Tech Recruiting Truths: Tips Based on the Reality of Today's Hiring Landscape

In our latest Wellfound Community Outreach event, "Tech Recruiting Truth No One Else Will Tell You," we hosted Bryan Williams, a Senior Technical Recruiter from Apptronik with over a decade of experience across agency, enterprise, and startup environments.

Bryan's candid approach to answering questions about the current tech hiring landscape made this session especially valuable. With no sugar-coating, he shared insights that many recruiters typically keep to themselves.

Here's the full video with some key takeaways below:

Here are the most revealing insights from the Q&A session that can help you navigate your tech job search more effectively.

1. Your Resume Is Being Filtered Before Human Eyes See It

With positions regularly receiving 500+ applications, Bryan revealed that most recruiters use automated filtering systems to narrow down candidates. "I have to do something and apply some filter," Bryan explained. "The first thing I'm going to do is run the job title."

What this means for you: Even if your skills match perfectly, having the wrong job title can eliminate you immediately. If you're a "Product Owner" applying for a "Product Manager" role, consider adjusting your resume title to match what they're searching for, especially if the responsibilities are similar.

2. Referrals Are Your Golden Ticket

When asked about the most effective path to finding a job, Bryan was unequivocal: "The number one thing you can do is leverage your network."

Even connections who are only "tangentially connected" to you can dramatically increase your chances. "You're so much more likely to get a conversation or a foot in the door if you come in as a referral versus a standard applicant," Brian emphasized. "People want to work with people they know."

What this means for you: Invest time building and nurturing your professional network. Don't be shy about reaching out to contacts at companies you're interested in. Even someone you've only met briefly can be the difference between getting an interview or being lost in the application pile.

3. Early Applications Get Priority Treatment

"Within the first week of taking applicants, we've already probably narrowed down the list of people," Bryan shared. This explains why applying early is so crucial.

What this means for you: Set up job alerts on platforms like Wellfound so you can apply within the first 24 hours of a posting. Early applicants are more likely to make it to the shortlist that recruiters present to hiring managers.

4. Startups Hire Differently Than Big Tech

For candidates struggling to break into startups despite having solid qualifications, Bryan offered perspective: "There's a commonly held belief amongst founders that you should be able to hire the first 50 to 100 people just based on who's in your network or your network's network."

Startups also prioritize speed over finding the perfect candidate. "You don't necessarily have the luxury of being able to hire the perfect person when you're being held to ambitious timelines," he explained.

What this means for you: Breaking into a startup often requires direct connections. Without them, you'll need to be extremely targeted in your applications, focusing on roles where you have the exact experience they need so you can "hit the ground running."

5. Quantify Your Impact, Not Just Your Responsibilities

When reviewing resumes, Bryan emphasized the importance of highlighting specific, measurable impacts rather than just listing job responsibilities. "Be quantitative, be measurable, be specific," he advised. "Don't talk about what your team did. Talk about what you did."

What this means for you: Revise your resume to focus on your individual contributions and their measurable impact. Instead of "Helped improve website performance," write "Reduced page load time by 40% through front-end optimizations, increasing conversion rates by 15%."

6. The Coding Assessment Reality

Many candidates expressed frustration about extensive coding assessments required before even speaking with a hiring manager. Bryan's honest response was eye-opening: "The short answer is because we can." In today's employer-favored market, companies have the luxury of making these demands because enough qualified candidates will comply.

Bryan added, "It's going to happen one way or the other." He explained that engineering candidates will face these assessments at some point in the process, whether at the beginning or later. He noted that while it might feel better to complete these after initial interviews, the reality of the current job market means many companies are shifting these earlier in the process.

What this means for you: While frustrating, recognize that coding assessments are increasingly standard practice, especially in a competitive market. Focus your energy on companies where you're genuinely interested and qualified rather than completing assessments for every single application.

7. Be Strategic About "Overqualification"

Several attendees mentioned being rejected for being "overqualified." Bryan explained that this raises concerns for employers: "We hire somebody who is overqualified, and then they come in and feel like the scope isn't what they're accustomed to... and then they're dissatisfied."

What this means for you: If you're intentionally targeting roles below your experience level, address this proactively in your cover letter or early conversations. Explain your genuine interest in the role and why it aligns with your career goals despite appearing to be a step back.

The Current Market Reality

Perhaps the most sobering truth Bryan shared was about the current tech job market: "It's never been more difficult to find a job in tech than it is right now." The 2023 tech bubble burst has created a candidate-heavy market where employers can be extremely selective.

What this means for you: Be prepared for a longer job search and don't take rejections personally. Even highly qualified candidates are facing numerous rejections in this market. Bryan encouraged job seekers to "reach out and see what the market looks like... you'll see exactly how many people out there are still in the same position that you are, and even people who might be more qualified than you are still in search of work."

Practical Next Steps

Given these insights, here are actionable steps you can take today to improve your job search:

1. Audit your resume(s): Create different versions tailored to specific job titles and ensure they include keywords from target job descriptions.
2. Map your network: Identify 1st and 2nd-degree connections at companies you're interested in and reach out for referrals.
3. Set up targeted alerts: Configure job alerts on Wellfound and other platforms to be notified immediately when relevant positions open.
4. Quantify your achievements: Revise your resume to include specific metrics and outcomes from previous roles.
5. Join relevant communities: Participate in industry-specific groups where recruiters might be looking for talent outside traditional application processes.

At Wellfound, we're committed to bringing you honest insights from industry professionals to help you navigate your career journey. Our "Ask a Recruiter" series is just one way we're working to connect our community with the information they need to succeed. Find the youtube playlist of the events here.

This article summarizes key points from Wellfound's community outreach event featuring Bryan Williams, Senior Technical Recruiter at Apptronik. For more resources and to find your next tech opportunity, visit wellfound.com.