How To Attract Tech Talent To Your Company

October 20, 2020


phone, fintech notebook, and coffee cup on table, with a hand over the notebook with a pen.

Tech talent is increasingly hard to find, and the situation is about to get more complicated. 

“Employment in computer and information technology occupations is projected to grow 11 percent from 2019 to 2029, much faster than the average for all occupations. These occupations are projected to add about 531,200 new jobs. Demand for these workers will stem from greater emphasis on cloud computing, the collection and storage of big data, and information security.” (Bureau of Labor Statistics) 

Given that hiring options in the U.S. no longer includes new H1B visas (at least for now), hiring managers may be facing their most challenging situation ever, while tech talent is about to be flooded with job offers. Those in Silicon Valley may find that the area entices new tech talent, but living costs may make a move less of a likelihood. Many tech companies are looking to Arizona as the best place to build a business. 

So, location is a factor, but not always the main force in attracting and keeping the nation’s best tech talent. What are the other factors? 


Tech talent is in great demand because their skills will keep companies on the cutting edge of business. It only makes sense that people working in a career where everything is new, exciting, and ever-changing would seek out companies that exhibit the same characteristics. 

To attract the tech talent you need, showcase how your company is changing your industry. To keep them, you may need to lean on their own expertise rather than micromanaging in order to push them – and your company- to new heights. 


In our experience, technology is attracting a diverse group of people. By ensuring a welcome environment for all employees, and maintaining an open-minded company with room for dialogue that is sometimes difficult, you are pushing boundaries and creating a place where every voice can be heard. 

This is easier than it sounds, but looking for humility when you hire employees is key. By allowing ourselves to learn, and truly listen to others’ opinions, we can build loyalty and a strong community. This leads to the retention of your best employees. 


The nation’s leading tech talent is looking for accolades. This group is used to share every win on social media and get frequent recognition for their work. Good branding helps employees be proud of their work and how it affects the organization as a whole. 

Good branding doesn’t only belong to bigger corporations. Start-ups and small businesses are often attractive to tech talent that is hoping to see their own work make a difference, rather than working as one spoke in the wheel of a larger corporation. 

When it comes to branding, there are two main factors: consistency and honesty. Make sure your brand can be recognized and that it represents your company’s goals clearly. 

Ensuring the right fit

Attracting talent is difficult. We should know – it’s our business! The most important part of the hiring process is making sure that you aren’t repeating the process endlessly. 

When Tech One IT works with clients (whether as part of our apprenticeship program or as a workforce partner) we take a holistic approach. We find that understanding the business as a whole – the goals, the teams, the workflow – allows us to implement our T-shaped methodology and find the company’s right fit in one shot. 

The T-Shaped methodology considers the character more than skills. This allows us to find the talented individual(s) that will fit with the team, align with the values, and stay for the long-haul. 

If you are considering hiring tech talent now, or in the future, let us help! We have different hiring options to fit any organization and our hands-on approach will make life easier for you. 


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