How to Implement a Winning Hiring & Retention Strategy
What actually works when hiring and retaining tech talent? Insights from 12 Talent Acquisition specialists on time-to-hire, culture fit, scaling, and what sets high-performing teams apart.
01 · Time to Hire
Why speed is critical when hiring tech talent in the DACH region
Speed is one of the biggest factors that determines whether you secure top tech talent or lose them to competitors.
Across our Talent Acquisition roundtable, the average time-to-hire was 49 days, with some processes taking up to 180 days.
In today’s market, that is too slow.
There are more open roles than qualified candidates, and experienced professionals often have multiple offers at the same time. Once a strong candidate enters your process, the window to secure them is limited.
Improving time-to-hire is one of the most effective ways to increase hiring success. In our research, 25% of participants identified faster hiring as a key factor in securing better candidates. Some businesses have reduced their process to as little as 14 days to stay competitive.
As one Talent Acquisition specialist put it:
“Many companies fail to secure top candidates simply because their hiring process is not fast enough.”
49
Average days to hire among TA specialists surveyed
21
Average days for THRYVE to fill the same vacancy
57%
THRYVE's time to hire is 57% less than the average internal TA team
02 · Challenging Roles
What are the hardest tech roles to hire in Germany and the DACH region?
The hardest tech roles to hire are senior leadership positions and niche technical roles that require a combination of specialised skills or industry experience.
These roles are difficult to fill because the talent pool is smaller, competition is higher, and many candidates are not actively looking for new opportunities.
Examples of hard-to-fill niche roles cited by our roundtable:
- Software Engineers with experience in search engines
- Software Engineers focused on developer productivity
- DevOps Engineers with security experience
- Backend developers with data engineering backgrounds
- Leadership roles that require 60%+ hands-on technical work
Why are these roles so difficult to fill?
- Limited number of qualified candidates
- High expectations from both employers and candidates
- Increased competition across Germany and the DACH region
Key takeaway: The more specialised the role, the more proactive and targeted your hiring approach needs to be.
How does location impact tech hiring in Germany?
Location is a major factor in hiring success.
Roles based outside key tech hubs like Berlin and Munich are significantly harder to fill due to smaller local talent pools and lower willingness to relocate.
Can remote hiring solve the problem?
Remote hiring can expand the talent pool, but it is not always a complete solution.
Some roles still require candidates to be in a specific location for collaboration, team interaction, or timezone alignment.
03 · Culture Fit Assessment
How should you assess culture fit when hiring tech talent?
Company culture is one of the most important factors in both attracting and retaining tech talent. However, many businesses still assess it inconsistently.
Talent Acquisition specialists take a more structured approach.
Almost half use company values as the foundation for assessing cultural fit.
In some cases, this includes defining specific behaviours linked to each value, as well as identifying clear warning signs when candidates do not align.
Interview structure also plays a key role. Common approaches include:
- Using competency-based frameworks such as the STAR method to assess behaviours like honesty, curiosity, and problem-solving
- Structured interview formats that explore past performance, challenges, and working relationships
- Questions based on company values to assess alignment in a more practical and indirect way
As one specialist explained:
“Culture fit is not just about the company. It is about how someone communicates, how they work with others, and how they align with the team.”
Team fit vs company culture
For many hiring teams, culture fit is not just about the organisation as a whole.
41% of Talent Acquisition specialists say it is more important for a new hire to fit with the specific team rather than the wider company culture.
This means focusing on team dynamics, communication styles, and how individuals work together on a day-to-day basis.
How to assess team fit effectively
A structured approach improves both hiring quality and long-term retention.
01
Understand the team first
Review the existing team structure, management style, and skill levels before starting the hiring process.
02
Involve hiring managers early
Active involvement from hiring managers leads to better hiring decisions and a more efficient process.
03
Explore personal values
Ask questions that reveal how candidates think, communicate, and collaborate, rather than relying on generic culture questions.
04
Create informal interactions
Allow time for candidates to meet the team in a relaxed setting. This often reveals more about how they will work together than formal interviews.
05 · Retention
What actually retains tech talent in the DACH region?
Retention is not driven by salary alone.
67% of Talent Acquisition specialists identify personal development as the most important factor in retaining tech talent. In comparison, only a small number cite salary as the primary driver.
This challenges a common assumption. While competitive pay matters, long-term retention is more closely linked to growth, engagement, and expectations being met.
As one Talent Acquisition specialist explained:
“Most people leave because expectations are not met. Onboarding is where retention starts, and many employees feel they were never properly onboarded.”
Why engagement directly impacts retention
79%
of engaged employees plan to stay with their employer over the next year. Among disengaged employees, only 50% intend to stay.
How internal mobility improves retention
“We have structured development programmes that support both employee progression and leadership growth. Communicating these opportunities clearly, both internally and externally, has been key to attracting and retaining talent.”
Talent Acquisition Specialist, THRYVE Roundtable
- Clear career progression is a key factor in retaining tech talent.
What strategies improve retention in tech teams?
The most effective companies focus on creating an environment where employees can grow, contribute, and stay engaged.
Personal development and learning
Provide dedicated budgets and regular time for training to support continuous growth.
Internal mobility and progression
Promote opportunities internally before hiring externally to give employees clear career pathways.
Strong feedback culture
Regular check-ins, clear goals, and transparent decision-making help build trust and alignment.
Mentorship and support
Pair junior team members with experienced leaders to accelerate development and improve retention.
Flexible working models
Offer remote or hybrid options, including the ability to work from different locations where possible.
Meaningful and engaging work
Give engineers ownership, interesting challenges, and the freedom to contribute to solutions.
06 · Recruiters vs In-House
Recruitment partners vs in-house hiring: what works best?
The effectiveness of a recruitment partner depends on how the relationship is managed.
Talent Acquisition specialists consistently agree that the most successful outcomes come from working with partners who operate as an extension of the internal team, rather than as external vendors.
What makes a recruitment partnership successful
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Working with a recruitment partner can significantly improve hiring
Working with a recruitment partner can significantly improve hiring outcomes, but success depends on how the relationship is managed.
Talent Acquisition specialists consistently highlight that the most effective partnerships are those where the recruiter operates as an extension of the internal team.
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Treat your recruitment partner as part of the teamList Item 1
Keep them informed about internal changes, priorities, and culture. The more context they have, the better they can represent your business and identify the right candidates.
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Focus on depth, not volumeList Item 2
Working with one trusted partner who understands your business typically delivers better results than engaging multiple agencies with limited context.
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Provide a detailed hiring briefList Item 3
Go beyond technical requirements. Share insights into team dynamics, management style, and the behaviours that define success within your organisation.
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Build trust and allow autonomyList Item 4
Once a strong relationship is established, allow your recruitment partner to manage the process. Effective partners need the space to deliver results without unnecessary oversight.
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Know when to engage a specialist
Recruitment partners are most valuable when hiring niche roles, working under time pressure, building more diverse teams, or when internal hiring capacity is limited.
Improve your tech hiring strategy
If you are experiencing challenges with hiring speed, candidate quality, or retention, a structured review can highlight where your process needs to evolve.
Our tech hiring health check is designed for companies across Germany and the DACH region looking to improve how they attract, assess, and retain talent.
- Book your free tech hiring health check