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    8 Ways to Hire Faster & Build a Better Employer Brand

    What You’ll Learn

    How to fill positions more efficiently through tools, templates, and moreThe partnership making hires an average of 11 days fasterThe strategy that took an offer acceptance rate from 60% to 88%

    About this eBook, 8 Ways to Hire Faster & Build a Better Employer Brand

    In a panel discussion led by Hired CTO Dave Walters, talent leaders from Gem, Tanium, NBCUniversal, and One Medical shared their thoughts on trends and best practices for optimizing the candidate experience.

    They reviewed how to improve the hiring process by strengthening the experience and by extension, the employer brand. Now, we are covering eight of their strategies to consistently help their teams fill tech and sales jobs efficiently. Use them to take action with your recruiting goals! More

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    Navigating Market Uncertainty: The State of Tech Hiring (VIDEO)

    Watch this webinar-on-demand to hear in-depth analyses of the hiring market today, based on the 2022 State of Tech Salaries data report. Listen to meaningful conversations regarding hiring strategies, including the structure of compensation packages, flexible working models, and other talent initiatives.

    Hear from:

    Hired CEO Josh BrennerVP & GM, Employer Solutions for General Assembly Catie BrandHead of People, Virtru, Conley (Henderson) McIntyre and Director, Talent Acquisition, Markforged, Bryan Robinson.

    Download this collaborative panel discussion to discover: 

    Salary trends by role and years of experienceChanges in industry benchmarks such as average time-to-hireKey opportunities to win over top tech talent efficientlyImpact of global remote on tech talent hiring More

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    How Smart Companies are Solving Post-Lockdown Working (4 New Trends)

    From ‘swarm teams’ to the metaverse, innovative ideas take on the challenges of the new world of work…

    In late 2021, Professor Lynda Gratton of the London Business School asked 150 executives from companies around the world for their take on the biggest challenge currently facing businesses. The answer came back loud and clear: “retaining people,” closely followed by “recruiting people.”

    It picked up on a problem destined to grow. The Great Resignation, the result of lockdown-fuelled dissatisfaction with our jobs was first. Then it was followed by the Great Reshuffle, as workers leapt from job to job in search of fulfillment. As we entered post-lockdown working, how would companies evolve?

    In May this year, the UK’s Office for National Statistics revealed that there were more job vacancies than unemployed people in the country for the first time since records began. The marketplace has since begun to settle, but a July survey of 1,100 US professionals showed that 31 percent were planning to quit within the next 12 months. In other words, employers still need to focus hard on hiring and keeping the best talent.

    Post-Lockdown Working at Home vs In-office

    According to Josh Brenner, CEO of Hired, the largest AI-driven recruitment marketplace for tech workers, what is most likely to attract and retain employees is the offer of flexible working. In a recent Hired survey, less than two percent of respondents wanted a full, five-day return to the office.

    “We’ve seen really high rates of attrition when companies have forced people back to the office for a full five-day schedule,” he says.

    With that comes the need to make the best of hybrid work, potentially across disparate geographies. In order to retain employees, companies also need to work harder to engage them. They need to help them feel aligned with the organization’s values, Brenner believes.

    “When we hear about companies losing high numbers of staff, a lot of it is because employees feel disconnected. They lack a solid understanding of where the company’s going, and how their work  bubbles up and contributes to goals.”

    Throw in the need to prepare for a fast-changing world – technologically, geo-politically – and you have a cluster of problems for companies to solve in post-lockdown working. Those that do so most effectively stand to gain a competitive advantage – so what are the most innovative trending ideas? 

    In WIRED’s report, readers learn about the:

    AI company that has done away with managers marketing company making a four-day week pay dividends professional services company using the metaverse to engage its workforcerise of a new C-suite role that’s re-shaping business… More

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    2022 Survey Results: Top 3 Benefits Ranked by Engineers (Besides Salary)

    Last year was largely characterized by the Great Resignation but this year, in 2022, both employers and employees face uncertainty in the hiring market. This challenges employers to be more efficient when attracting, hiring, and onboarding new tech employees. To help you be more competitive when sourcing top talent, Hired’s 2022 State of Tech Salaries report reveals the three benefits ranked highest by engineers.

