Recruiting software engineers is as competitive as ever.
In 2025, engineers remain one of the most in-demand talent groups in tech. With that demand comes choice – and software engineers are increasingly selective about the roles they take, the companies they work for, and how they’re approached in the first place.
At Transition Partners, this remains one of our core focus areas – and where we find clients often need the most support.
We’ve built a strong track record in engineering recruitment, and while some fundamentals haven’t changed, there are a few things we’re doing differently this year.
Here are my top tips for successfully hiring software engineers in today’s market:
1. Get Involved in the Community
At Transition Partners, we don’t just talk to engineers – we meet them where they are.
We run meetups, contribute to community events, and actively get involved in the conversations that matter to devs.
Whether it’s sponsoring a local tech meetup, hosting a webinar, or partnering with engineers to run content-driven workshops, these spaces create opportunities for meaningful relationships – not just transactions.
Engineers want to engage with companies that care about the tech community. If you’re adding value, you’ll naturally attract talent.
2. Be Direct, Transparent, and Clear in Your Outreach
It’s 2025. Engineers are still getting flooded with LinkedIn messages. If you want a response, don’t waffle.
Spell out the details upfront:
- What’s the tech stack?
- What’s the salary range?
- What’s the team culture like?
- Remote, hybrid, or office-first?
- Why now? What makes this role exciting?
Make your first message count. We also include a visual info pack where possible to give candidates all the context they need in one click. That clarity makes a huge difference.
3. Personalisation Still Wins
Automation is everywhere – and engineers can spot a lazy InMail a mile off.
You can use a template to structure your message, but you still need to show them you’ve read their profile. Reference their recent projects, GitHub repos, open source contributions, or career interests. If you’re impressed, tell them why.
It doesn’t need to be long – just authentic. We’re all tired of the “Hi [FirstName]!” messages. So are they.
4. Respect Their Time with Smart Scheduling
Engineers are busy – especially those already working full-time while exploring new opportunities.
Instead of 3-4 back-and-forth emails to book a call, we include a direct scheduling link. It sounds simple, but it shows that you value their time and that your process is streamlined – something every candidate notices.
5. Don’t Be Afraid to Get on Camera
If you want to stand out from the dozens of recruiters sliding into inboxes, send a quick video message.
In 2025, video is no longer “nice to have.” It’s a differentiator.
A 30-second video shows you’re human, builds trust, and helps you connect faster. Tools like Loom or Vidyard make this easy, and yes – it works right from LinkedIn too.
Hiring engineers is about more than just filling roles. It’s about showing up, building credibility, and creating a process that feels personal, respectful, and aligned with how developers want to be engaged.
If you’d like to chat more about how we support businesses hiring in tech – or need help finding the right engineers for your team – I’d love to connect.
max@transition-partners.co.uk
