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42% of IT Professionals Are Exploring New Jobs: IT Talent Trends 2025 Report from Info-Tech Research Group Spotlights Retention Risks and Opportunities

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Info-Tech Research Group’s IT Talent Trends 2025 report details critical shifts in workforce dynamics, including the growing influence of generative AI, escalating skill shortages, and the urgent need for upskilling and reskilling. Based on survey data, the report reveals that 76% of IT managers are facing increased stress, 23% of respondents view the CEO position as the logical next step for CIOs, and 66% of IT employees see generative AI as the path to greater autonomy. The research insights in the newly released report will equip leaders with the understanding of how best to enhance talent retention, address the employee experience gap, and navigate the challenges and opportunities associated with rapid technological evolution.

SYDNEY, Dec. 4, 2024 /PRNewswire/ — Info-Tech Research Group, one of the leading global IT research and advisory firms, has released its annual IT Talent Trends report. IT Talent Trends 2025 provides a data-driven analysis of the shifting dynamics in IT talent management. The report examines how generative AI, evolving skills demands, and workforce restructuring are reshaping the IT landscape and provides leaders with actionable strategies to tackle these challenges while considering how to foster innovation and employee experience in 2025.

‘With 89% of IT structures undergoing some form of a redesign in 2025, we are going to see the way we lead, leverage IT skills, and deliver against emerging capabilities change rapidly,’ says Brittany Lutes, research director and lead author of the report. ‘The IT Talent Trends 2025 report offers valuable insights and practical strategies to help leaders address workforce challenges, support employee growth, and adapt to the exponentially changing IT landscape.’

The IT Talent Trends 2025 report is based on a survey of over 500 IT professionals conducted online by Info-Tech in partnership with Centiment between April and May 2024. Respondents, primarily from the United States, Canada, and Australia, not only provided responses on their IT structures, the future of IT leadership, and their own employee experiences but also insight into how generative AI will reshape their work.

‘The tech scene across the Asia-Pacific region, particularly here in Australia, is evolving at a rapid pace, presenting both incredible opportunities and significant challenges for IT leaders. Generative AI is not just knocking on our door; it’s already here, reshaping the way we work. At the same time, the industry is contending with a persistent skills shortage, intensifying the competition for talent,’ says George Khreish, managing partner at Info-Tech Research Group, APAC. ‘It’s essential for organisations to focus on strategically developing their workforce. By prioritising upskilling, fostering innovation, and harmonising technology with human capital, APAC organizations can not only keep pace but also lead in the global digital marketplace.’

Info-Tech’s findings reveal the growing urgency for organisations to adapt to shifting workforce dynamics. With 42% of IT professionals actively or passively seeking new roles, often citing work-life balance and having a good manager as their main concerns, the firm advises that organisations must focus on retaining all IT talent while also identifying the obstacles.   

‘What is most notable is the divide we saw between those who are entering the workforce and representative of Gen Z employees versus those nearing the end of their careers,’ says Lutes. ‘Gen Z is more likely to think that skills need to change to support the future we are driving toward and more likely to believe their tasks can be taken over by AI. These findings highlight the urgent need for IT leaders to evolve their talent management strategies to stay competitive in a rapidly changing landscape.’

Demand for security, cloud, and AI professionals, coupled with the growing need to leverage organizationally embedded IT, is reshaping workforce planning and driving the need for adaptive and forward-thinking strategies.

‘The integration of generative AI, combined with reskilling initiatives, provides organisations with a unique opportunity to bridge skill gaps and foster a culture of innovation’ explains Lutes. ‘However, achieving success requires thoughtful planning – aligning AI-driven strategies with workforce empowerment and collaboration beyond just a skills-based hiring approach.’

The IT Talent Trends 2025 report identifies five key trends shaping IT talent management:

Generative AI: A Transformative Enabler
The firm reports that by 2030, 66% of IT employees anticipate greater autonomy in their roles, enabled by generative AI. This shift has the potential to significantly enhance IT’s value creation for organisations, as employees will be able to dedicate more time to strategic initiatives and innovation. However, to capitalise on this potential, Info-Tech cautions that organisations need to proactively implement AI tools thoughtfully and strategically, investing in upskilling programs to equip IT professionals with the necessary skills to leverage AI effectively. This type of approach is critical given that 65% of organisations anticipate structural changes as a result of incorporating generative AI into their strategies, indicating the transformative impact this technology is expected to have on IT departments.

