Healthcare Tech Trends Driving the Future of Hiring

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The healthcare industry is in the midst of a transformation—and technology is leading the charge. From AI-powered diagnostics to virtual care platforms and connected medical devices, innovation is reshaping how care is delivered, managed, and scaled. But while the tech itself is advancing rapidly, many organizations are finding themselves unprepared for the next big challenge: building the teams that will drive it forward.

The truth is, innovation means little without the right talent to bring it to life. As these emerging technologies become embedded in everyday healthcare operations, companies must evolve their hiring strategies to stay competitive, compliant, and future-ready.

In this article, we’ll explore five emerging healthcare tech trends poised to redefine the industry in 2025—and break down how they’re creating new demands for talent, skills, and leadership. Whether you’re scaling a digital health startup or modernizing an enterprise health system, these trends offer both opportunity and urgency. Let’s dive in.

Illustration of top 5 healthcare technology trends: AI diagnostics, telehealth, digital therapeutics, IoMT, and cybersecurity

Trend #1: AI in Diagnostics and Decision Support

Artificial intelligence is transforming how healthcare providers diagnose conditions and support clinical decisions. From medical imaging to predictive analytics, AI tools are helping detect diseases earlier, personalize treatment plans, and reduce diagnostic errors. In 2025, AI is playing a critical role in everything from analyzing radiology scans to flagging anomalies in electronic health records. While these tools are improving outcomes and boosting efficiency, they’re also introducing new complexity. As organizations adopt AI, they must navigate technical implementation, regulatory compliance, clinician training, and ethical oversight. To stay ahead, they’ll need more than cutting-edge tools—they’ll need the right talent to drive, manage, and govern AI from the ground up.

Talent Needs: AI & Machine Learning Roles

Organizations investing in AI are actively hiring for roles like:

  • Machine Learning Engineers – to develop and train AI models tailored to healthcare datasets
  • Data Scientists – to clean, interpret, and optimize vast amounts of clinical and patient data
  • Clinical Informatics Specialists – to bridge the gap between tech and clinical application
  • Regulatory Affairs Professionals – to ensure AI tools meet FDA and HIPAA standards

The demand for these professionals is growing fast—and the competition is steep.

Who’s Leading the Charge?

Several companies are setting the pace in AI-driven diagnostics:

  • Cleerly – Uses AI to analyze coronary CT scans and assess heart disease risk with incredible accuracy
  • Arcadia – Offers a health intelligence platform that leverages machine learning to identify care gaps and improve population health
  • Amazon Web Services (AWS) – Provides healthcare AI infrastructure through its HealthLake and SageMaker platforms
  • Aidoc – Delivers AI-powered radiology tools used in hospitals to detect and triage critical conditions like strokes and pulmonary embolisms
  • Mayo Clinic – Pioneering AI research in diagnostic imaging and clinical decision-making through strategic partnerships and in-house development

As more organizations follow suit, the ability to recruit top-tier AI talent will be a key competitive advantage.

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Trend #2: Telehealth Expansion and Hybrid Care Models

Telehealth has evolved far beyond virtual urgent care visits. In 2025, it’s part of a larger shift toward hybrid care models—where in-person services are seamlessly integrated with virtual check-ins, remote monitoring, and AI-powered triage tools. This expansion is reshaping the patient experience, making care more accessible, efficient, and continuous.

But as virtual care grows more sophisticated, so do the talent requirements. Healthcare organizations must scale their tech infrastructure, support remote operations, and ensure digital tools are clinically effective and compliant. That means hiring teams who understand both the technical and human sides of care delivery—fast.

Talent Needs: Virtual Care & Telehealth Talent

Organizations embracing hybrid care are actively hiring for roles like:

  • Telehealth Product Managers – to lead cross-functional teams and scale digital care platforms
  • Remote Care Coordinators – to manage patient outreach, engagement, and follow-ups virtually
  • Health IT Support Specialists – to ensure uptime, privacy, and smooth integration of telehealth tools
  • Cloud Infrastructure Engineers – to support secure, scalable delivery of remote services

As the lines between virtual and in-person care blur, demand is rising for professionals who can work across both settings—clinically, technically, and strategically.

Who’s Leading the Charge?

