The array of connected systems a national (or even regional) retailer relies on today is staggering: RFID-powered inventory management systems and supply chain visibility solutions. Loss prevention systems driven by AI and computer vision. In-store shopper journey mapping, geofencing, visual merchandising optimization — the list goes on.
But for many retailers, finding and retaining the talent required to procure, integrate, and manage these systems — and to address the mountains of technical debt most retailers have accrued — can be time consuming and difficult. This is especially true when the retailer relies on a search run by internal recruiters who may not have a complete grasp of the marketplace or retail’s current technology demands.
To avoid losing valuable time in a competitive market, start with these tips to hire and upskill in-demand retail tech talent today.
Why Today’s Retail Tech Stack Is So Complex
Once upon a time, barcode scanners, an electronic article surveillance (EAS) system — the pedestal that beeps at the door — and a few grainy security cameras made up the bulk of technologies even the biggest national retailers had to manage. But today’s retail tech stack contains a dizzying array of systems, solutions, and standalone technologies that have to be managed, maintained, and, in a perfect world, integrated. These include:
- RFID-powered inventory management systems: These solutions use RFID tags or labels and their corresponding scanners to determine how much of a given product is on shelves, in the stockroom, or moving through the supply chain. These often connect to…
- Loss-prevention solutions: Retailers often use a combination of EAS systems, camera infrastructure, and computer vision solutions, along with a range of other loss-prevention technologies, to deter thieves and reduce their losses from theft. Alongside inventory management solutions, these systems interact with…
- Point-of-sale systems: Today’s tablet systems and card readers don’t just tally up sales. They also combine sales data with data from the previous systems to manage inventory and keep ecommerce platforms up to date on what’s in stock and available for in-store pickup.
And those are just the table-stakes technologies of today. Many leading retailers now leverage AI-driven video systems to anonymously track shoppers within stores, measuring where they go, how long they stay there, how long they interact with displays, and more. There are also a range of solutions that allow retailers to use cell phone data to track where shoppers go before and after visiting a store in order to build more accurate marketing personas.
These solutions and the data they generate are increasingly being integrated into SaaS platforms that store managers and retail leaders can use to measure performance, drive sales, and even optimize staffing. One day soon, retailers may look to integrate offerings like drone delivery into their tech stacks, complicating matters even further.
Today’s In-Demand Retail Technology Roles
With so many technologies in play and even more just over the horizon, today’s retailers are often competing with leading tech companies when it comes to hiring top talent. But that doesn’t necessarily mean retailers must pay Bay Area salaries or commit to year-long searches to fill these roles. With the right approach, the right resources, and the right partners, retailers can fill these roles with qualified talent and move forward with even the most ambitious plans for the future.
AI and Machine Learning Engineers
Who isn’t looking for AI talent these days? Retailers looking to leverage AI — which is most of them these days — will face stiff competition when looking for qualified AI and machine learning developers and engineers. Defining clear use cases will help here, as AI talent is rapidly specializing
Python is typically a must, but skills in Java, R, and C++ are definitely beneficial. Hires will also need experience with common AI platforms like PyTorch or TensorFlow, along with cloud platforms like AWS or Azure and data handling tools like SQL.
Should You Upskill or Hire AI/ML Devs And Engineers Externally?
Upskilling a seasoned dev or engineer into the AI/ML hire you need is certainly possible. A skilled technology professional can learn the fundamentals of AI in a few months via training programs, while bringing to bear their institutional knowledge of your company, products, and tech stack.
At the speed AI is developing, however, an external hire may be the better option. But since it’s easy for candidates on job boards or marketplaces to add AI skills or certifications to their resumes, working with a trusted talent provider can help you find qualified talent quickly and screen out candidates who may not truly have the skills needed for today’s competitive retail environment.
AR/VR Developers
Tools like Warby Parker’s “Try On Virtually” system, which enables shoppers to try on eyeglasses using their device’s camera, or Ulta’s GlamLab, which offers the same thing with cosmetics, use AR technology to make the online shopping experience easier. And as one of relatively few sectors where augmented reality (AR) and virtual reality (VR) talent is in demand, retailers may have a somewhat easier time finding qualified talent in this field.
Common skills required for these roles include UX/UI design, 3D rendering, and experience working within engines like Unreal. Often, these professionals are already employed by competing retailers, so be prepared to offer competitive salary, benefits, and, if possible, hybrid or remote employment options.
Should You Upskill or Hire AR/VR Devs Externally?
The degree of specialization needed for these roles means filling them through internal hires or upskilling initiatives is technically possible, but doing so is often costly and time prohibitive. Retailers will likely be better served by leveraging a tech talent marketplace or partnering with an established provider of skilled tech talent to minimize time-to-hire and overall hiring costs.
Cloud Engineers
Like most other sectors, retailers have had their own challenges migrating to the cloud, and many are still in the process of doing so. But unlike many industries, retail’s cloud ecosystem involves a variety of distributed hardware systems and off-premises data sources that all have to sync effectively. There’s RFID data from supply chain management platforms and loss-prevention solutions, video data from in-store camera infrastructure, personalized shopper data, and ecommerce platforms.
Most of these solutions now feed into intelligent, unified dashboards, and many use — you guessed it — AI and machine learning to help speed the decision-making process. In other words, retailers’ cloud needs are many, but they’re also highly specific.
Should You Upskill or Hire Cloud Engineers Externally?
Upskilling a current engineer is certainly possible, especially if they understand the retail tech stack. It may not lead to results as quickly as an external hire, but upskilling can help you retain a quality tech hire who understands your company, its culture, and its systems. A certification in AWS Solutions, Azure Fundamentals, Net+, or the like are very attainable and can be completed by a skilled professional in relatively short order.
Of course, this is only true for relatively junior roles. Senior or leadership roles will be best served through external hires. Given the specificity of the technologies in play, the best of these will likely come from competing retailers, so be prepared for a competitive and possibly lengthy search.
Other In-Demand Retail Technology Roles
These roles are just the tip of the proverbial iceberg when it comes to retail tech talent. There’s also high demand for:
- Front-end and full-stack developers to build and optimize digital storefronts
- Data analysts to find insights in the reams of data generated by supply chain and in-store systems
- Cybersecurity experts to safeguard customers’ personal and financial data
- UX/UI designers to ensure seamless digital shopping experiences
Fortunately, suitable candidates for these roles are likely to be in greater supply than the ones we’ve covered above, and they won’t necessarily need direct retail experience to succeed.
Get More Industry-Focused Insights Like These
Today’s retailers are competing with companies in other sectors for top tech talent, often including for highly specialized roles with limited talent pools. To attract, hire, and retain these valuable employees, they’ll need to employ a variety of approaches, from upskilling to external hires to contract arrangements and more. As the industry adopts more innovative technologies like IoT and AR/VR, those professionals will be in even greater demand — making them even harder to hire. Retailers will need to develop their talent strategies accordingly, and those that do so today will likely be in a much better position than their competitors.
To get more expert insights like these on retail technology, tech talent, AI, cybersecurity, and more, visit our resources page today.
