Aurelia Butler

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    Want To Hire More Women? Focus On Performance Feedback

    Diverse teams win. Study after study proves what savvy talent leaders have known all along: more and varied perspectives lead to better business results. Gender-diverse companies consistently outperform their less-diverse peers. The most ethnically and culturally diverse companies are 36% more profitable than the least diverse. Talent leaders in tech are constantly broadening their candidate pipelines and bringing more women into their workforces. They know that having women in the room and listening to their ideas makes teams more creative and companies more successful. But finding and retaining women in tech is a struggle. Let’s look at why performance feedback becomes key.
    Where are all the women in tech?
    Despite years of DEI commitments and broad acknowledgment that gender-balanced teams bring more value, women are still underrepresented in the tech industry. Estimates vary, but women reportedly make up roughly 28% of the U.S. technology workforce despite being 57% of the workforce overall.
    And things are moving backward. In 2021, 25% of women technologists reported they were outnumbered by men in the workplace by 75% or more. In 2023, 45% of women technologists reported this, a 20% increase over just two years.
    Things are especially concerning when it comes to Black, Latina, and Native American (BLNA) women. Despite more BLNA women receiving computing degrees in recent years—the number doubled between 2016 and 2021—their representation in tech decreased by more than 10% from 2018 to 2022.
    Women in tech are less satisfied in their jobs
    It’s not just that there are there far fewer women in tech than there should be, but also that those who do work in the industry are unhappy. That’s true even more so now than in years past. Skillsoft’s 2023 Women in Tech report showed that just 28% of women technologists say they are extremely satisfied with their jobs. Compare that to 44% in 2021. The report also found that “nearly 40% [of women] are likely to switch job roles in the year ahead.”
    Accenture data shows that women who take a tech role end up leaving it by age 35, and women quit tech jobs at a 45% higher rate than men.
    Women feel unwelcome and unsupported
    Technology is not inherently a mismatch for women. Girls get better grades in STEM subjects (and all subjects) than boys. Women appear to have stronger coding skills than men.
    It’s not technology as a discipline; it’s women’s experiences within tech workplaces that make it risky to join and difficult to stay. We’ve known this for at least a decade. One recent study looking at open-source software communities—an extreme example of gender inequity at 9.8% women representation, despite open-source constituting 70-90% of modern software solutions—found that women in tech are experiencing everything from having their contributions ignored to having their lives threatened.
    Here again, it is more pronounced for women of color. A study from the Kapor Center’s Women of Color in Computing Collaborative showed that women of color in tech were “the equivalent of 37.6 percentage points less likely than white women to see a long-term future for themselves at their companies.“ They were also “16.4 percentage points more likely than white women to report that they have left or considered leaving a company because of its culture.”
    Mothers see additional discrimination and mistreatment at work, with managers assuming moms are less dedicated because they have parental demands, and employers less willing to even interview them for the same reason. Hiring bias is increasingly prevalent — as Hired recently reported, after years of improvement, the number of roles that sent interview requests to only men increased in 2022. Not to mention, inflexible schedules and insufficient parental leave can make women decide for themselves to opt out of the field altogether.
    The thing is, despite the discrimination and harassment that are obvious detractors, what women consistently say is a major reason they‘re unsatisfied is a lack of development and growth opportunities. Essentially, managers are failing women.
    Bad and biased performance feedback is causing women to quit
    New research is putting instructive data behind the bias, mistreatment, and intent to leave that women in tech consistently report. Textio’s latest annual Language Bias in Performance Feedback study showed that women report being called “helpful” two times more often than men in performance evaluations. Meanwhile men are called “ambitious” two times more often. Women also report feeling disrespected or underappreciated 1.3 times more often than men.
    These findings matter. Biased and poor feedback prevents women from understanding how they can grow in their roles, and stunts their career trajectories. And “growth potential” and “lack of equity in opportunities” are among the top reasons women cite for being unsatisfied in their jobs and wanting to make a switch.
    Textio’s research showed that 83% of men said they understand the requirements to earn their next promotion, while only 71% of women, non-binary, transgender, and gender non-conforming people said the same. Additionally, 61% of people who said they plan to stay with their current employer agreed that they understand expectations of them, as opposed to only 21% of people planning to leave.
    The link between poor-quality performance feedback and attrition is undeniable. Textio’s report found that people who receive low-quality feedback are 63% more likely to leave their organizations than everyone else. And women (and people of color) receive the lowest-quality feedback of all.
    Between frustrating working conditions, unfair and sub-par performance management, and outright harassment, it’s no wonder we see so few women in tech. There is a trickle-down effect of women having bad experiences, women warning other women, and women opting out. As the lead researcher in the open-source community study put it: “…the individual harm that a woman faces leads to incidental harm of other women being discouraged from participation, resulting in further collective harm for the open-source software community in the form of fewer women participating. Overall, these negative experiences are detrimental to the retention of women in open-source software and the tech industry in general.”
    Hire and retain more women with high-quality performance feedback
    Toxic teammates aside, tech organizations have a huge opportunity to better support women at work with better performance management practices. Improving the quality of feedback women are receiving can directly address the lack of growth potential, insufficient managerial support, and inequities in advancement opportunities women say are top reasons they’re unsatisfied and looking to leave.
    Better experiences for women in the workplace can have a trickle-up effect of attracting more women and allowing them to grow and contribute at a higher level.
    What does better performance management look like? Fair and effective feedback at work is:

    Clear: It uses direct phrasing, and avoids clichés and exaggerations.
    Actionable: It references specific examples and gives suggestions for growth.
    Relevant: It is focused on work output, not personality characteristics.
    Unbiased: It avoids hidden bias that excludes and causes harm.

    Your organization can ensure managers are consistently giving thoughtful, thorough, and fair feedback to support women’s careers. Software helps with this and makes it scalable across the company, so everyone is getting feedback that helps them grow.
    Show women you’re an inclusive and equitable employer
    If you’ve cleaned up your culture and feedback systems, be sure candidates know it. Often the first place they’ll hear about you is your job post. Do you know what message it’s sending? Using unbiased and inclusive language in your job posts signals that you’re a welcoming and mindful work culture. You can attract more women to your roles in the first place with better, optimized recruiting language.
    Including a pay range is another way to demonstrate your commitment to equitable practices. You may even need to by law depending on your organization’s size and location. Data from Hired shows an overall positive effect on gender wage and expectation gaps in major US cities with new salary transparency legislation. Software helps here too. Features like Textio’s pay-transparency guidance prompt recruiters to add pay information when it’s not there.
    There is much work to do to make tech a better field for women. Removing bias and increasing quality in performance feedback is a fruitful place to act. If enough employers do, perhaps we’ll see the numbers start turning around next year.
    Hire and retain more women with inclusive recruiting and equitable performance management software from Textio. Learn more. More

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    Navigating Employer Branding in APAC’s Diverse Talent Landscape

    The Asia-Pacific (APAC) region, with its rapid digital transformation and vast internet user base, presents a dynamic and challenging environment for employer branding. Glynnis Quek, APAC Online Marketing Lead at Google, shares insights on navigating this diverse landscape and effectively attracting top talent.
    Understanding APAC’s Nuances
    APAC’s linguistic diversity, evident in over 2,000 languages and dialects, demands localized content. Chinese, for instance, has unique variations in each country, necessitating customized messaging for Singapore, Hong Kong, Taiwan, and China.
    Platform preferences vary across markets. LinkedIn is favored in India and Australia, but less prominent in Taiwan, Japan, and Korea. China has its own platforms, necessitating a shift from global channels.
    Cultural preferences also play a role. Stories highlighting a fun workplace culture resonate well in Korea, while professional development and career growth are key drivers in Singapore.
    Addressing Misconceptions about Western Companies
    Western companies often face misconceptions in APAC, such as the need for strong English language skills, rigid Western workplace cultures, and incompatibility with traditional values.
    Google’s #GoogleRamadan campaign effectively challenged these perceptions by showcasing Muslim employees, resonating deeply with APAC’s sizeable Muslim population and prompting the global expansion of the campaign.
    Balancing Global Strategy with Local Resonance
    Google maintains a global employer brand strategy while ensuring local relevance. Quek assembles cross-functional teams with local subject matter experts and traditional employer branding partners, empowering them to work within the global framework while adapting it for their specific markets.
    Partnerships for Success
    Partnerships are crucial for effective employer branding in APAC. Google’s Women Techmakers initiative in India and the Google Aboriginal and Indigenous Network in Australia are examples of localized partnerships that resonate with diverse talent pools.

    Empowering Local Teams to Create Resonant Content
    The key to success lies in empowering local teams to create content that resonates with their markets. Quek emphasizes the importance of combining a robust global employer brand strategy with innovative local teams capable of adapting content for their specific audiences.
    Bottom Line
    APAC’s growing tech talent and burgeoning middle class make it an increasingly important region for global brands. By understanding local nuances, addressing misconceptions, balancing global strategy with local resonance, and forging strategic partnerships, companies can effectively attract top talent in this dynamic region.
    To follow Glynnis Quek’s work in employer brand, connect with her on LinkedIn. For more on Google’s global employer brand strategy, listen to our episode with Mary Streetzel. For help identifying the values and culture you want to create in your company, get in touch.
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    AI in HR, People-Centered Approaches, & More: Talk Talent to Me October ’23 Recap

    What did you miss in the October episodes of Hired’s Talk Talent to Me podcast? Get insights from recruiting and talent acquisition leaders who share strategies, techniques, and trends shaping the recruitment industry. 

