Hard-to-fill tech roles: when job ads are not enough

A job ad works best when the right candidates are already active. For senior developers, architects, AI profiles and cybersecurity specialists, the reality is often different: the most relevant people already have jobs and are not actively looking.

The problem is rarely the wording of the ad. The target group never sees it. The answer is a clear search profile, targeted sourcing and a first contact that is relevant to the individual — not a generic mass message.

Three signs that job ads are not enough

• You receive many applications but few people match the technology, seniority or domain.
• The role has been open for a long time and the same candidates keep returning from different suppliers.
• The people you most want to meet already have attractive jobs and need a clear reason to listen.

Start with a usable search profile

Decide which experience is essential, what can be learned and why a relevant person would leave their current job. For a Java developer, the system environment, architecture, regulatory context and ways of working may matter more than an exact number of years with one framework.

Four steps in a focused search

1. Map the market: relevant companies, environments, skills and adjacent profiles.
2. Use several sources: professional networks, technical communities, GitHub, personal networks and referrals.
3. Personalise the contact: explain why the person's experience is relevant and what the role genuinely offers.
4. Qualify before presenting: align on skills, motivation, expectations and practical requirements.

Quality before profile volume

The goal is not a long list of CVs. A strong result is a smaller selection where every candidate understands the role, is interested in a conversation and has been qualified against the criteria that matter.

Next, compare job advertising, success fees and ongoing search. If you need active sourcing now, explore Tech Search.