If you’ve tried hiring in the tech market in the last 12 months, you’ll know that competition is fierce, candidates hold a lot of the cards and the need to get it just right has never been higher.
At OXBO, we live and breathe this world. Our clients don’t just come to us asking for CVs – they are looking for people who can transform their business. And that takes strategy. So, if you’re wondering how to secure exceptional talent in what feels like a shallow pool, this blog post might help.
Here are seven killer tips on how to get the best talent in today’s tech market.
1. Define “exceptional” and tailor the hunt
The first step is to take a long, hard look at your company’s actual needs – technical, cultural, and strategic – and build a candidate profile that aligns with those needs. What challenges will this person solve? Where do you need them to take your business? We coach our clients to get granular.
2. Move faster – and smarter
The very best candidates are on the market for days, not weeks. The days of leisurely interview processes are over! If you want someone exceptional, your process must be agile but thoughtful – think fewer, more targeted interviews and lightning-fast feedback loops.
We advise clients to map out their entire hiring journey before launching a search. That way, when we bring in top talent, there’s no bottleneck. An efficient process signals to candidates that you’re serious – and that can be the tipping point in a competitive bid.
3. Compensate wisely (but not just with cash)
Yes, salary remains important. But we’re seeing a broader definition of “compensation” among high-performers: flexibility, autonomy, learning opportunities, equity, impact.
In our world, the best candidates aren’t always chasing the highest number. They’re looking for the right mix of growth, purpose and lifestyle. Crafting a compelling total package – not just financially, but experientially – often makes the difference.
4. Don’t underestimate the passive market
Some of the best hires we’ve ever seen weren’t even looking. They were quietly crushing it in their current roles until we brought them a challenge they couldn’t resist.
That’s where working with a recruiter who understands your domain is gold. At OXBO, we’ve built deep, trusted networks across both tech and renewables. We know who’s doing great work, who’s ready for something new, and – critically – what would inspire them to consider a move. It’s all about tapping into the passive market. This is often where you find your game-changing hire.
5. Go the extra mile during the interview process
We recently partnered with a fast-growing US travel business that pulled out all the stops to hire a standout Head of AI. Competing against several other offers, the company took a highly personalised approach: they hosted a team lunch to introduce the candidate to their culture, arranged a board-level meeting to share their strategic vision, and organised an in-depth session with engineering leads to showcase future plans. This level of transparency and involvement is rare – but it gave the candidate a clear, authentic picture of the business and its ambitions. The result? He accepted the offer.
6. Build long-term relationships, not one-time transactions
This might be the biggest shift we’ve seen: today’s talent wants to feel like more than just a number in a pipeline. Companies that build real relationships with candidates –even those who aren’t hired – set themselves up for long-term wins.
It’s not about closing a role. It’s about building a community around your brand. That’s something we take seriously at OXBO. Every conversation is an opportunity – for now, or for later.
7. Partner with a recruiter on a retained basis to achieve the best results
As mentioned earlier, tapping into the passive market is key, and mapping and bringing that talent to market takes time. A financial commitment ensures that your recruitment partner is by your side until the end result is achieved.
OXBO’s experienced search consultants are used to leading these processes end-to-end, acting as true extensions of your team. We cut out the noise and inefficiencies that come as a result of contingent recruitment.
Final thought: Talent is not a commodity – it’s your edge
In sectors like tech and renewables, talent is the product. Innovation, scale and impact are all downstream from the people you hire. The companies that win aren’t just posting jobs and crossing their fingers – they’re investing in their hiring strategy as aggressively as they invest in their product.
At OXBO, we think of ourselves not just as recruiters, but as partners in growth. Because when you find that person who can see around corners, move at speed, and bring others with them? That’s not just a hire. That’s a turning point.
If you’d like help securing your next game-changer, you know where to find us!
Dominic Brown is the Co-Founder of OXBO and Headhunter and Recruitment Partner for Tech.
July 7, 2025
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