In the dynamic world of the tech industry, change seems like the only constant—an exciting energy to work in, for sure. But recently, that dynamism has created waves as some of the largest tech firms in the U.S. have downsized their staff in the face of a shifting economy, putting thousands of big tech employees out of work.
You might be wondering if you should follow in the footsteps of these tech giants—or seize this opportunity to scoop up their newly available “former” talent. The answer isn’t a simple yes or no, but with the insights we’ll share, you can start to make informed decisions that align with your company’s current staffing needs and goals for the future.
So, let’s explore a few things to consider when it comes to hiring newly available talent from large tech companies and three actionable ways you can attract them.
Should You Focus On Acquiring Talent During a Big Tech Hiring Freeze?
Despite the shifting staffing winds in the tech industry, there’s still a shortage of qualified tech candidates—largely due to the specific skills and experiences required for certain roles. So, competition is still fierce, and demand for talented tech workers remains high.
Whether you should focus on hiring this talent depends on a variety of factors, including the specific skills and experiences of the workers, your hiring needs and financial resources, and company culture compatibility.
Consider Pros and Cons of Big Tech Employees for Your Business
When choosing the best employees for your business, consider the pros and cons of hiring new talent.
For example, some benefits may include:
- Experience and skill: Big tech employees often have a high level of expertise and experience. They may bring new ideas, strategies, and practices they learned at those companies—which has the potential to significantly boost growth.
- Network: Big tech employees often have extensive networks, which can be beneficial for partnerships, development, and future recruiting.
- Credibility: Hiring employees from big tech companies might increase your credibility, improving your partnerships, fundraising, and customer acquisition.
Equally as important are the some challenges to consider, which include:
- Cost: Those employees can command high salaries for their expertise and experience, which may not be attainable if you’re a smaller company or startup.
- Cultural fit: These employees may be used to a large company’s resources, processes, and culture. Therefore, they may experience challenges with integration and job satisfaction in a smaller company or startup environment.
- Risk of turnover: There could be a higher turnover risk if the employees prefer working at larger companies—or if big tech companies start hiring again.
Conduct a thorough analysis considering all these factors before making hiring decisions. Then, decide if it makes sense to seek out Big Tech employees or simply focus on hiring skilled talent with a diverse background from any company, regardless of “former” employer name recognition.
3 Ways to Attract Skilled Tech Employees In a Competitive Market
If you’ve done your research and decided that you want to acquire former Big Tech workers, attracting them to your job will be essential. They may require different strategies, so here are a few things to consider to stand out:
1. Create attractive job descriptions
Your job descriptions are the first impression potential employees have of your company, so make them count. Highlight any unique opportunities you offer, such as:
- The chance to work on a variety of projects
- The potential to see a direct impact with their work
- Career advancement and long-term incentives
- How your company culture, mission, and values align with theirs
2. Craft enticing job offers
A competitive job offer is a must in this market. That doesn’t only mean offering a big salary. Consider a complete compensation package like:
- Paid mental health benefits or medical care
- Remote work options or flexible schedules
- Professional development opportunities
- Mentorship or leadership trainings
- Unique benefits such as wellness programs or childcare reimbursement
Remember, employees from larger companies may be used to certain perks. So, think outside the box to offer something equally enticing.
3. Go where the people are
If you’re going to find tech employees to consider your open roles, go where they are. Check out job boards, industry networking events, staffing agency rosters, or LinkedIn.
Don’t be afraid to reach out to them directly—they might be waiting for an opportunity just like yours.
Optimize Your Hiring with a Large Tech Recruiting Firm
While hiring freezes or downsizing at large companies continue, they create opportunities for other businesses to scoop up talent. By carefully considering your needs and resources, crafting attractive job descriptions and offers, and going where the talent is, you can source amazing tech talent. Navigating this complex environment can be challenging. That’s why Insight Global is here for you.
As an industry-leading staffing and recruiting agency (and the second largest IT staffing agency in the U.S.), we have the expertise to help you optimize your hiring processes and the connections to attract top talent.
Reach out to us today to learn how we can help you elevate your hiring strategy and navigate the post-pandemic hiring landscape.
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Let us know below, and we can line up interviews for your company—no matter the size—in as little as one week. Questions? Call us toll-free: 855-485-8853