Why senior engineers are hard to hire
Most senior engineers are not looking. They are employed, well paid and get contacted often. Job ads alone rarely reach them, and slow processes lose them to faster companies.
1. Write a brief that sells the role
- Separate true must-haves from nice-to-haves. Every extra requirement shrinks the pool.
- Explain the problem the engineer will own, the team, and the tech stack.
- State the salary range, location or remote policy, and working hours up front.
2. Source passive candidates, not just applicants
Search professional networks, open-source contributions, technical communities and your own past applicants. AI sourcing tools can scan these sources continuously and rank profiles against your brief, so recruiters spend their time on conversations rather than searching.
3. Personalise outreach
Generic messages get ignored. Mention something specific about the candidate's work and why your role is a real step up. Keep it short and include the salary range.
4. Keep the process short
- Recruiter screen (30 minutes)
- Technical conversation or practical exercise with an engineer
- Team and leadership interview
Give feedback within two working days after each stage. Long take-home tests and five-round processes drive senior candidates away.
5. Benchmark and close
Know the market rate before you start. Senior engineers often have several offers, so move quickly once you have decided, and be ready to discuss flexibility, scope and growth as well as pay.
6. Widen the map when you need to
If your local market is too competitive, consider remote hires in your region or a dedicated offshore team. A recruitment partner with global reach can compare options for you.
Pro Placement recruits senior engineers for companies across the Americas, Europe and Asia-Pacific. See engineering recruitment.
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