www.hackerearth.com
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Submitted URL: https://mailing.hackerearth.com/e3t/Btc/ZQ+113/cjr7C04/VW3VhG2lFR07W98r-l-3JN1bVW3NdgT54BTq9rN1xVmZ73pdr7V1-WJV7CgD-kW1fLnj21lsk...
Effective URL: https://www.hackerearth.com/recruit/resources/insights/drs2021/?utm_campaign=Dev%20Rec%20survey%202021&utm_source=email&utm_...
Submission: On December 09 via api from SE — Scanned from DE
Effective URL: https://www.hackerearth.com/recruit/resources/insights/drs2021/?utm_campaign=Dev%20Rec%20survey%202021&utm_source=email&utm_...
Submission: On December 09 via api from SE — Scanned from DE
Form analysis 1 forms found in the DOM
POST https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/2586902/b81b8a88-e597-4e7e-bb84-09f924c06eca
<form novalidate="" accept-charset="UTF-8" action="https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/2586902/b81b8a88-e597-4e7e-bb84-09f924c06eca" enctype="multipart/form-data" id="hsForm_b81b8a88-e597-4e7e-bb84-09f924c06eca"
method="POST" class="hs-form stacked hs-form-private hsForm_b81b8a88-e597-4e7e-bb84-09f924c06eca hs-form-b81b8a88-e597-4e7e-bb84-09f924c06eca hs-form-b81b8a88-e597-4e7e-bb84-09f924c06eca_9c88add6-d384-4715-a087-a3d7f9aaa7a4"
data-form-id="b81b8a88-e597-4e7e-bb84-09f924c06eca" data-portal-id="2586902" target="target_iframe_b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0" data-hs-cf-bound="true">
<div class="hs_firstname hs-firstname hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$0"><label id="label-firstname-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your First name"
for="firstname-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$0.0"><span data-reactid=".hbspt-forms-0.1:$0.0.0">First name</span><span class="hs-form-required" data-reactid=".hbspt-forms-0.1:$0.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$0.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$0.$firstname"><input id="firstname-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="hs-input" type="text" name="firstname" required="" value="" placeholder="First name" autocomplete="given-name"
data-reactid=".hbspt-forms-0.1:$0.$firstname.0" inputmode="text"></div>
</div>
<div class="hs_lastname hs-lastname hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$1"><label id="label-lastname-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your Last name"
for="lastname-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$1.0"><span data-reactid=".hbspt-forms-0.1:$1.0.0">Last name</span><span class="hs-form-required" data-reactid=".hbspt-forms-0.1:$1.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$1.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$1.$lastname"><input id="lastname-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="hs-input" type="text" name="lastname" required="" value="" placeholder="Last name" autocomplete="family-name"
data-reactid=".hbspt-forms-0.1:$1.$lastname.0" inputmode="text"></div>
</div>
<div class="hs_email hs-email hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$2"><label id="label-email-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your Email"
for="email-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$2.0"><span data-reactid=".hbspt-forms-0.1:$2.0.0">Email</span><span class="hs-form-required" data-reactid=".hbspt-forms-0.1:$2.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$2.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$2.$email"><input id="email-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="hs-input" type="email" name="email" required="" placeholder="Work email" value="" autocomplete="email"
data-reactid=".hbspt-forms-0.1:$2.$email.0" inputmode="email"></div>
</div>
<div class="hs_company hs-company hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$3"><label id="label-company-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your Company name"
for="company-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$3.0"><span data-reactid=".hbspt-forms-0.1:$3.0.0">Company name</span><span class="hs-form-required" data-reactid=".hbspt-forms-0.1:$3.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$3.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$3.$company"><input id="company-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="hs-input" type="text" name="company" required="" value="" placeholder="Company name" autocomplete="organization"
data-reactid=".hbspt-forms-0.1:$3.$company.0" inputmode="text"></div>
</div>
<div class="hs_role___facecode hs-role___facecode hs-fieldtype-select field hs-form-field" data-reactid=".hbspt-forms-0.1:$4"><label id="label-role___facecode-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your Designation"
for="role___facecode-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$4.0"><span data-reactid=".hbspt-forms-0.1:$4.0.0">Designation</span><span class="hs-form-required"
data-reactid=".hbspt-forms-0.1:$4.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$4.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$4.$role___facecode"><select id="role___facecode-b81b8a88-e597-4e7e-bb84-09f924c06eca" required="" class="hs-input is-placeholder" name="role___facecode"
data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0">
<option value="" disabled="" selected="" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.0">Please Select</option>
<option value="Business owner/Leader" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Business owner/Leader">Business owner/Leader</option>
<option value="Head of department - Engineering" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Head of department - Engineering">Head of department - Engineering</option>
<option value="Head of department - HR/Talent" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Head of department - HR/Talent">Head of department - HR/Talent</option>
<option value="Director - Engineering" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Director - Engineering">Director - Engineering</option>
<option value="Director - HR/Talent" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Director - HR/Talent">Director - HR/Talent</option>
<option value="Manager - Engineering" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Manager - Engineering">Manager - Engineering</option>
<option value="Manager - HR/Talent" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Manager - HR/Talent">Manager - HR/Talent</option>