Restructuring IT Organisations for the Future
While 55% of respondents believe their current IT structures are effective for today, 89% recognise the need to redesign their IT organisation to future-proof their operations and better align with evolving business demands. These findings suggest that while current IT structures may be functioning adequately for now, IT leaders are proactively anticipating future challenges and recognising the need to adapt to stay ahead of the curve. Key drivers include critical skills shortages, generative AI integration, and the rise of business-led IT functions, requiring both technical and cultural adjustments. These adjustments may consist of establishing specialised AI teams, integrating IT functions more closely with business units, or adopting more agile and flexible operating models to accommodate evolving demands. The shift away from traditional, rigid pyramid hierarchies toward flatter, more dynamic structures is becoming increasingly necessary to support innovation and adaptability. This wave of restructuring is expected to have a significant impact on the IT talent landscape, leading to the increased need for specialised skills, a shift in required competencies for IT leaders, and a greater focus on attracting and retaining top talent in a competitive market.

Skills Gap and the Urgency of Reskilling
A significant 95% of survey respondents acknowledge that some, most, or all of their current IT skills will need to change by 2030 to keep pace with the exponentially evolving technology environment. This finding emphasises the pressing need for continuous reskilling, particularly in areas like cybersecurity and AI/ML, which 38% of leaders identified as critical for 2025. While this data highlights a widespread recognition of the need for upskilling, a concerning 51% believe that only some skills require updating, indicating a potential underestimation of the scale of transformation occurring in the IT industry. According to Info-Tech’s research, organisations that fail to invest in developing their IT workforce risk being left behind in terms of innovation and efficiency. Dependence on external resources to address internal skills gaps may become increasingly unviable, making internal reskilling efforts essential.

Bridging the Employee Experience Disconnect
While 86% of IT leaders indicate they are prioritising improving the employee experience (EX), their efforts may be misdirected, as 39% of IT employees reveal that reliable digital tools and technology have the greatest impact on their experience. Organisations are performing well in areas like physical space and social relationships but are falling behind when it comes to the impactful areas IT employees care about, like digital and culture. This disconnect underscores the need for organisations to align EX investments with employee expectations, particularly in hybrid and remote work environments where seamless digital experiences are critical for productivity and job satisfaction. Given the increasing adoption of flexible work arrangements, in 2025, organisations must prioritise providing a user-friendly, efficient, and reliable digital experience for their employees to enhance engagement and optimise performance.

CIOs on the Path to CEO
As technology increasingly becomes central to business strategy, 23% of respondents view the CEO position as the logical next step for CIOs, which is a reflection of the evolving prominence of CIOs in organisations, with many already reporting directly to the CEO. However, this transition requires CIOs to expand their leadership capabilities beyond technical expertise, including developing stronger strategic and business acumen. While 23% see it as a natural progression, only 11% of respondents indicated that a CEO or a senior executive role was their ultimate career goal. Another 13% aspire to other C-suite roles, including some positions that are emerging or don’t yet exist, suggesting that the future of leadership in organisations may look quite different from traditional structures, with technology expertise playing a vital role in a range of new leadership positions over the coming years.

Key Research Insights From Info-Tech’s IT Talent Trends 2025 Report:

Generative AI Impact: 65% of organisations anticipate structural changes due to generative AI, including the formation of specialised AI teams.

Stress Among IT Leaders: 76% of IT managers report moderate or increasing stress levels, underscoring the need for enhanced leadership support and resources.

Hiring Difficulties: 36% of IT organisations reported that infrastructure and operations roles were the most difficult to hire for, calling attention to the cloud talent shortage – another critical area of IT.

Embedded IT Growth: The rise of business-led IT is evident, with organisations nearly doubling the amount of embedded IT they leverage (18% in 2024 and up to 33% in 2025). This indicates that business units are actively using their own resources to address IT-related needs – with or without IT knowledge.

