What the 2025 ServiceNow Salary Survey means for your hiring strategy

Our 2025 Global ServiceNow Salary Survey gathered responses from 260 professionals across roles, regions, partners and customers. The findings paint a detailed picture of what it actually takes to hire and keep the ServiceNow talent your organisation depends on. Here are the headlines that should inform your approach this year.

Benchmark your salaries or risk losing people to the market

UK average salaries in the ServiceNow space sit at £76,000 in 2025, easing back from £87,000 in 2024 after a period of rapid growth. In the USA, averages rose across every role to reach $148,000. Senior positions such as Architect (£96k) and Director (£138k) held firm, signalling that experienced professionals continue to command a premium. If your pay bands were set during a quieter period, now is the time to review them, particularly for senior and specialist roles where the talent pool is shallow.

Certifications signal capability: factor them into your compensation framework

82% of ServiceNow professionals hold at least one certification, and certified candidates are more likely to receive counteroffers when they move, meaning they are also harder to replace. Micro-certifications are growing fast, rising from 67% to 72% uptake in a single year. Professionals investing in credentials around AI tools such as Virtual Agent, or platform skills such as CMDB and Flow Designer, are raising their market value. Your compensation framework should recognise that investment, both to attract these candidates and to retain the people you already have.

Your flexible working policy is a retention policy

71% of professionals say they would leave if their employer limited flexible or hybrid working. 75% would leave if a five day office mandate was introduced, up from 72% in 2024. Currently, 56% of ServiceNow professionals work fully remotely and 37% work hybrid, and most say that matches their ideal. UK professionals are particularly firm on this, with 80% saying they would leave over a five day office rule. If your organisation is considering a return-to-office push, the data suggests you should expect meaningful attrition among your ServiceNow team.

Counteroffers buy time, not loyalty

22% of ServiceNow professionals received a counteroffer in 2025, up from 18% the year before. In practice, 66% of those who accepted a counteroffer still left within the year, and 63% were gone within six months. The most common reasons: the work environment had not improved, underlying issues remained unresolved, and there was no career progression on offer. A counteroffer can be a useful short-term tool, but it should never substitute for addressing what prompted the resignation in the first place.

Career progression and culture are retention levers you can control

49% of professionals say they would look for a new role if not promoted within the next 12 months. The organisations winning on retention are combining clear promotion pathways with visible recognition, investment in development and a culture where people feel their work is valued. 76% of respondents said their work is valued in 2025, and that figure correlates directly with intent to stay.