Namra Arshad

In 2025, retaining employees has become the main focus of permanent recruitment. According to the Work Institute’s 2025 Retention Report, about 63% of employee exits in 2024 could have been avoided. Why do people leave? Often, it is because of poor management, no career growth, or weak work-life balance. Hiring new people again and again is expensive. Replacing an employee can cost up to 200% of their yearly salary. That’s why retention is not just about people, it’s also about saving money. 

Moreover, employee needs have also changed. Today, workers care about career growth, flexibility, and well-being just as much as pay. They want clear opportunities and a healthy work-life balance. If they don’t get these, they leave, and companies end up restarting the hiring process, wasting time and resources. 

Because of this, retention is now a key part of permanent hiring.This blog will explain why retention matters so much today, how high turnover affects business costs, and why employers should focus on long-term strategies instead of quick fixes. It will also show how Fortray helps employers improve retention through culture-fit hiring, ongoing engagement, and post-hire support. 

Why Retention Now Matters More Than Ever 

If we take a look at 2025, retention has officially taken centre stage, not just in HR meetings but in boardrooms too. The numbers tell a story that no business can afford to ignore. The Work Institute’s 2025 Retention Report reveals that a striking 63% of employee exits last year were preventable. That means most people didn’t leave for better salaries; they left because a few important things, like career growth, purpose, or balance, were missing. Every resignation now carries a heavy price tag. Replacing an employee can cost up to 200% of their annual salary and months of lost productivity. 

When a skilled employee walks out, they take with them knowledge, client trust, and team momentum. As per stats, around 40% of new hires quit within their first year, which shows that hiring alone doesn’t build stability. That’s why retention has evolved from a support function into a strategic pillar of permanent recruitment. 

Why Employers Must Move from Reactive to Strategic Retention 

For a long time, companies only thought about retention after employees quit. They tried fixing the problem with exit interviews or team activities, but by then, it was too late. But today, this approach doesn’t work. Employees have more options and higher expectations than ever before. 

Reports show that most people leave jobs because of poor management, no career growth, or lack of flexibility. Yet, many companies still spend more money hiring new people instead of keeping the ones they already have. This leads to high costs and lower productivity. 

The only solution to this problem is strategic retention. It means acting before employees decide to leave. It’s about knowing what motivates them, spotting early warning signs, and creating a workplace they enjoy. Companies that make retention part of their recruitment strategy build stronger teams, better performance, and a trusted brand. When employers stop reacting to resignations and start preventing them, retention becomes their biggest strength. 

The Gap: High Attrition, High Cost, and Low Productivity 

Even though many companies spend a lot on hiring, they still struggle to keep good employees. This gap between hiring and retention has become costly. When skilled people leave, work slows down, team spirit drops, and clients notice the difference. Replacing one employee can cost up to 200% of their yearly salary, which eats up money that could be used for growth or innovation. 

The biggest loss, however, is productivity. Every time someone leaves, managers have to start the hiring process again, train new people, and deal with low team morale. Frequent employee turnover also makes it hard for new hires to connect with the company culture, leading to shorter job tenures and lower engagement. In short, high attrition creates a never-ending cycle of hiring and training and that’s where most companies lose both time and money. 

How Fortray Fills That Gap 

Fortray understands that retention doesn’t begin after hiring. In fact, it starts with hiring the right people. Our focus is completely on culture-fit assessments, which ensure that every candidate aligns with the company’s values and long-term goals. This helps employers build teams that not only perform well but also stay committed.  

Moreover, we also prioritise continuous engagement throughout. From candidate experience to post-placement follow-ups, our consultants maintain open communication to ensure smooth onboarding and satisfaction on both sides. This proactive engagement reduces early attrition and strengthens the bond between employer and employee.  

However, through post-hire support, we help employers monitor new hire performance, address early-stage challenges, and gather insights to improve retention strategies over time. In a nutshell, Fortray bridges the gap between hiring and retention by combining smart recruitment practices with human understanding. 

Key Takeaways 

• Jumping into hiring without a plan (panic hiring) might fill a role quickly, but it often results in mismatches, turnover and higher long-term costs. 

• A well-designed IT hiring strategy looks ahead 12–24 months, aligns with business goals, builds talent pipelines, and focuses on skills plus culture, not just availability. 

• The use of AI, analytics and data-driven hiring is no longer optional. It’s critical for sourcing quality talent, reducing time-to-fill and increasing retention in tech roles.  

• Filling a vacancy fast might seem like a win, but hiring for long-term fit and capability helps build stable, high-performing teams instead of repeating the hiring cycle. 

• Especially in IT, where work is collaborative and evolving, matching candidates to both culture and future skill needs helps ensure strong performance and lower churn. 

• Leveraging a strategic recruitment partner like Fortray can move you from reactive hiring to proactive talent strategy. 

• In a talent-scarce and fast-changing IT market, the organisations that hire late, reactively and without structure will fall behind. Those who hire strategically and with insight will win. 