<option value="Engineer" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Engineer">Engineer</option>
<option value="Recruiter/Sourcer" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Recruiter/Sourcer">Recruiter/Sourcer</option>
<option value="Student/Intern" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Student/Intern">Student/Intern</option>
<option value="Job Seeker" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Job Seeker">Job Seeker</option>
<option value="Other" data-reactid=".hbspt-forms-0.1:$4.$role___facecode.0.1:$Other">Other</option>
</select></div>
</div>
<div class="hs_country1 hs-country1 hs-fieldtype-select field hs-form-field" data-reactid=".hbspt-forms-0.1:$5"><label id="label-country1-b81b8a88-e597-4e7e-bb84-09f924c06eca" class="" placeholder="Enter your Country"
for="country1-b81b8a88-e597-4e7e-bb84-09f924c06eca" data-reactid=".hbspt-forms-0.1:$5.0"><span data-reactid=".hbspt-forms-0.1:$5.0.0">Country</span><span class="hs-form-required" data-reactid=".hbspt-forms-0.1:$5.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$5.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$5.$country1"><select id="country1-b81b8a88-e597-4e7e-bb84-09f924c06eca" required="" class="hs-input is-placeholder" name="country1" data-reactid=".hbspt-forms-0.1:$5.$country1.0">
<option value="" disabled="" selected="" data-reactid=".hbspt-forms-0.1:$5.$country1.0.0">Please Select</option>
<option value="Afghanistan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Afghanistan">Afghanistan</option>
<option value="Albania" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Albania">Albania</option>
<option value="Algeria" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Algeria">Algeria</option>
<option value="Andorra" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Andorra">Andorra</option>
<option value="Angola" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Angola">Angola</option>
<option value="Antigua & Deps" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Antigua & Deps">Antigua & Deps</option>
<option value="Argentina" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Argentina">Argentina</option>
<option value="Armenia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Armenia">Armenia</option>
<option value="Australia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Australia">Australia</option>
<option value="Austria" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Austria">Austria</option>
<option value="Azerbaijan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Azerbaijan">Azerbaijan</option>
<option value="Bahamas" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bahamas">Bahamas</option>
<option value="Bahrain" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bahrain">Bahrain</option>
<option value="Bangladesh" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bangladesh">Bangladesh</option>
<option value="Barbados" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Barbados">Barbados</option>
<option value="Belarus" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Belarus">Belarus</option>
<option value="Belgium" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Belgium">Belgium</option>
<option value="Belize" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Belize">Belize</option>
<option value="Benin" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Benin">Benin</option>
<option value="Bhutan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bhutan">Bhutan</option>
<option value="Bolivia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bolivia">Bolivia</option>
<option value="Bosnia Herzegovina" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bosnia Herzegovina">Bosnia Herzegovina</option>
<option value="Botswana" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Botswana">Botswana</option>
<option value="Brazil" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Brazil">Brazil</option>
<option value="Brunei" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Brunei">Brunei</option>
<option value="Bulgaria" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Bulgaria">Bulgaria</option>
<option value="Burkina" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Burkina">Burkina</option>
<option value="Burundi" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Burundi">Burundi</option>
<option value="Cambodia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Cambodia">Cambodia</option>
<option value="Cameroon" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Cameroon">Cameroon</option>
<option value="Canada" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Canada">Canada</option>
<option value="Cape Verde" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Cape Verde">Cape Verde</option>
<option value="Central African Rep" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Central African Rep">Central African Rep</option>
<option value="Chad" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Chad">Chad</option>
<option value="Chile" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Chile">Chile</option>
<option value="China" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$China">China</option>
<option value="Colombia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Colombia">Colombia</option>
<option value="Comoros" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Comoros">Comoros</option>
<option value="Congo" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Congo">Congo</option>
<option value="Congo {Democratic Rep}" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Congo {Democratic Rep}">Congo {Democratic Rep}</option>
<option value="Costa Rica" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Costa Rica">Costa Rica</option>
<option value="Croatia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Croatia">Croatia</option>
<option value="Cuba" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Cuba">Cuba</option>
<option value="Cyprus" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Cyprus">Cyprus</option>
<option value="Czech Republic" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Czech Republic">Czech Republic</option>
<option value="Denmark" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Denmark">Denmark</option>
<option value="Djibouti" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Djibouti">Djibouti</option>
