Recruiting in 2025: How to Hire Top Technical Talent Fast

A September Reuters report revealed that U.S. job openings are at an all-time low. Tech companies of all sizes continue to announce cuts, making recruiting and job searching increasingly challenging at every level in 2025. At the same time, 90% of tech managers say hiring top talent remains difficult. 

Enter the technical class of 2025, a key focus for recruiting in 2025. These soon-to-be graduates have clear expectations for the companies they want to work for, yet they also face uncertainty in a turbulent economy.

So, how can recruiters and technical hiring managers successfully attract, hire, and retain the class of 2025 in the evolving landscape of recruiting in 2025? 

We surveyed nearly 700 U.S. Computer Science students to understand their job search mindset. Below, we break down nine essential insights and three key strategies to help you refine your 2025 recruiting approach and build a strong early-career pipeline.

1. Economic Concerns Shape the Class of 2025’s Job Search

Tech layoffs have left students uneasy about their future job prospects, making recruiting in 2025 more complex than ever. Our data revealed that 80% of students are concerned about how the economy will impact their job search.

Despite these concerns, confidence varies: 40% of students feel optimistic about landing a job after graduation, yet only 8% believe employers provide clear details about the hiring process.

What You Can Do:

• Be transparent about job expectations, salary, benefits, and sponsorship availability.
• Use multiple communication channels (email, text, video calls) to keep candidates informed.
• Follow up quickly-- automated updates can help maintain candidate engagement.

2. The Role of Internships in Recruiting 2025

Internships are a crucial step in recruiting 2025: 72% of respondents have applied or plan to apply for internships to gain experience and improve their job prospects.

Job boards continue to be a go-to resource, with 89% of students using platforms like LinkedIn or Indeed. However, many are also leveraging community-driven platforms like Discord and GitHub to discover new opportunities.

What You Can Do:

• Optimize your internship program-- define whether you’re building a conversion pipeline or filling temporary gaps.
• Post early and engage proactively on LinkedIn and alternative platforms like GitHub.
• Expand eligibility to sophomores and seniors, or pilot year-long internship programs.

3. Compensation, Culture, and Benefits in Recruiting the Class of 2025

As living costs rise, 39% of students consider salary and compensation their top priority when evaluating job offers. However, benefits and company culture still play a major role:

1. 66% of students rank remote or hybrid work options as a top priority.
2. 85% prefer employers that align with their values.

What You Can Do:

• Ensure competitive compensation that reflects market rates and cost of living.
• Offer flexible work arrangements—remote and hybrid options increase attractiveness.
• Highlight your company’s values and employee benefits upfront in job postings.

Building a Stronger Early-Career Pipeline for 2025 and Beyond

Hiring challenges won’t disappear in 2025, but refining your recruiting strategy will give your company a competitive edge. 

For a deeper dive into the perspectives and expectations of the Class of 2025, check out the "From Classroom to career: The Class of 2025's Approach to Navigating the Tech Industry" report. 

Don't miss the detailed insights from nearly 700 Computer Science students and practical recommendations for connecting with and hiring emerging tech talent for the 2025 campus recruiting season.