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Top 5 Reasons Companies Struggle With Hiring Tech Talent

StressThere is a continuous struggle to hire and keep the top tier of tech talent. The good news, the talent is available, businesses just need to learn how to attract and retain the best of the best. Keep in mind; what’s good for your company may not be good for the company across town. If you want your talent to thrive, reach new heights and drive innovation then stop looking at only experience and start looking at what’s inside the person and pair it with the culture of your organization. People aren’t cookie cutter and neither are organizations.  Technology advancements make it critical for companies to stay on the cutting edge in order to maintain relevancy in the marketplace. A strong internal team working toward common goals and improving product and service for the betterment of the company is more apt to happen when employees are engrained in the organizational culture. Paige Technologies is determined to do their part to assist in creating and maintaining a sustainable work pool of top talent in Kansas City. Paige recently spent a year profiling the .NET Developers at a dozen of the most respected .NET shops in Kansas City in order to identify the common DNA in terms of:

  • Culture and workplace motivation/environment
  • Successful personality traits
  • Potential character derailers
  • Given expectations to solve problems, make decisions, and lean on others (or themselves) when using their judgment

Our research has helped us to acquire the most comprehensive database of developer information in the industry. As the struggle to hire and retain top .Net Developers continues, this research shows us that there are some very definitive reasons why most organizations are having difficulty. When organizations seek to understand “who” and “why” they are hiring the game will change:

1)     Organizations differ with respect to how much business savvy they look for in their .Net Developers. Some expect their .Net Developers to focus on company profitability (while others want their manager to perform this activity) and to determine profit-centered solutions.

2)     Some organizations want their .Net programmers to want to be part of the organization’s culture, while others are content to just have technical competence (i.e., code and go home).

3)     Organizations also differ in terms of wanting new ideas to come from the developer or wanting all ideas to come from the top. Some might call this the main difference between a production and consulting shop and a working versus creative environment. We often see this difference crop up in shops that are updating existing (versus creating new) technology.

4)     Some organizations care about .Net Developer professionalism, their ability to work in a high-stress environment, handle harsh critiques, and in general remain calm and even-tempered without drama. Others are more willing to “let programmers be programmers”.

5)     Speaking of critiques, some organizations set up environments where programmers critique each other’s work, push each other to create best solutions, and then expect them to follow the right route. As surprising as it may seem, some .Net Developers would rather not have the feedback and as a consequence will not value that experience.

.NET developers are not sheep. Five years of experience with C#, MVC, and ASP.NET does not automatically guarantee that they are a match. As an organization you have to know WHO YOU ARE and WHO FITS into your culture before you can ever think about bringing someone in. Stop hiring off of resumes and focus more on hiring the person – GRAB Culture by the horns and create co-destiny.

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