The landscape of tech talent hiring has undergone quite a dramatic transformation in recent years. The COVID-19 pandemic accelerated the shift toward remote work and unlocked new opportunities for global recruitment. At the same time, intense competition for skilled professionals has elevated the role of HR, positioning it as a strategic driver within organizations. These developments, along with their implications for the future of recruitment, were the focus of the webinar “The Recent Evolution of Tech Talent Hiring,” hosted by DevSkiller, a platform for skills assessment, mapping, and management. The session also featured representatives from Jobshark, a tech recruiting and freelancing platform.
The panel consisted of Anders Persson and Ivan Varlev, respectively CEO and Head of Technical Consultancy at Comstream — the company behind Jobshark — and Robert Wierciński, Senior Customer Success Executive at DevSkiller.
The discussion extended beyond past changes to examine key trends shaping the future of technical hiring. One major trend is the rise of flexible work models: companies are now leveraging freelance work not just for part-time, short-term tasks, but as a collaboration model that enables them to hire talent from anywhere in the world as full-time members for long-term projects. Additionally, employer branding has become increasingly important for attracting talent that aligns with a company’s culture.
The panellists shared insights from their experiences working closely with both employers and candidates. Persson highlighted how the tech stack is a key factor for developers, as they learn through practical experience, and these learning opportunities are essential for their career advancement. “My experience is that it is extremely important for developers to know what they will actually work with — what technologies, what languages, what frameworks, and what they’re allowed to do. If they’re allowed to suggest things, like new technologies to be implemented, it can be very positive. Whether it’s a maintenance project or they can develop something from scratch — if it’s a maintenance project, it can be good to find some areas where the candidate can grow and develop something new and maybe extend functionality of kick off a little project on the side where they can explore some new technologies. That’s one takeaway, for us at least. It’s very important for the candidate to know what they will actually work with. It’s like if you’re hiring a Formula 1 driver and you don’t show the Formula 1 driver the car. I mean, do you think he will be interested?”
You can watch the webinar recording below to gain a deeper understanding of what successful tech hiring will require in the years ahead.
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