27/01/2025

Insights and Strategic Tips for Hiring Managers

Nick Caley

Insights and Strategic Tips for Hiring Managers

Reflecting on the "New Normal"

Remember the term "new normal"? It became a buzzword post-COVID, providing a sense of comfort in uncertain times as we tried to forecast how the world would settle – at work, socially, and economically. By 2024, that "new normal" had landed with a thud, and it wasn't always smooth sailing.

Economies wrestled with global conflicts, inflation surged, and widespread budget cuts impacted industries across the board. In the tech hiring space, layoffs were a regular occurrence, with major players like Big Tech shedding nearly 150,000 jobs, according to Levels.fyi. This ripple effect slowed funding, prompting investors to focus inward on existing portfolios.

Despite the rocky year, Q4 brought a glimmer of hope with a 15% uptick in tech roles. Venture capital funds loosened their purse strings, particularly in AI technologies. Looking to 2025, there's a cautiously optimistic economic outlook in the EU, and the U.S. – under Trump’s new administration – is poised for fresh investments.

So, as we step into 2025, how can hiring managers navigate the challenges and opportunities in tech recruitment?

 

Hybrid Work: To Flex or Not to Flex?

Hybrid work has become the default, but trends are shifting. Companies like Goldman Sachs, Amazon, and JP Morgan have initiated full return-to-office mandates, and even some early-stage startups are adopting stricter in-office policies.

However, removing flexibility could significantly hinder your hiring efforts. Post-pandemic, employees have embraced flexibility as a top priority. Organisations offering hybrid setups – such as a 2/3 split – will hold a competitive edge in attracting talent.

Flexibility doesn’t only apply to location; it’s also about candidate qualifications. Broadening your criteria to focus on essential skills expands your talent pool, often leading to better hires at a more competitive cost.

 

AI in Recruitment: Helper or Hinderance?

AI continues to transform our daily lives, and recruitment is no exception. In 2024, AI-powered recruitment tools gained significant traction, streamlining processes like candidate screening and scheduling.

While these innovations are valuable, over-reliance on AI poses risks. Recruitment is fundamentally about people. AI tools are great for automating tasks such as job postings, interview prep, and note-taking. But critical decisions – like selecting candidates for interviews – should remain in the hands of skilled hiring professionals. Human judgment is irreplaceable when assessing qualities like team fit and potential.

 

Building a Diverse and Inclusive Team

Diversity isn’t just a buzzword; it’s a proven driver of team performance. Companies tackling complex problems need creative and varied perspectives. To attract and retain diverse talent, you’ll need to address several key areas:

  • Perception: How does your company’s culture come across to candidates? Does your "About Us" page reflect your values?
  • Flexibility: Are your work policies inclusive, such as offering returnships, parental leave, or part-time options?
  • Job Specs: Limit "must-have" requirements to essential skills to avoid alienating potential candidates.
  • Interview Panels: Ensure diversity in the hiring process, so candidates feel represented and valued.

Proactivity is key. No organisation is perfect, but consistent effort can help build an environment that attracts top talent from all backgrounds.

 

The Rise of the Full-Stack Developer

In my 15 years in tech recruitment, I’ve observed waves of demand for full-stack developers. As we step into 2025, the tide is once again in their favour. The ability to "do more with less" makes developers skilled in both backend (e.g., Node, Golang, Python) and frontend (e.g., React, Vue) a hot commodity.

But today’s full-stack professionals need breadth as well as depth. Familiarity with cloud computing, CI/CD pipelines, automation, and testing is increasingly valuable. Flexibility and adaptability are critical for engineers navigating cross-functional teams and diverse project demands.

For hiring managers, this means rethinking interview strategies. Focus on open-ended technical questions and pairing sessions that reveal how candidates approach problems, not just the quality of their code. This approach not only evaluates skills but also fosters mutual alignment between candidates and your team.

 

Final Thoughts

The tech hiring landscape in 2025 presents both challenges and opportunities. Companies that prioritise flexibility, leverage AI thoughtfully, embrace diversity, and adapt to emerging skill trends will be better positioned for success. With proactive strategies, hiring managers can navigate the evolving market and secure the top talent they need to thrive.

Share this article

Driven By Technology

Driven by technology powered by people