Several organizations are pioneering hybrid care delivery:

  • Teladoc Health – Expanding into chronic care and mental health with a full-spectrum virtual care model
  • Amwell – Partnering with major health systems to build out scalable hybrid care platforms
  • Hims & Hers Health – Delivering consumer-first digital care with personalized treatment plans
  • Carbon Health – Offering seamless transitions between online and in-clinic care with proprietary tech

As the telehealth ecosystem matures, the ability to attract adaptable, tech-enabled talent will be key to long-term success.

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Trend #3: Digital Therapeutics and Personalized Medicine

Healthcare is becoming more personalized—and software is leading the charge. Digital therapeutics (DTx) are FDA-regulated, evidence-based apps and platforms used to prevent, manage, or treat medical conditions. At the same time, advancements in genomics and real-time patient data are enabling highly individualized treatment plans across everything from mental health to chronic disease.

This shift is transforming how care is delivered—and who’s needed to deliver it. As DTx gains regulatory momentum and precision medicine becomes standard practice, healthcare organizations are building teams that blend tech, clinical research, and patient engagement in entirely new ways.

Talent Needs: Digital Health Specialists

Organizations in this space are hiring for roles such as:

  • Clinical Trial Managers – to lead digital studies and validate therapeutic software
  • Software Developers – to build patient-facing platforms that meet rigorous compliance standards
  • Behavioral Health Specialists – to design and adapt treatment plans for digital delivery
  • Regulatory Affairs Experts – to navigate FDA approvals and ongoing compliance for DTx products

Blending clinical insight with digital innovation, these roles are essential to bringing safer, more tailored treatments to market—fast.

Who’s Leading the Charge?

Several pioneers are setting the pace in digital therapeutics and personalized care:

  • Omada Health – Provides digital programs for diabetes, hypertension, and behavioral health, using personalized coaching and data tracking
  • Pear Therapeutics – Offers FDA-authorized software treatments for substance use and insomnia
  • Akili Interactive – Developed the first prescription video game to treat ADHD, pushing the boundaries of neuro-based DTx
  • Tempus – Uses genomic and clinical data to power AI-driven, personalized cancer care

As personalized medicine moves from trend to expectation, competition for tech-savvy, clinically grounded talent is only heating up.

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Trend #4: IoMT and Smart Hospital Infrastructure

Hospitals are getting smarter—and more connected—thanks to the Internet of Medical Things (IoMT). In 2025, everything from patient beds to infusion pumps is being embedded with sensors, software, and network connectivity to collect and share real-time health data. These systems help streamline operations, monitor patient vitals remotely, and improve safety, efficiency, and outcomes.

But managing this web of connected devices requires more than just IT support. Healthcare organizations need specialized talent to architect secure networks, interpret IoMT data, and maintain compliance—all while supporting clinicians and patient care in real time.

Talent Needs: Smart Hospital & IoMT Roles

To support IoMT integration, organizations are hiring for:

  • Biomedical Engineers – to develop and maintain connected medical devices
  • IoT Systems Architects – to design and scale infrastructure across facilities
  • Clinical Data Analysts – to turn device data into actionable insights
  • Cybersecurity Specialists – to safeguard patient data and device communication networks

As hospitals adopt more real-time, data-rich tech, cross-functional teams with both engineering and clinical knowledge are in high demand.

Who’s Leading the Charge?

Top players driving smart hospital innovation include:

  • GE HealthCare – Developing AI-enabled, connected medical equipment to support smarter care delivery
  • Medtronic – Integrating remote monitoring across their device portfolio for chronic disease management
  • Philips Healthcare – Building IoMT ecosystems that combine imaging, monitoring, and cloud-based analytics
  • Stryker – Innovating smart beds and OR equipment to support automation in surgical settings

The future of care is connected—and the teams building it will need to bridge tech, data, and clinical workflows seamlessly.

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Trend #5: Cybersecurity in Healthcare Tech

As healthcare becomes more digital, it’s also becoming more vulnerable. In 2025, hospitals, health tech startups, and device manufacturers face a growing wave of cyber threats—from ransomware attacks on EHR systems to breaches of connected medical devices. The stakes are high: one attack can compromise patient safety, erode trust, and cost millions.

