If your engineering search has been open for 180+ days...The problem may not be the talent market

"We've had this position open for six months."

I hear this more often than you might think. When I dig deeper, the problem is rarely compensation. It's usually…

🔹 The company wants a "purple squirrel" candidate who checks every box.

Many companies are searching for a unicorn: someone with 15+ years of experience, expertise in multiple niche technologies, leadership experience, industry-specific knowledge, and a willingness to relocate.

The result? They eliminate a large percentage of highly capable candidates before the conversation even starts.

🔹 The Opportunity Isn't Being Sold

Top engineers are rarely scrolling job boards looking for their next role. They're busy solving problems.

The companies that get their attention are the ones that clearly communicate the impact of the role, the challenges they'll solve, and how they'll contribute to the business.

The reality is that highly sought-after engineers often have multiple opportunities in front of them. While one company is scheduling a fourth interview, another company is extending an offer.

🔹 Slow Hiring Loses Great Talent

Strong engineers don't stay on the market for long.

When a hiring process stretches over multiple interview rounds, lengthy assessments, and weeks of internal discussions, candidates often move on to companies that can make decisions faster.

🔹 Technical Skills Are Only Part of the Equation

The best hires aren't always the candidates with the longest list of technical keywords.

They're the ones who can work effectively within your team's culture, processes, and standards while helping move projects forward.

The reality is that unfilled positions delay projects, increase workload on existing teams, and can create significant costs for the business. 

If your most important engineering role has been open for more than 180 days, it may be time to evaluate the hiring process instead of the candidate pool.  

The firms filling critical engineering roles today aren't necessarily paying the most.

·      They're moving decisively.

·      They're aligned internally.

·      And they're willing to hire the best candidate available—not wait indefinitely for the perfect one.

I'm curious—what's the biggest obstacle you're seeing when hiring engineering talent today?

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