Hiring senior engineers flips the script: candidates pick the company, so you must sell the role with compelling postings, transparent info, and a fast, respectful interview process.
Senior engineers no longer chase jobs; they choose the best offer, turning hiring into a sales exercise. The article argues that teams that struggle forget this shift and continue to treat candidates like buyers, resulting in wasted effort and missed hires. By adopting a seller mindset you can attract top talent that already has multiple offers.
Most companies fail at the first touchpoint: the job posting. Candidates skim postings in seconds, and vague or benefit-only listings act like a bad resume. The piece shows how typical senior-engineer ads focus on what the company needs without highlighting what the candidate gains, causing great engineers to scroll past. It also points out that vital company details-team size, tech stack, management style-are often buried or missing, forcing candidates to chase answers through slow, opaque channels.
The interview process compounds the problem when it drags on, starts late, or feels like a test rather than a conversation. The author recommends treating candidates like customers: be punctual, come prepared, show genuine interest, and make assessments quick and painless. Friendly, transparent interviews and thoughtful onboarding signals build trust and help senior engineers see the role as a compelling product they want to buy.
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