The 5 Biggest Mistakes Companies Make When Attracting Senior Software Engineers – And How to Avoid Them
- 26 February 2025
Imagine you’re on a dating app looking for a partner. You know exactly what you’re after—smart, ambitious, adventurous—but you have no clue what really attracts these people. You swipe based on the wrong signals, fail to present your best self, and end up frustrated.
Attracting senior engineers works in the same way. Many companies know what they’re looking for but miss the connection with what truly resonates with this group. They craft endless lists of requirements, schedule irrelevant interviews, and forget the core question: why would the best senior software engineer choose you?
Here are the five biggest mistakes companies make—and how to avoid them.
1. What’s the Point If I Already Know Everything and Have Nothing Left to Learn?
Many companies search for a “superhuman”: a senior software engineer who already knows it all, can do everything, and needs no guidance. But let’s be honest—in a tight market with sky-high demands, limited budgets, and little room for error, that ideal just isn’t realistic.
The problem:
A candidate who already “has it all” has little reason to switch roles. Top software engineers crave continuous learning and growth. Why would they move to a job that mirrors their current role?How to avoid this:
Screen for competencies and experience, not just tools. The best engineers learn quickly and adapt to new frameworks with ease.
Showcase how your organization fosters growth: Explain how they can make an impact, what kind of mentorship they’ll receive, and how their career can truly level up.
When an engineer feels valued, they stick around longer and naturally become an ambassador for your brand.
2. Irrelevant Assessments
Assessments can be a powerful way to both screen candidates and get them excited about the opportunity. Yet, too often we see tests that miss the mark, failing to reflect the real challenges of the role.
What goes wrong:
Many assessments are overly theoretical, dull, or simply irrelevant. This not only misrepresents the job but also leaves top candidates feeling misunderstood.How to avoid this:
Design assessments that are engaging and on-point: Have candidates tackle a real-world problem that mirrors the work they’ll be doing.
Make it both fun and challenging: A well-crafted test can even become a selling point.
3. Focusing on “Musts” Instead of “Mights”
Ask yourself: would you stick with a partner if all you ever talked about were responsibilities? “You must take out the trash, empty the dishwasher, and always keep the fridge stocked.” Likely not. Relationships thrive on attraction, shared vision, and fun.
The issue:
Many job listings only focus on what a candidate must do, neglecting the inspiring story of what they’ll get to do and how they can make a real impact.How to avoid this:
Share the big picture: Talk about the challenges ahead, the growth opportunities, and the true meaning behind the work.
Emphasize opportunities over tasks: Senior engineers want to know how they can influence change and make a significant difference.
4. Good People Want to Work With Good People
Everyone wants to learn from those who are experts. Senior engineers look for teams filled with inspiring colleagues where they can continue to grow.
What goes wrong:
If a candidate’s first conversation is with someone less experienced, they might not feel that spark. They may question whether your organization can offer the level of excellence they’re seeking.How to avoid this:
Involve your top talent in the process: Let a lead developer, architect, or CTO take the lead during interviews.
5. No One Makes a Move Without Gaining Something
You might hear companies say, “If someone’s only in it for the money, they’re not the right fit.” But that’s not the full picture. No one makes a change unless there’s something substantial to gain.
The pitfall:
Many assume senior engineers aren’t financially motivated. However, switching jobs comes with risks—and a competitive compensation package helps offset those risks.How to avoid this:
Offer an attractive package: Ensure it aligns with market standards and meets the needs of senior engineers.
How CodeGuild Solves These Mistakes
At CodeGuild, we know that attracting senior engineers is all about delivering real value.
Our Approach:
In-depth Intake: We help our clients truly understand what senior engineers are looking for.
Targeted Marketing: We tell your story in a way that resonates with our community.
Efficient Process: We conduct thorough screenings so that you only meet the very best.
The Result:
Over 850 developers placed—with 80% being senior—and an 81% retention rate after three years.
Attracting Top Talent Starts With a Great Process
A robust recruitment process isn’t a luxury; it’s a necessity in today’s competitive market. Focus on what senior engineers really need, sidestep common pitfalls, and create an irresistible first impression. Ready to level up your hiring process? Schedule a no-obligation consultation with me, Robert Hawker, and discover how we can boost your team with top talent that makes an immediate impact.