With regulatory pressure tightening and threat actors growing more sophisticated, cybersecurity is now a core pillar of healthcare operations—not just an IT concern. That shift is fueling a surge in demand for specialized talent who understand both healthcare compliance and modern threat landscapes.

Talent Needs: Healthcare Cybersecurity Experts

Organizations strengthening their cybersecurity posture are hiring:

  • Information Security Analysts – to monitor, detect, and respond to threats in real time
  • GRC (Governance, Risk, and Compliance) Specialists – to ensure HIPAA, FDA, and NIST adherence
  • DevSecOps Engineers – to embed security protocols into product development cycles
  • Privacy Officers – to oversee patient data protection and incident response plans

As healthcare tech stacks expand, so does the need for integrated, proactive security teams—not just reactive defenses.

Who’s Leading the Charge?

Several companies are driving innovation in healthcare cybersecurity:

  • CyberArk – Specializing in identity and access management across healthcare environments
  • CrowdStrike – Providing endpoint protection and threat intelligence for hospitals and health systems
  • Fortified Health Security – A firm dedicated solely to cybersecurity services for the healthcare industry
  • Palo Alto Networks – Partnering with providers to build secure, scalable cloud infrastructures for digital health

Securing patient trust starts with securing patient data—and that requires a workforce ready to lead in a high-risk, high-reward environment.

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Conclusion: Stay Ahead by Hiring Smarter

Healthcare technology is evolving fast—and the competition for talent is evolving even faster. These five trends aren’t just changing how care is delivered; they’re redefining the roles, skills, and leadership needed to support it. From AI and digital therapeutics to virtual care and cybersecurity, the companies that lead in innovation will be those that build the right teams today—not tomorrow.

That’s where Blue Signal Search comes in. With deep expertise in both healthcare and emerging tech, we help organizations like yours identify, attract, and hire the talent needed to scale with confidence. Whether you're launching a new platform, expanding your telehealth operations, or securing sensitive patient data, we’ll connect you with professionals who are ready to lead the way.

Ready to build your healthcare tech dream team? Partner with Blue Signal today.

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Monday Market Share: Artificial Intelligence (AI) Talent

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Feeling overwhelmed by the rapid changes in the AI industry? You're not alone. This month's “Monday Market Share” is all about making sense of AI recruitment. We met with Recruiter Rebecca MacMillan to get her take on the latest trends, opportunities, and challenges in this exciting field. Rebecca's insights will help you navigate the complexities of hiring AI talent, from the most sought-after skills to the industries leading the charge.

In this interview, Rebecca addresses these pivotal questions about the current state of hiring AI talent:

  1. What are the most sought-after skills and qualifications for AI professionals today, and how do these needs vary across different industries?
  2. Which industries are seeing the most growth in AI adoption, and what types of AI roles are they looking to fill?
  3. What are the biggest challenges companies face when hiring AI talent, and what strategies can they use to overcome these challenges?

 

Read on for Rebecca’s insightful responses or watch the in-depth discussion in the video below!

Current Trends in AI Recruitment

What are the most sought-after skills and qualifications for AI professionals today, and how do these needs vary across different industries?

"Yes. So, we are seeing varying across different industries. The main things that haven't changed would be soft skills. We're still looking for strong problem-solving skills, critical thinking, communication, collaboration, things that we're seeing pretty much in every job description at the moment. But some of the technical skills surprisingly, are not that different to what we've been seeing for the last 5 to 10 years. Programing languages, for example, we're still using a lot of Python, a lot of R, a lot of Java and C++.

The next skill we are seeing a lot of is like machine learning algorithms, whether that be supervised, unsupervised, or reinforcement learning. There's a lot of emphasis on deep learning as well. Neural networks for example TensorFlow, PyTorch. These are going to be things that will be coming with Elon Musk's Neuralink, if you've heard anything about that. Then data science, this one's been around for a long time, but it's still going to be key moving forward. People who can clean, analyze and visualize the data. There's a lot of mathematics and statistics that goes along with this as well, which, you know, cuts me completely out of the process, but if you are better at math than me and you know how to do linear algebra, calculus and probability, then you have a lot of good skills for the for AI.