<option value="Dominica" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Dominica">Dominica</option>
<option value="Dominican Republic" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Dominican Republic">Dominican Republic</option>
<option value="East Timor" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$East Timor">East Timor</option>
<option value="Ecuador" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Ecuador">Ecuador</option>
<option value="Egypt" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Egypt">Egypt</option>
<option value="El Salvador" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$El Salvador">El Salvador</option>
<option value="Equatorial Guinea" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Equatorial Guinea">Equatorial Guinea</option>
<option value="Eritrea" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Eritrea">Eritrea</option>
<option value="Estonia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Estonia">Estonia</option>
<option value="Ethiopia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Ethiopia">Ethiopia</option>
<option value="Fiji" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Fiji">Fiji</option>
<option value="Finland" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Finland">Finland</option>
<option value="France" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$France">France</option>
<option value="Gabon" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Gabon">Gabon</option>
<option value="Gambia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Gambia">Gambia</option>
<option value="Georgia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Georgia">Georgia</option>
<option value="Germany" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Germany">Germany</option>
<option value="Ghana" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Ghana">Ghana</option>
<option value="Greece" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Greece">Greece</option>
<option value="Grenada" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Grenada">Grenada</option>
<option value="Guatemala" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Guatemala">Guatemala</option>
<option value="Guinea" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Guinea">Guinea</option>
<option value="Guinea-Bissau" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Guinea-Bissau">Guinea-Bissau</option>
<option value="Guyana" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Guyana">Guyana</option>
<option value="Haiti" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Haiti">Haiti</option>
<option value="Honduras" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Honduras">Honduras</option>
<option value="Hungary" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Hungary">Hungary</option>
<option value="Iceland" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Iceland">Iceland</option>
<option value="India" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$India">India</option>
<option value="Indonesia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Indonesia">Indonesia</option>
<option value="Iran" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Iran">Iran</option>
<option value="Iraq" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Iraq">Iraq</option>
<option value="Ireland {Republic}" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Ireland {Republic}">Ireland {Republic}</option>
<option value="Israel" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Israel">Israel</option>
<option value="Italy" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Italy">Italy</option>
<option value="Ivory Coast" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Ivory Coast">Ivory Coast</option>
<option value="Jamaica" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Jamaica">Jamaica</option>
<option value="Japan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Japan">Japan</option>
<option value="Jordan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Jordan">Jordan</option>
<option value="Kazakhstan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kazakhstan">Kazakhstan</option>
<option value="Kenya" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kenya">Kenya</option>
<option value="Kiribati" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kiribati">Kiribati</option>
<option value="Korea North" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Korea North">Korea North</option>
<option value="Korea South" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Korea South">Korea South</option>
<option value="Kosovo" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kosovo">Kosovo</option>
<option value="Kuwait" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kuwait">Kuwait</option>
<option value="Kyrgyzstan" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Kyrgyzstan">Kyrgyzstan</option>
<option value="Laos" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Laos">Laos</option>
<option value="Latvia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Latvia">Latvia</option>
<option value="Lebanon" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Lebanon">Lebanon</option>
<option value="Lesotho" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Lesotho">Lesotho</option>
<option value="Liberia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Liberia">Liberia</option>
<option value="Libya" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Libya">Libya</option>
<option value="Liechtenstein" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Liechtenstein">Liechtenstein</option>
<option value="Lithuania" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Lithuania">Lithuania</option>
<option value="Luxembourg" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Luxembourg">Luxembourg</option>
<option value="Macedonia" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Macedonia">Macedonia</option>
<option value="Madagascar" data-reactid=".hbspt-forms-0.1:$5.$country1.0.1:$Madagascar">Madagascar</option>
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* Introduction
With responses from nearly 2500 recruiting and engineering leaders from
around the world, the 2021 edition of the State of Developer Recruitment
Survey report aims to help recruiters and managers everywhere emerge from the
pandemic with a clear plan of action.