Introduction 

When businesses run into sudden IT vacancies, urgent project deadlines or unexpected departures, they move forward with a panic hiring process. This panic hiring means hiring candidates too fast but with too little planning. As per the recent research, 77% of organisations say the IT skills gap has impacted them. In fact, 81% of organisations report shortages in key tech skills like developer or power-user roles.  

With this kind of talent scarcity, hiring without a proper IT hiring strategy means companies often settle for what’s available instead of what’s ideal. As per the expert analysis, a bad hire can cost roughly 30% of that employee’s first-year salary in lost productivity, training and turnover costs.  

This blog will help you understand: 

• What is panic hiring in IT hiring, and what is its worst impact on IT businesses?  

• Hiring Process transformation from panic hiring to strategic hiring  

• What Does Strategic Hiring Mean  

• What are IT hiring challenges?  

• Role of Fortray in talent pipeline development and overcoming hiring challenges. 

Keep reading this blog to gain valuable insights! 

What Is Panic Hiring, and Why Does It Hurt IT Businesses? 

When IT teams are under any kind of pressure, whether it’s a major project deadline, an unexpected resignation, or a sudden growth push, what they do is they jump into panic hiring. Which means they post a job, move fast on interviews and hire someone just to plug that gap. But this has worse effects on businesses. Why? Because such hiring processes just focus on hiring, they don’t care whether the candidate is ideal for that position or not. Due to this, a lot of credible candidates are overlooked and ignored. The rush caused by panic hiring comes with big risks.  

According to a study, 77% of organisations say they’ve been impacted by the IT skills gap. This means finding the right tech talent is already a huge struggle. And the consequences are startling. A major analysis estimates that the global tech talent shortfall will cost companies about US$5.5 trillion by 2026. What do you think are the major causes behind it? Delayed projects, missed market windows and resource misalignment, and on top of that, when a quick hire doesn’t work out, add a great value to all this.  

In a nutshell, when a tech world where skills matter deeply and time is critical, panic hiring may fill a seat fast but it leads to mismatches, frustrated teams and costly re-work. 

What Strategic Hiring Means & How It Differs from Traditional IT Hiring 

Strategic hiring is the process of recruiting people not just to fill a current vacancy, but to support the company itself. In other words, instead of posting a job when a role becomes empty, companies adopting strategic hiring ask what skills will matter in the upcoming 12–24 months and what roles will we need then. They work on talent pipeline development, map competencies and stay ahead of upcoming demands.   

Consider an example of a tech firm planning to launch a new cloud service product in 12 months. A traditional hiring approach might wait until six weeks before the launch and then post a job for a Cloud Architect or for a DevOps Engineer role, then print ads, rush for the interviews, and pick someone among the available applicants.    

But strategic hiring, in contrast to traditional hiring, would work differently. In such hiring, the company would begin by analysing what skills and roles will matter for the new product like cloud-architect, automation specialist, and security engineer. They believe in skill-based hiring. Also, they do IT talent mapping well in advance, which means they have a strong talent pipeline for development. Thus, in an hour, they’re not scrambling. They already have aligned people ready. 

Reimagined Recruitment: How AI and Data Insights Fix IT Hiring 

In the world of IT talent acquisition, sticking with old-school recruitment methods just won’t work anymore. That’s why the concept of reimagined recruitment comes in. With this modern strategy, you no longer have to wait for the next vacancy and scramble to fill it at the last minute. Instead, you can use predictive analytics to understand what skills you’ll need 12-18 months ahead and develop a talent pipeline so you’re already ahead.  

For example, analytics can help you forecast future hiring needs, match candidates based on long-term fit, and reduce time-to-hire by up to 40% when AI is used properly.   

Research shows that around 87% of companies already use AI-driven tools in their hiring process. Among the earliest benefits? More than 65% of recruiters report that AI helps them save time; about 58% say it improves candidate sourcing, and nearly 30% report cost reduction per hire when AI and data-led methods are used.  

Instead of a recruiter spending hours manually sifting through hundreds of resumes, an AI system can flag the top 20 fits in minutes. This approach fixes hiring processes in multiple ways, i.e.  

• Speed + precision: It cuts down screening time, which lets teams move faster on high-priority roles without compromising fit.   

• Smarter decision-making: Data insights reveal patterns. For example, which hiring sources produce the best long-term performers? So you invest where it really matters.  

• Future-readiness: With predictive analytics, you can spot emerging skill gaps and begin sourcing before the shortages become urgent.  

• Improved candidate experience: AI-powered chatbots and personalised job matching make candidates feel seen and engaged, which boosts your employer brand.  

Why Is Strategic Hiring Better than Panic Hiring? 

