Hiring Sought After Engineers

August 08, 2019
In competitive labor markets, simple things can make a big difference.


The demand for top developers using cutting-edge technologies such as Ruby, Java, Node, React and Go is high. Even in a talent-rich market like Argentina, sourcing these roles requires much more than just a competitive offer. Recently, our recruiting team has collected data and anecdotes that show just how sought after these engineers are and how many options they have: 

  • Developers commonly receive upwards of 15 pitches from recruiters... Every. Single. Day. Many of these are direct offers not a request for an interview - aggressive recruiters are putting money on the table without even speaking to the developer. 

  • Amongst our recent hires, the majority considered at least 4 competitive offers before deciding to come work for us. And all of them made their decision within 24 hours or less of receiving the offers because aggressive recruiters (not Spark Digital) often create a sense of urgency by putting an expiration on offers. 

  • Based on a survey of our engineers, the majority say that the project they’ll be working on is the most important criteria in their decision on where to work, more important than compensation. The third most important criteria was training opportunities and the opportunity to learn and grow.

Based on this, there are a few key takeaways to keep in mind:  

  1. Invest time and effort in your job descriptions. Reveal as much as you can about the project, the technologies being used and the interesting challenges that the developer will face. Also, explain the importance of the project to your organization - everyone wants to feel like they’re making an impact. 

  2. Consider skipping the client interview. If you trust your partner, you should skip the client interview. In the time it takes to do these interviews, it’s likely that good candidates will be lost to other offers. Over 90% of the candidates we present to clients pass their interview. Ask your partner what their acceptance rate is: if they don’t know, that’s a red flag, if it’s less than 80%, that’s another red flag. 

  3. Make sure to challenge every developer. Give everyone, especially high performers, a chance to work on the more fun and challenging aspects of a project. Doing so will it more likely that they’ll report high levels of job satisfaction and motivation. 

  4. Invest in training. Develop a training program and let your most senior people share their knowledge with others. The best developers are the ones that crave to learn new things. Satisfy their thirst for knowledge and keep them where you want them - on your team. 

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