    Analyzing data from more than 907,000 interview requests across over 47,750 active positions, the process revealed insights from top tech talent and what they want in potential employers. 

    Potential candidates strongly factor benefits into their decision so this is important to your retention efforts with current employees. 

    Incorporate The Top Three Benefits in Your Recruiting Strategy 

    Hired’s 2022 State of Tech Salaries Report revealed engineers rank three benefits as most important to their job search outside of base compensation: flexible schedule, PTO, and physical health benefits. Are you an employer, recruiter, or hiring manager? Prioritize these benefits for robust recruiting and talent retention strategies and efforts. 

    1. Flexible Work Schedule 

    The pandemic forced companies to jump into remote work head first. However, as we adapt to the future of work, Hired found employees aren’t interested in fully returning to the office. Take a look at the response to our WFH questions. We found only 2% considered an in-office workplace most ideal. While over half (54.2%) would be willing to go back to the office if it came with more job security, they also reported they would search for other jobs with flexible remote work options right away.

    Note the flexible option to work from home is now the bare minimum. You need a comprehensive flexible work schedule. Here are a few trending best practices to consider implementing and promoting: 

    Shortened Work Week 

    Many companies are testing adaptable schedules, such as shortened work weeks. This model makes sense, especially for tech roles unnecessarily tied to the traditional, Monday-Friday, 9-5 work week. Companies adapting to a 4-day model see increased productivity and better work-life balance. 

    Family-Friendly Workplace 

    The pandemic also shined a light on the specific challenges faced by caregivers. For working parents or those caring for aging adults, it was overdue. It humanized a lot of working relationships and often provided a bit of levity. How many kids and dogs have you seen on video calls?

    As a result, reports found 57% of senior leaders plan to prioritize care benefits. When promoting flexible scheduling options, emphasize families may work around their responsibilities. Remember to be inclusive. Flexible scheduling isn’t only for working parents. Think of those who are in the “sandwich generation” or taking care of partners/parents. 

    2. Clear PTO Policies 

    First, it’s best to define your PTO policy. You won’t get far with candidates with vague mentions of “generous PTO.” What does that mean? Generous to whom? It’s all relative. Instead, clearly outline policies in your job postings. 

    Remember, asking employees to categorize their paid time off requests is passé. A solid and robust PTO strategy combines days for vacation, sick time, bereavement, and personal time in a single bank for employee use — no explanations for their use needed.

    Another hot-button topic for benefits is the debate over unlimited PTO. There are pros and cons to its implementation:

    Cons of Unlimited PTO

    Ambiguity actually makes employees take less time off. Branka Vuleta, founder of, explains: “In reality, people who have an opportunity to take as many vacations as they can end up taking fewer days off than those with a limited amount of days off in a year.

    In a nutshell, the unlimited PTO policy is a marketing trick supposed to lure people into applying for the job.” Employees new to unlimited PTO may not understand it’s not accrued, and therefore, isn’t paid out if they leave.

    Pros of Unlimited PTO

    Allows employees to take time off at their discretion and puts no caps on the number of days or hours used. This respects employees as adults instead of kids with a hall pass. This empowerment can be an attractive recruiting tool in a competitive marketplace.

    Employee Communication Guidance

    No matter what you decide, the key is to disclose as much insight into your PTO policy as possible. The last two decades of the tech revolution coupled with the pandemic created a more fluid and open-minded environment. 

    Prospective and current employees still want to understand, however, how and when they can take time off, and what the policy will mean to them. Consider mentioning:

    Required PTO minimums: Explain how your company requires workers to take time off to avoid burnout. Assistance with PTO coverage: This is often an issue with the unlimited PTO policies. People can take off as much time as they want, but covering ongoing projects, deliverables, and duties is cumbersome. Have company leadership take this burden off employees’ shoulders and be sure to communicate this in your job posting. People-first strategy: Showcase your first priority is employee morale, mental wellness, and as much work-life balance as possible. 