When companies hire in a panic situation to fill a job vacancy or to meet a project deadline, they fall into panic hiring. This approach might fill a seat today, but it carries a heavy hidden toll tomorrow. Studies show that 74% of employers admit they’ve made a wrong hire, often because they needed to fill the job too quickly. The U.S. Department of Labour estimates that a bad hiring decision can cost around 30% of the employee’s first-year earnings. Here comes a big question: what does panic hiring cause? 

What Panic Hiring Causes 

• Poor fit: The person hired may have the skills but not the mindset or culture fit, or they may leave soon. 

• Higher churn: Turnover spikes because roles aren’t well-matched. This leads to repeated replacements and lost momentum. 

• Cultural damage: A single inappropriate hire can ripple through a team, lowering morale, reducing trust, and dragging productivity down.  

What Strategic Recruitment Delivers 

In contrast, when companies use a strategic hiring approach, the benefits clearly outweigh the costs. It brings positive changes, i.e., 

• Talent pipeline development: Instead of waiting for a gap to emerge, you maintain a pool of ready candidates and are prepared ahead of time. 

• Clarity in roles: Candidates understand job expectations and future growth. This improves performance and fit. 

• Culture alignment: You hire not just for immediate skill but for values and long-term fit. It reduces mismatches. 

• Stronger retention: A role filled with the right person means less turnover, more stability, and less repeated cost.  

Panic hiring might give you a short-term fix, but it leaves you exposed to long-term risks. On the other hand, strategic recruitment acts like a business investment. You hire the right people for now and for what’s coming next. 

Fortray’s Role: Turning IT Hiring from Reactive to Strategic 

In an era where IT teams often scramble to fill vacancies at the last minute, Fortray offers a different path. We believe in keeping a proactive approach. Our core focus is on skill-based hiring, talent pipeline development and strategic hiring alignments. By leveraging expansive tech talent pools and modern recruitment tools, Fortray helps organisations move away from “hire now and hope it works out” towards a recruitment model that anticipates future needs. Not only this, but it also aligns with business goals. 

Here’s what we do; 

• Fortray maintains a database of over 500,000 vetted tech professionals, enabling pre-qualified access to talent before urgent roles arise. 

• Fortray emphasises long-term recruitment success with statements like offering talent that matches your business goals for both today and long-term success.  

• The company uses smart sourcing and tech-enabled matching, moving beyond purely reactive hiring to “precision hiring through our tech-driven sourcing strategy. 

Frequently Asked Questions (FAQs)

 

If we talk about the UK’s legal sector, it is not just evolving; in fact, it is being remade. According to a recent report, Thomson Reuters’ State of the UK Legal Market 2025, 65% of corporate legal departments in the UK now rely on Alternative Legal Service Providers (ALSPs) to manage tech-driven, repeatable legal work. What does this indicate? This move signals a shift! Law firms can no longer depend solely on traditional talent models.  

However, AI is no longer an experiment. A recent Clio study found that 96% of UK law firms have integrated AI into their operations, with many already automating document workflows, contract review, and legal research. Moreover, the change is coming from clients too. The report also notes that 54% of in-house legal teams expect to bring more legal work internally over the next few years. This is largely driven by cost pressure and the promise of greater control.  

In a nutshell, legal firms today not only demand value now, but they also look for speed and tech-readiness as well. But the question now is, what criteria are law firms using when recruiting talent in this new era? And more critically, how do we bridge the gaps that still exist in the talent supply? Keep reading this blog to know your answers. 

What Criteria Law Firms Value Most in Candidates 

As per the latest reports, law firms are not hiring on the basis of IQ now. The criteria of law firms have changed; they hire people who are adaptable and tech fluent. The legal market has evolved, and so has the definition of an ideal candidate. Here are some important criteria they look for:

1. Tech-Fluency and AI Readiness 

Technology is the new foundation of modern law. According to the Law Society (2025), around 96% of UK law firms have adopted some form of AI or legal technology in their operations. Among these, 36% use AI for document automation, while 29% leverage it for contract review and analysis. 

The thing which is even more striking is that the use of Generative AI (GenAI) across UK law firms has almost doubled in a year, rising from 14% in 2023 to 26% in 2024. And as per Thomson Reuters’ Future of Professionals 2025 report, 87% of UK legal professionals believe AI will have a high or transformational impact on the legal profession within the next five years. So people who are not adopting this new change and utilising AI to be more efficient will be in decline.  

2. Efficiency and Value Mindsets 

Today’s clients expect more than accurate legal advice. The Thomson Reuters report highlights a major trend, which is that law firms are under growing pressure to deliver more for less, with value-based pricing and flexible fee models becoming the norm. Moreover, over half of corporate legal departments now plan to bring more legal work in-house over the next five years. In response to this, legal firms are increasingly prioritising lawyers who think like business partners. They prioritise professionals who can combine strong legal reasoning with a commercial mindset. 

3. Process and Operations Awareness 

Lastly, firms are now looking for lawyers who understand the operations and process side of the business. They are keen to hire people who know how to manage workflows, optimise resources, and leverage technology for better results. Such candidates who can map, automate, or even redesign how legal work gets done are becoming indispensable. This operational awareness directly supports firm-wide goals like client satisfaction and more. 

The Hiring Disconnect & How Fortray Solves It 

The legal sector in the UK makes one thing very clear: tech fluency is no longer optional. It should be a must-have. As law firms increasingly demand candidates with strong tech fluency, AI readiness, efficiency, and operational awareness, many capable legal professionals still arrive under-prepared in these areas.  

The major gap lies in traditional hiring criteria that include grades, university pedigree, and internships. Firms now need people who can streamline workflows, use legaltech tools, and deliver value beyond just legal doctrine. This misalignment means many candidates are technically competent but slow to adapt, and overlooks those with high potential but non-traditional backgrounds.  

How can Fortray as a legal recruitment agency bridges this gap? Fortray bridges that gap by rigorously vetting for both legal know-how and practical technology skills. Through hands-on assessments, scenario-based evaluations, and a curated talent pool already familiar with tools like AI-assisted document review, automation platforms, and legal operations, Fortray ensures that when law firms hire, the candidate is not only ready but able to hit the ground running.  

If you want to see how this works in practice, check out Fortray’s Legal Recruitment Services. 

Key Takeaways 

• Many UK tech companies need strong tech leadership for technical projects. But hiring a full-time CTO feels too expensive. That’s where fractional CTOs play their role. 

• The skills shortage is everywhere. Around 93% of UK employers say they have had trouble finding people with the right tech skills in the last year.  

• More firms are turning to contractors! In 2025, 58% of employers said digital transformation is driving demand for tech contractors. 

• When companies struggle to find permanent tech staff, they also have trouble delivering on projects and keeping things running smoothly. 

• Skills gaps are lowering productivity, hurting morale, and delaying work. 

• Fractional CTOs and vetted freelance engineers give businesses a smart shortcut, including leadership, strategic direction, and specific technical skills without long-term commitments or high fixed costs. 

• Fortray helps simplify this whole process. We tap into a quality-checked network of tech talent who fit your culture and budget. 

Introduction 

The need for fractional CTOs is growing fast in the UK, and what do you think is the main reason behind it? The main reason is simple! Companies need tech experts to guide them through digital change. But at times they don’t need, and at times they cannot afford a full-time technology leader. 

According to Hays UK, about 9 out of 10 employers say they are facing a shortage of skilled tech professionals, especially in technical areas like AI, cybersecurity, and cloud computing. Another study by UK Tech News found that the demand for AI skills has more than doubled in the past year. It makes it the biggest tech skills gap in over a decade. At the same time, 89% of UK companies are now working on or investing in AI projects, but nearly 70% of them say they’re not seeing real results yet. That’s because they need someone experienced to plan and manage these projects, which is exactly what fractional CTOs do. 

This blog will break down why more UK companies are turning to fractional CTOs and freelance developers, what you need to think about before hiring, how to bring them on board smoothly, and what you should expect to pay. This way, you will have a clear picture of how to build the proper tech support for your business. 

What is a Fractional CTO? 

If you’ve been exploring tech leadership options for your business, you must be aware of the term fractional CTO. These experts are like having a tech specialist who brings all the experience of a full-time Chief Technology Officer. But these experts only work with your company when you need them.  

What many companies do is that instead of hiring a permanent CTO, which can be expensive, they bring in a fractional CTO to guide their tech strategy, manage software projects, lead development teams, and make sure all technology decisions support the company’s goals. This option is suitable for startups that are in the growth phase. They need expert advice but don’t have enough budget to afford a full-time executive. For example, if a startup is building an app or upgrading its systems, a fractional CTO can choose the right tech stack, hire skilled freelance developers, and make sure everything runs smoothly.  

In a nutshell, these experts give businesses the brains of a top tech leader with the flexibility and cost savings of a part-time consultant. It’s the smart and modern way to get expert technology guidance within your budget. 

Why Fractional CTOs Gained Popularity in UK Tech Industry 

The rise of fractional CTOs in the UK tech industry is not just a passing trend. In fact, it’s a response to some of the biggest challenges facing modern businesses. As companies rush to adopt AI, strengthen cybersecurity, and modernise legacy systems, many find themselves stuck between needing top-level tech leadership and not being able to afford or justify a full-time CTO. That’s where fractional CTOs play their role. They provide high-level expertise and strategic direction on a flexible, part-time basis. This gives companies access to leadership when they need it most, without long-term costs. This drastic shift is due to a mix of talent shortages, rising costs, and fast-paced digital change across the UK. 

Stats Behind the Trend: 

• 52% of UK tech leaders say their companies are facing an AI skills shortage, up from just 20% a year earlier—a 114% increase. 

• 89% of businesses are now piloting or investing in AI projects, but 69% haven’t seen measurable ROI yet due to a lack of skilled leadership. 

• The digital skills shortage is expected to cost the UK economy £4.4 billion annually and could rise to £27.6 billion by 2030 if left unaddressed. 

• Around 49% of UK firms report basic cybersecurity skill gaps, while 30% admit to shortages in advanced technical expertise. 

• The median daily rate for CTO contractors in the UK is around £800 per day, climbing to £1,100 per day in London, showing strong demand for short-term leadership. 
   

How Fortray Supports Fractional CTO and Freelance Hiring 

Fortray plays the role of a bridge between ambitious companies and the high-calibre tech leadership they need, when they need it. No matter if you are scaling a product, upgrading infrastructure, or leading an AI initiative, Fortray helps you tap into fractional CTOs who bring strategic insight and execution. They vet talent rigorously, maintain a large network of ready professionals, and understand both technical and business contexts. Fortray’s model ensures that you hire someone who fits your mission, culture, and timeline. 

Here are a few stats that show why our clients trust Fortray to deliver quality tech leadership: 

• Fortray has access to 22 million candidate CVs through its sourcing network.  

• Fortray boasts a 95% placement rate, reflecting its effectiveness in matching candidates to roles that stick.  

• As a tech employment agency with offices in multiple locations, Fortray connects companies with vetted IT talent across domains like cloud, security, and software development.  

• On its recruitment arm, Fortray emphasises understanding clients’ business goals so they can match talent not just technically but strategically. 

We make sure you get the right expertise, on the right terms, without the hassle. Connect with Fortray to access top-tier fractional CTOs and freelance developers in the UK and start building a more agile tech team. 

FAQs (Frequently Asked Questions) 

Key Takeaways  

• Employer branding helps companies hire better in IT. It makes your company stand out in the UK tech market, where good pay and benefits are no longer enough. 

• A strong employer brand builds trust. It shows who you are, what you believe in, and why people enjoy working with you. 

• Old hiring methods don’t work alone anymore. Don’t just post job ads! Share your company’s story, values, and work culture to attract skilled tech people. 

• Building your brand takes teamwork and effort. Keep your message clear everywhere, show your culture online, and let your employees share their experiences. 

• Fortray supports companies in building strong brands. We use our IT hiring expertise to help you attract, connect with, and keep the best tech talent. 

The UK’s tech industry is growing fast with many new startups and digital changes happening everywhere. But still, about 60% of UK companies find it hard to hire the best tech talent. Why? Even though they offer good pay, flexible work, and nice benefits, many businesses still struggle to attract top tech talent. 

The answer often comes down to employer branding. It is the invisible force that shapes how candidates see your company. In today’s crowded tech market, simply posting a job is not enough. Tech professionals want to work for organisations they can connect with. Without a strong employer brand, even the best offers can get ignored. 

In this blog, we will explore what employer branding really means in the tech market, why it’s become the secret weapon in modern hiring, and how you can start building yours today. We will also share and show how Fortray can help you strengthen your employer brand IT hiring strategy. 

What is Employer Branding? 

You might have heard the term “employer branding,” but what does it mean? Think of employer branding as your company’s personality in the eyes of job seekers and employees. Some people refer to employer branding as a simple logo, a website, or job ads. But that’s not it. Employer branding is more like a feeling people get when they hear your company’s name. 

In today’s competitive tech world, where skilled professionals can choose their next move, employer branding is your reputation as an employer. It is the story you tell and the one your employees share about what it’s like to work at your company. 

To clarify, employer branding addresses the key questions that every candidate secretly asks before applying. Candidates are curious about the company culture, the value they will bring after joining, and the support they can expect from the company. They also wonder if the company prioritises innovation and work-life balance. A strong employer brand paints a clear and positive picture of your workplace. This picture gives candidates the highlights what makes your organisation special.  

Want to know why great candidates walk away? Check out why tech candidates reject job offers. 

Employer Branding vs Traditional Hiring Approaches 

If we talk about the past, for many UK companies, the hiring process hasn’t changed much over the years. You post a job ad, call a few recruiters, wait for referrals, and hope for the best. These traditional methods still play an important role, but in today’s fast-moving tech market, they are not enough. Why is that? It is because these methods were more focused on filling vacancies. Building relationships was not supposed to be prioritised. They connect companies with candidates, but not with the right candidates.  

But in contrast, if we talk about today, especially about the tech industry, candidates are not greedy about paychecks only. They are keen to have purpose, flexibility, growth, and a culture they can believe in. That’s where employer branding comes in. A well-defined employer brand doesn’t just tell candidates what the job is. It shows them why it matters and why your company is worth joining. 

However, instead of blending in with hundreds of job listings, employer branding helps your company stand out. It tells your story, showcases your people, and gives a glimpse of life inside your organisation. So, while a job description might grab someone’s attention for a moment, it’s your employer brand that keeps them interested. 