Generational Differences in AI Perceptions: Generational divides exist in perceptions of AI, with Gen Z employees estimating a higher percentage of their tasks being completed by AI in 2030 (56%) compared to Baby Boomers (43%) and Generation X (41%).

According to Info-Tech’s findings in the recently published report, success in 2025 and beyond hinges on IT leaders’ ability to combine technological innovation with strategic foresight and human-centric leadership. By integrating AI capabilities, investing in reskilling programs, and fostering employee-centric policies, Info-Tech advises that organisations can address talent gaps and create adaptive, resilient workforces. A holistic approach to workforce transformation will empower IT departments to thrive in the face of rapid technological change and secure a lasting competitive edge.

To learn more about Info-Tech’s findings and recommended strategies for addressing IT talent challenges, download the IT Talent Trends 2025 report.

For media inquiries or interview requests with Brittany Lutes, lead author of the 2025 report and an expert on IT talent trends, please contact pr@infotech.com

About Info-Tech Research Group
Info-Tech Research Group is one of the world’s leading research and advisory firms, proudly serving over 30,000 IT and HR professionals. The company produces unbiased, highly relevant research and provides advisory services to help leaders make strategic, timely, and well-informed decisions. For nearly 30 years, Info-Tech has partnered closely with teams to provide them with everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organisations.

To learn more about Info-Tech’s divisions, visit McLean & Company for HR research and advisory services and SoftwareReviews for software-buying insights. 

Media professionals can register for unrestricted access to research across IT, HR, and software and hundreds of industry analysts through the firm’s Media Insiders program. To gain access, contact pr@infotech.com.

For information about Info-Tech Research Group or to access the latest research, visit infotech.com and connect via LinkedIn and X.

Media Contact: Sufyan Al-Hassan, Senior PR Manager, Info-Tech Research Group, salhassan@infotech.com | +1 (888) 670-8889 x2418

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Electra to Usher in the Next Era of Aviation with Advanced Production Facility in Springfield, Ohio

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$850 million investment in Springfield and Clark County will move Direct Aviation from concept to reality, creating nearly 2,000 jobs and supporting production of up to 800 EL9 Ultra Short aircraft per year

SPRINGFIELD, Ohio, July 21, 2026 /PRNewswire/ — Electra today announced plans to establish its first production facility for the EL9 Ultra Short in the City of Springfield, within Clark County, a major milestone that will bring its nine-passenger hybrid-electric aircraft from development into scaled commercial production.

The initial phase will support capacity for up to 400 aircraft per year, later expanding to up to 800 aircraft per year.

The $850 million investment will create 1,975 new jobs, anchor production of the EL9 Ultra Short, and help meet demand for Direct Aviation, a new category of accessible, point-to-point air mobility. The EL9 Ultra Short is a nine-passenger fixed-wing aircraft that uses hybrid-electric propulsion and blown-lift technology to take off and land in as little as 150 feet. The new facility will be located at AirPark Ohio, adjacent to Springfield-Beckley Municipal Airport.

“Electra is opening a new era of aviation, one where flight is direct, accessible, and closer to the communities it serves,” said Marc Allen, CEO of Electra. “This agreement is the moment that our vision moves from demonstration into reality. In Springfield and Clark County, we found the rare combination this next era requires: a ready site, a skilled workforce, a deep aerospace and defense ecosystem, and state and local leaders with the commitment and vision to build it with us. We are grateful to the City of Springfield, Clark County, and the State of Ohio for welcoming Electra into this community as we prepare to bring the EL9 Ultra Short into production, through certification, and ultimately into service.”

The production facility will ensure Electra remains at the forefront of American global leadership in hybrid-electric aviation, with the EL9 Ultra Short unlocking new markets for commercial advanced air mobility, military logistics, and humanitarian applications. The decision to build in Springfield is a bet on reindustrializing America’s capacity to manufacture next-generation aircraft at scale in the Birthplace of Aviation.