    3. Physical Health Benefits

    Healthcare in the U.S. is more expensive than ever. Combined with the painful lessons of the pandemic, employees are more aware of the importance of physical health and wellness.

    So, health benefits play an integral role in recruiting and retaining employees. In addition, study after study proves healthier employees are happier and more productive — benefiting employers and their bottom line.

    Physical health benefits include medical, dental, mental wellness, vision, and other benefits relating to healthcare. But it doesn’t stop there. While it’s imperative to list your complete health benefits offerings, be creative when it comes to wellness coverage and perks. Use these innovative companies and ideas as inspiration:

    Platforms like Modern Health allow employees to enjoy a full spectrum of mental and physical health benefits via one app. Companies like Accenture provide confidential employee assistance programs with training and resources to help with stress, mental health, or substance abuse.A fitness reimbursement program can offer financial assistance for gym memberships, virtual exercise classes, or even personal trainers. For instance, Microsoft offers “$1,200 per year for employee-only wellness-related expenses that help you get and stay fit physically, emotionally, and financially.”  

    Refer to this exhaustive list of perks and stipends for more examples.  

    Want to Attract and Retain Tech Talent? Promote the Right Benefits 

    Competing for tech talent in this current hiring climate and job market may feel like a herculean task, but it doesn’t have to be. Just adapt your strategies to meet evolving expectations surrounding work-life balance, remote work, and other benefits. The good news is the work to make these shifts benefits your current team members and retention efforts, too.

    Remember to emphasize your attractive benefits (specifically flexible schedules, PTO, and health benefits) on your careers page, job postings, and even social media. Shout about them everywhere. Quantify and qualify them to put it into context for prospective candidates. Consider asking current team members to participate in testimonials, quotes, or case studies. 

    This is a difficult time, but you don’t have to go through it alone. Hired’s platform allows you to highlight benefits in your company profile and helps ensure they’re communicated to candidates (i.e., in email requests to interview).

    Hired also gives you access to ongoing real-time market data to tailor your outreach and optimize response rates. This ultimately saves HR teams time to focus on higher-level tasks like retention via employee experience.  

    Top Benefits Ranked by Survey Respondents

    Get even more details about what tech professionals like engineers want regarding salaries, benefits, remote work flexibility, and more.


    Tracy Ring is a freelance writer and content marketer. She brings a real-life perspective to her writing from 10+ years of diverse experience, including HR, project management, customer and client relations, and admin roles. Connect with her on LinkedIn or Twitter. More

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    Should I Stay or Should I Go? Workers Explore Relocation to Improve Quality of Life, Pay

    Despite tech salary increases this year, many employees feel their pay does not reflect increased costs of living. According to Hired’s 2022 State of Tech Salaries report, 42.3% of remote respondents and 29.1% of local respondents surveyed feel their salaries have not matched the pace of rising inflation and living costs. Many have explored relocation already. So, if you’re a tech professional, should you stay or should you go?

    How Far Does Your Salary Take You?

    Let’s say you’re a software engineer living in the San Francisco Bay Area and earning an average tech salary of $176,000. Seems solid, right? Then you take into account the cost of living (COL) there and things take a turn.  

    Note: “Average tech salary” includes multiple roles on the Hired platform, including software engineers, engineering managers, devops, designers, analysts, and more.

    After adjusting average salaries on the Cost of Living Index, we find earning that same salary in San Francisco is equal to making $223,729 in Atlanta. Relocation becomes an attractive option when it is clear earning power is different across markets. If you move to Atlanta, it’s like getting a $47,729 raise! 

    Perhaps you’ll consider Texas, where there are the second and third highest average salary markets in 2022, after adjustment for COL. Your San Francisco salary is the equivalent of making $216,000 in Austin and $211,000 in Dallas. 

