17 tips for employers hiring early career technology professionals

Hiring early-career technology professionals isn’t just about checking off a list of technical skills—it’s about finding candidates who are curious, adaptable, and eager to solve problems. Employers should look for individuals who’ve demonstrated their abilities through internships, coding projects, hackathons, or contributions to open-source communities.

A degree in computer science or a related field is valuable, but what really matters is their ability to learn quickly, collaborate effectively, and think critically. Providing mentorship, hands-on projects, and continuous learning opportunities—whether through training programs or exposure to new technologies—can help these early-career tech professionals grow fast. Foster an environment that encourages innovation and knowledge-sharing, and you’ll not only retain top talent but also unlock their full potential.

We recently reached out to 17 hiring experts to get their tips for employers who plan to hire students, recent graduates, and others who are early in their careers for technology roles:

• Focus on Potential Over Experience
• Host Experiential Recruiting Events
• Leverage Open-Source Projects
• Invest in Structured Mentorship
• Prioritize Skills Over Degrees
• Foster a Positive Workplace Culture
• Focus on Learning Agility
• Nurture a Learning Environment
• Leverage Data-Driven Recruitment Strategies
• Target E-Sports and Gaming Communities
• Prioritize Potential and Passion
• Consider Company Values
• Immerse Hires in Company Culture
• Establish an Internship Program
• Partner with Niche Online Communities
• Offer Growth-Oriented Compensation Packages
• Show Openness to Learning and Adaptation

Focus on Potential Over Experience

One key suggestion for employers looking to improve their early career hiring for technology roles is to focus on potential rather than just experience. Many talented early-career candidates may not have extensive work histories, but they bring fresh perspectives, adaptability, and a strong foundation in the latest technologies. Employers should prioritize skills, problem-solving ability, and willingness to learn over rigid experience requirements.

How to implement this approach:

1. Redesign Job Descriptions to Remove Unnecessary Experience Requirements:

Instead of asking for “2-3 years of experience” for an entry-level role, focus on technical skills, foundational knowledge, and problem-solving ability.

Example: Instead of saying, “Must have experience with production-level cloud deployments,” say, “Familiarity with cloud platforms like AWS, Azure, or GCP is a plus.”

2. Introduce Skills-Based Hiring & Assessments:

Use coding challenges, technical assessments, or project-based assignments instead of relying solely on resumes.

For example, a take-home coding test or a mini-project based on real-world scenarios can help identify strong candidates who may lack formal experience but have the necessary skills. Platforms like Codility, or even in-house technical challenges can assess abilities fairly.

3. Build a Structured Internship-to-Hire Pipeline:

Many early-career candidates struggle to get their first job due to lack of experience.

A well-designed internship or apprenticeship program can help identify top talent and train them on real-world projects.

Example: A SaaS company I worked with implemented a 6-month technical residency program for new graduates. This program led to an 80% conversion rate from interns to full-time hires, ensuring a pipeline of trained talent.

4. Create Opportunities for Non-Traditional Candidates:

Consider applicants from coding bootcamps, self-taught developers, or career changers.

Offering a pre-hire technical mentorship program can help bridge skill gaps and increase diversity in tech hiring.

5. Provide Strong Onboarding & Continuous Learning:

Early-career hires thrive in environments where they can continuously upskill.

Offer structured training, mentoring from senior engineers, and hands-on learning opportunities.

By focusing on skills, structured training, and real-world assessments, employers can successfully attract and retain top early-career tech talent while building a strong, future-ready workforce.

Margaret Buj, Interview Coach and Talent Acquisition Manager, Mixmax

Host Experiential Recruiting Events

Early-career candidates for tech roles care deeply about learning and growth. Instead of just selling them on a job, show them what it will actually be like to work on your team. Think beyond traditional hiring processes—host experiential recruiting events like hackathons, technical challenges, or pair coding sessions where candidates can collaborate with existing employees. 

Even something as simple as a lunch and learn with a senior engineer can give them a glimpse into the team’s culture and learning opportunities. The more interactive and engaging your hiring process is, the more top talent you’ll attract.

