Tech Recruiting: Tips & Strategies for Sourcing Top Talent

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Regina Welle
Regina Welle
Global Staffing Manager

Table of Contents

Discover how to effectively strategize your company's tech recruiting to attract, and hire top software developers and engineers in the competitive technology industry.
Published on
May 18, 2023
Updated on
June 13, 2024

Even with the best hiring processes and technology, hiring managers can quickly become overwhelmed regarding tech recruiting. It’s not always easy to source, attract and engage the right talent for your technical roles. Moreover, in the ever-changing and fast-paced tech industry, understanding what makes an effective tech recruiter is essential for any company looking to stay ahead of the curve.

This article will provide a tech recruiting definition, discuss its importance, and highlight best practices for finding success in the industry. Whether you’re a hiring manager or looking into how to start a tech recruiting company, you’ll find valuable tips and strategies for mastering tech recruiting.

What Is Tech Recruiting?

Technical recruiting is the process of sourcing, attracting, and engaging capable tech talent to fill specialized roles in a company. These roles include software developers, data scientists, machine learning specialists, and computer programmers.

This type of recruiting is unique because it requires a certain level of expertise: specifically knowledge about technology and the tech industry, which may sometimes require you to use a tech staffing agency or recruiting company. Those looking into how to break into tech recruiting must understand the various technical languages, platforms, and skills that go into these roles to select the right candidates.

When to Start Recruiting Tech Talent

Recruiting technical talent isn't something you should rush into or take lightly. While investing in tech recruitment is essential for a competitive edge, timing is key. You want to ensure you have the right resources, processes, and strategies before you begin searching for tech talent.

While there’s no one-size-fits-all approach, there are a few instances where it may be beneficial to start recruiting tech talent—for example, if:

  • Your company is ready to upscale and expand its technical capabilities
  • You have the resources, processes, and strategies in place to successfully source technical talent
  • You have a clear understanding of the specific technical roles you need to fill
  • You are ready to commit time and resources to research, engaging, and retaining tech talent
  • It's time to upgrade or update your current tech solutions
  • Your tech team is understaffed or struggling to keep up with demands
  • You are facing a fast-approaching deadline
  • You need to fill a tech role that requires specialized skills

Tips for Technical Recruiting

While tech recruiting can be complex and time-consuming, you can use a few strategies and tips to help streamline your recruitment process and ultimately, improve your hiring efficiency. After assessing your tech team and understanding the technical roles and skills gaps you need to fill, you will also want to employ the following techniques and strategies.

1. Identify Company Tech Goals

Identifying your company’s tech goals will help you determine the type of talent you need to source and, thus, what recruitment strategies will be most effective.  What do you want to achieve? Are you looking for a specific set of skills? Do you need someone with experience or a fast learner? What strategic objectives do you have in mind for your tech team?

Defining these goals early on will help you quickly hone in on suitable candidates. You can do so by:

  • Setting up workshops and interviews with key stakeholders: This is a great way to clearly understand your company's overall objectives and the specific tech goals you need to reach. Stakeholders such as CTOs, department heads, and other team leaders can provide invaluable insights into your company's needs.
  • Reviewing past projects: A close look at past projects can help you identify your company's tech goals and the type of talent you need for future projects. You’ll be able to spot any gaps in your current tech capabilities and determine what you need to do to fill them.
  • Surveying the tech landscape: Keeping an eye on the latest trends, technologies, and solutions in the tech industry can help you identify growth opportunities. Knowing what’s out there can help you determine what tech goals are necessary for your company's success.

2. Remove Geographic Barriers

In a world where technology has made it increasingly easy to work remotely, removing geographic barriers is essential in tech recruiting. It's likely the best candidate for your role won't be in your local area, so it's crucial to consider casting your recruiting net far and wide to find the best technical talent. This allows you to take advantage of the global talent market and cutting-edge technologies that make remote work easier.

Additionally, removing geographic barriers opens up more diverse recruitment possibilities.

3. Leverage Niche Job Boards & Online Communities

Tech recruiting is an extremely competitive field. To stay one step ahead of the competition, look beyond the usual job boards and consider using more niche sites and online communities to source tech talent. Unlike standard job boards, these sites specialize in tech roles and can provide access to a larger pool of highly skilled candidates. Additionally, many niche job boards offer services such as pre-screening and background checks, which can help you save time during recruitment.

In addition to niche job boards, online communities such as Reddit and Stack Overflow are great resources for finding tech talent. They offer many discussion groups and forums dedicated to specific tech topics, so you can easily find potential candidates with the right skills.

4. Implement an Employee Referral Program

Employee referrals are among the most effective strategies for sourcing and engaging technical talent. Tech employees tend to work with an extensive network of like-minded professionals, so they can be a great resource for finding qualified candidates. Implementing an employee referral program can help you tap into this network and quickly source the right talent.

However, it’s important to ensure that you have a well-thought-out program in place. This includes setting clear guidelines, offering referral incentives, and providing employees with the training and resources needed to refer candidates effectively.

5. Use Skills Assessment Tests

While interviews and resumes can provide a good overview of a candidate's capabilities, using additional tools to verify their technical skills is essential. Skills assessment tests offer an objective way to measure a candidate's technical skills, knowledge, and experience by reducing any biases that may arise during recruitment. Skills tests can also help uncover any gaps in a candidate's knowledge.

6. Streamline the Hiring Process

A long and tedious hiring process can be a major turnoff for potential tech candidates. To ensure you don’t miss out on the best talent, it’s important to ensure your hiring process is as efficient and effective as possible. You can do so by:

  • Creating detailed job descriptions that outline the role, responsibilities, and qualifications
  • Using recruiting tools such as an automated assessment platform to pre-screen candidates and save time
  • Designing an agile recruitment process that allows you to move candidates through each step of the hiring process quickly
  • Establishing clear communication channels with candidates throughout the process to keep them engaged
  • Giving candidates timely feedback and communication to ensure they don’t feel neglected during the process

What’s the Difference Between Technical Recruiting & General Recruiting?

Even though technical and general recruiting involves sourcing, attracting, and engaging the right talent for a role, the two processes are distinct. Simply put, general recruiting involves finding suitable and qualified candidates to fill any position within a company. This includes roles such as administrative assistants, customer service representatives, and marketing managers. In contrast, technical recruiting focuses on sourcing and engaging candidates to fill highly specialized technical roles within a company.

Technical recruiters may need a tech background to understand the various technical languages, platforms, and skills needed for these roles. Furthermore, technical recruiting may also require tech recruiters to stay abreast of the latest tech trends and innovations in the industry to source high-level technical talent successfully. Conversely, general recruiters do not necessarily need to have any background in the roles they are sourcing for.

Revelo’s Tech Recruiting Solution

Understanding what tech recruiting is, when to use it, and having the right resources, processes, and strategies are all essential to success in the modern industry. However, tech recruiting can be complex and time-consuming even with the best methods and systems in place.

At Revelo, we understand the challenges of tech recruitment and have designed a talent marketplace to simplify recruiting. Our service eliminates geographic barriers by connecting US companies with highly qualified remote software developers in Latin America. We rigorously vet every candidate for in-demand technical and soft skills and English proficiency. Look no further if you’re a hiring manager or recruiter looking for the right tech recruiting solution.

Contact Revelo today and learn more about how we can help you find the right tech talent.

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