    In contrast, if you consider relocating from the West Coast to the East Coast in a big move to New York, your San Francisco salary won’t take you as far. New York City had the highest COL in US markets. This means your San Francisco salary would be the same as earning $153K in the Big Apple – or over $23,000 less. 

    Should You Consider Relocation?

    So, will you stay or will you go? 

    If you’re considering settling in a traditional tech hub like New York or San Francisco, know your earning power will go farther in smaller, second tier cities. 

    Thanks to remote work, tech jobseekers are increasingly based in lower cost of living cities, such as Denver, Austin, Chicago, Dallas, and Atlanta. Jobseekers from these cities rose by almost 8% from 2020 to 2022. Conversely, tech jobseekers in higher cost of living cities, such as New York, San Francisco, and Boston declined. This points to an exodus from major tech hubs. 

    Tech workers are increasingly distributed across the country thanks to remote work. A recent study from Brookings Institute found tech “superstars” like Seattle and San Francisco metropolises are seeing slower employment growth compared to “rising stars” like Atlanta and Dallas. As for “the rest,” or the other 83 metro locations studied, these areas saw tech employment grow faster in 2020 throughout the pandemic. 

    Inflation Grows No Matter Where You Relocate

    In addition to the cost of living, many feel their salaries fall behind with inflation too. 64.5% of remote employees and 82% of local employees surveyed feel their salary is not in line with inflation. 

    Since the pandemic dramatically increased the ability to work from home (or anywhere) tech workers moved away from higher cost of living areas. In some cases it was practical. There was no longer a need to live in a higher cost of living area or they wanted a larger home to accommodate sometimes multiple home office spaces. Others moved to be closer to family, or simply because they were free to live in places they’d always wanted to. 

    It’s little surprise then, that most candidates still prefer pay based on their role. Only 20.2% strongly agree that pay should be determined by location or local cost of living. 

    Between growing costs of living and higher inflation rates, tech professionals may want to explore relocation. Shedding light on how far salaries can take you across locations does offer some guidance in knowing whether you should stay or go.   More

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    How to Onboard Remote Employees Really Well: Free Checklist Template

    What You’ll Learn

    Things you should do before a new employee’s first day (beyond shipping equipment)Ways to create alignment across time zones from the top downWhich tool we discourage for remote employees, as it damages your employer brand

    About this eBook

    To stay competitive for top candidates and to advance DEI goals, tech companies continue to embrace remote working environments. Hired survey data indicated nearly 90% of candidates wanted a remote-first or fully remote job. However, as companies evaluate the employee experience, it presents a suite of new challenges. Onboarding is chief among them.  More

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    Tech Candidate Spotlight – Ricardo Xavier, Software Engineer

    Thanks for joining us, Ricardo! Can you share a little bit about your educational background?

    I have my Bachelor’s degree in Computer Science and I later pursued a Masters degree in Distributed Systems, which I completed in 2019.

    Which educational opportunities have made the biggest impact on your tech career?

    My Bachelor’s degree was the experience that really shaped my way of thinking when approaching problems. It made me realise building software is more than making something fulfill a basic functionality. It is also about fulfilling non-functional requirements and thinking ahead about possible issues we may encounter during the whole software lifecycle.

    What would you like to learn more about?

    Taking into account my new position in software engineering, I would like to dig into some of the most common databases and how they work internally. Non-tech related, I would like to read more about soft skills like time management.

    What led you to pursue a career in tech?

    My interest in solving problems using software and my natural curiosity about things are the two main reasons behind my pursuit of a tech career. Since I was a child, I knew what I wanted to do when I was older. I was lucky to have a computer at an early age.

    This unlocked my passion for computers and since then, I’ve spent a lot of time in front of a screen. However, I only began coding in high school and by then, I already knew I wanted to study Computer Science at university.

    Related: Hired Releases 2022 State of Software Engineers Data Report

    How has your skillset evolved over the course of your career?

