Over the past year, I’ve been part of several engineering hiring processes — across different companies, networks, and roles. Each time, the pattern looked the same: a huge surge of inbound applications, and a surprisingly small number of qualified fits.
It’s a paradox that almost every hiring manager I talk to mentions. Candidates say it’s never been harder to get a response. Hiring teams say it’s never been harder to find great people. Both are true.
The Flood: Applications Everywhere
Today, any engineering role can receive hundreds of applications within hours of being posted. Recruiters describe 1,000+ inbound candidates for a single position.
This isn’t because there are suddenly more engineers — it’s because applying has become frictionless. AI tools now help candidates generate polished cover letters and tailor résumés at scale. With one click, an application can land in dozens of inboxes.
The result is volume without clarity. Many applications look almost identical. Screening them takes more time, not less. Hiring managers report spending hours filtering out résumés that don’t meet even the basic requirements — not because people are unqualified, but because the process encourages quantity over fit.
The Quality Gap
Amid the flood, strong candidates have become harder to identify. Not necessarily because there are fewer of them, but because the signal is buried.
Several factors contribute to this:
- Many experienced engineers are staying put after years of market volatility and layoffs.
- Some are reluctant to switch jobs without strong personal context or trust in the team.
- Automated applications make it difficult to distinguish genuine interest from automation.
The best engineers often move through networks and referrals rather than job boards. That shift makes sense — when trust and predictability matter more than ever, word-of-mouth becomes the safest hiring channel.
How Hiring Teams Are Adapting
Across my network, technical leads and recruiters are adapting in similar ways:
- Referrals and trusted networks first. Hiring through recommendations remains the most reliable way to find people who align with company values and expectations.
- Proactive sourcing. Instead of waiting for inbound traffic, teams now reach out directly to engineers who match specific profiles.
- Structured, fair screening. Many have replaced informal interviews with clearer evaluation rubrics and async technical assessments to reduce bias and time waste.
- Tighter job descriptions. The more specific a posting is — stack, location, visa eligibility, responsibilities — the more it filters noise early.
None of this is revolutionary, but it reflects a shift back toward quality. The goal is no longer “maximize reach” but “maximize relevance.”
For Engineers: Cutting Through the Noise
If you’re applying for roles in 2025, it’s worth recognizing that hiring managers are overwhelmed. What stands out now isn’t volume — it’s authenticity.
- Be concrete. Describe what you’ve built, what problems you’ve solved, and the impact of your work.
- Show curiosity and clarity. A concise, honest message beats a perfect AI-polished one.
- Leverage relationships. Referrals and warm introductions are not shortcuts; they’re signal. -Don’t chase every role. Fewer, well-considered applications often yield better results than mass-submissions.
The goal isn’t to impress algorithms — it’s to connect with humans who are trying to build good teams.
For Hiring Managers: Staying Human
On the other side of the table, the challenge is to keep the process fair and personal amid the flood.
- Use structure, not instinct, to evaluate candidates.
- Communicate transparently, even when rejecting.
- Protect time — automate where it helps, not where it dehumanizes.
- Remember that every interaction shapes your reputation as an employer.
Hiring is still one of the most human things we do in tech. Automation can help with logistics, but not with judgment, trust, or empathy.
Closing Thoughts
The hiring paradox of 2025 — overflowing inboxes, scarce fits — isn’t about technology. It’s about how we use it. AI made it easier to apply, but not easier to connect.
The companies and engineers who thrive will be the ones who restore that connection — by being intentional, transparent, and human in a system that increasingly isn’t.
Even in an age of AI-generated résumés and automated filters, the best hiring outcomes still start the same way they always have: one genuine conversation at a time.