    AI and HR with Theresa Fesinstine, Founder of peoplepower.ai
    Long-term approaches to TA with Greg Muccio, Managing Director of TA at Southwest Airlines 
    A new take on company culture and employee value with Jessica Zwaan, COO at Whereby

    1. Theresa Fesinstine, Founder of peoplepower.ai
    Theresa shares where we are in AI development within the HR space, what tools she uses for AI learning, and how HR employees can make use of AI. This breakthrough episode simplifies the nuanced and complex issues within HR.
    “To me, HR is the only team [and leader] in the organization that really understands what [every] other department functionally is working through, their challenges [and it’s] like the central post of what’s happening within a company.”
    Listen to the full episode.
    Related: ChatGPT in Recruitment: How to Unlock its Power, Increase Efficiency 
    2. Greg Muccio, Managing Director of TA at Southwest Airlines
    Greg discusses his experience as a long-time Southwest Airlines employee (22+ years!) and what motivated him over the years to stay. He shares an overview of the distinct talent acquisition challenges Southwest faces and how he implements long-term tactical approaches to talent acquisition. Greg also dives into current hiring trends, appetite for open roles, and the significance of uncovering new talent the company does not already possess. 
    “At Southwest, we want a representative of our brand and that culture and those kinds of things because that’s what makes people come back and fly with us again, and again, and again, it’s our people.” 
    Listen to the full episode.
    3. Jessica Zwaan, COO at Whereby
    People-centered approaches to business emphasize the importance of prioritizing and supporting the well-being, growth, and satisfaction of employees. Businesses can create a positive work environment to benefit employees and improve performance, productivity, and long-term success. 
    Jessica discusses her innovative, people-centered approach to HR and business development. She unpacks how the best aspects of product management can be applied to HR to transform the value of your workforce and business. Learn how HR can increase productivity, the ins and outs of streamlining the workforce to increase its value, reducing regrettable churn through effective HR, and analogizing people with products. Jessica also offers insights into why justifying an employee based on revenue is outdated and why she views the business as an ecosystem.
    “We should be building [HR performance] systems which are built for the way human brains work.” 
    Listen to the full episode.
    Want more insights into recruiting tips and trends?
    Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

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    Revolutionizing Recruitment: Walking the Tech Hiring Tightrope (VIDEO)

    How do you future-proof recruiting and talent acquisition in this evolving tech landscape? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Tech Salaries report. They’ll discuss insights into the technologies, skills, and preferences shaping the tech industry. From emerging tech roles to the rise of hybrid work models, discover how to align your hiring strategies with the future.
    Hear from:

    Read an excerpt of the conversation here and scroll down to access the full webinar. 
    What are common recruiting challenges teams are facing?
    Katrina Collier
    It’s always quite amazing because you think it’s going to be a technology problem. It’s never a technology problem. It’s always a human problem. I hear other recruiters speaking all around the world and it’s always the same problem. It comes back to the intake or kickoff call and the relationship between recruiters and hiring managers. It always seems to be what’s causing the friction. Maybe it’s different things around it but it’s always that relationship. 
    Related: What Happens When TA & Hiring Managers Unite? Best Practices from One Medical, NBCUniversal & More 
    I would really like to see investment in people because we used to teach that people relationship. We get a lot on the candidate side but there’s not enough on the manager side. I would love to see recruiters being built up in confidence so they can say no. Sometimes these managers have really big job titles. But that doesn’t mean they can recruit. You should be going in and equally partnering. 
    I would also like to see TA leaders allowing their recruiters to be really audacious. If the hiring manager doesn’t show up to the meeting, which happens a lot, the recruiters often just close the requirement… It shouldn’t have to get to that point. There be respect in the partnership from the beginning. I would like recruiters to feel like TA and business leaders have their backs so they can say, “We’re recruiting people for your team. This really matters. I get that you’re busy but the people make this company a success.” 
    Have you experienced a shift in candidate expectations?
    Gary L. Davis
    It’s interesting because in terms of expectations, the same things candidates wanted twenty years ago, I don’t know if we’ve always been in a position to deliver them. To Katrina’s point about setting recruiters up for success, the things we were asking for twenty years ago are not much different. Candidates want to be treated with courtesy and respect when we’re going through the interview process. They want to make sure we’re being evaluated consistently and fairly.
    Candidates also want to make sure we have clarity about the value we’re expected to create in the role. We’re talking about more integration. How do we build our careers around our lives? Now we’re saying, how do we build our lives around our careers? We’re expecting things like wellness to become a major priority.
    Related: 2023 Survey Results: Top 3 Benefits Ranked by Engineers (Besides Salary) 
    We’re also expecting to have the flexibility to drop kids off at school in the morning and be available later in the evening. Then on the flip side, you think about that wellness and flexibility piece and tie it back to DEIB. We’re noticing jobseekers (particularly Gen Z and Millennials) expect DEIB to be something companies care deeply about and are actively doing things to change. LinkedIn did a study a few years back and found about 76% of jobseekers and employees were looking for that level of satisfaction and reassurance about companies caring. 
    The reality is that the world is continuing to change. In a lot of ways, especially in this past year, the tech space has been rock solid. We did massive hiring a few years ago. Only at the start of this year and late last year did we let a lot of folks go. I think we’re all in this moment of wondering how to hire for what’s next. How do we prepare ourselves? How do we think about the future of our companies and how the talent acquisition landscape needs to change to make our companies competitive? 
    Watch the full collaborative panel discussion to discover:

    How candidate preferences are transforming work models, benefits, and career growth
    How small and medium-sized businesses can compete for top tech talent
    How to foster continuous learning and skill development for future demands
    How useful AI is in recruiting  More

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    The Power of Integration: 4 Reasons Why Your ATS and Hired Are Better Together

    Streamline your hiring workflow and increase your placement rate!
    When companies integrate their ATS, they simplify process tracking to maximize efficiency. Keep reading to discover what your company can accomplish by integrating Hired with your ATS. Integrating your systems takes just a few minutes and we highly recommend setting this up prior to reaching out to candidates on Hired.
    1. Efficiently manage job requisitions
    Once your ATS is seamlessly integrated with Hired, you unlock the ability to pull in job requisitions (reqs) directly. This means no more redoing work. Effortlessly link to and search for existing positions in Hired so you don’t have to spend time manually inputting all elements of your open role. These reqs will also be easily recognizable to other team members, ensuring everyone is always on the same page.
    2. Automatically add candidate profiles
    Upon accepting an interview request, candidates from Hired are automatically added to the ATS. This automation saves you the time of uploading individual profiles manually. On top of this, with some ATS integrations, when you pull in a role, you can automatically assign all new candidates a custom stage that fits your funnel.
    3. Synchronize candidate stages
    Once a job is tied to a Hired position, any changes to a candidate’s stage in your ATS will be mirrored on Hired. This real-time synchronization enhances candidate experience by ensuring consistency and allowing a unified view of candidate progression. 
    4. Drive better placements and faster offers
    Beyond just operational efficiencies, integrated companies see tangible results. On average, companies with their ATS integrated with Hired have a 46% better placement rate than those without. What’s more, integrated companies also make offers an average of 10 days sooner than non-integrated companies. Integrating Hired and your ATS could be the difference between securing top talent and losing out.
    Related: Hired CEO Shares Summer 2023 Hiring Trends: Tech Hiring Thaw 
    Applicant tracking systems integrated with Hired
    Have an ATS partner you’d like Hired to integrate with? Let us know at hired.com/integrations. 

    1. Ashby
    Ashby enables talent teams to be exceptional at what they do. Ashby combines your ATS, CRM, Scheduling, and Analytics into a single consolidated solution without compromising on scalability of customizability. The impact is real-time reliable data, a consistently great candidate and recruiter experience, and a single source of truth. 

    Target companies: SMB, MM, ENT
    Target industries: All industries, especially popular among venture-backed technology companies
    Target markets: Global
    Beyond the ATS: Ashby Analytics is bundled into Ashby all-in-one solutions or can be purchased as a standalone product. This is especially useful for companies that need additional analytics support but already have an ATS that they are not looking to change.

    Unlike the mostly static dashboards provided by Excel sheets or BI tools, Ashby lets you interactively explore all your recruiting data. Build your own reports. Filter and segment by any field. Drill down into each data point.
    Related: Hired Partner, Ashby: An ATS to Unlock Hiring Excellence 

    2. Greenhouse
    Greenhouse is the hiring operating system for people-first companies. Their industry-leading software and structured hiring approach enable more fair and equitable hiring. A fast-growing ecosystem of more than 450 hiring worktech partners are seamlessly integrated with Greenhouse. Over 7,500 companies have leveraged Greenhouse to turn talent into their competitive advantage – so they can hire for what’s next.

    Target companies: SMB, MM, ENT
    Target industries: All industries, especially popular among Tech, Marketing/Advertising, Finance, Management Consulting, and Biotech companies
    Target markets: Global
    Beyond the ATS: Greenhouse Onboarding engages new hires as soon as an offer is accepted. This streamlined approach allows companies to integrate new team members faster, keep everyone informed, and automate logistical onboarding tasks.

    By implementing Greenhouse Onboarding companies are leveraging technology so that new hires can be quickly integrated into the company culture and become productive, active members of the organization from the start.

