How to attract the best tech talent

Attracting skilled tech professionals is one of the biggest challenges facing employers today. With demand for developers, engineers, and data specialists at an all-time high, competition for experienced talent is fierce.

For hiring managers, business owners, and HR teams, success now depends on more than posting a job advert. You need a message that resonates, a reputation that stands out, and a process that shows candidates why your business is the right place for them.

In this blog, we’ll outline how to attract the best tech talent through authentic employer branding, better job adverts, and a candidate experience that helps you secure the people who drive long-term success.

If you're new to hiring tech talent or want to get the full picture first, our tech recruitment guide is a good place to start.

Why attracting top tech talent is harder than ever

Hiring skilled tech professionals has never been more complex. The pace of digital growth, combined with a limited supply of experienced candidates, means employers are competing on more than salary. Understanding the challenges shaping the hiring landscape will help you adapt your strategy and attract stronger applicants.

High demand and limited supply of skilled professionals

The UK and European tech sectors continue to expand faster than the available talent pool. Developers, engineers, and data professionals remain some of the hardest roles to fill. As a result, candidates can be selective about where they work and who they work for.

Employers that attract top performers are those that invest in clear communication, a respected brand, and a hiring process that feels structured and professional.

Changing expectations among tech candidates

Tech professionals today want more than job titles and pay rises. They value career development, flexibility, and meaningful work. Many prioritise modern technologies, autonomy, and clear progression paths.

Your employer value proposition should reflect these expectations. If your business promotes growth, work-life balance, and an inclusive culture, make sure that message comes across at every stage of the hiring process.

The impact of remote and flexible working trends

Remote and hybrid working have changed the way employers attract and retain people. While flexibility helps you reach a wider talent pool, it also increases competition. Businesses now hire across regions, countries, and time zones.

Be transparent about how your teams work, what tools you use to collaborate, and how you maintain culture remotely. Candidates appreciate clarity and are more likely to engage with employers who set clear expectations.

Building a tech employer brand that attracts candidates

Your employer brand defines how professionals perceive your business. A strong, authentic brand helps you stand out in a crowded market and attract candidates who align with your values and goals.

Showcase your culture and values authentically

Tech professionals are drawn to businesses that promote collaboration, learning, and respect. Be open about what your company stands for and how it supports its people. Share examples of initiatives that demonstrate your approach to wellbeing, teamwork, and diversity.

Authenticity builds trust. The more real your culture appears online and throughout the hiring process, the stronger your reputation becomes.

Highlight your tech stack, tools, and projects

Your tech stack can be one of your biggest selling points. Developers and engineers want to know which tools and frameworks they will work with.

Include this information in your job descriptions and careers content. Mention upcoming projects, system improvements, or technology upgrades. Candidates are more likely to apply when they see opportunities to learn and work on relevant, modern technologies.

Use employee stories and testimonials effectively

Employee stories are powerful because they add a human element to your brand. Encourage team members to share their experiences through short videos, written profiles, or testimonials.

Hearing real voices gives potential applicants confidence in your culture and provides a genuine insight into what life at your business is like.

Writing job adverts that attract the right candidates

A well-written job advert helps you reach the right people and set the right expectations from the start. Focus on clarity, purpose, and what candidates will gain from joining your team.

Focus on clarity and outcomes, not just requirements

Avoid long lists of technical requirements. Instead, explain what success looks like in the role. Describe the projects they will work on and how their contribution supports the wider business.

Clarity helps candidates self-assess quickly and encourages those who fit to apply with confidence.

Include relevant tools, frameworks, and technologies

Be open about your current tech environment. Mention the languages, frameworks, and systems your teams use. For example, if you use AWS, React, or Python, highlight this clearly. Transparency about your technology helps attract candidates who are genuinely excited about the work.

Make your benefits and development opportunities clear

Salary matters, but so do growth and flexibility. Outline your benefits in a way that feels relevant. Mention hybrid working, career development, mentoring, or wellbeing initiatives.

Being specific about how you support employees builds trust and positions your business as an employer of choice.

Where to find and engage top tech talent

The strongest tech professionals are not always actively searching for roles. To reach them, employers need to build visibility and relationships across the platforms and communities where they spend time.

