How to Hire in a Competitive Tech Job Market | Employer Branding Tips

You’ve probably noticed it already—the tech hiring game has flipped. For years, companies chased scarce talent. Now, the market is flooded with applicants, yet finding the right fit feels harder than ever. Why? Because more candidates don’t automatically mean better candidates. Your challenge as a hiring manager is no longer just filling seats—it’s making the right call fast, without losing top talent to competitors. That’s where employer branding becomes your most powerful lever. Done right, it attracts high-quality candidates who are aligned with your culture and mission, helping you filter noise before pre-screening even starts. Let’s break down what works today, backed by real data, so you can sharpen your hiring edge.

Table of Contents Why Employer Branding Matters More Than Ever

The New Challenges in Tech Hiring

5 Employer Branding Tips That Actually Work

How to Speed Up Pre-Screening Without Losing Quality

Measuring Success: What Hiring Managers Should Track

Frequently Asked Questions (FAQs)

Key Takeaways

Why Employer Branding Matters More Than Ever Employer branding isn’t just about looking good on LinkedIn. It’s about shaping perceptions so candidates know what you stand for before they hit “apply.” Research shows that 88% of job seekers consider employer brand before applying , and companies with strong brands see 50% lower cost-per-hire and 28% less turnover ( amraandelma.com ).

When candidates already believe in your culture and values, pre-screening gets easier—you’re not just filtering résumés, you’re attracting people who fit.

The New Challenges in Tech Hiring Even with layoffs and a surplus of applicants, only 50% of tech hiring goals were met in 2024 —down from 58% in 2023 ( goodtime.io ). Time-to-hire is climbing, and competition for high-demand skills like AI and cybersecurity is fierce.

Key challenges you’re likely facing today:

Applicant overload – hundreds of résumés for each role, few qualified.

Skills mismatch – automation has reduced demand for entry-level roles while senior talent is scarce.

Salary inflation – AI and cybersecurity professionals often command six-figure packages.

Retention risks – candidates lured away by culture, flexibility, or career growth promises.

As Josh Bersin, HR industry analyst , put it:

“In this market, employer brand isn’t window dressing—it’s the difference between a funnel full of noise and a pipeline full of fit.”

5 Employer Branding Tips That Actually Work 1. Sharpen Your Employee Value Proposition (EVP) Candidates don’t just want a paycheck. They want purpose, growth, and flexibility. According to selectsoftwarereviews.com , 72% of companies now invest in employer branding , with nearly half focusing on EVP. If you can’t clearly answer “Why should top tech talent choose us over another offer?”, your brand is weak.

2. Showcase Real Employee Stories Instead of polished PR videos, highlight authentic employee testimonials, projects, and day-in-the-life posts. Candidates trust peer voices more than corporate messaging.

3. Embrace Skills-Based Hiring More companies are shifting away from degree requirements. A ft.com report notes that pre-hire skills assessments are increasingly favored, cutting bias and broadening talent pools. Promote this approach in your job posts—it signals fairness and inclusivity.

4. Compete Beyond Salary Yes, money matters. But surveys show 73% of workers stay for culture, training, and flexibility ( iprospectcheck.com ). Offer remote work options, clear career paths, and continuous learning programs. These are often the deciding factors for top candidates.

5. Go Global with Remote Hiring By 2030, 45% of companies plan to hire globally ( playroll.com ). Position your brand as borderless—able to attract talent wherever it thrives.

How to Speed Up Pre-Screening Without Losing Quality Here’s where most hiring managers struggle: too many résumés, not enough time. Modern platforms like Scaletwice.com help you automatically screen candidates with async interviews, AI-assisted scoring, and bulk invites—reducing noise early without sacrificing depth.

Practical steps you can apply today:

Use structured interview templates so evaluations are consistent.

Automate transcriptions and AI feedback on recorded responses.

Track interview quotas (per plan) so your hiring pipeline is predictable.

This saves hours per hire and keeps your team focused on the best candidates.

Measuring Success: What Hiring Managers Should Track You can’t improve what you don’t measure. Employer branding isn’t fluffy—it’s measurable. Here’s what to track:

Application quality ratio – % of applicants meeting minimum criteria.

Time-to-hire – from job posting to signed offer.

Candidate experience scores – survey applicants post-process.

Offer acceptance rate – if strong candidates reject, your brand message may be off.

Retention at 6–12 months – strong employer brands don’t just attract, they keep.

Frequently Asked Questions (FAQs) 1. Why is employer branding important in tech hiring? Employer branding helps you stand out in a crowded job market. Strong brands attract more qualified candidates, reduce cost-per-hire, and improve retention. In fact, companies with a strong employer brand see 50% lower cost-per-hire and 28% less turnover .

2. How can hiring managers pre-screen candidates more efficiently? Traditional résumé reviews are time-consuming and often misleading. Instead, asynchronous interviews on platforms like Scaletwice.com allow candidates to showcase their skills directly, while hiring managers quickly review and compare responses with AI-powered insights.

3. What role does culture play in attracting tech talent? Culture is often the deciding factor for top candidates. A survey found that 73% of employees stay in a job primarily for workplace culture, training, and flexibility . Highlighting authentic employee stories and career growth opportunities can make your brand magnetic.

4. How can employer branding help reduce candidate drop-offs? When candidates know what your company stands for, they’re more likely to stay engaged throughout the hiring process. By using tools like Scaletwice , you provide a comfortable, transparent environment for candidates to record their responses at their own pace—leading to higher completion rates.

5. What’s the best way to assess tech talent without bias? Skills-based hiring and structured pre-screening interviews help reduce bias. Scaletwice enables candidates to answer the same structured questions asynchronously, giving hiring managers a fair, apples-to-apples comparison of skills without unnecessary distractions.

Key Takeaways Employer branding is now a core hiring strategy, not a side project.

Candidates outnumber jobs, but the right skills remain scarce—branding helps filter the noise.

Sharpening your EVP, embracing skills-based hiring, and competing beyond salary are proven tactics.

AI-driven platforms like Scaletwice.com make pre-screening faster, smarter, and more scalable.

Success is measurable: track application quality, candidate experience, and retention.

Your next step? Strengthen your employer brand and streamline your pre-screening process with Scaletwice.com —where competitive hiring becomes efficient, fair, and future-ready.