    3. JazzHR
    JazzHR, an Employ Inc. brand, delivers an enterprise-level set of easy-to-use recruiting tools that empower small and mid-sized teams to hire faster at an unmatched price. JazzHR’s best-in-class software replaces time-consuming and manual hiring tasks with intuitive software designed to help recruiters and hiring managers recruit, and hire the right talent, fast. 

    Target companies: SMB
    Target industries: All industries, especially popular among IT and Software companies
    Target markets: North America
    Beyond the ATS: JazzHR’s candidate texting allows you to boost your sourcing streams, battle interview fatigue, and help humanize hiring by leveraging real-time conversations with candidates to keep your company top-of-mind and ahead of the competition.

    Stop playing phone tag – learn how recruitment texting can speed up the hiring process and boost candidate engagement.
    Related: Hired Partner, JazzHR: A Powerful ATS for Small & Medium-Sized Businesses

    4. Lever
    Lever, an Employ Inc. brand, is a cloud-based Talent Relationship Management platform that transforms sourcing, recruiting, and hiring for companies of all sizes and needs. LeverTRM is the only solution with ATS and CRM functionality in one platform, allowing recruiters and hiring managers to focus on building relationships so candidates can find the best fit.

    Target companies: MM, ENT
    Target industries: All industries, especially popular among Tech, Software, Media, and Financials Services companies
    Target markets: North America
    Beyond the ATS: Lever Career Site Builder allows for anyone on your hiring team to craft a compelling career site in minutes — no design or coding experience necessary — saving you time and preventing you from having to rely on web development resources.

    Take it one step further and integrate your org’s Google Analytics account. Through this integration you can measure traffic and engagement with your custom-tailored career site with ease by syncing your Google Analytics instance and ID.
    Related: Hired Partner, Lever: A Leading Talent Acquisition Suite

    5. Teamtailor
    Teamtailor is a leading recruitment (ATS) and employer branding platform that empowers organizations to streamline their hiring processes and attract top talent. With innovative features, customizable workflows, and powerful analytics, Teamtailor offers a user-friendly solution to optimize recruitment efforts, enhance candidate experiences, and build strong employer brands.

    Target companies: SMB, MM, ENT
    Target industries: All industries
    Target markets: Global 
    Beyond the ATS: Teamtailor’s employer branding features equip you with everything you need to give candidates a glimpse into what it’s really like to work at your company, make it easy for everyone at your company refer people in their network to your open positions, add career pages with translated content or create unique experiences for different languages, and more!

    No technical knowledge is needed to take advantage of these features, thanks to pre-built templates.
    Related: Strong Employer Branding Helps Recruiting, TA Teams Win 

    Related: Hired Partner, Teamtailor: The Recruitment & Employer Branding ATS 
    6. Workable
    Workable is the world’s leading hiring and HR management platform. Workable gives in-house recruiters, hiring teams, and HR professionals more ways to find more qualified candidates and help them work together to identify, hire, onboard, and manage the best. Whether you’re hiring Employee #2 or 200 new employees, Workable’s all-in-one recruiting software helps you find the best candidates and turn them into employees.

    Target companies: SMB, MM
    Target industries: All industries
    Target markets: Global 

    Beyond the ATS: Workable goes beyond hiring with their Onboard & Manage tools that help you onboard and manage your employees. With fully customizable profiles, company document management, org charts, and time off management (coming soon), it becomes an end-to-end HR system.

    Related: How Many Candidates Should You Interview for a Job? Hiring Best Practices 
    7. Workday
    Workday is a leading provider of enterprise cloud applications for finance and human resources, helping customers adapt and thrive in a changing world.and a flexible system helping teams comprehensively manage payroll, benefits, HR, and employee data.

    Target companies: ENT
    Target industries: All industries
    Target markets: Global 
    Beyond the ATS: Workday offers a handful of HR solutions in addition to its ATS capabilities. These features allow organizations to create more engaging employee experiences and attract and develop the right skills across your workforce.

    Further, companies looking for financial management, ERP, or professional services automation software should visit Workday.
    Related: Tech Candidate Spotlight – Myron Yao, Software Application Engineer at Workday 

    Integrating your ATS with Hired is so easy
    The best part? Hired joining forces with your ATS takes just a few clicks. Set up your ATS by clicking on “Integrations” in the top right drop-down menu. Get more details on connecting your specific ATS here.  

    Not a Hired customer yet? Sign up for Hired to get instant access to a curated pool of top tech talent actively seeking their next role. More

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    What Tech Skills are Most in Demand in 2023 & Command Top Salaries?

