexibility of modern work environments, you can unlock the full potential of Atlassian tools and talent, ensuring continued success in the years to come.

Methodology

The 2024/5 State of Atlassian Talent is published by Eficode Contractor Hub. The survey was fielded in 2024 by an independent research firm.

The survey was fielded via email and social media from Eficode as well as a panel of marketers.

In total, 376 professionals in the Atlassian ecosystem completed the survey. We surveyed two audiences:

145 Managers who are responsible for hiring or leading employees and contractors who manage their company’s Atlassian too (39% of the sample)

231 Atlassian talent who are employees or contractors who work with Atlassian tools (61% of the sample)

Methodology

About Eficode Contractor Hub

Eficode Contractor Hub is your trusted talent partner for sourcing top-tier, tested, Atlassian and DevOps contractors. We specialize in providing you with the expert talent that you need to scale your teams quickly, fill specific skill gaps, and handle the complexities of hiring and managing top-notch professionals. Our mission is to connect you with the best talent, ensuring your projects succeed without the hassle of extensive recruitment processes.

About Eficode Contractor Hub

Specialists in Atlassian and DevOps contractors: We focus exclusively on sourcing the best Atlassian and DevOps talent, ensuring you have access to specialists who are ready to make an impact.

Rigorously tested contractors: All our candidates undergo extensive technical testing and suitability assessments to ensure they meet your specific needs and standards.

24/7 support: As part of Eficode, Europe’s leading DevOps consultancy, we provide round-the-clock support to ensure your projects run smoothly.

Satisfaction guarantee: We stand by the quality of our contractors, offering a satisfaction guarantee to give you peace of mind.

Proven track record: We have a proven track record of success with some of the world’s largest enterprises, including Apple, Ford, and Disney.

Our approach is simple yet effective. We take the time to understand your specific needs and match you with contractors who have the right skills and experience. By eliminating the guesswork and reducing the risks associated with hiring, we enable you to focus on what you do best – driving your projects to success.