“Ohio is where flight began, and the Dayton-Springfield area has become the national epicenter for advanced air mobility – the place where the next generation of aircraft is being designed, tested, and now built at scale,” said Ohio Governor Mike DeWine. “Electra’s decision to bring nearly 2,000 new jobs to Springfield will be transformative for Clark County, demonstrating Ohio’s unique ability to lead America into aviation’s next era.” 

Electra selected the site following a year-long competitive national site-selection process that evaluated more than 140 potential locations. Criteria included workforce availability, infrastructure readiness, long-term expansion capacity, state and local partnership, incentives, and proximity to the aerospace, defense, and advanced manufacturing talent needed to support EL9 Ultra Short production.

The new 96-acre facility will house production of the EL9 Ultra Short. The initial phase of development will start immediately with design, while construction of the facility will begin next year. The initial phase will support capacity for up to 400 aircraft per year. A second phase of development will expand capacity to up to 800 aircraft per year.

The company chose the Dayton-Springfield region because it offers advanced air mobility (AAM) companies a combination of assets found nowhere else in the country. Springfield-Beckley Municipal Airport is home to the National Advanced Air Mobility Center of Excellence (NAAMCE) and SkyVision, the FAA-approved ground-based detect-and-avoid system that enables beyond visual line of sight (BVLOS) flight testing in unrestricted airspace, which allows companies to move from concept to flight test faster than anywhere else in the nation. That infrastructure is complemented by growing AAM production near Dayton International Airport and the region’s proximity to Wright-Patterson Air Force Base and the Air Force Research Laboratory (AFRL), which together form one of the deepest concentrations of aerospace R&D talent in the world.

“JobsOhio and our partners at the Dayton Development Coalition are proud to welcome Electra’s first point-to-point hybrid-electric aircraft production facility to Ohio,” said JobsOhio President and CEO J.P. Nauseef. “This investment builds on years of collaboration to establish Springfield-Beckley Municipal Airport as a national hub for advanced air mobility. Here, Electra will have direct access to the nation’s premier AAM testing infrastructure, a proven aerospace workforce, a deep manufacturing supply chain and the unmatched research capabilities of Wright-Patterson Air Force Base—an ideal environment to innovate, scale and grow for decades to come.”

Electra’s investment will be supported by state and local incentives tied to job creation, workforce development, infrastructure readiness, and long-term manufacturing growth. An incentive package is being designed to support hundreds of new Ohio jobs over the coming years as Electra scales production in the region. The project will pursue a Job Creation Tax Credit from the Ohio Department of Development at a future Tax Credit Authority meeting. JobsOhio also plans to provide assistance with the project, which will be made public after a final agreement is executed.

The EL9 Ultra Short is designed to unlock Direct Aviation, a new category of air travel that connects people and places directly through point-to-point mobility using novel access points such as parking lots, barges, and sports fields. The aircraft is designed around Electra’s Rule of Six: access, quiet operations, payload, range, safety, and affordability. In 2025, the company secured $115 million in Series B funding to support pre-production and certification of the EL9 Ultra Short, led by Prysm Capital.

“This is a landmark moment for Electra and for aviation,” said Jay Park, Co-Founder and Managing Partner at Prysm Capital. “Building a new category of aircraft takes conviction at every step, and the Electra team has delivered on each one. We’re proud to be their partner as the EL9 goes from proving what’s possible to producing it.”

In May, Electra released the Direct Aviation Market Outlook, a nationwide analysis of U.S.-based travel. At the heart of this market are trips between 50 and 250 flying miles, where demand is both concentrated and largely unserved by existing aviation. Electra’s analysis found that meeting this demand will require between 12,000 and 16,000 aircraft between 2030 and 2040.

This announcement follows Electra and Safran Helicopter Engines’ life-of-program agreement to develop and produce the TG600 turbogenerator that will power the EL9 Ultra Short. The agreement includes an initial order for 250 units and establishes Safran’s TG600 as the core of the EL9’s hybrid-electric propulsion system.