    As 2023 unfolds, changes in the market have led to particular tech skills and roles taking precedence over others (and commanding higher salaries). Hired’s 2023 State of Tech Salaries report uncovered the most sought-after tech skills for the top five in-demand roles and why employers need them. 
    Generative AI’s impact on tech work
    Everyone in tech is no stranger to the explosion of GenAI these days. With the emphasis on artificial intelligence applications, companies are seeking more engineers ready to innovate with it and, in some cases, tame it. 
    As quoted by the Washington Post, Vijay Pande, a general partner at venture capital firm Andreessen Horowitz, said, “There’s a lot of excitement about AI right now. The technology has gone from being cute and interesting to where actually [people] can see it being deployed.”
    Outside of healthcare and technology, finance and science are also seeking machine learning engineers and researchers to apply AI technology to their space.
    This increased funding, technological advancement, and new use cases has led to a 21% year-over-year increase in demand for AI professionals according to Hired’s salary negotiation partner, Rora, and data from the US Bureau of Labor Statistics. Given that the number of AI professionals is not rising anywhere near as quickly – companies are paying premiums to compete for the existing professionals in the space to join their companies.
    When we surveyed employers for the State of Tech Salaries, we found the majority, 59%, believe employees who understand AI are more valuable. 

    This corresponds with national trends where, in August of 2023, 23% of all tech job postings included positions in emerging technologies or required emerging tech skills, such as AI. 
    Of those job descriptions within ‘emerging tech’ 37% listed a preference for AI skills, per the US Bureau of Labor Statistics. 
    GM for Rora Jordan Sale shared “One observation we’ve had amidst the layoffs is companies keep employees whose skills they perceive as valuable to where the company is going – not necessarily where they are today.”
    Employer demand growth for specific engineering and tech roles fueled by these skills
    According to the 2023 State of Tech Salaries report, more employers are seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers than in 2022. 
    The Business Analyst subrole under Data Analytics also broke into the top five roles most in-demand on the Hired tech hiring platform. 
    For the engineering roles showing the most growth in demand from 2022 to mid-2023, the top three skills requested by employers included Python, Java, and AWS.

    Compare the top skills from this State of Tech Salaries report with the hottest skills from Hired’s 2023 State of Software Engineers report from earlier this year. We see a shift in demand from Ruby on Rails to Python. Python is among the most popular programming languages for AI – showing coveted engineering skills change to meet the demands of the market. 

    Tech skills in demand often lead to higher pay

    When we surveyed tech employers for the State of Tech Salaries report, we asked which circumstances drive them to offer more money. 
    Far and away, the answer was 76%, hard-to-find skills, because the more niche a skillset is – the harder it will be for companies to recruit for that skill. 
    However, it’s important to remember that every company will value a different set of skills. At the end of the day, it’s about being able to create impact towards the company’s mission.
    Years of experience with a specific skill was the second-highest response with 57%.
    AI pay continued to rise this year – with a 2022 to 2023 increase of 16% in average total annual compensation (base + bonus + equity) according to Rora. Outliers increased too – Netflix reportedly offered $900K for a product manager role on their internal Machine Learning platform.
    Upskilling tech workers to meet new demands
    It’s fair to say candidates will be expected to leverage AI tools in their workflows to be more effective and efficient. A TalentLMS survey revealed that 49% of workers said they needed training for using AI tools – but only 14% said they received any instruction from their employer.
    Another survey from TalentLMS found that 85% of HR managers say they plan to invest in AI learning and development for employees. It’s likely that soon, more companies will create AI upskilling programs to train engineers – given the rapidly increasing demand for AI skills. This education in relevant AI technologies will also supplement the relatively constrained supply of ‘organic’ AI talent. 
    According to the Wall Street Journal, Accenture is one of the first companies to announce an internal upskilling program. 
    Advance tech skills with Hired partners
    Outside of the workplace, there are services for jobseekers and employees to meet these new demands of employers and the market proactively. 
    Hired has a variety of partners prepared to help tech pros upskill in the latest areas. These organizations can train students on how generative AI tools work, to write prompts to be super-powered in their jobs, and to use AI tools ethically and responsibly. Interested in being in the next generation of AI professionals? Advance your career with these partners: 

    The path forward for a career in AI
    You’ve likely noticed that AI has become a catch-all phrase to describe advanced computing technologies. It’s important to note that this hugely impacts hiring because one company’s need for AI support may mean something very different than another’s. 
    Some companies may be looking for technical talent to develop new products and tooling using AI. Others may want to use AI to analyze data, build new models, or conduct research.

    Source: Latent Space
    Staying up to date with what employers are looking for and what the job market demands is crucial to progressing a career in tech. As we’ve seen with AI, unexpected change can happen – and happen fast.  More

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    Tech Roles on the Rise! What Tech Roles Increased Most in Demand in 2023?

