Why Should Tech Staffing Firms Offer You No More Than 5 Qualified Candidates per Position?


So, you have opened a new position in your company, and the hiring wheel starts rolling again: postings on job boards, CV reviews, screenings, interviews… In 2024, this is quite a challenge, considering the huge talent gap the industry experiences: while a lot of candidates are looking for employment opportunities, only a small percentage have the skill set relevant to the current market demand. That’s why businesses often find themselves inundated with a sea of candidates, making the task of identifying the right fit both time-consuming and overwhelming. 

No wonder that a lot of companies decide to cooperate with tech staffing firms who usually possess a lot of resources for rapid and quality hiring. Having a strong hiring partner gives you other benefits, like rigorous vetting processes, a faster hiring timeline, and access to the top talent pool. However, there is a catch: you need to find a partner who truly knows how to organize the hiring process effectively. For example, if a tech staffing firm offers you 50 or even 30 highly qualified candidates, you will still be flooded with applications, and the effectiveness of such cooperation will go down to zero. Therefore, we strongly believe that you need to be presented with no more than 5 candidates per position – and here we will explain why. 

Table of Content

The Challenge of Finding the Right Talent

It might be hard to believe that hiring tech talent is difficult, considering the infamous layoffs in tech during the last few years. Logically, if there are a lot of job seekers, companies should not struggle trying to find developers. However, the situation is quite the opposite:  companies continue to grapple with finding the right tech expertise to drive innovation and meet the demands of a rapidly changing industry. Thousands of technology workers in the United States have been laid off since the beginning of 2023, yet the technical talent shortage remains acute.

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Finding individuals with highly sought-after technical skills, such as system architects, cybersecurity specialists, and AI experts, remains a daunting task. These high-skill roles are critical for pursuing new initiatives, but the scarcity of talent hampers progress. The industry’s quest to bridge this talent gap continues, fueled by the urgency to stay competitive and drive technological advancements.

The market imbalance creates a lot of issues for recruitment teams and talent acquisition specialists. One of the most common pain points is the overwhelming influx of resumes for review, many of which come from candidates who do not meet the essential requirements for the role. This deluge not only consumes valuable time but also complicates the hiring process, making it difficult to identify candidates who are truly a good fit for the position and the company culture.

If you decide to take another round and review platforms and catalogs like Toptal that offers a curated selection of freelance talent, you face another set of challenges. You may find yourself spending hours comparing candidates, assessing their skills, and attempting to gauge their suitability for specific projects. This process can be time-consuming and unfortunately inefficient, as it often involves navigating through a vast array of profiles without the guarantee of finding the perfect match.

In contrast, tech staffing firms like TurnKey offer a more streamlined and effective solution to these challenges. Through these services, the daunting task of sifting through hundreds of candidates is delegated to professionals who constantly work to improve this process. Recruiters and technical interviews know how to weed out those who do not meet the stringent criteria for the position and where to find those unicorns who will be a true “match made in heaven” candidate for your company. When done currently, you will be presented with the 3 to 5 most relevant candidates – and your selection becomes much faster and easier than before.

How Do We Approach Hiring in TurnKey Staffing

Through years of hiring top offshore tech talent, TurnKey Staffing hiring managers have created the formula for effective hiring. It helps us find the matching candidates for our clients in 3–4 weeks and ensure a 100% match – which, in combination with our retention program means long developers’ tenure and thousands of dollars saved in turnover expenses. So what is the secret?

First, we adopt a custom approach to recruitment. Unlike some firms that maintain a “bench” of pre-hired developers awaiting deployment on projects, our methodology is distinctly customized. We don’t stockpile talent to fill slots as they open; instead, we initiate a targeted recruitment process for each client’s unique requirements. This strategy ensures that the developers we recruit are not just available developers looking for assignments but are the best fit for the specific technical and cultural needs of each project. 

Second, we build our process on a foundation of thorough understanding and collaboration with our clients. Each step we take is tailored to meet your specific needs and requirements. Here’s how we make it happen:

1. Kickoff Meeting with a Client

Our journey begins with an essential kickoff meeting, where we dive deep into understanding your unique requirements, goals, and the nuances of the position to be filled. This initial conversation is crucial, as it sets the tone for the entire recruitment process, ensuring that our efforts are perfectly aligned with your expectations.

2. Formation and Approval of the Job Descriptions

Following our detailed discussion, we craft a comprehensive job description that encapsulates the essential skills, experience, and cultural fit required for the role. This description is then reviewed and approved by you, ensuring that it accurately reflects your needs and expectations.

3. The Search & Pre-Employment Screening

With the job in hand, our team embarks on the search for suitable candidates. This stage is where the description of our expertise truly shines. We take the time to meticulously sift through dozens, if not hundreds, of applicants to find those who genuinely match the requirements. Our focus is not on quantity but on the quality of candidates. Therefore, before presenting someone to you, we do several rounds of screenings, including resume reviews, background checks, pre-sell interviews, and technical assessments.

Usually, it takes around 3–4 weeks between kick-off and us introducing you 3-5 most relevant candidates.

Offering a small bundle of specialists is beneficial for three main reasons:

  • High Match Quality. By limiting the number of candidates to no more than five, we ensure that each candidate presented is the closest match to the client's requirements. This focus on quality over quantity means that the chances of a successful hire are significantly increased, as each candidate has been thoroughly vetted against the role’s specific needs.
  • Streamlined Decision-Making Process. Presenting a limited number of candidates simplifies the decision-making process for our clients. Instead of being overwhelmed by a large volume of potential hires, clients can focus their attention and resources on evaluating a select few, making the hiring process more manageable and less time-consuming.
  • Personalized Attention to Each Candidate. Limiting the number of candidates allows us to provide more personalized attention to each potential hire throughout the recruitment process. This improves the candidate experience and allows us to gain deeper insights into their skills, motivations, and suitability for the role, ensuring a better fit for the candidate and further job satisfaction.

Let’s find top candidates for you!

Don’t Forget About Retention

Efficient hiring is great, but it is not the end. When the candidate joins your team, you need to ensure that they are content with their employment and are ready to give their 100% to your company. Therefore, you need to take care of their retention – otherwise, you risk losing your new hires before their involvement pays off their hiring costs. 

But don’t worry: TurnKey won’t leave you alone with this challenge. We offer a special talent retention program that allows us to prolong the tenure of the developer you hire with us at least for 3 years. Every month, our talent retention assesses the developers’ satisfaction by a range of important retention factors. Then, we employ our Talent Retention Index Score for each developer to define their level of churn risk. Later, we implement comprehensive retention programs designed for each level of risk. This keeps your happy developers happy and reduces the high risk of churn to low. Of course, all this data is communicated to you, so you are not kept in the dark.

How TurnKeys Retention Program Cuts Churn by More Than 50 1

Summing Up

Having a limited number of candidates for hire is a blessing, as it saves your time and simplifies the decision-making process. Moreover, if your candidates are vetted by TurnKey Staffing, you don’t need to worry about choice deprivation or missing a great fish in the sea – we deliver only the best of the best for you, ensuring a 100% match with your requirements. So, why won’t you enjoy this option?


What is the difference between bench and custom recruiting?

The key difference lies in how talent is sourced and matched with client needs. Bench refers to a practice where a staffing firm keeps a roster of pre-hired professionals who are ready to be deployed on projects as they arise. This approach can offer speed but may lack precision matching. Custom recruiting, on the other hand, involves starting the search from scratch for each new project, ensuring that the candidates are tailored to meet the specific requirements and cultural fit of the client's organization. This method takes more time but typically results in a higher quality and more personalized match.

How long does it take you to find matching candidates for tech positions?

On average, it takes us 3-4 weeks to find matching candidates for tech positions. This timeframe allows us to thoroughly vet candidates not just for their technical capabilities but also for their fit within the client's company culture. Our goal is to ensure a match that will lead to long-term success for both the client and the candidate, and this careful, methodical approach is why our matching process is so effective.

What specialists do you usually hire?

We specialize in hiring a wide range of professionals, primarily focusing on the tech sector. This includes tech specialists such as software developers, data scientists, IT support technicians, and engineers across various disciplines. We also recruit non-tech roles that are essential to the tech industry, like project managers, business analysts, and UX/UI designers. Our expertise spans across the spectrum, ensuring that we can meet the diverse needs of the tech sector with precision and excellence.

Do you do background checks?

Yes, we conduct comprehensive background checks on all candidates before presenting them to our clients. These checks are a crucial part of our vetting process, ensuring that we maintain high standards of integrity and reliability. By verifying the backgrounds of our candidates, we provide our clients with peace of mind and ensure that we uphold the highest levels of professionalism and security in our recruitment process.

March 29, 2024

TurnKey Staffing provides information for general guidance only and does not offer legal, tax, or accounting advice. We encourage you to consult with professional advisors before making any decision or taking any action that may affect your business or legal rights.

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