You’ve been in IT for over a decade. You’ve debugged systems older than your intern’s Spotify playlist. But here’s the kicker: that “senior” title isn’t shielding you from lowball offers. In 2025, experience alone is about as valuable as a floppy disk. Let’s unpack why high-experience IT pros are settling for less—and how to flip the script.
1. The Market’s Ruthless Math: Cost vs. “Legacy” Skills
Companies aren’t paying for your past—they’re buying your future value. If your resume reads like a tribute to Java 8 and on-prem servers, you’re competing against cheaper talent fluent in AI-driven DevOps and cloud-native architectures.
Take Infosys and Wipro’s 2024 layoffs: they axed 15% of senior roles tied to outdated tech stacks, replacing them with mid-level engineers trained in automation tools like Kubernetes 1012. Why? A 28-year-old with AWS certs costs half your salary and delivers 80% of the output. Harsh? Absolutely. But as one CFO put it, “We’re not a museum for legacy systems”.
Actionable Fix:
- Pivot to profit-driving skills: Cloud migration (Azure/AWS), AI integration, and cybersecurity. Poland’s tech sector, for example, offers €90K+ for cloud architects—a 20% premium over traditional roles.
- Prove you’re not a dinosaur: Build a public GitHub portfolio with AI automation scripts or freelance projects. Certifications matter, but proof matters more.
2. The Title Trap: “Manager” Isn’t a Get-Rich-Quick Scheme
Here’s a secret: companies now want hybrid leaders. If you’ve spent years “managing” without coding, you’re seen as overhead. A 2024 Hays report found 68% of IT firms prioritize leaders who can both architect solutions and mentor teams.
Case in point: Cisco’s 2024 layoffs hit middle managers hardest, while hands-on AI specialists saw 10% pay bumps. The message? Titles without technical relevance are career quicksand.
Actionable Fix:
- Reclaim your technical edge: Dive into AI/ML frameworks (TensorFlow, PyTorch) or DevOps pipelines. Even 10 hours/week of upskilling can rebuild credibility.
- Lead with tools, not just talk: Use platforms like Kaggle or Hackathons to showcase modern problem-solving.
3. The Desperation Discount: How Layoffs Crushed Your Leverage
Let’s face it—the 2023-2024 tech layoffs (264,000+ jobs cut) left scars. HR teams know seasoned pros are anxious. If you’ve been job-hunting for 6+ months, they’ll lowball you, betting you’ll cave.
But here’s the twist: Northern Europe’s renewable energy sector and Germany’s health-tech hubs are desperate for IT leaders who understand both legacy systems and AI—offering €100K+ for hybrid roles. The catch? You need to market those niche skills.
Actionable Fix:
- Target high-demand sectors: Green energy, healthcare IT, and fintech. Germany’s biotech firms pay €150K for IT leaders with AI + domain expertise.
- Negotiate with data: Use salary benchmarks from Levels.fyi or Hays. If they offer €60K for cloud roles, counter with regional averages (e.g., €85K in Warsaw).
4. The Automation Earthquake: Your Job is Being Digitally Erased
AI isn’t coming—it’s here. Janco Associates found 71,000 IT jobs vanished in 2023-2024, mostly in routine coding and system monitoring 12. But here’s the silver lining: roles in AI ethics, LLM training, and cybersecurity are booming.
Actionable Fix:
- Specialize in irreplaceable skills: Ethical AI auditing, zero-trust security frameworks, or quantum computing prep.
- Merge soft + hard skills: Learn to translate technical jargon for non-IT execs. The CIOs getting 17% pay hikes? They’re bilingual in tech and business.
5. Hiring Freezes and Pay Cuts Are Becoming the Norm
Infosys, one of India’s IT giants, froze lateral hiring in 2024 to cut costs and streamline operations. This directly impacts experienced professionals who are looking for new opportunities or job switches. Instead of filling senior positions, companies are reskilling junior employees or automating mid-level roles, reducing the demand for high-cost experienced professionals.
Similarly, TCS delayed variable pay for senior employees in Q1 2024, signaling financial caution and prioritizing profitability over employee retention. This trend is becoming common across major IT firms as they try to manage rising labor costs while adopting automation and AI-driven processes.
Mid-Level Layoffs: The Hidden Casualties
Layoffs are no longer just about underperformers; they are strategic cuts to mid-level positions.
- Wipro and Capgemini aggressively targeted mid-level roles for performance exits. This means that professionals who have been in the system for over 10-15 years are being asked to leave, often replaced by cheaper, younger hires or automation tools.
- Accenture India cut 19,000 jobs globally, heavily affecting delivery managers and non-tech mid-level employees. Since these professionals don’t have the latest AI, cloud, or automation skills, they are seen as excess cost rather than essential talent.
What This Means for Experienced IT Professionals in India
For those in the 10-15 year experience bracket, the message is clear: sticking to legacy skills is no longer enough. With major companies reducing senior workforce costs, professionals need to align their skills with what the market demands or risk stagnation.
FAQ
Q: “I’ve worked with Java for 15 years. Am I doomed?”
A: Not if you layer cloud (AWS/Azure) and AI skills on top. Poland’s market pays €90K+ for Java devs who can migrate monoliths to microservices.
Q: “Will certifications save my career?”
A: Only if paired with projects. A DevOps cert + a live Kubernetes demo on GitHub? Gold. A cert alone? Dusty trophy.
Q: “Should I take a pay cut to get back in?”
A: Sometimes—if it’s a bridge role. Example: A 6-month cloud contract can pivot you into €100K+ roles in Germany’s auto sector.
The market isn’t punishing experience—it’s punishing stagnation. In 2025, your value hinges on adaptability. Re-skill ruthlessly, target high-growth sectors, and remember: your past wins opened the door, but your next move determines the paycheck.
Now, go update that LinkedIn profile—and maybe leave the “Java 8 Expert” badge in 2015 where it belongs.