    As technology and modern needs evolve, specific tech roles have risen in demand on the Hired tech recruitment platform. In Hired’s 2023 State of Tech Salaries report we revealed the top five in-demand roles “biggest movers” and why employers need them. 
    They are (in order of growth from 2022 to mid-2023): 

    Security (Cybersecurity) Engineer – Up 28%
    Data Engineer – Up 21%
    Machine Learning Engineer – Up 16%
    Business Analyst – Up 15%
    Backend Engineer – Up 11%

    1. Security or Cybersecurity Engineer
    Average interview request salary* on Hired: $165,003
    As the world continues to digitally transform, so do criminals. All kinds of businesses, in a variety of industries, have learned, some the hard way, how important security and cybersecurity engineers are to them. 
    In one example, patients of a Louisville, KY, hospital network struggled to obtain prescriptions and make appointments after a cyberattack stole personally identifiable information, (PII) and medical records. The ransomware disrupted patient care as well as set off an identity theft nightmare for the victims.  
    Employers generally prefer a degree in cybersecurity, computer science, information systems, or related fields. They may also look for practical experience building test networks or system prototypes. 
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:

    Python
    AWS
    Java
    Go
    JavaScript
    Linux
    Azure
    Kubernetes
    React
    C++

    *Average interview request salary means the average salary offer submitted by employers when they request an interview with a candidate on the Hired technical recruiting marketplace. Disclosing the salary for the role is part of the transparency we require of employers on the tech hiring platform. Jobseekers are required to list their salary expectations in their profiles. Combined, this helps drive better matches and an efficient hiring process for both tech candidates and hiring managers. 
    2. Data Engineer
    Average interview request salary on Hired: $163,782
    Modern companies rely on data about themselves, their customers, and their competitors to stay relevant and ahead. Data engineers are the architects who establish the structure to retrieve, store, and manage vast reservoirs of data. With a blend of software engineering and data-centric skills, they transform raw data into usable systems.
    Employers generally prefer a degree in computer science or related fields. They’ll also look for experiences displaying an aptitude for various programs, languages, and tools. Knowledge may include building data structures, managing databases, using big data, and how proper data infrastructure can affect a business.
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:

    Python
    SQL
    AWS
    Spark
    Java
    Scala
    Kafka
    ETL
    Airflow
    Snowflake

    3. Machine Learning Engineer
    Average interview request salary on Hired: $169,666
    A machine learning engineer is a visionary technologist, harnessing the power of algorithms to teach machines how to learn from and act on data. These engineers are adept at creating technologies embedded with AI. Common examples of what machine learning engineers work on include self-driving cars for Uber and programming tailored search results for Google users.
    Employers generally prefer a Bachelor’s and Master’s or Ph.D. in computer science, an engineering discipline, or mathematics. They will also likely look for experience in working on practical and theoretical models.
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:

    Python
    AWS
    SQL
    Java
    Natural language processing (NLP)
    Tensorflow
    Deep Learning
    Pytorch
    Spark
    Computer Vision

    4. Business Analyst
    Average interview request salary on Hired: $123,220
    A business analyst connects business objectives to technical solutions. With a sharp analytical mind and a keen understanding of organizational needs, they delve into business processes, identifying inefficiencies and opportunities for improvement. Business analysts gather and interpret data, translate business requirements into technical specifications, and work closely with stakeholders to implement changes that drive business growth.
    Employers generally prefer a degree in business administration, computer science, or related fields. They will also likely look for experience with business process modeling, data analysis tools, project management, and domain expertise. 
    Top skills employers look for in business analysts

    SQL
    Python
    Tableau
    Looker
    Data Analysis
    R
    Microsoft Excel
    ETL
    Data Warehousing
    Financial Modeling

    5. Backend Engineer
    Average interview request salary on Hired: $160,039
    While users interact with the visual elements of an application, it’s the backend engineer who ensures that data flows, servers respond, and business logic executes seamlessly. They design, implement, and manage databases, application servers, and API integrations. Backend engineers enjoy coding and crafting the foundation of successful digital experiences, ensuring performance, security, and scalability.
    Employers generally prefer a degree in computer science, software engineering, computer security, or related fields. They may also look for experience with computer programming, REST-based services, cloud infrastructure, automated integration tests, accessing data on mainframes, and continuous integration.
    Top skills employers look for in backend engineers

    Java
    Python
    AWS
    React
    Go
    Node.js
    TypeScript
    SQL
    C#

    Employers’ demand for specific engineering and tech roles grows
    The Hired tech hiring platform showed the greatest volume of active positions belonged to: 

    Backend Engineer
    Full Stack Engineer
    Frontend Engineer
    Product Manager
    Data Engineer 

    These roles are comprehensive ones and are used by businesses of all sizes in a variety of ways. The 2023 State of Tech Salaries report showed how important specialization has become with the growth of employers seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers. 
    The Business Analyst subrole under Data Analytics also demonstrated a significant rise in demand on the Hired talent marketplace. With the rise of data, businesses need someone to help them interpret it and recommend actions.

