Putting salary aside, there are three main things a company needs to do when looking to hire hundreds of excellent engineers:

  1. Create a great company culture
  2. Use an innovative technical stack 
  3. Introduce inhouse training for existing teams.

And here’s how and why to do all three.

Why Create a Great Company Culture?

Company culture is essentially the identity or personality of a company. Introducing flexibility, diversity, team building activities, hackathons or meetups and a relaxed dress code are all ways enterprises can begin to compete with startups when it comes to attracting top talent.

In fact, recently Goldman Sachs’ new CIO Elisha Wiesel relaxed the company’s dress code in a bid to retain and attract talent because it kept losing out to Silicon Valley. This proves large enterprises need to take risks if they are to attract top tech-savvy millennials who want more than a great salary package.

Other than just perks, implementing a core set of values is integral to maintaining a happy and productive company culture. Creating an environment where professionals feel safe, respected, heard and trusted will build employee loyalty and reduce turnover. Additionally, it will boost morale and therefore output.

So, it’s essential enterprises create an amazing company vibe!

Why Use an Innovative Tech Stack?

In the enterprise, changing technology and direction can often be seen as costly, risky and a slow process. But engineers see this as backwards.

Culture is to recruiting as product is to marketing

The best engineers want to work with the newest, most disruptive technologies. And engineers want to work for companies that are innovating ambitiously. Not changing may help balance the books in the short term, but it will undoubtedly stifle an organization’s ability to attract top talent – as well as hold a company back financially – in the future.

Changing or upgrading tools to attract talent is something that is regularly overlooked and I would urge organizations to review their stack more often. Furthermore, implementing newer, more automated technologies, not only enables businesses to attract better talent, but it also means that less individuals are often required to do the same work.

Why Upskill existing teams

An alternative to hiring a load of new engineers is to improve the performance of existing teams through training and upskilling programs.

Many companies try and upskill their teams by sending their staff on courses and training programs. This is great, I’d encourage them to keep doing this, but the reality is that engineers learn by doing. Hiring experienced engineers to train your current team as they work is more likely to yield better results. Simply, if a top-class engineer pairs up with a less experienced engineer to deliver the project, the more experienced professional can teach the other individual as they go.

However, even hiring 50 top class engineers to train your team is extremely difficult. So, an alternative is to engage a consulting company that uses a dual delivery and upskilling approach. These consultants can help your existing teams deliver a business outcome so they don’t fall behind while simultaneously upskilling them so you don’t have to replace individuals.

Upskilling existing teams is not only a great employee benefit, but can also helps boost an organization’s reputation in the market as they become known for training and developing their staff.

If you have any further questions or comments drop me a message on LinkedIn here >



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Gerhard Schweinitz

Head of Talent (APAC)

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