Tech Hiring: Why Finding the Right Talent is Harder Than Ever

The hiring landscape for tech and leadership roles has never been more challenging. If you’re a hiring leader or HR professional, you’ve likely felt the tidal wave of applications — exacerbated by AI tools, remote work trends, and economic uncertainty.

So, why are so many companies struggling to find qualified talent despite being flooded with applications? And what can leaders do to streamline their process and attract the right people?

As an experienced headhunter specializing in tech and MedTech, I’ve seen firsthand how these dynamics impact hiring outcomes. Here’s what’s happening and how you can address it.

The Reality: More Applicants, Fewer Viable Candidates

Tech jobs today are magnets for applications, often drawing hundreds — even thousands — of resumes. Here’s what’s driving the influx:

• AI Automation: Candidates are using AI tools like ChatGPT to generate resumes and cover letters at scale. Many job applications now lack personalization or relevance.
• Remote Work Trends: While remote flexibility broadens the talent pool, it also invites candidates to apply indiscriminately for roles they aren’t fully qualified for.
• Market Instability: Layoffs, like the 220,000+ in tech this year, have flooded the market with job seekers. In response, candidates feel pressured to apply everywhere, leading to volume over quality.

For hiring leaders, this creates a massive burden: sifting through hundreds of applications to find the few who are genuinely qualified and aligned with the role.

As one hiring manager described, “We received 2,000 applications for a mid-level engineer. The noise makes it impossible to spot the true signal.”

What’s Not Working: The Pitfalls of Modern Hiring Tools

Many companies lean on Applicant Tracking Systems (ATS) and AI-driven filters to cut through the volume. While helpful, these tools have limitations:

• Keyword Overload: Candidates game ATS by keyword stuffing resumes to “beat the bots.” This doesn’t guarantee a fit for your team.
• Generic Applications: AI-generated cover letters lack authenticity. Hiring managers can sense when candidates haven’t taken the time to understand the role.
• Unintended Bias: Rigid filters (e.g., “5+ years of experience in X”) exclude diverse or unconventional talent who may be a perfect cultural and skills fit.

Overreliance on tech tools often eliminates diamonds in the rough while pushing forward candidates who “check the boxes” but lack real value.

Practical Strategies for Tech Hiring Leaders

If you’re serious about hiring the right talent, it’s time to rethink how you attract, assess, and engage candidates. Here’s what works:

1. Sharpen Your Job Listings

A well-crafted job post will attract fewer, but far more qualified applicants:

• Be specific about role requirements but avoid hard limits that deter diverse candidates.
• Share an honest salary range to align expectations upfront.
• Add a simple “filter” (e.g., a question requiring a thoughtful response) to identify those who’ve read the listing carefully.

Example: “In your cover letter, tell us about a recent challenge you solved that aligns with this role’s responsibilities.”

2. Leverage Industry-Specific Job Boards

Generic platforms like Indeed amplify the noise. Instead, post on niche job boards tailored to your audience. In tech and MedTech, this might include:

• Tech Jobs for Good (for mission-driven roles)
• Elpha (to attract women in tech leadership)
• Industry newsletters or community boards

These platforms attract candidates with a genuine interest in the space, improving quality.

3. Invest in a High-Touch Recruitment Process

When you’re overwhelmed with resumes, engaging a recruiter can be transformative. An experienced headhunter can:

• Proactively source passive candidates — those who aren’t applying en masse.
• Pre-vet candidates to ensure alignment on skills, values, and salary.
• Bring hard-to-find leaders to your table faster.

As one hiring leader put it: “Recruiters let me focus on my core business while knowing that only the best candidates make it to the interview.”

4. Streamline Your Application Process

The best candidates are busy and selective. Simplify your process to respect their time:

• Avoid tasks like multi-stage video interviews or lengthy questionnaires upfront.
• Limit applications to a 1-5 minute process. Longer applications see application rates drop by over 70%.
• Use clear and inviting job descriptions (under 700 words) to keep candidates engaged.

Bringing It All Together: Quality Over Quantity

In today’s tech ecosystem, a deluge of applications doesn’t mean a larger talent pool — it means more noise. By refining your process, leaning on the right tools, and partnering with experts, you can shift from overwhelmed to strategic.

Hiring leaders face enough pressure. Don’t let the process derail you. With a little strategy and focus, you’ll not only find the right people but also make the process more human, fair, and efficient for everyone.

As a headhunter specializing in tech and MedTech leadership roles, I help companies cut through the noise to secure top talent. If you’re feeling buried under applications, let’s talk — I’ll find the right fit for your team.

What do you think about these strategies? Are you seeing the same challenges in your hiring process? Share your thoughts below!