The Pragmatic Engineer reports tech hiring spike

👉 The market dynamics of 2023 have significantly shifted with tighter budgets leading to more selective hiring practices, especially in leadership roles. However, we’re now observing a pick-up in hiring activities, particularly post-Easter 2024, as startups, scale-ups, mid-sized enterprises, and large financial institutions return to talent acquisition. Access more insights here 👉 https://lnkd.in/gVYkckRv

Here's how you can go from your Garage to a Google-sized team 👇 As a seed-stage CTO, your personal network isn’t just a convenience—it’s a crucial resource that can make or break your hiring strategy. Here’s why tapping into your network is so powerful: 💡 Trust & Reliability: You already know their skills and work ethic, reducing risk. ⏱️ Speed: Hiring through your network can fast-track the process, skipping long screenings. 🤝 Cultural Fit: Shared values or prior experience make it easier to integrate them into the team. But what happens when you go through all of your network? scaling your team requires more than just familiar faces. That’s where NoFUD comes in 🕒 Save Time, Focus on What Matters: NoFUD acts as your recruiting partner, handling the time-consuming tasks of sourcing, screening, and initial interviews. This frees up your time to focus on driving your product and business forward. Your personal network can help you get started—but NoFUD can help you scale. Ready to build your dream team without the stress? 🔗 ------------------------------------------------------------------ #CTO #networking #startups #hiring #techleadership #NoFUD #growth #scaling #teamculture #recruitment #innovation

🚨 130,000+ tech jobs lost in 2024: What’s next? As 2024 winds down, the tech industry has faced one of its most challenging years yet. 457 companies. 130,000+ jobs. Dreams disrupted. Families impacted. Futures redefined. From Google to Tesla, from startups to giants, no one has been spared. But this isn’t just about numbers—it’s about people. 💡 What can we learn? 👉 Adaptability is survival. AI and automation are reshaping industries at lightning speed. Upskilling isn’t optional anymore—it’s essential. 👉 Empathy matters. Layoffs are hard, but how they’re handled defines leadership. Transparency, support, and care go a long way. 👉 Adversity sparks innovation. Some of the greatest breakthroughs come during times of disruption. This is the moment to reimagine how we work, create, and connect. 💪 A hopeful perspective: For every door that closes, another opens. Startups pivot. Talent evolves. Innovation thrives. The future will belong to those who adapt today. What’s your take? How is your business navigating these shifts? Let’s talk in the comments.👇 _____ Follow me for more 🔔

These days, it seems to me that tech companies are approaching growth with an eye toward cost efficiency. Before all the layoffs, these companies were focused on getting their products to market as fast as possible. They often did whatever was necessary to achieve that outcome - including hiring aggressively. But when the market downturn led to scaling back engineering teams, those processes slowed or halted. Now, many companies have concluded that they need a different growth strategy. I’ve had many conversations in the past month with employers who are looking to scale teams without overspending so that they can start to scale again. The through-line I’ve seen is a sense of pragmatism and cost-effectiveness… and the logical conclusion from this premise is that more companies will look to hire offshore. As offshore experts, the momentum is in our favor as companies are updating their growth strategies. The globalization of tech talent is bringing more and more companies to new geographies. I’m excited to see the impact that trend will have in the coming months.

Here's how to ask for what you REALLY want in a job offer, while still being flexible: A client interviewed with a startup, and they were very excited about him. They made him an offer of 300k with a 50k performance bonus. We came back with a counter of 600k plus a CTO title. Now here's the thing. We KNEW we weren’t going to get 600k. But we created a few offers and ways to get the total comp to 600k with the CTO role to show flexibility. There was a lot of back and forth. Ultimately, they settled on 450k with an opportunity for direct mentorship as a pathway to the C-Suite. My client was taking a risk joining a startup and leaving a stable job. He believed in them, though. And he asked THEM to show they believed in him. If you show that you're willing to be flexible, you're more likely to get in the ballpark of what you want -- and what you deserve! #careerdevelopment #jobsearch #careers #hiring #personaldevelopment -- Get into a new senior-level role by the end of 2024! We'll be discussing tools for a faster search in our next webinar on October 21st at 12pm ET. Register today: https://loom.ly/U3ywOK0