    It’s definitely still evolving. I feel like there is a lot to learn. Initially, I felt having knowledge gaps wasn’t okay but with time I’ve realized it is totally fine – I just need to continue working on filling the gaps.

    If you chose to specialize in one area, what was it and why?

    I chose to specialise in Distributed Systems. I am fascinated by the problems that arise when software needs to scale up and how every little detail can make the difference in these systems.

    Is your new role different from previous ones?

    It’s completely different. Previously, I worked for one of the top low code platforms on the market. My role was to ensure that one of the high availability services was fully operational all the time and I was tasked with incrementally adding functionality to it.

    My new position is a data-centric engineering position in which the biggest challenges are connected to ingesting and processing big loads of data.

    Related: Tech Candidate Spotlight – Kyle Mercer

    What are some of the things you’re most excited about in your new role?

    Making software that scales with large volumes of data is something that excites me. Entering this new area that I don’t know a lot about is also a great opportunity for learning.

    What was your job search experience like before you joined Hired?

    I’ve only been through the job search once after college. It was the traditional way of finding a job where I created a CV and searched for positions on numerous websites. It was a tiring and frustrating experience.

    What’s your best advice for job seekers registered on the Hired platform? 

    Build a strong profile! Highlight your best achievements, show the impact you had in your previous job experiences, and share the value you can bring to a new company. If you have a hard time assessing your impact, ask for a second opinion from someone who has worked closely with you.

    They will probably be able to identify things you’ve done that impacted the team/company positively. Remember that a team achievement is also your achievement, so I encourage you to share those achievements with the world.

    What would you tell someone who’s curious about Hired?

    If you’re looking for a job in tech, give it a try. You have high chances of finding a great match for your profile. Hired is new to HRs in my local area so I was unsure of whether I would find something that would match my profile and skills here. However, I was surprised to see Hired got me my best offer after searching for jobs on multiple platforms. It has brought me here so I definitely recommend that you try it out.

    Any general advice you’d like to give other tech professionals?

    The best advice I can give a tech professional was given to me a few years ago at a college conference: Take half an hour each week to learn about and work on yourself. It will bring huge benefits in the long run, and you should focus on learning both hard and soft skills.

    About LandTech

    LandTech is a software company building B2B SaaS Products for the Property Industry, empowering property developers to build the places that communities need to thrive. Founded in 2014, LandTech has between 51-200 employees and is headquartered in London.

    Tech Stack

    Node.js, MongoDB, EC2, JavaScript, Vue.JS, AWS, Kubernetes, Elasticsearch, TypeScript, Test Driven Development (TDD), Continuous Integration (CI), Continuous Delivery (CD), DevOps, PostgreSQL


    Health/dental/vision/life/disability insurance, maternity and paternity benefits, unlimited time off, tuition reimbursement, conferences reimbursement, flexible working hours, and more. More

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    10 Things You Can Do to Reach DEI Goals

    What You’ll Learn

    The first thing you must do to make meaningful progress on DEI goalsWhich talent pools many companies continue to overlookWhy culture “fit” is outdated and what’s important nowYou can make progress in many areas by testing a new tool, changing a policy, or saying “yes,” to a new idea

    About this eBook:

    After the #MeToo, #FoundersForChange, and #BLM movements, more companies prioritized diversity, equity, and inclusion (DEI) initiatives. Executives and hiring managers took a closer look at their current hiring models and recruitment practices. Employers created new positions and KPIs focused on DEI.And yet undertaking changes to improve DEI within your company can feel like an uphill task. Many of these issues are systemic, and not a quick fix. It’s easy to feel overwhelmed and not know where to begin. It’s especially tough for one person or a single team to push against a long-standing system and cultural norms.This eBook gives DEI officers, tech leaders, hiring managers, and talent acquisition teams insights into small but mighty tactics and strategies to improve the diversity of their teams and level up DEI hiring across organizations. More