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Tech Recruiting Firm: Identifying Top Talent

Low unemployment and increasing demand for tech talent have left companies struggling to fill open positions. That is where the benefit of a tech recruiting firm comes in. Based on their experience and understanding of the tech talent landscape, tech recruiting firms can help organizations find the best candidates for their open positions in the shortest time. How do tech recruiters find the top talent? There are a few essential methods that tech recruiters use to find ideal candidates for each organization. 

Subtly Approach Passive Candidates 

While talent strategy is a chief priority for many executives and industry leaders, that doesn't mean that qualified tech talent is readily available for hire. Tech recruiters know that the best candidates aren't always actively looking for a new job. In fact, studies show that up to 70% of the global workforce is passive talent. As a result, tech recruiting must be more strategic in its sourcing methods. One way they do this is by approaching passive candidates. 

What are passive candidates? 

Passive candidates are individuals who are not actively job searching but may be open to new opportunities. While active job candidates continuously seek new employment, passive candidates are usually content with their current positions. However, that doesn't mean they will not jump at the right opportunity. 

How does a tech recruiting firm find passive candidates? 

To identify passive tech job candidates, tech recruitment firms use various sourcing techniques such as social media research, employee referrals, and attending industry events. Once recruiters locate potential candidates, they reach out and attempt to build a relationship with them. By doing this, recruiters can better gauge a candidate's true interest level and potential fit for an open position. Conversations and connections also help bring the passive candidate into the hiring process—otherwise, they would sit on the sidelines. 

Non-traditional Recruitment Channels 

The talent pool for tech talent is widening. Years ago, recruiters sourced early-career talent from some of the leading universities, such as Stanford, MIT, and other preferred schools. They also relied on tech job boards to post positions and wait for candidates to apply. While these schools are still excellent places to find tech talent, and job boards are part of a modern talent acquisition process, recruiters are now looking beyond traditional means to identify qualified job seekers. A few innovative ways that tech recruiters are sourcing candidates include: 

  • Searching industry-specific social media platforms, such as GitHub and Stack Overflow. 
  • Using inclusive language to appeal to a more diverse range of candidates. 
  • Partnering with tech training programs, such as coding boot camps. 
  • Opening up past local job opportunities to remote job candidates. 

By using a mix of traditional and non-traditional recruitment channels, tech recruiting firms can identify top tech talent from various backgrounds. This is essential for organizations looking to build a diverse and skilled tech team. 

Personalize the Candidate Experience 

And as the tech recruiting trends show increased competition for hires, recruiters must personalize the candidate experience to stand out. A few ways tech recruiting firms can do this include: 

  • Proactively keeping candidates updated on their application status and the next steps in the process. 
  • Frequently checking in with candidates, even if there is no new information to share. 
  • Being transparent about the expectations of the role and company culture. 
  • Make themselves available to answer any questions or concerns a candidate may have. 

By personalizing the candidate experience, recruiters can increase the likelihood of making a successful placement. They can also build a positive reputation in the tech community, leading to more referrals and a more robust candidate pipeline. 

Automate and Systemize the Hiring Process 

Speed is essential when it comes to tech recruiting. Tech recruiting firms bring automation and defined systems to the table to make the hiring process as streamlined as possible. Doing this can improve efficiencies, better manage expectations, and deliver a better candidate experience. 

A few ways tech recruiting firms automate and systemize the hiring process include: 

  • Employing an applicant tracking system (ATS) to manage job postings, applications, and candidate communications. 
  • Developing defined tech recruiting workflows for each position. 
  • Establishing key performance indicators (KPIs) to measure progress and success. 
  • Creating a tech recruiting brand and candidate persona to attract the right talent. 

By understanding these recruiting strategies, organizations can be better prepared to find the top tech talent they need to grow and succeed. 


As the tech industry expands, so does the competition for tech talent. Tech recruiting firms can help identify and source the best tech job candidates quickly and efficiently. Consider working with a specialized agency to support your tech recruiting needs. Organizations can improve their chances of making a successful hire by partnering with a tech recruiting firm. 

At Hire Velocity, we solve your tech talent challenges with customized tech recruitment process outsourcing (RPO), executive search, and talent advisory solutions designed to align talent with your company culture and strategy. Deep knowledge of the industry coupled with innovative workforce solutions uniquely qualifies us to help you win the war for tech talent by positioning your company to attract, retain, and develop high-demand technology professionals in the competitive market. Contact us today.  


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