Another skill is Natural Language Processing, or NLP as we see it, AI written down, that's text analysis. So, computer vision, image recognition, object detection, things that we're beginning now to see at stadiums and airports and things like that. So, when you get to the gate and you no longer have to hand over your passport because they've got an image of you and they know your name and what seat number, you know, that's the kind of thing.

Some of these do change for industries, so we're seeing some variances there. Healthcare, there's a big need for medical imaging and genomics. Finance, risk assessment, and fraud detection; you know all the good things for the consumer with their bank accounts looking for more protection for their money and people trying to scam them out of it. And then manufacturing. A lot of people may have seen right now that, you know, these big manufacturing facilities are moving more towards robotics and having them build the products themselves, you're seeing that really a lot with Tesla now having completely built their cars with robots themselves. So, we need people to be able to maintain them. So predictive maintenance and then robotics. And then retail actually, they're now looking into recommended systems and personalization. That one kind of was a surprise to me, as we are tending to move more away from the brick-and-mortar stores, but we're also seeing a bit more of that as well." - Rebecca MacMillan, Sr Executive Recruiter

Rebecca highlights that AI talent needs a strong mix of soft and technical skills, with a continued demand for programming languages like Python, R, Java, and C++. She emphasizes the importance of machine learning algorithms, deep learning, and neural networks, using tools such as TensorFlow and PyTorch. Data science skills, including data cleaning, analysis, and visualization, along with mathematical and statistical expertise, are crucial. Natural Language Processing (NLP) skills, like text analysis and computer vision, are growing in significance, particularly in the security and retail sectors. Each industry has its unique needs: healthcare focuses on medical imaging and genomics, finance on risk assessment and fraud detection, manufacturing on predictive maintenance and robotics, and retail on recommendation systems and personalization. Understanding these evolving requirements is key to effectively sourcing and recruiting top AI talent.

Industries Leading AI Adoption

Which industries are seeing the most growth in AI adoption, and what types of AI roles are they looking to fill?

“So, there are some industries adopting this a lot faster than others. Healthcare being one of them. No surprises there. We are a long way off from having robot doctors, and I don't think that unnecessarily would ever be the plan. But we need AI specialists and machine learning engineers. As we've seen, there are some now procedures that have been done with more AI and machine learning, things like that. So, we need specialists to come in and basically advise on what AI could be brought into the hospital and how it would be beneficial. And then the machine learning engineers obviously, to help run those.

Finance, we did touch upon this in the previous question, but now we're seeing a demand for financial AI analysis. AI ethicists, as well, to make sure that the the AI is being run and used for the right reasons. And then quantitative analysis. I know I touched upon this in the last one too, but manufacturing so those AI robot engineers and machine learning engineers.

And then Retail, data scientists and AI strategists are really big. You know, people that can recommend different AI models and their recommendation system engineers as well. We've seen some of these stores pop up now where they're completely, you know, human less. And so that's where I think these are coming in the biggest into play. And then obviously at the self-checkouts as well. I was in a big national grocery store yesterday and I kept getting flagged because I had two products in my hand, and I was going to scan one and then with the intention of scanning the next one next. But this big video of me came up and flashed up on the screen of me, and I had to get the guy to come and help me to prove that I wasn't stealing it. It could count exactly how many items I had in my in my cart, and then how many I scan through at the end. It was pretty wild. So yeah, we're seeing some advancements there.

And then an industry that's probably no surprise to anyone would be Technology. Again, AI researchers, AI architects, the people that can build these amazing platforms, and then the software engineers themselves who can kind of develop them and keep them running as well." - Rebecca MacMillan, Sr Executive Recruiter

Rebecca reveals the industries at the forefront of AI adoption. Healthcare leads the charge, needing AI specialists and machine learning engineers for integrating AI into medical procedures. Finance is quickly following, demanding financial AI analysts and AI ethicists to ensure ethical AI practices. Manufacturing seeks AI robot engineers and machine learning engineers to boost automation. Retail requires data scientists and AI strategists for recommendation systems and customer experiences. The technology sector remains a strong adopter, with high demand for AI researchers, AI architects, and software engineers to develop and maintain AI platforms. Each industry has distinct needs for AI talent to drive innovation and efficiency.