What are the Key Elements of a Strong Employer Branding 

Building a good employer brand takes planning and effort. Companies that easily attract top tech talent usually have a clear and strong image.  Here are the main elements of a strong employer brand: 

Know Your Values  

Think about what makes your company special, i.e. innovation, teamwork, learning, or employee happiness. Share these values openly so people understand what your company stands for.  

Show Your Culture

Let people see what it’s like to work with you. Share photos, videos, and stories about your team, your workspace, and your daily wins on your website and social media profiles. This helps candidates picture themselves working there.  

Stay Consistent Everywhere

Make sure your message about your company’s mission, values, and culture stays the same across your website, social pages, job posts, and interviews. If the message keeps changing, people may feel unsure or lose interest. 

Involve Your Team 

Your employees are your best ambassadors. Encourage them to share their real experiences on LinkedIn or at events. Hearing from current employees makes your company feel more genuine and trustworthy.  

Stay Active Online 

Be present on platforms where IT professionals are, i.e. LinkedIn, Glassdoor, and GitHub. Share useful posts, company updates, and respond to reviews. It helps people see your company as open, active, and reliable. 

When people notice that your company offers not just a job but a friendly culture and chances to grow, they will be more excited to join and stay for the long run. 

How Fortray Can Help You Build a Winning Employer Brand 

Attracting top tech talent is getting harder every day. Why is that? As discussed, the competition is extremely strong, and to attract skilled people, companies need more than just job ads and good salaries. This is where Fortray can really help. 

We work with companies to build a strong employer brand that helps them stand out. We start by learning about your values, culture, and what makes your workplace special. Then, we help you share your story to attract the right tech talent. 

Our goal is to help you hire the best people and build a great reputation in the IT industry. A strong brand not only brings better candidates but also helps you keep them longer, saving time and costs. 

If you want to explore more about our approaches, explore our IT recruitment and talent solutions for businesses to enhance your overall hiring strategy. 

FAQs (Frequently Asked Questions) 

Key Takeaways 

• Hybrid work lets companies hire skilled people from anywhere. 
• DEI means everyone has an equal opportunity to work and grow. 
• Inclusive hiring helps more people, such as parents and individuals with disabilities, secure quality job opportunities. 
• Companies with strong DEI plans attract top talent and foster employee satisfaction. 
• Hybrid work makes jobs more flexible and fair for everyone. 
• Using fair hiring tools helps reduce bias and make hiring equal. 
• Fortray helps companies build diverse and fair tech teams. 
• When people feel included, they perform better and contribute to the company’s success. 

The way we work has changed, and so should the way we hire. In today’s tech world, hybrid working is a complete shift in how businesses think about talent and DEI in tech hiring. With people now working both from home and the office, businesses can reach a much wider range of skilled professionals. From developers living outside big cities to individuals with disabilities seeking flexibility, the hybrid work has opened doors that were once closed.  

But with this opportunity comes a responsibility. This responsibility is to bring inclusive recruitment for everyone. Recruitment teams now have the power to shape workplaces that reflect real diversity. Diversity not just in terms of gender or ethnicity. But also in terms of background and experience. By rethinking how roles are designed, how job ads are written, and how interviews are conducted, recruiters can make sure that no talented person is left out simply because of where they live or how they choose to work. 

This new era calls for new hiring habits. It’s no longer about filling seats in an office. It is more about finding the right people, wherever they are, and giving them the space and support. This blog will help you understand the concept of DEI in tech hiring, especially in the UK. 

What is DEI in Tech Recruitment? 

When we talk about DEI in tech hiring, we’re really talking about building tech teams that look and think like the world around us. DEI basically defines three principles that include diversity, equity, and inclusion. These three principles are changing the way companies support talent. In simple words, it’s about giving every skilled professional a fair shot. Regardless of where they come from, how they identify, or how they prefer to work, they are given equal opportunity to grow.  

In the fast-paced world of technology, a team made up of people with varied backgrounds, experiences, and ideas is far more likely to create smarter solutions and challenge outdated ways of thinking. That’s why recruiters are moving away from traditional hiring habits. They adopt inclusive recruitment strategies that focus on real skills. They are not reluctant in terms of credentials or office presence.  

But DEI doesn’t stop once someone is hired. It continues in how they’re supported, promoted, and included.  Use of AI in recruitment can help eliminate unconscious bias, while structured interviews and transparent pay policies ensure fairness across every stage of the process. Recruiters are also learning to look beyond CVs, focusing more on soft skills that matter in tech hiring. This helps employers build balanced, people-first tech teams. 

In hybrid workplaces, DEI is no longer about who can be in the office every day. It is more about who brings value to the table, no matter where they log in from. This is also a plus for the candidates working remotely or in hybrid workplaces. 

Why a Strong DEI Strategy Matters in Recruitment?

Today, a strong DEI strategy is more of a heartbeat of modern recruitment. The recruitment world has evolved, and so have people’s expectations. Candidates no longer just look for good pay or big brand names. They are more keen to look for employers who walk the talk when it comes to fairness, respect, and opportunity for all. That’s exactly what DEI in tech hiring brings.  

