Navigating the new tech hiring landscape
A hiring manager's perspective
In recent years, the landscape of the software development job market has shifted dramatically, evolving into what can only be described as a buyer's market. This transformation has been particularly noticeable following the tech industry's reset and the subsequent wave of layoffs that swept through in 2022 and 2023.
As a hiring manager, I've observed first-hand the influx of applications for each job posting—often numbering in the thousands. This saturation is a clear indicator of the current state of the market: there are far more applicants than available positions.
In this post I highlight some of my observations and tips for candidates seeking jobs in this - very tough - market.
BigTech employees are out
An intriguing development in this new market dynamic is seeing employees from big tech companies (Meta, Apple, Amazon, Microsoft, Google,..etc) applying in larger numbers. This trend isn't limited to those who have been laid off; even current BigTech employees are exploring opportunities with startups and smaller firms. This shift suggests a significant change in sentiment regarding job security within these major tech companies. Another is the desire to have an impact, grow and actually be productive, which many in BigTech are unable to do. More on that in the next point.
Big Tech != marketable skills
However, the surge in applicants from prestigious tech backgrounds does not always translate to a surge in qualified candidates. A concerning trend I've observed is the dilution of practical skills among these applicants. Despite years at BigTech companies, many engineers have limited hands-on coding experience, having spent much of their time in roles focused on "alignment", “project management” and other administrative tasks or focused on a very small surface area.
I think that the era of binge hiring in BigTech has resulted in many employees performing minimal technical work while drawing large salaries—a considerable misallocation of talent. These individuals often struggle to demonstrate the impact and skills necessary to secure new roles, particularly at the compensation levels they've become accustomed to.
RTO is a factor
Another factor contributing to the increase in applicants is the Return to Office (RTO) movement initiated by many big tech firms. As companies begin to call their employees back to physical office spaces, there is a noticeable uptick in applications for remote positions. My company, which hires exclusively for remote roles, has experienced this firsthand - hence some selection bias here obviously. The push for RTO has certainly influenced job seekers' preferences, steering them towards opportunities that offer greater flexibility in terms of location and work environment.
Very limited negotiation
In prior years it would have been unusual for a strong candidate to have only one offer. Multiple offers were the norm. In today’s market, rarely do candidates get more than one offer, reducing candidate’s ability to negotiate. My anecdotal evidence shows that offer acceptance rates are 90-100%, which is unusually high. This dynamic further empowers hiring managers to choose candidates who not only meet but exceed job requirements.
From a hiring manager's perspective, this market condition allows for unprecedented selectiveness in candidate selection. The quality of an application must stand out not just in terms of technical skills but also in adaptability, potential for impact, and cultural fit. Because of this abundance of candidates, I have now shifted from hiring generalists to focusing on specific skills I need to complement my teams. This also, a reflection of how I want to scale my team for the next phase of growth. I can afford to narrow the scope of what I need, whereas in prior years that level of selectivity was only afforded to the largest tech companies.
The sheer volume of applicants and resumes to read make it impossible to spend considerable time evaluating every candidate. My recruiter and I go through every resume, but I spend no more than a few seconds quickly scanning each. I’m looking for specific keywords and if I cannot find them, I move on.
From a candidate’s perspective this imbalance between supply and demand can be disheartening. Candidates should expect a long recruiting cycle and should expect to interview multiple times until they get an offer. Below are some tips for candidates trying to navigate this very challenging market.
First, make sure you are a good match for the position. if the position is advertising specific skills e.g eBPF make sure you have those, or relevant ones, on your resume. It’s tempting to simply apply for all jobs - the marginal cost of an application is low. The downside of this approach is a higher rejection rate, which might affect your morale.
Second, your resume must be succinct and very quickly highlight what you worked on and built. As a hiring manager for software engineers, I am seeking builders. If you resume is full of “aligned”, “enabled”, “discussed” and so on, I’ll move on. I want to read what you did, what you built. Share your Github handle too.
Third, invest in your LinkedIn profile and make sure it highlights your accomplishments. Your network can also be very helpful. People you worked with who can refer you at their current employer are a great source of candidates. The vast majority of candidates (~80%) I hire are sourced via my recruiting team from LinkedIn or via referrals. Applying directly still remains the least probable channel for getting hired.
Finally, because this is a recruiting related post, below are the positions I am hiring for: