new gig in tech recruiting, we don’t offer wfh and (not surprised) it’s super hard to find people
Navigating In-House Tech Recruiting Without Remote Work Options: Challenges and Considerations
Starting a new role in corporate recruiting within the technology sector can be both exciting and daunting. Recently, I embarked on a new chapter in an in-house recruitment team focused on sourcing talent for engineering roles. While the compensation packages are highly competitive and the company’s commitment to technology is evident, there is a notable challenge: the absence of a formal remote work policy for engineering staff and new hires.
Understanding Company Culture and Expectations
The company emphasizes collaboration as a core value, which they believe is best fostered through on-site presence. While the organization offers flexibility—such as permitting employees to work from home for doctor appointments or when children are sick—the culture does not officially support or promote remote work as a standard benefit. Personally, I’ve been able to work remotely occasionally, primarily because my role in recruitment doesn’t require engineering-specific collaboration, but this flexibility is not a widespread practice within the engineering department.
Impact on Talent Acquisition
A recurring obstacle I’ve encountered involves attracting top engineering candidates. Despite presenting competitive salaries within the established range and emphasizing the company’s innovative environment, prospective candidates often lose interest once they learn that the position requires on-site work. This trend underscores the increasing demand among tech professionals for flexible work arrangements, which significantly influence their employment decisions.
Strategic Considerations
As I reflect on my experience after just one week, I find myself at a crossroads. Should I remain optimistic and wait for the company to recognize the importance of flexible work options, or should I consider exploring other recruiting opportunities that align more closely with current industry standards for work flexibility? While I am hesitant to start a job search so early and prefer to give the current organization time to adapt, the challenges in sourcing and securing talent highlight a broader industry trend.
Final Thoughts
The landscape of tech recruiting is evolving rapidly, with flexible work arrangements becoming a key factor in attracting and retaining top talent. For organizations committed to remaining competitive, reevaluating work policies may be necessary. For recruiters and talent acquisition professionals, understanding these industry shifts can help guide strategic decision-making and candidate engagement efforts.
If you’re navigating similar challenges or have insights on balancing company culture with candidate expectations, I’d love to hear your thoughts. The recruitment field is dynamic, and sharing experiences can help all of us adapt more effectively.