Unlock Hidden Tech Talent: 18 Expert Strategies for Hiring Early-Career Candidates

Hiring students, recent graduates, and others early in their careers for technology roles offers significant short- and long-term benefits for employers. We gathered insights from 18 hiring experts to share their top strategies.

Host Tech Challenges to Uncover Hidden Talent

Instead of relying on traditional job ads, engage with universities and bootcamps by hosting hackathons and real-world challenges. This approach helps identify candidates who can think on their feet and adapt quickly. For example, a "Future Finance" adventure with two weeks of challenges followed by a six-month office tour can reveal high-potential talent. Hosting workshops and guest lectures builds early connections and reduces application overload.

Implement Aptitude Testing for Future Potential

Aptitude tests are more effective than skills tests for early-career hires, as they assess potential for growth rather than current knowledge. While skills tests predict short-term performance, aptitude tests identify candidates who will excel in 6-12 months. They are also more resistant to AI-based cheating, making them a reliable tool for hiring.

Run Simulation-Based Hiring Sprints

Move beyond traditional interviews by using simulation-based sprints that place candidates in collaborative, real-world scenarios. This method evaluates technical skills, adaptability, and communication, providing a holistic view of a candidate's abilities. It helps uncover talent that might be overlooked in resume reviews.

Create Skills-First Hiring Pipelines

Build structured pipelines that focus on skills rather than resumes, GPA, or pedigree. Partner with bootcamps and use technical assessments centered on problem-solving. Implement "build weeks" where candidates work on projects with team support, fostering trust and reducing drop-off rates. This approach diversifies the talent pool and improves long-term team strength.

Engage Candidates with Real-World Projects

Use project-based recruiting with small, time-boxed challenges that mirror actual job tasks. This levels the playing field, surfaces hidden talent, and increases candidate engagement from day one. It provides a better signal of fit than interviews alone.

Partner with Tech Education Providers

Collaborate with coding workshops and tech course providers to access committed, practically trained candidates. Offer workshops, guest lectures, or co-developed training to build brand awareness and tailor the learning pipeline to your needs.

Develop Long-Term Talent Acquisition Strategies

Create pipelines through connections with bootcamps, universities, and online platforms. Use contests, mock interviews, and custom problem sets to prepare candidates beforehand. Provide feedback loops and learning paths to enhance employer brand and attract ready talent.

Invest in University and Bootcamp Partnerships

Forge partnerships for internship and apprenticeship programs, hackathons, and competitions. Combine these with formal onboarding and mentoring to speed up ramp-up and improve retention.

Scale Culture Alongside Recruitment Systems

Use digital tools to reflect company culture through virtual open days and asynchronous Q&As. Humanize the brand to ensure cultural alignment, turning good hires into great ones by building the next generation of your business.

Launch Technical Translator Program for Non-Coders

Identify candidates with related backgrounds (e.g., financial analysts or graphic designers) and train them in coding through intensive internal bootcamps. This approach fills roles quickly, builds loyalty, and bridges technical and business understanding.

Design Layered Hiring Pathways for Engagement

Implement tiered processes with video prompts, project sprints, and paired interviews to assess clarity, coachability, and knowledge thirst. This educates candidates and improves retention by making the process respectful and engaging.

Build Graduate-Focused Employee Referral Program

Encourage current employees to refer peers from school or internships, offering bonuses for successful onboarding. This taps into personal networks, smooths onboarding, and reduces turnover.

Sell the Mission to Attract Passionate Talent

Focus on selling a compelling mission rather than just the job details. Attract candidates with intellectual curiosity and a passion for solving big problems by offering a purpose-driven vision.

Treat Recruitment Like a Product Funnel

Approach hiring as a system with employer branding, structured assessments, automated communications, and pre-onboarding investments. Train hiring managers to evaluate coachability and learning velocity, ensuring candidates feel connected from the start.

Prioritize Portfolios Over Algorithmic Puzzles

Emphasize real-world projects and portfolios instead of theoretical tests. Use project-based assessments for entry-level roles to find candidates ready for complex environments.

Establish Strong Presence on Target Campuses

Be consistently present on campuses through workshops, hackathons, and collaborations with professors. Develop tailored onboarding programs and extend more offers than needed to account for candidate drop-off.

Optimize Recruiting Process with Data Analytics

Treat recruiting like a sales funnel by tracking drop-off points and testing elements like job titles and application length. Use data-driven changes to increase completion rates and reduce time to hire.

Forge Long-Term Relationships with Educational Institutions

Build strong ties with colleges through webinars, workshops, and sponsorships. Offer real-world projects and make direct connections to attract motivated talent early.