    AI Researchers (typically known as Research Scientists and Applied Scientists) continue to be in high demand from tech companies big and small. Rora reports that researchers are one of the few roles that continue to have significant negotiation leverage – where it’s still common for candidates to line up multiple job offers at the same time.
    While AI Research Scientists are their own function at companies, they most closely align with the Machine Learning Engineer category on Hired’s tech hiring platform.
    Roles dropping in demand the most from 2022 to mid-2023 were:

    Product Designer – Down 26% 
    UX Designer – Down 20%
    Visual/U! Designer – Down 18%
    Product Manager – Down 15%
    Mobile Engineer – Down 12%.

    The impact of GenAI on tech roles in demand in 2023
    Unless you’ve been living under a rock, you’re familiar with the onslaught of GenAI in the last year. It was even a major point of the 2023 strikes by writers and actors. With artificial intelligence applications as the tech du jour, more companies want engineers comfortable and ready to lead with it. They want more machine learning researchers and engineers to bring AI technology to their business.
    Hired’s partner, Rora, shared there’s been a 21% year-over-year increase in demand for AI professionals. This is due to more funding, advances in technology, and the development of new use cases. Similar to the appetite for Web3 and blockchain talent in early 2022, in 2023 companies are competitively paying experienced AI technologists to sign offers.

    As part of the State of Tech Salaries, we regularly survey tech employers and workers. We asked employers if employees who understood AI were considered more valuable. The majority, or 59%, said yes. 
    In August of 2023, roles in emerging technologies or emerging tech skills requirements were part of 23% of all tech job postings. 
    In addition, the US Bureau of Labor Statistics shared inside categories like emerging tech, 37% of tech role postings included AI work and skills. 
    Hiring candidates in AI-driven roles
    Like many terms, AI has become a bucket to describe advanced computing technologies. Whether you’re a hiring manager, a CEO, or manage talent acquisition, the need for AI support may vary widely from business to business. 
    Some companies will use AI to analyze data, build new models, or conduct research. Some will develop new products and tooling. Regardless of your need, look for candidates with transferable skills. 
    Look for lifelong learners – people who are genuinely curious and embrace flexibility. Because the space is so new, any involvement in open-source-related projects is also a good indication of the aptitude to “grow with it. 
    Staying up to date with the demands of the ebb and flow of the tech hiring market is critical. As AI has shown, change happens quickly. 

    Need to hire any of these tech roles growing in demand? Request a demo. More

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    Challenging Conventional Practices, Learning As a Transformational Tool, & More: Talk Talent to Me September ’23 Recap

    Catch up on the September 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

    Increasing diversity with Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
    Hiring for potential with John Beard, Director of Talent Acquisition at One Medical
    Learning as a transformational tool with Dr. Keith Keating, Chief Learning Officer at Archwell
    Challenging conventional recruitment practices with Amy Sheehan, Director of TA at Hormel Foods

    1. Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
    Jenn Tardy returns to the podcast to offer an update on her diversity training experiences, including what harm looks like and initiating change to alleviate harm. She also gives a sneak preview of her Increase Diversity Summit Event. 
    “Harm can look like leaving people tokenized, using ineffective language that causes backlash, having conversations that leave some people feeling like increasing diversity does not include [them].”
    Listen to the full episode.
    2. John Beard, Director of Talent Acquisition at One Medical
    John shares his inspiring journey into talent acquisition, his passion for aligning recruitment with a company’s mission, and his innovative, candidate-centric approach. He discusses the challenges and opportunities in talent acquisition, debunks misconceptions, and emphasizes the importance of hiring for potential, not just negotiation skills.
    “For [One Medical], we want to reward the best candidates, not the best negotiators.”
    Listen to the full episode.
    3. Dr. Keith Keating, Chief Learning Officer at Archwell
    Dr. Keith Keating discusses the value of learning as a transformational tool, regardless of vocation. Dr. Keating describes the key skills that learning and development professionals need to drive value for their organizations and unlock human potential. He shares what it takes to create a “true talent ecosystem,” the importance of “future literacy,” and how talent pros can emerge as strategic business partners. By understanding the concepts of transferrable skills and the power of embracing a lifelong learning mindset, Dr. Keating believes that we can take control of our future.
    “There should always be a strong connection between learning development, talent development, and [recruitment] because we can help define the skills that are needed in the roles.”
    Listen to the full episode.
    4. Amy Sheehan, Director of TA at Hormel Foods
    Amy discusses current gaps and opportunities in the talent acquisition space and how she is shaking up the traditional approach to recruitment. She also discusses the evolving role of recruitment in today’s competitive job market and provides insights into the recruitment and onboarding processes at Hormel Foods. She also explains the value of effective communication, how to create purposeful experiences for new hires, and the role of AI in recruitment.
    “[AI] will allow [recruiters] to spend time creating experiences that matter and get [the company] top talent.” 
    Listen to the full episode.
    Want more insights into recruiting tips and trends?
    Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More