Tech Companies Hire Software Engineers

As of August 2021, there were a variety of industries looking to hire software engineers. Vmware Incorporated and Amazon ranked as some of the highest, with over 2,000 open positions available. Capital One, Wells Fargo, Dell, and Microsoft are just a few other examples of businesses direly in need of software engineers.

With tech unemployment at a historical low and engineers having the opportunity to earn a six-figure salary alongside additional benefits, the skills software engineers have are high in demand. Businesses are hiring people they believe will be knowledgeable and able to adapt to the upcoming technology of the 21st century, helping them stay ahead of the competition. 

Graduates and people looking for a career change will participate in rigorous online assessments to challenge other applicants while confirming they have the background required to excel as an engineer. Let’s dive into how some of the larger companies hire software engineers, then look at what skills and traits they require in new recruits.Tech Companies Hire Software Engineers. A photo of a specialist passing and interview with HR manager


Technology undoubtedly has a crucial part to play in a modern company. With digital transformation and remote work becoming more the norm, software engineers are a necessity. Large corporations will most likely resort to in-house recruiters, staffing agencies, or IT hiring partners. Because big businesses have a lot of open positions, they only want to employ the best of the best.

That’s not to say there won’t be difficulties along the way. Large companies have a long list of challenging requirements, including a limited number of available developers, high recruitment costs (both time and money), and constantly changing salary demands.

Successful, well-known businesses need to balance fulfilling these requirements and think hard about how to find the right match for them. Seeing that available engineers are desperately sought after, accomplishing this goal may seem impossible. Regardless, there are a few ways that employers go about bringing on a new hire.

Internal HR Department

This method can organize recruiters according to their roles or tech stack. When a need to fill a position arises, they can find suitable candidates quickly. They may also group by experience level, as long as the applicants are dedicated to tech positions.

IT Hiring Partners

IT hiring partner companies provide sourcing, vetting, and submission of qualified engineers based on job requirements. They may supply ongoing efforts with several candidates to be submitted at a certain rate or work on-demand, employing candidates for difficult positions for a success fee. 

Not only that, these companies are also responsible for the payroll, benefits, and taxes of these recruited workers. They can build dedicated nearshore teams to tap into a different talent pool.   

Project Outsourcing

This approach is best for secondary roles in larger corporations when the need for support is not internal. Big agencies often need customer or tech support. Developers recruited with this method can provide software products for a specific project based on detailed requirements. 

Companies often use all three of these tactics at once to find candidates that complement each other and combine a mix of local and international talent. Therefore, employers may be better able to reach diversity goals and hire some of the best developers worldwide. 

Hiring Process

Most employers and managers ask themselves: What should I look for in a developer?

Top performers make an impact on a business because they are more productive than average employees. If the company hires someone unsuitable, then they risk losing money. Thus, most employers and managers carefully assess the new developer before committing. 

First, the applicant submits their resume and cover letter alongside any supporting material. Then their submission is reviewed. Secondly, they are invited to interview. Sometimes a pre-screen interview takes place over the phone, where the candidate’s communication skills are analyzed and they can ask any clarifying questions. Salary requirements are also touched upon. 

Finally, the candidate needs to complete a software developer assessment test. One final in-person interview may occur after making the final decision.

The applicant’s skills and traits will be reviewed at this point. Many of their qualities will likely be reflected in their portfolio in the form of previous projects, blog posts, or coding examples. Lastly, the coding assignment will show how they cope with real-life tasks and reflect how they are likely to perform once they join the team.

Skills and Traits

In this section, we will break down what skills and traits employers look for when hiring. Engineers play a crucial role in tech companies. Managers want to make sure that they will recruit the best engineers and be confident they made a good choice when they start on the job.

Recruiters look for a combination of technical and soft skills needed for software engineers to function well with a team. Engineers need to be able to think critically and have a strong work ethic. Soft skills help potential engineers accurately convey their thoughts, differentiating them from the other applicants. 

Side Projects

Some of the best engineers are the ones who have built something and are proud of it. They need to have programming talent, but side projects highlight their past accomplishments and allow them to convey what they learned through these experiences.


If a candidate has good recommendations or reviews after working at a major corporation (such as Google or Facebook), that is a motivation for employers to pay closer attention. A degree matters, but it’s not the end-all, be-all. A strong career background can help reach goals just as much as education. When you consider applying for a software engineering position, remember to be specific with your degrees, certifications, and so forth.

Knowledge, Cognitive Ability, and Technical Skills

Having an understanding of algorithms and data structures and having experience using one or more programming languages will push applicants forward. Technicality is the primary skillset being tested for.

If a candidate has a successful history in a technical role and knowledge of current technology, they are more likely to go far in the process. Recruiters look for a well-rounded person with past work experience and a growth mindset who wants to gather additional training to enhance their skills. Knowing how to identify and solve problems is important in this field of work. 

Curiosity and Wanting To Make a Difference

Applying to a software engineer position means that a candidate recognizes that they will have an immediate impact on the product. Being enthusiastic, motivated, and committed shows that they are sincerely interested in the subject and the job they want. Applicants that have the desire to learn more will increase their chances of being hired.

Communication and Interpersonal Skills

Future engineers need to be comfortable expressing their opinions and be confident enough to ask for help when they need it. 

Employers hire based on the fact they believe the applicant is smart and will add value to their company. They want employees to learn from each other while conveying complex ideas and encouraging growth. These skills make for an effective group leader since strong relationships are maintained within the team and the staff is managed efficiently.

Technical and non-technical communication in an information-heavy field is important, whether it’s written, verbal, online, or in-person. Communication takes place at all stages of development, including brainstorming, project meetings, and product design. Engineers will need to interact with clients and colleagues at all levels, coordinating with them regarding projects at different stages. They will need to prioritize tasks within different time frames, schedule communications with multiple people, complete tasks, find resources, meet deadlines, and achieve goals with a detailed and accurate approach. All of this is easier with good communication skills.

Time Management and Leadership

Applicants will need to be able to administer their time and effort effectively. For example, the best engineers know when one replaced line will change the entire result in a positive way, and when it is best to remove a large section of code and rewrite it. They follow their intuition, balancing pragmatism with perfectionism. 

Engineers need to take ownership of their own workflows. Standout employees can’t wait to be given a new problem or task. They go out and find new problems, solving them and taking advantage of opportunities presented before them.

Problem Solving and Critical Thinking

Miscommunications and misunderstandings will inevitably occur at any job. Unfortunately, these situations can cause projects to stall or fail, thus building tension between employees.

Applicants should be able to identify, analyze, and assess complex situations, making the right decisions on how to handle these issues effectively. Good software engineers will offer and implement solutions with organized thoughts and present a well-reasoned argument to coworkers and managers showing why their approach will succeed. 

Collaboration and Teamwork

Being able to work on a team is important, regardless of the field. There should be a demonstrated ability to work with more than just their own needs and priorities. Employers like seeing this quality in a possible employee since it shows that they are coachable and they improved their software engineering practices through receiving constructive criticism. 


With the above information, you are hopefully more aware of how some of the top tech companies hire software engineers and what they look for when flipping through applications. Managers and owners want to ensure they hire someone with the proper traits and background that will help their company succeed. With the right training and preparation, your application will make it to the top of the stack.