Building Purpose, Culture, and Flexibility: Here’s How to Attract and Retain Top IT Talent in a Changing Landscape

In today’s hypercompetitive IT talent market, companies must rethink traditional recruitment and retention strategies to secure top-tier professionals. We spoke with Vasily Dyagilev, Regional Director for the Middle East at Check Point Software Technologies, on how organizations can stand out—from fostering purpose-driven cultures to prioritizing flexibility and inclusion. With cybersecurity talent in high demand, Dyagilev shares actionable insights on attracting, developing, and retaining skilled teams while navigating industry challenges

What strategies can companies implement to attract top IT talent in a competitive job market?
Attracting top IT talent goes beyond salaries—it’s about offering purpose, growth, and impact. Talented professionals want to work for organizations that invest in their future, prioritize diversity, and contribute to something meaningful. For example, Check Point’s global SecureAcademy program partners with over 160 academic institutions to help develop cybersecurity skills early on, building a future talent pipeline. Companies that promote learning, offer cross-functional exposure, and align with purpose-led missions—like securing digital lives—stand out as employers of choice.

How does workplace culture influence the retention of IT professionals?
Culture drives connection—and in IT, where burnout and turnover are high, it’s essential. A culture of inclusion, collaboration, and trust not only supports productivity but helps retain top talent. At Check Point, we place strong emphasis on ethical standards, inclusion, and flexibility, which contribute to an environment where individuals feel safe, empowered, and valued. Organizations that champion psychological safety and prioritize well-being see stronger long-term retention.

What role does offering professional development and training opportunities play in retaining IT talent?
IT professionals are constantly learning to keep pace with change. Employers must meet that need with structured development paths, certifications, and access to industry insights. Check Point’s investment in external and internal upskilling programs ensures our teams stay at the cutting edge of cybersecurity. More broadly, organizations that embed a culture of continuous learning build more resilient teams and reduce attrition.

How can organizations ensure a good work-life balance for IT employees to reduce burnout?
Creating work-life balance starts with flexibility and trust. Hybrid work, mental health support, and clear boundaries are essential. Recognizing the intensity of cybersecurity roles, Check Point has implemented wellness programs and flexible work policies to encourage healthier routines. Companies should promote proactive workload management and ensure leaders model balanced behavior.

What impact does competitive compensation and benefits have on attracting skilled IT workers?
Compensation remains a key driver—but it must be part of a broader value proposition. Tech professionals look for fair pay, meaningful benefits, and recognition. Check Point regularly benchmarks its compensation globally to ensure competitiveness and equity, while offering benefits that support both professional and personal well-being. Employers that complement pay with purpose, recognition, and learning opportunities are better positioned to attract talent.

How can businesses leverage remote and hybrid work models to attract IT professionals?
The flexibility to work from anywhere is now an expectation, not a perk—especially in IT. Organizations that support remote collaboration and maintain clear communication channels benefit from wider talent pools. At Check Point, our hybrid approach enables us to tap into global talent and foster inclusion while ensuring teams remain connected and supported. Companies should equip remote teams with the right tools and foster inclusive digital cultures.

What are the common challenges organizations face in retaining IT talent, and how can they address them?
Retention challenges stem from limited growth, lack of recognition, and workplace fatigue. Addressing these requires a focus on career paths, recognition programs, and fostering a culture of learning. For example, at Check Point, employees are encouraged to lead projects, attend global industry events, and contribute to research. Such initiatives reinforce purpose and reduce churn. Companies that listen, adapt, and evolve alongside their workforce retain their best people.

How does fostering diversity and inclusion impact the appeal of an IT workplace?
Diversity fuels innovation. Inclusive workplaces are more attractive to today’s tech professionals, who expect representation and equity. Check Point’s executive team is among the most diverse in the cybersecurity space, with nearly half of leadership roles held by women—well above the industry average. But this isn’t about numbers; it’s about fostering a culture where everyone’s ideas are heard. Organizations that embed inclusion into leadership, hiring, and team dynamics build stronger, more creative teams.

What role does leadership play in motivating and retaining IT professionals?
Great leadership creates clarity and trust. IT professionals look to leaders for mentorship, strategic direction, and support. Leaders at Check Point are trained to lead with empathy, transparency, and a focus on employee development. Regular feedback, coaching, and recognition are central. Organizations should empower leaders to be both technically credible and emotionally intelligent.

How can feedback and employee engagement initiatives improve retention rates in the IT sector?
Engagement stems from feeling heard and valued. Regular feedback loops, transparent communication, and recognition help foster belonging. At Check Point, we run biannual employee surveys and encourage open dialogue across all levels, enabling leaders to act on what matters most to their teams. Engaged employees are more likely to stay—and more likely to advocate for the organization.