Vivian Chen, Founder & CEO, Rise Remote Jobs

Leverage Open-Source Projects

When it comes to hiring early career candidates for technology roles, I’d recommend leveraging open-source projects. At ETTE, we’ve seen how contributing to open-source gives candidates real-world coding experience and showcases their skills in a way that standard résumés often can’t. Encouraging candidates to engage in these projects not only builds their portfolio but also demonstrates their ability to collaborate within a wider community, which is critical for effective team dynamics.

Additionally, focus on developing targeted training programs for entry-level hires. A custom approach helps bridge the knowledge gap between academia and industry-specific skills. At ETTE, we introduced IT boot camps specifically designed to upskill recruits in cybersecurity and cloud computing, two of the fastest-growing areas in tech. This not only expedited their readiness but also allowed them to quickly add value to client projects, reducing time to productivity by nearly 20%.

Lawrence Guyot, President, ETTE

Invest in Structured Mentorship

Invest in structured mentorship and hands-on learning opportunities.

Early-career candidates often have theoretical knowledge but lack real-world experience. Employers can bridge this gap by offering structured mentorship programs, technical bootcamps, or internship-to-hire pathways. Pairing junior hires with experienced engineers for guided onboarding and skill-building projects can significantly improve retention and long-term success.

Additionally, prioritize potential over rigid experience requirements. Instead of focusing only on specific technologies or years of experience, assess candidates for problem-solving abilities, adaptability, and eagerness to learn. Consider using technical assessments or project-based interviews that showcase how they think and approach challenges rather than just what they know today.

By creating a supportive environment where junior talent can grow, companies can build a strong pipeline of skilled engineers while improving diversity and innovation within their teams.

Sergiy Fitsak, Managing Director, Fintech Expert, Softjourn

Prioritize Skills Over Degrees

If I could give one piece of advice to employers hiring early-career talent for technology roles, it’s this: focus on skills, not degrees. Let me explain it simply.

Imagine you’re building a team to solve tech problems you don’t even know exist yet—because that’s how fast technology changes. Would you rather hire someone who’s memorized how to use today’s tools or someone who’s proven they can learn, adapt, and solve problems? Skills like collaboration, curiosity, and adaptability are the foundation of great tech professionals because they work no matter how the tools evolve.

Here’s how you make it happen: Use assessments to measure these transferable skills. Then, offer real-world opportunities—like rotational programs or hands-on internships—where candidates can grow and apply them. It’s like planting seeds in fertile soil; you’re nurturing potential that will thrive in any tech landscape, especially with innovations like AI reshaping the field.

The takeaway is simple: hire people for who they can become, not just who they are today. That’s how you future-proof your team and your business.

Michael Ferrara, Information Technology Specialist, Conceptual Technology

Foster a Positive Workplace Culture

To improve early-career hiring for technology roles, I recommend fostering a fun and positive workplace culture that inspires employees to grow with the company. A supportive and engaging environment not only helps retain talent but also empowers current employees to become enthusiastic ambassadors for your organization. When employees are genuinely happy and fulfilled in their roles, their passion naturally shines through during the interview process, both in their words and body language, making a lasting impression on candidates. 

For businesses in fields like managed IT services and IT consulting, this approach is especially valuable. These industries thrive on collaboration, problem-solving, and continuous learning. By cultivating a culture that emphasizes growth and teamwork, you can attract talented early-career professionals eager to contribute to your success while developing their skills. When your team demonstrates this enthusiasm and commitment, it signals to potential hires that your organization is a place where they can build a meaningful career. 

We’ve seen this proven approach benefit a variety of industries such as manufacturing, education, park districts, and local government across Chicago. By working alongside organizational leadership to incorporate IT expertise and enhance technology environments, we’ve helped create cultures where teams are empowered to succeed. When your employees embody these values, it signals to early-career professionals that your organization is not only a great place to work but also a platform where they can build meaningful and successful careers.

Eric Van Overmeiren, Lead System Administrator, Go Technology Group

Focus on Learning Agility

One crucial piece of advice I consistently give to employers struggling to effectively hire early-career tech talent is to shift their focus from purely technical skills to a candidate’s demonstrable learning agility and problem-solving abilities. The tech landscape evolves at a breakneck pace. The specific programming languages or software platforms a graduate knows today might be less relevant in a few years. 

