In today’s digital age, every company relies on technology, whether for cybersecurity, data analysis, or customer engagement. However, sourcing tech talent remains a challenge - especially for non-tech companies competing with traditional tech giants.
With more than 50,000 tech employees laid off in the first four months of 2025, non-tech companies now have a unique opportunity to attract top technical talent. But how can they stand out and successfully build their technical teams?
Below, we explore eight key strategies to help non-tech companies succeed in sourcing tech talent, hiring the right candidates, and building a future-ready workforce.
To compete in the digital landscape, non-tech companies should prioritize hiring for key technical positions, including:
Despite the growing demand for these roles, a McKinsey survey found that out of 3.5 million tech job listings, less than half had suitable candidates.
This skills gap presents a challenge but also an opportunity for non-tech companies to excel in sourcing tech talent strategically.
From small startups to large enterprises, companies in every industry need to compete for highly skilled tech professionals. Here’s how to make your company stand out:
Flexibility is a top priority for today’s workforce, especially for tech-native Millennial and Gen Z professionals. Many tech jobs can be performed remotely, and strict schedules are often unnecessary.
Many leading companies now emphasize flexible work policies, offering remote and hybrid options to appeal to top tech professionals. By clearly outlining flexibility in job descriptions, companies can attract a wider pool of qualified candidates who prioritize work-life balance.
Tech professionals value companies that invest in modern tools. Research shows that 50% of U.S. tech workers prioritize access to updated technology. Highlighting your company’s cutting-edge tech stack in job listings can help attract top candidates.
When hiring for tech roles, advertise your technology stack, like REI does in their tech job descriptions, to show your committment to innovation.
Compensation matters, but benefits play a crucial role in attracting tech talent.
Companies that can’t compete on salary should emphasize perks like:
Companies like Liberty Mutual and Nike stand out by offering extensive benefits such as sabbaticals, adoption assistance, and wellness initiatives.
Tech professionals, especially Gen Z, prefer employers whose values align with their own. 81% of Gen Z workers only apply to companies that reflect their values.
According to Indeed, the top company values tech workers look for include:
With more than 50,000 tech employees laid off in the first four months of 2025, job security has become a major concern.
Companies that emphasize long-term stability and career growth in job descriptions can stand out from competitors and attract loyal employees. Contrary to popular belief, Gen Z is increasingly prioritizing stability in the workplace, valuing job security, steady career growth, and sustainable employment options.
If long-term security isn’t guaranteed, highlight company longevity, share employee success stories, and provide transparency around business performance.
People connect with stories, so why not leverage this when hiring for tech roles?
Transparency also attracts job seekers because it builds trust and gives a look into what it’s like to work for your company.
Use your website, careers page, and social media platforms like LinkedIn and Glassdoor to showcase:
Companies like Cotopaxi use founder and employee stories to create an engaging, people-focused brand that resonates with job seekers.
To reach top tech talent, job titles and descriptions must be clear and searchable.
Instead of vague titles like “IT Specialist II – HTML”, use straightforward terms like “Web Developer”. Optimizing job descriptions for search can significantly improve visibility in hiring platforms.
According to the Bureau of Labor Statistics, tech jobs with the highest growth potential include:
By the end of 2025, Millennials and Gen Z will make up 75% of the global workforce. Young professionals bring new ideas and adaptability, and the most popular positions that Gen Zers apply for are in technology.
Not only are there many looking for jobs in the tech sector, but there are benefits to hiring early-talent tech employees:
Attracting top technical talent isn’t just about hiring for today’s needs—it’s about future-proofing your business for the AI-powered transformations ahead.
Non-tech companies must do more than digitize—they must embed tech talent into the core of their business strategy.
Winning over future-ready engineers, especially Gen Z, means aligning your employer brand with what they value most: innovation, purpose, flexibility, and real impact.