Tech Hiring Isn’t Dead
Is tech hiring “dead”?
Nah. It’s just evolved, shedding its skin like some sort of tech python slithering into the next era.
The clickbait headline of “dead” is just that — clickbait. Let’s be real: tech hiring isn’t dead. It’s changed, matured, and in some ways, grown more selective. The endless buffet of overinflated salaries, lavish perks, and “join us to disrupt the universe” job pitches? Those days are fading, but that doesn’t mean opportunity is six feet under.
What’s actually happening?
Companies are waking up. They’re saying, “Maybe we don’t need another ‘ninja rockstar data guru’ with a $300k salary just to optimize the color of a button.” Now, with economic headwinds, the VC cash spigot tightening, and an industry reckoning with its inflated ego, the hiring frenzy has slowed.
But dead? No.
Tech hiring has entered a new chapter, one where value, not hype, drives decisions. Here’s the kicker: the best talent will still be hunted, paid handsomely, and chased like it’s prom night all over again. The difference is that hiring managers are looking beyond the “wow” factor of resumes dripping with buzzwords. Instead, they’re focused on real, measurable skills and outcomes. In other words, tech hiring has grown up, and so should the people hoping to land those jobs.
Here’s what’s driving this shift:
1. The Layoff Hangover
Remember those headlines earlier in the year? “XYZ Tech Giants Lay Off 10,000 Employees.” What’s often missed in the sob stories is the reality: many of these companies were overstaffed to begin with, gorged on cheap money and inflated valuations. They hired too many people too fast for projects that didn’t need that much firepower. The layoffs weren’t about tech dying — it was about recalibrating. The pandemic-fueled hiring spree, propped up by astronomical growth expectations, was a sugar high. Now we’re coming off it.
2. Talent Supply Catching Up
For years, there was a tech talent shortage. Now? There’s still a gap, but it’s less dire. Bootcamps, online courses, and universities have cranked out armies of software developers, data analysts, and AI specialists. That means there’s more competition than ever. If you’re in tech and feeling the pressure, it’s because companies can now afford to be picky. The bar has gone up. Tech hiring isn’t dead; it’s just becoming more competitive.
3. AI and Automation
Don’t get me started on this. AI is shaking things up. The fear-mongering headlines will tell you AI is here to steal your job. The reality is more nuanced. AI is changing the nature of jobs, automating tasks that were once mundane but necessary. That doesn’t mean tech jobs vanish. Instead, it means we’ll see a shift in the kinds of roles being hired. Software engineers are still in demand, but now companies also want experts in AI ethics, machine learning operations, and data governance. Tech hiring isn’t dead — it’s evolving into something more complex.
4. The Death of Perks and the Rise of Purpose
Remember when the tech industry used to flaunt free lunches, yoga classes, and sleeping pods? Yeah, that’s not coming back anytime soon. What’s replaced the ping-pong tables and kombucha on tap? Meaningful work. Post-pandemic, people are craving purpose, not perks. Companies that can offer a sense of mission and impact will still attract top talent. It’s not that hiring has dried up — it’s that the criteria for what makes a job appealing have shifted. A free latte machine is no longer a deciding factor.
5. Remote Work Recalibration
Remote work isn’t going anywhere, but the free-for-all era is over. Companies have figured out that while remote work works, it’s not without its flaws — especially in terms of collaboration, culture, and creativity. What we’re seeing now is a hybrid recalibration, where companies are hiring people with a balance of remote capability and in-office flexibility. So no, hiring hasn’t died, but the fully remote utopia? That might have peaked.
Creating Impact
Tech hiring isn’t dead — it’s sober. The frenzy has cooled, the FOMO-driven hires have slowed, and we’re left with a more mature industry. The strongest tech talent will still have opportunities, but they’ll have to adapt. Specialization is key, and so is the ability to demonstrate real value, not just potential. If you’re looking for a tech job, the game has changed. Stop chasing the ghost of Silicon Valley 2015 and start thinking about how you can offer real impact in 2024 and beyond.
Dead? No. Reborn? Absolutely.
Brian Fink is the author of Talk Tech To Me. He takes on the stress and strain of complex technology concepts and simplifies them for the modern recruiter. Fink’s impassioned wit and humor tackle the highs and lows of technical recruiting with a unique perspective — a perspective intended to help you find, engage, and partner with professionals.
