Improve recruitment by understanding how engineers think

When recruiting software engineers, knowing how they think and what motivates them is essential to crafting outreach that stands out and fosters genuine connection. At Get on Board, we've seen firsthand that engineers are diverse in skills but often share core psychological drivers and patterns of thinking that influence their job preferences and response to outreach.

Thinking Patterns and Motivators of Software Engineers

Engineers are often problem-solvers by nature, driven by curiosity and autonomy. Understanding these traits is crucial for recruiters and startup founders who want to engage them authentically. Here are some key motivators and thought patterns common among engineers:

• Problem-solving mindset: Engineers love tackling complex challenges. Showcasing how your projects involve innovative problem-solving can attract interest.
• Desire for autonomy: Many developers value control over their work and creative freedom. Tailoring your messages to highlight flexible frameworks or influence on product direction appeals to this need.
• Passion for continuous learning: Developers often engage in side projects or open-source contributions. Acknowledging this or providing growth opportunities resonates well.
• Technical depth and clarity: Engineers appreciate clear, technically relevant messages over generic pitches. Avoid fluff and speak their language to build trust.
• Shared values and culture fit: Emphasizing how your company culture aligns with collaboration, innovation, or ethical tech use can improve outreach response.

Bringing Psychology into Recruitment Outreach

Recruiters can leverage these insights by customizing their approach. We recommend:

• Personalizing communications: Use insights on the engineer’s interests or previous projects to craft targeted invitations.
• Using clear, engaging language: Inspired by UX writing strategies, concise and empathetic messages can boost candidate response. You can read more about this in our article detailing tips from a UX writer on attracting top tech talent.
• Highlighting meaningful impact: Show how joining your team enables engineers to make a difference or work on exciting tech.
• Emphasizing learning opportunities: Promote how your company supports growth, mentorship, or innovative projects.

By combining psychology-driven insights with the right communication strategy, recruiters can connect with developers more meaningfully, resulting in higher engagement and better hiring outcomes.

At Get on Board, we empower you to tailor your recruitment strategies effectively by giving you access to detailed developer personas and motivation drivers through our talent marketplace. Leverage this tool to deepen your understanding and build relationships that attract the best talent.

Discover how to tap into developer motivation and transform your recruitment process on Get on Board's platform, where you can explore a vast pool of tech professionals and customize your outreach with valuable insights.