5 Steps To Securing Your Perfect Tech Candidate

Your Opinion
Published: 05.05.23

Congratulations – you’ve found the perfect candidate. You’ve made your decision, but have they? It’s time to win them over. A common mistake hiring managers make is assuming that the hiring process is over as soon as you make an offer – in reality, you’re just getting started. 

According to top hiring stats for 2022, 78% of candidates consider the application experience to be a direct indicator of how a company values its employees. It’s also important to bear in mind that your company might not be the only one your dream candidate has interviewed with. So, how can you make sure you stand out against the competition? We’ve got a few tricks up our sleeve…

1 – Keep them engaged

Don’t fall victim to the idea that onboarding a candidate begins after their start date. An experienced tech professional’s notice period can be anything from four weeks to three months, so you mustn’t lose the momentum you built up throughout the application process. Depending on the length of the notice period, there are a number of actions you can take to generate excitement around the role:

A follow-up email or call – let them know you can’t wait to have them on board and what to expect in the coming weeks.

Starter pack – these are especially popular with remote or hybrid workers as it creates a sense of inclusion. 

Team building activity or event – this gives them a chance to break the ice with their new colleagues.

2 – Provide purpose 

Candidates are more likely to feel excited about a new role if you’re able to offer a clear roadmap for career progression. If you’re not able to present candidates with a formal structure for their professional development – such as management opportunities – then you should at least be able to let them know how their role will evolve and new training possibilities. In addition, candidates leaving their current roles due to a lack of company culture might also want to hear about team events – both work-related and otherwise.

3 – Anticipate the counter-offer

Hiring managers often ask candidates whether they’re interviewing with other companies, but they miss another glaring possibility – the counter-offer. The best way to handle a counteroffer is to open the discussion before it’s even on the table. That way, you can gain insight into how susceptible your candidate might be to staying with their existing employer.

At this stage, you can also discuss their career ambitions, which may give you the chance to remind them why they were unhappy in their current role. The other approach for effectively handling counteroffers brings us neatly onto our next tip…

4 – Be willing to negotiate

There’s a reason you chose this candidate over all of the rest – perhaps it’s down to their wealth of knowledge, exceptional talent, or highly relevant insights into the project they’ll be working on. Whatever their allure, if you know their worth – they will too. 

There’s every possibility that your offer could be met with a request for a higher salary, more holidays, flexible shift patterns, or even a hybrid working environment. Candidates may also prefer a different start date based on their notice period. 

Your recruitment budget should always leave room for negotiation. Don’t risk losing out on a skilled candidate because of compensation. More importantly, make it clear that you are receptive to their wishes and prepared to listen to their individual needs. 

5 – Act fast

The tech industry moves fast – and we’re not just talking about gadgets and software. Right now, we’re experiencing a talent shortage where there are more jobs available than candidates to hire. As a result, candidates hold most of the cards. The longer you drag out the interview process, the more time they’ll have to connect with your competitors – or get swayed by other opportunities. 

One of the most tried and true methods of getting top talent to sign their name on the dotted line is simply leading a fast and efficient interview process. Is a three-stage interview really necessary? Will a tech test better indicate their suitability for the role, or can you find the evidence you need in their portfolio? What’s the quickest way you can provide – and accept – feedback?

Ready to start negotiating?

It’s important to strike the right balance between streamlining the process and rushing into a decision. To iron out the creases in your hiring process without compromising quality, consider partnering with an expert recruiter.

At Cathcart, we’re extremely well-versed in tech candidate selection. We’ll help you source the best talent and guarantee you stand out in a competitive market.

Don’t waste another second – get in touch with us today to refine your hiring process.

Gordon Kaye Selfie

Co-founder and Joint MD

Gordon Kaye


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