A well-built DEI strategy helps companies attract a wider talent pool. When your hiring process is open to people of all backgrounds, abilities, and experiences, it means you are giving a chance to new perspectives and ideas. A developer from a rural town, a parent returning to work, or a graduate who took a non-traditional path, all of them, if given the right chance, can bring a unique value. That’s the power of inclusive recruitment. 

DEI builds the kind of culture people want to stay in. When employees feel seen, supported, and treated fairly, they’re more loyal and committed. Moreover, it also reduces turnover, strengthens team morale, and helps your company grow with people who genuinely believe in its mission. 

Bridging the Gap: Achieving DEI Through Hybrid Work Models 

The hybrid work model has changed more than just where we work. And to understand the transformation, first you need to understand how this new model actually helps, and why it matters so much for tech hiring. Let’s first break down how hybrid work supports DEI. 

Widens the Talent Pool 

When jobs are no longer tied to a postcode, companies can hire beyond the usual city circles. A skilled cloud engineer from a small town or a cybersecurity expert in a big city now has the same shot. This opens doors for underrepresented voices that might otherwise be left out.  

Makes Work Flexible 

Hybrid work gives people the freedom to balance their careers with real life. Parents juggling school runs, professionals with disabilities, or those caring for family members finally get a fair shot at roles that once demanded rigid office hours. This flexibility helps everyone bring their best selves to work. 

Breaks Down Bias 

In traditional offices, visibility often equals opportunity. Hybrid setups help reduce proximity bias. How? By ensuring that contribution and performance matter more than face time. With digital collaboration tools, talent can shine from anywhere.  

Empowers Overlooked Groups 

Hybrid work helps people who were often left out of traditional office setups. For example, women in tech can grow their careers while still managing family life. This is due to flexible work hours. People who are neurodivergent, like those with autism or ADHD, can now create work environments that suit their comfort and focus needs. 

In today’s flexible job market, businesses that combine hybrid models with inclusive recruitment attract and keep top tech talent. 

How Fortray Supports DEI in Hybrid Tech Hiring 

Fortray believe that real success comes from building teams that reflect different backgrounds, experiences, and ideas. In today’s hybrid world, where we can work from anywhere, our goal is to help employers hire inclusively without barriers. 

We make this happen by using inclusive hiring practices that reduce bias at every stage. This means every candidate, no matter their gender, ethnicity, disability, or where they live, gets an equal chance to show their skills. 

Moreover, our team works closely with employers to create hiring strategies that focus on fairness and opportunity. We help companies attract top tech talent while staying true to their DEI goals. 

At Fortray, inclusion is more like a part of how we work, so if you want to build more diverse hybrid tech teams, connect with us for the best inclusive recruitment solutions that deliver results. 

FAQs on DEI in Tech Hiring and Hybrid Workplaces 

Key Takeaways  

• Over 61% of tech job rejections in the UK link to poor candidate experience. 

• Communication, flexibility, clear JDs, and competitive compensation are critical. 

• Tools like ATS and structured interviews can improve hiring outcomes. 

• Fortray provides smart strategies to reduce recruitment red flags and secure top talent. 

• Improving the IT candidate experience is key to reducing rejected job offers. 

Ever thought why your job offers are consistently turned down, even though the position and pay seem good? 

In today’s competitive UK tech landscape, offering a competitive package is no longer enough. The UK’s top tech professionals are increasingly declining roles, not because they lack interest, but due to overlooked flaws in the recruitment process that damage the IT candidate experience, ultimately leading to a rejected job offer. These issues, often subtle, are known as recruitment red flags. And they’re costing businesses their best chances at hiring high-impact talent. 

According to recent UK-based hiring reports, over 61% of rejected job offers in the tech sector are linked directly to a poor IT candidate experience in the UK. From delayed communication and vague job briefs to rigid work models and clunky interview flows, top candidates interpret these signs as early warnings about workplace culture, leadership gaps, or long-term misalignment. 

This blog breaks down the real reasons tech candidates in the UK are walking away from offers—and more importantly, what recruiters and hiring managers can do to prevent it. We will highlight data-backed insights, share UK-specific examples, and guide you through actionable fixes to improve your offer-to-acceptance ratio. 

If you’re losing candidates, this blog will show you why and how to stop it. 

The State of Tech Hiring in the UK (2025) 

When it comes to the current state of Tech hiring, it is more like a tale of two worlds. On one side, companies are cautious. They are no longer hiring in bulk the way they did a few years back. On the other side, demand for specialised skills is stronger than ever. Employers want people who can step in and make an impact from day one, which means experienced professionals are highly in demand. Due to this, junior roles are more challenging to break into. However, many businesses are leaning on contract and freelance models to stay flexible, and the shift from fully remote to more hybrid setups is shaping where and how people work. For candidates, the market feels tough but full of opportunity. If you have the right expertise, you will get the right job out there. 