What remains invaluable, however, is the capacity to rapidly learn new technologies, adapt to changing project requirements, and approach complex challenges with a structured and analytical mindset. Employers clinging to rigid checklists of technical prerequisites often overlook exceptional candidates who possess the raw intellectual horsepower and adaptability to become top performers with some initial guidance and mentorship. This perspective isn’t to say technical skills are unimportant. They provide a necessary foundation. 

However, early-career candidates are, by definition, at the beginning of their professional journeys. We expect them to have foundational knowledge but not necessarily mastery of every trending technology. Instead of demanding proficiency in a specific, niche framework, look for evidence of a strong understanding of fundamental computer science principles. Has the candidate demonstrated a grasp of data structures and algorithms? Can they explain core programming concepts? Do they have personal projects or contributions to open-source projects that showcase their coding abilities and passion for technology? These are far better indicators of long-term potential than a list of specific software skills. 

Furthermore, prioritize assessing a candidate’s problem-solving prowess. Present realistic, open-ended technical challenges during the interview process. Observe how they approach the problem, break it down into manageable components, and formulate potential solutions. Look for candidates who ask clarifying questions, demonstrate logical thinking, and aren’t afraid to iterate and refine their approach. This behavior provides invaluable insight into their analytical skills, resilience, and ability to learn and adapt quickly. These qualities differentiate individuals who simply execute instructions from those who can innovate and contribute meaningfully to a team.

Steve Fleurant, CEO, Clair Services

Nurture a Learning Environment

To improve early career hiring in technology roles, employers should focus on nurturing a learning environment. While technical skills are crucial, they can be learned and honed. Look beyond the resume and focus on a candidate’s potential, curiosity, and resilience. At Tevello, we use project-based interviewing, simulating real-life work scenarios to assess competencies and problem-solving abilities. 

This approach has been instrumental in identifying high-potential talent who may not have the complete skill set yet but display the capacity to learn quickly and adapt. Offering acceptable candidates a mentorship program can also help groom them for their future roles, improving retention and performance over time. This method embeds a strong learning culture, fosters a sense of belonging, and motivates continuous development.

Or Moshe, Founder & CEO, Tevello

Leverage Data-Driven Recruitment Strategies

To improve early career hiring for technology roles, focus on leveraging data-driven recruitment strategies. In my experience, utilizing an Applicant Tracking System (ATS) greatly streamlined our recruitment process, effectively filtering candidates and ensuring we only advanced those suitably matched to our needs. This precision not only saved time but also increased our hire quality, which is essential in tech roles where specific skill sets are crucial. 

Additionally, I recommend assessing cultural fit alongside technical skills during interviews. During my time expanding a diagnostic imaging company, integrating cultural fit assessments helped create cohesive, productive teams. A structured interview process that evaluates both competencies and company fit can set the stage for long-lasting employee engagement and success. 

Lastly, I believe in creating a dynamic recruitment process by continuously evaluating and refining our strategies. We maintain robust feedback mechanisms to adapt to industry trends, ensuring our hiring remains effective and competitive. Tailoring recruitment strategies in real time aids in attracting high-performing tech talent fresh from the start.

Victor Santoro, Founder & CEO, Profit Leap

Target E-Sports and Gaming Communities

I suggest targeting E-sports and gaming communities that develop skills like strategic thinking, collaboration, and problem-solving qualities highly valuable in tech roles. You see, programmers in these communities often create mods, servers, or tools, which reflect strong technical skills. Tap into these networks to discover unconventional yet skilled candidates.

This is the best way to diversify your candidate pool and bring in fresh perspectives, especially for early-career roles. I often choose candidates from these communities because they have a unique passion for tech and an eagerness to learn. They also bring creativity and out-of-the-box thinking, which is crucial in the ever-evolving technology industry.

Kevin Baragona, Founder, Deep AI

Prioritize Potential and Passion

One key suggestion I’d give to employers looking to improve early career hiring for technology roles is to prioritize potential and passion over a perfectly polished resume. Early career candidates may not have extensive experience, but their curiosity, adaptability, and eagerness to learn can be even more valuable in the fast-evolving tech landscape.

One way to tap into this potential is by designing skills-based assessments that simulate real-world tasks rather than relying solely on traditional interviews. For example, a small coding challenge or collaborative problem-solving exercise can reveal a candidate’s technical capabilities and how they approach challenges. This provides a more accurate measure of their potential than a list of past experiences.