Make the most of specialist job boards and platforms

General job boards can deliver applications, but specialist platforms produce better quality candidates. Use sites like Stack Overflow, GitHub Jobs, or Technojobs to target specific technical skill sets.

Ensure your listings include relevant keywords such as “software engineer” or “DevOps specialist”, and include details about your culture and flexibility.

Build presence in developer communities and events

Engagement in developer communities can significantly strengthen your brand. Encourage your team to contribute to open-source projects, join local meetups, or attend industry events.

Active involvement in these spaces helps your business build credibility and connect with skilled professionals who may not be actively job seeking.

Use LinkedIn and direct outreach effectively

LinkedIn remains one of the most effective channels for hiring in tech. Keep your company page updated with projects, news, and culture insights.

When reaching out to candidates directly, take a personalised approach. Reference their background, highlight relevant aspects of your opportunity, and explain why your business could be the right fit for them.

Encourage referrals from your existing tech team

Employee referrals are one of the most reliable ways to find quality candidates. People already working in your team understand your values and the type of professionals who thrive in your environment.

Create a simple referral scheme and recognise employees who recommend successful hires. Referrals often result in better-fit candidates and higher retention rates.

Creating a candidate experience that stands out

The hiring experience you offer plays a major role in whether candidates accept your offer or look elsewhere. Every step should be respectful, transparent, and timely.

Communicate clearly and move quickly

Keep candidates informed throughout the process. Set expectations around timelines, interview stages, and feedback. Prompt communication builds trust and helps prevent candidates from accepting offers elsewhere.

Simplify your interview process

Lengthy or unclear processes can discourage good candidates. Review your interview structure and remove unnecessary steps. Use practical assessments or discussions that reflect the work they would actually do in your business.

Give meaningful feedback and follow-up

Providing feedback shows professionalism and respect. Even when someone is not successful, constructive feedback leaves a positive impression. Candidates remember how they were treated, and positive experiences can lead to future applications or referrals.

How to stay competitive when attracting talent

The tech hiring market evolves quickly. Employers who adapt to candidate expectations and market conditions will stay ahead of the competition.

Offer transparent and realistic salaries

Be open about pay ranges from the start. Tech professionals appreciate clarity and are more likely to apply when salary expectations are realistic and competitive.

Research current benchmarks for your roles to ensure your offer aligns with the wider market. Transparency strengthens trust and reduces the risk of late-stage dropouts.

Emphasise flexibility and work-life balance

Flexibility has become a top priority for most tech professionals. Promote your approach to hybrid or remote working and outline how you support work-life balance.

When employees feel trusted to work in a way that suits them, engagement, motivation, and retention all improve.

Provide learning and progression opportunities

The best candidates look for long-term career growth. Offer access to mentoring, internal learning, and training budgets that help people progress.

Showing commitment to professional development attracts ambitious individuals and reinforces your reputation as a forward-thinking employer.

Partnering with a specialist tech recruitment agency

Hiring in tech requires market knowledge, time, and the right connections. Partnering with a tech recruitment agency that specialises in technology gives you access to a wider network and expert advice tailored to your hiring goals.

Access to hard-to-reach and passive talent

Many skilled professionals are not actively job seeking. A specialist recruiter can connect you with these individuals through established networks and long-term relationships.

At Digital Waffle, we work with developers, data professionals, and engineers every day, helping employers find the people who aren’t visible on job boards.

Insight into current market trends and salaries

The tech hiring market changes rapidly. Partnering with a recruiter gives you access to up-to-date information about salary trends, in-demand skills, and candidate expectations.

These insights help you make informed decisions and stay competitive when attracting top talent.

Support in building long-term hiring strategies

A strong recruitment strategy focuses on sustainability, not just short-term hiring. At Digital Waffle, we help employers assess skill gaps, define clear hiring goals, and plan for future growth.

Working in partnership ensures your hiring process remains consistent, efficient, and aligned with business objectives.

Attracting the best tech talent requires strategy, authenticity, and consistency. By investing in your employer brand, refining your job adverts, and improving the candidate experience, you can position your business as a place where talented professionals want to work.

Looking for more detail on hiring tech talent? Read our ultimate guide to tech recruitment.