But here’s the catch: even when employers find great talent, job offers often get turned down. Why? Because of red flags in the hiring process. Tech professionals today won’t wait around if communication is slow and vague. They’re also quick to walk away from companies that cling to rigid office-only policies or job descriptions that sound confusing and unclear.  

Moreover, compensation missteps, offering below market rates or weak benefits are another instant dealbreaker. And nothing kills interest faster than a bad interview experience. In short, the tech job market is still buzzing with opportunity, but winning over the best candidates takes more than a paycheck. Candidates require blend of clarity, flexibility, respect, and growth. Companies that get this right will secure the talent they need. 

Why Do Candidates Decline Job Offers? 

In terms of the tech market, salary alone isn’t enough to seal the deal. Tech professionals have multiple options now. They are quick to turn down offers if they spot red flags. Here are the most common reasons why strong candidates walk away: 

1. Poor Communication and Delays 

Nothing turns tech talent off faster than being left in the dark. When interview updates are slow and timelines keep shifting, what candidates start to see is that the company is disorganised. If the hiring process feels messy, they assume the workplace will be the same. Thus, they move on to more reliable employers. 

2. Inflexible Work Models 

In 2025, flexibility is the baseline expectation. Skilled candidates want remote options, hybrid setups, or flexible hours. Companies that insist on rigid office-bound schedules lose those candidates who respect work-life balance and modern ways of working. 

3. Vague Job Descriptions 

Unclear job descriptions are also the biggest red flags. When responsibilities, required skills, or career growth opportunities are left vague, candidates worry that leadership lacks direction. Credible professionals want clarity about their role. They analyse whether their role fits into the bigger picture or not. And without having that clarity, they hesitate to commit. 

4. Misaligned Salary Expectations 

Tech workers know their market value. If pay and benefits don’t match industry standards or lack perks like bonuses, stock options, or training budgets, they are likely to pass and choose employers who value their expertise appropriately. 

5. Bad Interview Experiences 

Interviews are often a candidate’s first real taste of a company. Disorganised interviewers, irrelevant technical tests, or drawn-out processes leave a bad image of the company. For many candidates, this signals a workplace that may be inefficient or unsupportive, which is enough reason to reject the offer. 

6. Weak Employer Branding 

Today’s candidates research potential employers before making decisions. A company with little online presence, outdated branding, or no visible culture struggles to inspire. Without a strong employer brand, even the best job offer may be ignored in favour of a competitor with a more engaging reputation. 

How Fortray Spot & Fix These Red Flags 

In the current tech industry, even the best job offers get rejected if the candidate’s experience is weak. Fortray understands the recruitment hurdles that tech companies face, especially when rejected job offers and a poor IT candidate experience are recurring outcomes. We don’t just identify these red flags; we fix them by giving smart solutions. These solutions help employers eradicate hiring roadblocks before competitors do.  

We start with a full audit of your hiring funnel, tracking every touchpoint where candidates disengage. Using real-time recruitment analytics, we provide a clear picture of what’s working and what’s not. Then, we implement targeted strategies that directly improve and strengthen your employer brand. 

Here’s how Fortray helps fix these issues: 

• We use smart tools (ATS) to send regular updates so candidates are never left waiting or confused. 

• We guide companies to offer hybrid, remote, or flexible hours, matching what today’s tech talent wants. 

• Our experts help hiring managers write job roles that are simple, clear, and attractive. 

• We compare your salaries and benefits with market standards to make sure your offers stay competitive. 

• We design structured and fair interviews that respect candidates’ time and make them feel valued. 

• We improve your online presence on platforms like LinkedIn and Glassdoor to highlight your culture, leadership, and growth opportunities. 

Our smart recruitment solutions reduce drop-offs, improve your offer-to-acceptance ratio, and position your company as an employer of choice. With Fortray’s Recruitment Solutions, you can look forward to a positive transformation in your hiring outcomes. 

Final Thoughts  

In the tech sector, when candidates reject job offers, it’s usually not just because of pay. Most of the time, it’s because of bigger problems in the hiring process. Things like poor communication, strict work policies, unclear job roles, weak interview experiences, and a lack of strong employer branding make candidates lose interest. 

To get credible professionals, companies need to offer more than a job. They must make the hiring process clearer, one that keeps candidates engaged from the first chat to the final offer. Businesses that listen to what candidates want, use the right hiring tools, and build a strong company brand have a much better chance of getting their offers accepted. 

No matter whether you are an employer who is looking for a credible candidate or a candidate who is looking for an ideal tech role, Fortray can help both of you. We connect credible candidates with credible employers depending on their needs. With our support, you can hire and get hired faster, attract the right talent or right job, and stand out as an employer or as a candidate of choice in the tech market. 

FAQS (Frequently Asked Questions)