As a recruiter, I’ve seen it all. Candidates excited on the first call suddenly vanish mid-process, or worse—drop out after final interviews. It’s frustrating. More often than not, it’s not the candidate. It’s the process. 
  
The market has changed. Tech talent has options, and the best candidates won’t wait around. If your process hasn’t evolved, here are five telltale signs you’re losing them—and what I recommend to fix it. 

 1. Your Process Takes More Than 2 Weeks 

Speed wins in tech hiring. According to Lorien’s 2025 What Tech Candidates Want report, 66% of candidates expect the hiring process to wrap in four weeks or less, and nearly half expect it complete within two. I’ve seen candidates walk away from other opportunities simply because we helped a client shorten their process to one round. It sends a strong message—they feel valued, and they’re more likely to commit early.  

  • Signal: You’re scheduling endless interviews over several weeks 

  • Fix: Cut it down to 1-2 efficient, well-structured rounds. Better yet, work with a recruiting partner who delivers pre-vetted candidates through technical screens—so you can move from intro call to offer without losing momentum. 

 2. You're Sending Generic Outreach (or Not Reaching Out at All) 

You’d be shocked how many companies rely on bland, mass messages. Passive candidates aren’t browsing job boards... they’re waiting for something worth their time. 

  • Signal: If your message could apply to 100 people, it won’t get a response. 

  • Fix: Personalize, always. Reference their GitHub project. Call out the tech stack. Speak to what tech talent values most: flexibility, growth, and making an impact.  

 3. Your Job Descriptions Sound Like a Buzzword Dump 

Top consultants don’t want to sift through 25 buzzwords and vague responsibilities. They want to know what they’ll actually do and why it matters. On top of that, many organizations fail to regularly revise and update their job descriptions, which can lead to outdated, misaligned, and ineffective job postings.  

  • Signal: You’re listing every tech tool in the ecosystem without prioritization. And you’re not getting the applicants you’re looking for.  

  • Fix: Focus on outcomes, not acronyms. What projects will they build? What problems will they solve? Here at Lorien, we work with clients to simplify the JD and speak the language of the developer—not just the business. 

 4. You’re Not Offering What Candidates Actually Want 

It’s not just about comp. Every week, I speak with engineers who walk away from offers because they didn’t get a clear sense of the team, the work culture, or whether they’ll actually grow.  

  • Signal: You’re leading with job title and salary, but not talking about work-life balance, tools, or tech culture 

  • Fix: Bring your EVP (employee value proposition) to life in every touchpoint. From the first message to the final offer, show them why your team is worth joining.  

 5. You're Relying Solely on Internal  

We love working with internal TA teams—but let’s be honest: most are stretched thin, focused on full-time hiring, and don’t have the time (or tech expertise) to vet specialized talent fast. 

  • Signal: Roles are still open after 30 days and it takes 10 candidates to get 1 interview 

  • Fix: Bring in a tech recruiting partner who can work alongside your team. We’re already talking to top-tier developers, and we know how to keep them warm, vetted, and interested before they get snatched up.   

 

The Bottom Line 

If your hiring process is full of delays, ghosting, or disengagement—it’s not just the market. It’s your message, your process, or your partner. 

At Lorien, we know what tech candidates want—because we asked them. And we built our delivery model to reflect it. 

Stop losing candidates. Start hiring consultants who deliver.

Download the 2025 What Tech Candidates Want report to learn how to attract and hire the talent your team depends on.