How AI in the Workplace is Reshaping Industries

Overcoming Hiring Challenges in AI

What are the biggest challenges companies face when hiring AI talent, and what strategies can they use to overcome these challenges?

"Yeah, there are a few key challenges at the moment. The number one being the scarcity of skilled professionals out there who are qualified to do these roles. So, we need to look beyond traditional hiring means, we need to look beyond just reading a resume and seeing if they've done the job before. Like, let's really take them apart. Have they got the skills? Have they done something similar in another area? Could this be a transferable skill? Could this be developed in a way? And then get close with the universities. Let's get close with the grads coming into the field, let's offer them internships. You know, just get them out there while they're young and track them as they're coming into the workforce.

And there's a lot of conferences and online communities as well. But then another thing is upskilling existing employees. And you see people that are interested in AI and if they want to develop further and kind of invest in them because you already got them within the organization, they're already there, they're already loyal, and if they're already doing a good job, it works. So why not help them help you as well, and grow in that way too?

The second challenge is high salary expectations, because these people are so high in demand. You know, they're getting hit up all the time. They get hit up by big names, startups, they get all kinds of offers. So, make sure that you're offering competitive salaries, do your market research, see what your competitors are offering, and make sure that you're able to compete with that. But then also emphasize your benefits that might be additional or alongside to this. You know, people want flexible work, particularly in these kinds of roles where they're working long hours, and often these roles become like home projects, too, because they're so invested and they're enjoying what they're doing so much. So, give them that flexibility, and you're probably going to get a little bit more work out of them.

And then let's develop them professionally as well. You know, offer them professional development, tell them how they can develop their career within your organization, and make sure that you have a positive company culture, because once you have them there, you want to keep them there for as long as possible. And one way to lose them quickly is a negative work culture or leading them to feel overworked and underappreciated.

And then the third challenge I see is really attracting talent to your organization. So, if you're kind of new into AI, show your company's commitment to AI. Tell them about exciting projects that you have that are ongoing, upcoming, you know, get them excited, show them your cutting-edge technology or the technology that you want to invest in. And then make sure that they have growth opportunities, and those are clearly communicated to them as they join the organization, so they know where they can go because a lot of people are looking for a long-term home and they're not looking to move around in the next couple of years. So, give them that opportunity to understand that your organization can offer that for them." - Rebecca MacMillan, Sr Executive Recruiter

Rebecca outlines several key challenges in hiring AI talent. The scarcity of skilled professionals necessitates looking beyond traditional hiring methods, such as collaborating with universities and offering internships. Upskilling existing employees interested in AI is also a strategic move. High salary expectations due to high demand require competitive salaries and additional benefits like flexible work options. Attracting AI talent involves showing commitment to AI, showcasing exciting projects, and clearly communicating growth opportunities. Ensuring a positive company culture and professional development opportunities is essential to retain AI talent and prevent them from feeling overworked or underappreciated.

View The Top 5 Recruiting Trends for 2024

Conclusion: Securing Top AI Talent

In conclusion, the AI recruitment landscape is dynamic, requiring a thorough understanding of market trends and emerging technologies. Experts like Rebecca MacMillan provide invaluable insights, enabling Blue Signal to help companies find and secure top AI talent in this rapidly evolving field. Proactive and strategic recruitment efforts are essential for success as the industry continues to grow and innovate. By partnering with Blue Signal, companies can navigate the complexities of hiring in the AI sector, ensuring they attract the skilled AI talent needed to drive innovation and growth. Staying ahead of technological advancements and market demands is crucial for maintaining a competitive edge in this ever-changing field.

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Meet Rebecca MacMillan: Your Partner in AI Talent Acquisition

Partnering with Rebecca MacMillan means accessing a wealth of knowledge and experience that can transform your recruitment approach in the AI industry. Her expertise helps companies navigate the complex hiring landscape, overcome obstacles, and secure the best AI talent in the industry. Let Rebecca guide you with her expert advice and innovative solutions, ensuring you meet your hiring needs with top-tier candidates. If you're ready to enhance your recruitment strategy and pave the way for sustained success, connect with Rebecca and take the first step towards optimizing your workforce.

Headshots for Website - Rebecca "Bex" MacMillan
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