How to make the most of digital talent in 2026: Train it or capture it?

In 2026, a great technological paradox is shaping the growth and evolution of companies: while artificial intelligence advances at an exponential rate, many organizations still struggle to overcome the barrier posed by the shortage of digital talent. This is revealed by a recent study published by CIO.com, which highlights the lack of qualified professionals as the main concern for IT sector leaders.

Behind this situation lies a structural problem. The high demand for technological profiles is compounded by factors such as the training gap, increasing salary competitiveness, and talent drain to more established markets. A scenario that makes it difficult to be optimistic about short-term improvement.

To address this reality, CIO.com recommends investing in internal training as a way to develop digital talent from within companies. However, at lateam, we take it a step further and propose a real and effective alternative not only to adapt to change but to lead it: incorporating already qualified professionals who can add value from day one and evolve at the pace of each company's specific needs, enriching the knowledge and supporting the internal team.

No Digital Talent, No Innovation

AI is changing the world as we know it, but without human oversight and talent, it cannot reach its full potential. This is why, currently, in Spain, one in four companies (22%) already include references to skills in this technology in their job offers.

However, the reality is that, for now, interest in AI far exceeds the level of preparation of technological professionals. And the survey ‘State of the CIO 2026’ conducted by CIO.com confirms this with a devastating statistic: over the past year, 4 out of 10 IT directors considered that the lack of internal talent was the main challenge their IT teams faced when implementing AI strategies.

According to experts consulted in this study, this situation also poses the additional challenge that many organizations continue to operate through hierarchical and compartmentalized decision-making models. Therefore, to find a solution to the problem, the first step is to rethink how operational decisions are being made and executed.

The Dilemma: Train from Scratch vs. Capture Already Prepared Talent

In this context, the focus is on how organizations work to detect and develop these specialized AI profiles. The article from CIO.com suggests betting on internal training, an option that has obvious advantages, as it allows:

Align professionals with the company's culture.

Develop the specific capabilities of employees.

Build knowledge in the long term.

However, it is also an option that involves time, investment, and high risk. The reason is that not all organizations can afford to wait months or even years for that digital talent to be fully prepared to add real value.

In contrast to this option, at lateam, we propose an alternative that is gaining traction every day: outsourcing as a solution to access already validated technological talent, ready to join the company and make a difference from the very first moment. Its main advantage is its ability to complement and strengthen internal teams, accelerating their development. This is key to driving innovation and maintaining competitiveness in a highly demanding and constantly evolving market.

Outsource to Internalize Digital Talent: A Guaranteed Strategy

When urgency arises, organizations have very little time to find qualified IT professionals in the market. However, often, the most experienced profiles are not available due to high demand, salary competitiveness, and the great value they bring to companies. As a result, companies end up resorting to junior profiles, with little practical experience and a steeper learning curve.

But, fundamentally, they do not have to resign themselves. Instead of seeking digital talent when the need arises, companies can access an extensive network of expert technological specialists. The key lies in IT outsourcing, as it eliminates intermediaries and has the capacity to drastically speed up the process. An option that, erroneously, some executives reject thinking it means giving up internal development.

In reality, it is quite the opposite, because it has the great advantage of combining the best of both strategies. This is because the outsourcing approach brings in experienced professionals who, in addition to making an impact from the very first moment, can:

Gradually adapt to internal tools and processes.

Transfer knowledge to the internal team.

Evolve and grow professionally alongside the project and the organization.

Outsourcing, a Formula to Save Time... and Incorporate Later

This hybrid approach is becoming increasingly popular in the IT environment, as outsourcing easily addresses two major challenges: one, it allows to find and incorporate digital talent almost immediately; and two, it provides enough margin to later decide to internalize it if it becomes a key asset for the company.

In other words, it is a model that allows:

To launch critical projects without having to wait to complete lengthy hiring or training processes.
To validate on the ground the real fit (technical and cultural) of the professional.

To make more informed decisions before taking the step of permanently incorporating the person.

All this in a situation where risks are minimal, because, being specialists with fully validated skills, the bet offers numerous guarantees.

**The Proposal from lateam: Accessible, Validated, and Flexible Talent**

This approach fits perfectly into the technology outsourcing model we offer at lateam to our clients. Specifically, these are its key differential advantages:

Access to Already Validated Talent

Throughout our more than 20 years of experience, we have developed our own network of digital talent. Our clients can review the professionals we provide and specifically choose who they want to work with, confident that they have already been evaluated both technically and personally.

In this process, they also have the help of our innovative AI tool to analyze their specific needs and provide recommendations that maximize the likelihood of finding the ideal talent.

Human-Centered Approach

Our philosophy is Human First: we put people at the center, fostering long-term relationships. The goal is to reduce high turnover in the sector and develop strong synergies.

Choice of People, Not Generic Profiles

This is the key differentiator compared to other outsourcing models. Companies can access specific individuals (by name), not generic profiles. This gives a new dimension to selection processes, as recruiters, once they see the available digital talent, make the decision to work with the person who best fits their human and professional requirements.

Speed and Agility

Compared to internal training, the formula we propose at lateam is extremely agile: since there is already a wide network of technological and AI specialists with validated skills, clients do not have to invest time and resources in conducting search processes from scratch.

Real Validation of Fit

Internal hiring and training has a drawback: betting on a professional means risking that, once incorporated, they do not fit into the organization. A question we easily solve at lateam thanks to our initial 14-day trial period (not free), during which the client can test the digital talent and validate their fit in a real work environment.

Total Flexibility

This is another of the benefits that tips the balance in an aspect where outsourcing traditionally started at a disadvantage compared to internalization. Our service is not designed to retain digital talent but to provide real solutions to our clients. Therefore, if a company discovers that one of our professionals fits perfectly into their team and becomes the piece they needed, they have total freedom to incorporate them into their organization, without limitations or complications.

So... Train or Capture? Making the Right Decision Makes the Difference

In 2026, the challenge is not limited to attracting digital talent; it also involves accessing it at the right time and with the necessary guarantees. Training from within is a valid option, but it is not always compatible with the speed demanded by the current market.

Technological outsourcing is consolidating as an effective strategy to activate and shape already prepared digital talent, reduce risks, and save time without giving up internal development. A flexible model that allows to test, validate, and, if it fits, incorporate professionals as part of the team.

At lateam, we connect companies with specific, validated, and ready individuals to add value from day one. If you want to access the technological professionals your organization needs now, request information from us and discover the future of IT outsourcing.

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