Earlier this year, Electra and Bristow Group Inc. announced a Pre-Delivery Payment agreement with non-refundable deposits and binding terms and conditions aligned to commercial aviation industry standards, subject to aircraft certification, securing the first delivery slot for the EL9 Ultra Short hybrid-electric aircraft with the TG600.

Electra has also submitted the EL9 Ultra Short aircraft to the Federal Aviation Administration (FAA) for Part 23 type certification and anticipates a first flight scheduled for late 2027 or early 2028. The FAA recently closed the G-1 Issue Paper, formally establishing the certification basis for Electra’s EL9 Ultra Short aircraft and advancing the company toward the next phase of type certification.

“The first era of aviation began right here in the greater Dayton region,” Allen said. “It is fitting that aviation’s next era will be built here too — in Springfield and Clark County — where Electra will produce groundbreaking aircraft designed to transform the way people travel.”

Electra will also continue to operate parts of its business from its Manassas, Virginia facilities. Together, the two campuses will give Electra the structure, talent, and operating model needed to fuel its next chapter of growth. To learn more, visit electra.aero/ohiojobs.

About Electra

Electra.aero, Inc. (Electra) is an advanced air mobility (AAM) company building hybrid-electric Ultra Short airplanes that deliver unprecedented performance advantages to fly people and cargo seamlessly without airports, emissions, or noise. With the EL9 Ultra Short, Electra is pioneering Direct Aviation, the next level of connectivity that brings air travel closer to where we live, work, and play. Electra’s Ultra Short technology delivers 2.5x the payload and 10x longer range with 70% lower operating costs than helicopters and eVTOLs with significantly greater safety and far less certification risk.

Electra’s team includes some of the most respected and successful entrepreneurs and engineers in novel aircraft design, with over 40 prior aircraft successfully developed and/or certified. Lockheed Martin Ventures, Honeywell, and Safran are among Electra’s strategic investors along with Prysm Capital, the Virginia Innovation Partnership Corporation (VIPC), and other private investors. Electra’s contracted customers include the U.S. Air Force, the U.S. Army, the U.S. Navy, and NASA along with over 2,200 letters of intent from 60+ commercial customers, including both airlines and helicopter operators.

About JobsOhio 
JobsOhio, Ohio’s private nonprofit economic development corporation, enhances company growth and personnel development through business attraction, retention, and expansion across 10 competitive industry sectors. With a team of seasoned professionals, JobsOhio utilizes a comprehensive network to foster talent production in targeted industries and attract talent through Find Your Ohio. Collaborating with seven regional partners, including Dayton Development Coalition, Lake to River Economic Development, Ohio Southeast Economic Development, One Columbus, REDI Cincinnati, Regional Growth Partnership, and Team NEO. JobsOhio delivers world-class customer service to provide companies with a competitive advantage. In 2026 Ohio was named CNBC’s Top State for Business. Learn more at www.jobsohio.com. Follow us on LinkedIn, X , Instagram, and Facebook

Media Contacts:

Matthew Bowen
Vrge Strategies
matthew@vrge.us 

Matt Englehart
Englehart@jobsOhio.com
614-300-1152

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Introducing Harness Agent DLC: New Capabilities for the AI Agent Development Lifecycle

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Enterprises can now ship AI agents with the same governance, testing, and security they already trust for application code

SAN FRANCISCO, July 21, 2026 /PRNewswire/ — Harness, the AI Software Delivery Platform™ company, today announced it is extending its platform to cover the full AI Agent Development Lifecycle (DLC), giving enterprises a single set of pipelines and controls to build, test, deploy, and run agents the same way they already ship everything else.

Every enterprise is building AI agents, but most can’t get them past internal pilots or proofs of concept. According to Gartner®, “Only 8% of organizations have agentic AI in production.” The software delivery lifecycle enterprises trust for shipping application code hasn’t extended to agents yet, trapping the ROI of internal AI investments. Real innovation arrives once a company can run an agent live with the same trust and confidence it has in the rest of its software.

“When we started Harness, the vision was a safety harness for code,” said Jyoti Bansal, co-founder and CEO of Harness. “Until recently, that meant application code. Today it also means agentic code, written across engineering, product, sales, and support teams alike, each building agents for their own workflows. Everything you’ve done for software delivery over the last decade — governance, orchestration, security, testing — you can now do for agents in the same platform.”

