What hiring in Technology looks like
Technology hiring moves in waves. Teams expand quickly around a product launch or a funding event, then pause to absorb new people. Strong engineers and product people tend to hear from many recruiters at once, so generic outreach gets ignored.
Candidates care about the problem, the team they would work with and how decisions get made. A clear description of the stack, the on-call expectations and the path to impact usually matters more to them than perks.
Signals worth checking
- Shipped work they can talk about in detail: systems they designed, migrations they led, incidents they handled.
- Public code, technical writing or talks, treated as a bonus rather than a requirement.
- Cloud and security certifications for infrastructure roles, read alongside real project experience.
- Evidence of working with product and design partners, not only writing code alone.
Reaching passive candidates
- Search by the tools a person has actually used in role, not by buzzwords in a headline.
- Open with the specific problem the team is solving and why this person's past work fits it.
- Share the interview steps and time commitment up front. Engineers often decline processes that feel open-ended.
Designing a fair interview process
- Use a practical exercise close to the real job, sized so it respects the candidate's time.
- Include a conversation about past systems so you see judgment, not just recall.
- Give every candidate the same core questions so comparisons stay fair.
How Connecting Odds fits
Post the role with the real stack listed, search members by skills and past titles, and send connection requests with a short note about the problem. Once accepted, messages land in an inbox the candidate reads, and shortlists keep your team aligned on who is moving forward.