“Tech Connects,” Dice’s podcast, digs into the tech hiring, recruiting, and career topics that matter to you. Subscribe on ACast, Spotify, Apple Podcasts, iHeartRadio, Amazon Podcasts, and YouTube!

Our latest guest is Ted Hellmuth, founder and general manager of IQ Clarity, a talent acquisition and sourcing company based in Colorado. Ted has spent fifteen years helping companies throughout the state find solutions to their tech talent needs. Prior to that, he was a talent acquisition consultant for Comcast/NBCUniversal. 

Given his current focus and background, I was really in interested in talking with Ted about the current state of the tech hiring market, how he sees the road ahead, and what companies can do to ease their sourcing issues. Let’s listen in!

It’s been a confusing time for tech hiring, which is why it was so interesting to talk to Ted about what he’s seeing. Here are some brief takeaways from our chat:

First, the tech industry experienced a hiring surge during the pandemic. Now there are a lot of new macroeconomic factors in play, which are causing some companies to cut back on tech hiring even as others try to grab all the talent they can. But the net result is that it’s still a challenging hiring environment for companies, and they’ll still need to fight to secure the best tech professionals.

Second, numerous industries are interested in hiring lots of tech talent, including healthcare, entertainment, and manufacturing. Many organizations in these industries are increasingly curious about cutting-edge tech such as machine learning and artificial intelligence. If you’re a tech pro with specialized skills, don’t be afraid to cast a wide net—you could find some interesting opportunities in a whole new industry. For recruiters and hiring managers, landing talent is more than just offering high salaries—you’ll need to convince tech pros that they’ll find the right mix of benefits, perks, and purpose at your company. 

Third, culture is extremely important when it comes to convincing tech candidates to join your company. It’s also a really difficult thing to get right. Companies need to define their culture, then figure out the best way to promote it via the channels available to them. If you can show a tech candidate that your company culture aligns with their own values, you’ll have a higher chance of hiring them.

We covered a whole lot of other topics during this episode, of course, so give it a re-listen if there was something you missed. We’ll see you next time—and remember, Dice is your best resource to find the tech talent you need to fill your open roles, and for technologists, the best place to grow your tech career.