What I’ve Learned About Hiring Developers in 2025 – As an HR Pro New to Tech

Transitioning into the tech world has been both exciting and eye-opening. My background has been in HR for non-tech companies, mostly in the educational sector. But lately, I’ve been diving deep into how tech teams are built-especially how developers are hired-and it’s a whole new ball game.

I’ve spent the past few months doing extensive research, talking to startup founders, reading hiring blogs, and following countless tech communities. And let me tell you: what I’m seeing in 2025 is a complete redefinition of how hiring works in the tech industry. Here are the key lessons and shifts that stood out to me.

1. Remote Work Isn’t a Perk – It’s the New Normal
Coming from a world where 9-to-5 was the gold standard, I was amazed to see how remote-first the developer workforce has become.

For tech teams, geography is no longer a barrier. One founder I spoke to had engineers in Argentina, Vietnam, and Poland-all collaborating seamlessly. They use Slack for team comms, Notion for documentation, and tools like Zoom or Around for occasional face time. It works. And for many devs, it’s not just acceptable-it’s expected.

As an HR person, this means rethinking everything from time zones and scheduling to onboarding and engagement.

2. Digital-Only Hiring Processes Are Here to Stay
From job posting to offer letters, every step of the hiring process is now digital.

I used to organize career fairs and in-person interviews. In tech? It’s shared GitHub links, async code challenges, and interviews over video calls. Platforms like Lever and Workable streamline the flow. Even AI-powered screening tools are now common.

What surprised me the most is how personal it can still feel-when done right. Great remote hiring includes clear communication, quick feedback, and a touch of personality. It’s about being human-even behind a screen.

3. Flexible Work Models Are In Demand
Not every dev wants a full-time job-and not every company needs one.

This was a new concept for me. In traditional HR, hiring usually meant full-time or bust. But startups today hire for project-based work, short-term contracts, and even “fractional” roles where someone might work 10–20 hours a week.

It’s more cost-effective and efficient-especially for early-stage teams. But it also requires clarity in contracts, deliverables, and timelines. That’s where good HR practices still apply.

4. Employer Branding Is Hugely Undervalued
Tech candidates care deeply about the company’s values, mission, and vibe.

I’ve seen this firsthand in feedback shared online: “I didn’t apply because their careers page felt outdated” or “I didn’t connect with their mission.” For developers who are in high demand, choosing a workplace is personal.

A polished LinkedIn page, active company blog, and even employee stories can make a big difference. Your brand is your recruiting magnet-and it needs constant care.

5. Referrals Are Still the Secret Weapon
Despite all the tools and platforms, word-of-mouth still wins.

Some of the best hires I read about came from personal recommendations-friends of founders, ex-colleagues, or someone from a Twitter thread. Tapping into your network or employee referrals can bring in top-tier talent faster and with built-in trust.

For me, it’s a reminder to always ask, always connect, and never underestimate a quick message in a group chat.

6. Communication Is a Core Skill (Yes, Even for Devs)
Soft skills matter. A lot.

I was surprised to learn how much startups prioritize clear, asynchronous communication. Many are remote, fast-paced, and loosely structured-which means your devs need to be great at writing updates, asking for help, and giving feedback.

This aligns perfectly with traditional HR instincts: hire for people who not only code well, but who collaborate, communicate, and care.

For someone like me transitioning into tech, this is incredibly refreshing. It’s a space where real change feels possible-and where we in HR can lead the charge.

Final Thoughts
Hiring developers in 2025 is unlike anything I’ve seen in my earlier career. It’s fast, flexible, remote, and increasingly human. While the tools and terminology might be new, the core of good hiring remains the same: listen well, communicate clearly, and treat people with respect.

I’m still learning, but I’m excited. If you’re new to tech hiring too, I’ll say this-bring your experience, be curious, and don’t be afraid to ask the “dumb” questions. Because chances are, they’re the right ones.