Let’s be honest: the tech hiring market in 2025 is weird.
More candidates. Fewer open roles. Higher pressure. Tighter budgets.
And if your company isn’t actively hiring right now, you’re not alone.
But here’s the thing — the best hiring outcomes don’t start with a job post. They start with preparation.
Whether your next hire is next month or next quarter, there’s real value in getting ahead of it. Because when things do open up, the teams that move with clarity and speed win — and the ones starting from scratch fall behind.
Here’s what “getting ahead” actually looks like:
1. Clarify what “great” actually means
Not just the job title — but the outcomes you need.
- Is this role stabilizing something that’s broken?
- Scaling something that’s working?
- Replacing someone you can’t afford to miss?
Hiring becomes a lot easier when you know whether you’re after maintenance, momentum, or transformation.
2. Revisit your past hiring pain points
Was it slow approvals? Poor candidate fit? Too many interviews?
Now’s a great time to audit what hasn’t worked — and fix it before you’re in motion again. Because if your process didn’t attract the right people before, it won’t magically work better under pressure.
3. Stay visible to the right candidates — even passively
Top candidates aren’t sitting around waiting. But they are watching.
Even if you’re not hiring today, your brand is building a reputation — and it’s either “forward-thinking and clear” or “confused and slow.” Stay engaged with your network, keep job pages updated, and stay open to exploratory conversations.
4. Know who you’d call when the green light hits
This one matters more than people think.
When roles open unexpectedly, most teams scramble. The ones that don’t? They’ve already lined up resources — internally and externally — who can help them move with precision.
Whether it’s a niche ERP lead, a cybersecurity director, or an infrastructure expert — the best candidates aren’t hanging out on job boards. You need a plan for how you’ll find them before you’re under the gun.
The bottom line?
Hiring might be paused, but hiring readiness shouldn’t be.
Whether you need help thinking through next steps or just want to compare notes on what’s working for other tech leaders in this market, I’m always up for a conversation.
Because when the moment comes — you don’t want to scramble. You want to be ready.