I also recommend partnering with universities, bootcamps, and community programs that focus on underrepresented groups in tech. This broadens your talent pool and brings fresh perspectives to your team. We’ve found that investing in diverse early-career talent creates a culture of innovation and inclusivity.

Lastly, ensure you have mentorship and professional development structures in place. Early-career hires thrive when they feel supported. Pairing them with experienced team members not only accelerates their growth but also fosters a sense of belonging and engagement. This combination of thoughtful hiring practices and ongoing support will help you build a strong, future-ready tech team.

Max Shak, Founder/CEO, Zapiy

Consider Company Values

One suggestion I would give to employers who want to improve their early career hiring of candidates for technology roles is to consider their company values.

It is well researched that younger candidates look to work for a company that aligns with their values and are a more socially conscious generation. To successfully engage such candidates, companies should consider promoting their DEI and ESG directives as much as possible,

Matt Collingwood, Founder and Managing Director, VIQU IT Recruitment

Immerse Hires in Company Culture

Getting hires immersed in your company culture from their first interactions with the business is one of the first steps to helping them thrive within your business. By understanding and experiencing the value of an organization’s culture, employees will feel more comfortable at work. In an ideal world, this support will encourage them to actively contribute to their and our success for the foreseeable future.

We’ve established several principles to help make this goal a reality. One of these involves recognizing how everyone who works in our organization is their own person, so we don’t expect them to conform to a traditional corporate look or persona. We believe that if people can be their authentic selves at work, they’ll help the business thrive more than most.

By helping new hires feel more comfortable in the business from the outset of their career, retaining this talent long-term is also far more realistic. In a competitive space like cybersecurity, a smaller but rapidly growing organization like ours must show the most skilled talent that we genuinely value their contributions more than the competition.

Seth Geftic, Vice President Product Marketing, Huntress

Establish an Internship Program

I think it’s critical for all companies to establish an Internship Program. Some organizations do not invest in this and perhaps might not see the value and therefore do not put adequate resources toward a program. This is critical because new grads want the experience and it will set them up for success in their careers. Companies that put early career programs in place definitely improve the hiring process because sometimes the internship can convert to a full-time role and if not, the intern can walk away with valuable work experience and can speak highly of the opportunity.

Megan Dias, Career Services Coach, Parsity

Partner with Niche Online Communities

One way to improve early-career hiring for technology roles is by establishing partnerships with niche online communities where tech enthusiasts gather. Platforms like GitHub, Stack Overflow, or specialized Discord groups are full of individuals showcasing projects, asking questions, and solving real-world problems. Engaging directly with these communities—through events, sponsorships, or even casual outreach—allows you to spot talent that may not be actively seeking traditional job opportunities. This approach creates a more authentic connection with candidates and helps identify those with hands-on skills and creativity.

If you want to adopt this strategy, focus on meaningful engagement rather than just recruitment. Contributing resources, hosting workshops, or offering small challenges that mimic real-world scenarios can help you attract talented individuals while also giving them insight into your company’s culture.

James Hacking, Founder & Chief Playmaker, Socially Powerful

Offer Growth-Oriented Compensation Packages

I recommend offering a growth-oriented compensation package that goes beyond just a competitive salary. Think educational allowances, paid learning opportunities, and growth bonuses—because who doesn’t like being paid to learn more? This shows new hires that the company is committed to their professional development and long-term success.

It’s a win-win: employees grow, and your company benefits from their enhanced skills and engagement. Plus, a growth-oriented package can turn a good candidate into a loyal, motivated team member who’s excited to stick around and evolve with the company!

Stanislav Khilobochenko, VP of Customer Services, Clario

Show Openness to Learning and Adaptation

Tech is always evolving, and showing that the company is open to candidates who are eager to learn and adapt can be really inviting. Plus, setting up something like a rotating role system where new hires can try different projects or teams, can help them find their niche and feel more connected to their work. It’s all about making the entry into tech as welcoming and dynamic as the field itself. Opening the avenues to other teams within the workplace will be a great advantage for candidates looking for their ideal role.

Gary Edwards, Owner, Voceer