Why AI agents break the traditional software delivery lifecycle

Traditional software works because it’s predictable. Application code is deterministic. Run the same test against the same code twice, and it produces the same result both times.

Agents don’t work that way: an agent’s underlying language model decides how to complete a task, and the same agent, given the same input, can choose a different tool or take a different action from one run to the next. A test that passes once offers no guarantee it will pass the next time. Incidents stop being reproducible on demand, which means the standard playbook for catching and fixing bugs doesn’t transfer either.

The stakes rise with the size of the business. A rogue agent can expose customer data, violate a compliance policy, or take an action nobody approved. Enterprises need a way to answer for what their agents are doing, and the traditional software delivery lifecycle was never built to give them one.

New Harness Agent DLC products and capabilities

Agent DLC closes the gap between building an agent and delivering it safely to production. Today’s launch includes five new products and capabilities spanning testing, deployment, operations, and governance:

Harness AI Evals make agent quality measurable, letting teams define eval datasets, wire up scoring functions, and set quality gates that automatically catch regressions whenever an agent or model changes.Agent Deployments extend the canary releases, approvals, and OPA guardrails that Harness already applies to Kubernetes deployments to managed agent runtimes like Amazon Bedrock AgentCore and Google’s Agent Runtime. Agents now ship through existing pipelines instead of a separate cloud-specific workflow.AI Configs support the release and management of prompts and model changes at runtime, backed by the same feature flagging infrastructure that already manages code releases. Teams can test what performs best and roll back instantly, without redeploying.AI Asset Catalog automatically discovers every agent, skill, and plugin built across an organization’s repositories and links each to an owner, so nothing ships or runs unaccounted for.Harness AgentTrace records what happens during a single agent run and across a full multi-step session, showing which path an agent took, where it slowed down, and how different models or prompts affect the outcome. Harness is also open-sourcing the foundational components behind AgentTrace, including harness-sdk and harness-evals, so developers can bring the same tracing primitives into their own AI applications.

In addition, existing Harness products already extend to agents without requiring any changes: Continuous Integration builds them like any other service, Artifact Registry tracks their versions and dependencies, AI Test Automation validates their responses in plain English criteria, and AI Cost Management extends spend visibility to every agent and model.

Securing the Agent DLC

Agents choose their own approach and path to get there, so their behavior is hard to predict and just as hard to secure. They expand their own attack surface by connecting to tools and APIs, spawning sub-agents, and inheriting trust from every model they touch. Static scans were never designed for this kind of risk. Harness is launching new security capabilities to close that gap.

Shift-left: constrain what agents can do before they ship.

Primitive Scanning flags misconfigurations in agent skills, prompts, and models.AIBOM captures every model, tool, and dependency an agent was built with.AI Testing runs agents against adversarial inputs and the OWASP Top 10 for LLMs.

Shield-right: enforce policy and maintain visibility once they’re live.

Agent Discovery and Posture Management continuously surfaces agents as they’re invoked, maps how they connect and orchestrate work, and assesses their posture across the organization.AI Firewall enforces policy in real time against prompt injection, tool misuse, and data exfiltration.

Together, these capabilities give Agent DLC a single audit trail from development to production.

Built on the Harness platform

Harness built context and intelligence directly into the platform with the Software Delivery Knowledge Graph, which captures and connects data from every stage of the delivery lifecycle, now spanning both applications and agents. Organizations relying on siloed tools don’t have that same connected view.

In June 2026, Harness introduced Autonomous Worker Agents, a platform for building and safely running AI agents inside software delivery pipelines. Worker Agents run as governed steps within those pipelines, covered by the same controls Harness already applies to every deployment.

Agent DLC extends that same context and governance across the full agent lifecycle. The pipelines, policies, approvals, and evidence that already apply to an organization’s code now apply to its agents too, so eval gates, deployment approvals, and security checks run as stages within a single pipeline, from the moment an agent is created through everything it does afterward.