😅 "I could never work for a startup because I need security from a job," a friend said to me recently. But here's the myth: big companies = job security. Who's laying off most? According to Layoffs.fyi, 1,186 big tech companies laid off about 262,682 staff in the US in 2023 alone. That's just the tech sector with big companies like Google, Microsoft, Dell Technologies, and more. 😬 Yes, startups can be risky. They might fail. You never know what will happen. But in today's job market, no job is truly "safe". So, why not choose a startup? Here’s why I continuously do: 🌱 Career Growth: Rapid expansion = more opportunities to move up. Small teams mean you can take on diverse roles and learn new things. 🔄 Flexibility: Nontraditional schedules and often remote/ hybrid work. 🎨 Creativity: Your ideas matter. From thought to implementation you can be part of the process. 🗣️ Autonomy: Independence and trust from leaders. 🤝 Team Culture: Close-knit teams with shared goals and vision can change the world and have an amazing time doing so. Two amazing examples are Re:Drink (pictured here) and also Yellowtail.tech, a previous startup I worked for. Every startup I've worked with or for has always tried to provided as much job security + benefits as they can. So to me there really are only pro's, especially if you are early into your career. 💪 #StartupLife #CareerGrowth #EarlyCareer #JobSecurity #Innovation #Flexibility #WorkCulture #CareerDevelopment #Startups #TechJobs #JobMarket

Reflecting on a recent conversation, it struck me how the landscape of tech employment has drastically shifted. During the pandemic, the tech industry saw mass hirings, a stark contrast to the widespread layoffs we’re witnessing a few years later—a reality I’ve personally encountered. This volatility raises critical questions about the future, particularly with AI’s growing influence, which undoubtedly poses risks to human jobs. The common advice is to continually upskill, but this feels increasingly like trying to outpace AI’s rapid advancement. As both elements rise in tandem, it becomes a complex race. While we observe this evolving trajectory, the search for stable opportunities goes on. #TechIndustry #AILayoffs #CareerDevelopment #Upskilling

Red flags 🚩 to look out for when hiring tech talent (especially when you don’t come from a tech background) It can be challenging to identify good from bad especially when they talk the talk, so here are two things I look out for. 🚩 The One-Trick Pony This person might boast an impressive list of technical skills, but their experience seems narrow and inflexible. They struggle to answer questions outside their specific area of expertise. This suggests someone who might struggle to adapt to new technologies or learn on the fly, which is crucial in today's fast-paced tech world. 🚩 The Know-It-All This person seems to have all the answers, even to questions you haven't finished asking yet. They might shut down other ideas or dominate conversations. While confidence is great, a know-it-all can disrupt team dynamics and hinder collaboration. Look for someone who values open communication and is willing to learn from others. What red flags have you encountered in your hiring process? Next week I’ll be sharing green flags to look out for when hiring tech talent. Make sure to sign up to my mailing list https://lnkd.in/eHAxca3B where I’ll be sharing more gems to help you navigate the tech world #Hiring #TechTalent #Startups #Leadership #TeamBuilding

Tell me about yourself? No, tell me about the outcomes you drove. Rinky Jain, Head of HR & TA at Jupiter, shares her take on effective interviewing. If you're looking to hire folks for your startup who can drive outcomes, Weekday can help. We've worked with >500 early-stage startups to help hire their core teams across Engineering, Product, and Design. Link in comments if you want to explore (get 5 free resumes within 24 hours).

🤔 How do you decide who to hire when every role feels mission-critical? For startups and scaling companies, this decision can either propel growth or stall innovation. Here's something curious: why do so many companies struggle to find "the one" perfect hire, when thousands of skilled developers are looking for opportunities every day? Could it be: 1️⃣ You're trying to do everything in-house? 2️⃣ You're prioritizing cost over expertise? 3️⃣ You're spending weeks hiring when your project needed talent yesterday? 💡 Here’s a thought: You don’t have to hire full-time to build a dream team. In fact, some of the most successful startups leverage a hybrid approach: keep core strategists in-house and augment with skilled developers as needed. 📉 The result? Lower overheads, faster results, and no long-term commitments for short-term projects. Still wondering if this approach works for you? Let's discuss how the tech hiring game is changing in 2024. #HiringTips #TechTalent #ScalableTeams #StaffAugmentation #StartupSuccess