The best developers for your team aren't scrolling job boards. They're happy in their current jobs, solving tough problems, and not thinking about switching. But that doesn't mean you can't hire them.
At Flexiple, we work with a huge network of great developers, and we know one for sure: passive candidates are only passive till they see a great opportunity. Then they actively listen to you.
But for that, you need to stop recruiting them the same way you recruit an active candidate. You can't rely on your standard hiring playbook. Here are 5 key strategies to effectively engage passive candidates:
You’re the seller, not the buyer
When you're trying to hire passive tech talent, you're not in charge. They are. After all, you need their skills more than they need the job. Sourcing, screening, and overall communication with them has to be done with this premise.
This means your entire approach needs to change. You need to deeply understand what motivates these developers in their careers. Is it technical challenges, work-life balance, or the impact of their work? Your recruitment strategy should be built around addressing these motivations.
You're not just offering a job; you're proposing a career move. It needs to be compelling enough to overcome the inertia of their current position.
Get your first message right
How you draft your first message decides whether you get a chance or are left on read.
The biggest mistake companies make is just describing the job to this candidate. They don't really care how well-crafted your JD is, or what your hiring needs right now are.
So, do not make your first message about you. Make it about them.
For that, you need to do your homework. Look at their profile, make an estimated guess about what might be a good next step in their career (and really try to be objective here). Now, create a message that talks about them, their growth, and then finally a glimpse of the role. Be concise and respect their time by getting to the point quickly.
And, do not push for an immediate response. Give them space (3-5 days) to consider your message. Your goal at this point is to just start a conversation, not to make a hard sell.
Get your first response right
Once you've got their attention, avoid doing these two things at all costs:
- Asking them to send you their resume
- Directly setting up a screening round with HR.
Just because they are open to a conversation doesn’t mean they’re open to going through the infamously long tech recruitment process. Active candidates are eager candidates. They are already incentivized to go through these loops. However, passive candidates do not have the same incentive. Without you convincing them that your offer is better than their current reality, asking them to make an effort is gonna get you ghosted.
Instead, capitalize on their initial curiosity.
Dig deeper into what sparked their interest. Is it the chance to work on a particular tech stack? Work with people they look up to? Lead a team? You must aim to understand what it would take for them to leave their current position. Because that’s literally what matters.
Once you understand their key drivers - whether it's role challenges, compensation, work flexibility, or growth opportunities - tailor your pitch accordingly. Involve your tech team if needed to provide specific, compelling details about the work and environment. Avoid vague promises or generic company pitches.
Your goal here should be making a case for why your opportunity aligns with their career aspirations. Be honest, be specific, and focus on pitching your role in the context of your dreams, not vice versa.
Get the first call right
You cannot screen the passive candidate the same way you screen active candidates. Active candidates want to belong to the shortlist, while passive candidates are instead screening you.
Avoid questions like "Why do you want to leave your current company?” or “Why would you like to join us?"
This seems obvious but most companies stumble here. See, more often than not, the person who headhunts isn't the one doing the first screening call. So, the candidate faces two drastically different interactions: the first one that caught their attention, and the screening round that treated them like an eager job seeker. Most candidates drop off right here.
Make sure everyone involved is aligned on the recruitment mindset discussed earlier. Also, share information between all points of contact in passive candidate recruitment. Brief each person on how to sell the role to this specific candidate. Be ready for questions about your tech stack, development processes, or company culture. Provide honest, specific answers. If the individual handling screening doesn't know something, say so and offer to find out. Don’t faff around with these candidates.
A solid, well-informed approach increases your chances of turning a passive candidate's curiosity into conversion.
Do not mistake this for a short game
Attracting passive talent isn't about quick hires. It's about becoming a company where top developers want to work, showcasing leaders they would want to follow.
And this needs to happen whether you are currently hiring or not. Treating recruitment as only a "push model" is not enough anymore. If you aim to attract top candidates - irrespective of their employment status - you need to have a brand that developers are curious about. But if you are serious about passive candidates, this becomes a necessity. Remember, this is a long game. Play accordingly.
It’s about how you make them feel
Working with passive developers is difficult. You're not picking the best candidate from a pool of applicants. You're trying to convince a satisfied professional to take a risk on you. No wonder why this is one of the toughest recruitment methods. But then, for the exact same reasons, it also becomes extremely rewarding.