Availability

Harness Agent DLC capabilities are rolling out now to Harness customers. For a full breakdown of what’s included at each stage of the lifecycle, visit https://www.harness.io/blog/introducing-harness-agent-dlc.

Gartner, Emerging Market Quadrant for AI Agent Development Platforms — Established Vendors, 8 June 2026. GARTNER is a trademark of Gartner, Inc. and/or its affiliates

About Harness

Harness is the AI Software Delivery Platform™ company, enabling engineering teams to build, test, and deliver software faster and more securely. Powered by Harness AI and the Software Delivery Knowledge Graph, the platform brings intelligent automation to every stage of the software delivery lifecycle after code — removing toil and freeing developers from manual, repetitive work. Companies like United Airlines, Morningstar, and Choice Hotels use Harness to accelerate releases by up to 75%, cut cloud costs by 60%, and achieve 10x efficiency across DevOps. Based in San Francisco, Harness is backed by Goldman Sachs, Menlo Ventures, IVP, Unusual Ventures, and Citi Ventures.

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VIVIFY Technology Hosts Governor Candidate Byron Donalds at South Florida Headquarters

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Delray Beach company demonstrates hydrogen energy platforms built to address Florida’s hurricane recovery, infrastructure growth, and data center demand

DELRAY BEACH, Fla., July 21, 2026 /PRNewswire/ — VIVIFY Technology today welcomed Florida Governor Candidate Byron Donalds to the company’s South Florida headquarters for a firsthand demonstration of its deployed hydrogen energy platforms: the HOG™ (Hydrogen Oxygen Generator), the CAT™ (Clean Air Technology) emissions control system, and the Flying Pig™, VIVIFY’s 1MW containerized hydrogen power unit.

The visit focused on the direct applications of VIVIFY’s technology to Florida’s most pressing infrastructure challenges: disaster recovery and hurricane resilience, power capacity for the state’s rapidly growing communities, and dedicated behind-the-meter energy for the data center build-out accelerating across the state.

The Flying Pig™ — a self-contained, 1MW hydrogen power system engineered for rapid deployment — is designed to be transported and operational within hours of arriving on site. In a post-storm environment, that means restoring critical power to Florida communities without waiting on grid repair timelines that can stretch for days or weeks.

“We didn’t build VIVIFY in Florida by accident,” said Jason Herring, Founder and CEO of VIVIFY Technology. “Hurricane season, the data center boom, communities being built faster than the grid can reach them: these are Florida realities. We built the answer here because the problem is here.”

Florida’s population growth has created compounding pressure on transmission infrastructure. New master-planned communities, industrial corridors, and data center campuses across the state are running into the same constraint: available grid capacity cannot keep pace with announced development. VIVIFY’s on-site hydrogen energy systems are engineered to close that gap, delivering dedicated power on the developer’s schedule rather than the utility’s.

“Every new community, every new data center, every growth corridor in this state runs into the same wall,” Herring said. “The grid can’t keep up. We built the technology that lets Florida build without waiting.”

Candidate Donalds toured the facility and engaged directly with VIVIFY’s engineering team and deployed systems.

“Hurricane recovery, new community development, the data center wave: these are the issues that define Florida’s future,” Candidate Donalds said. “The technology I saw today addresses every one of them.”

About VIVIFY Technology

VIVIFY Technology is a hydrogen energy company headquartered in South Florida. The company designs and develops hydrogen-based energy platforms — including its flagship Hydrogen Oxygen Generator™ (HOG™), the Clean Air Technology™ (CAT™) emissions control system, and the Flying Pig™ containerized power unit — engineered to deliver dependable, dedicated power for the most demanding infrastructure environments in operation today. Learn more at vivify-technology.com.

Forward-Looking Statements: This release contains forward-looking statements regarding VIVIFY Technology’s products, platforms, and intended performance. Forward-looking statements are subject to inherent uncertainty and reflect the company’s current expectations. Actual results may differ materially. The company undertakes no obligation to update any forward-looking statement except as required by law.

Media Contact
Ashley Stevenson, Chief Marketing Officer
ashley@vivify-technology.com

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