Sachin Gupta Co-Founder and CEO, HackerEarth
* Understanding the Hiring Outlook for 2021-22
* Graph 1
PROJECTED GROWTH
A look into the number of employees that organizations are expecting to
hire in the short term
* Graph 2
IN-DEMAND ROLES
A distribution of the vacant roles that organizations need to fill
* Graph 3
ENGAGEMENT METHODS
A compilation of engagement methods employed by recruiters and engineering
managers
* Graph 4
SKILLS VS TIME TO HIRE
A study of prioritization of candidate quality and time to hire.
* Graph 5
SKILLS VS DIVERSITY
A study of candidate skills and diversity.
* Sourcing Top Talent
* Graph 1
SOURCING CHANNELS
Sourcing channels employed by recruiters and engineering managers
* Graph 2
CULTURE MEASURES AND THEIR IMPACT ON THE SOURCING FUNNEL
A study of various engagement methods and the extent of their impact on
the sourcing funnel
* Assessing Developers in the Remote World
* Graph 1
WHAT DO YOU LOOK FOR IN A DEVELOPER?
A look at the traits of a developer that recruiters and engineering
managers look out for
* Graph 2
WHAT DO YOU LOOK FOR ACROSS EXPERIENCE LEVELS?
A look at how initial screening criteria changes with experience levels
* Graph 3
REASONS FOR NOT USING AN ASSESSMENT TOOL
A compilation of the reasons for non-adoption of a coding assessment tool
* Graph 4
SCREENING METHODS EMPLOYED BY NON-USERS
Alternative screening methods employed by non-users of coding assessment
tools
* Graph 5
BIGGEST SHORTCOMING OF CURRENT ASSESSMENT TOOL
Users’ take on the shortcomings of the coding assessment tool that is
currently being used
* All About Interviews
* Graph 1
HOW NON-USERS INTERVIEW CANDIDATES
Alternative interviewing methods employed by non-users of coding interview
tools
* Graph 2
BENEFITS OF CODING INTERVIEW TOOLS
Primary advantages of coding interview tools, as told by users
* Graph 3
WHAT IS TOUGH TO GAUGE WITHOUT IN-PERSON INTERVIEWS?
A look into the challenges of hiring developers remotely
* The Challenges of Tech Hiring
* Graph 1
BIGGEST CHALLENGES IN HIRING PIPELINE
A ranking of the biggest challenges in the hiring pipeline as told by
engineering managers and recruiters
* Graph 2
PAIN POINTS IN DEVELOPER RECRUITING
A look into the major hurdles in the recruiting process as told by
engineering managers and recruiters
* Graph 3
IMPACT OF KEY CHANGES ON THE RECRUITING FUNNEL
Recruiters’ and engineering managers’ take on the impact of certain key
changes
* Keeping Culture Alive
* Graph 1
INTERNAL HACKATHON ADOPTION
A look at the popularity of internal hackathons
* Graph 2
BENEFITS OF INTERNAL HACKATHONS
A look at how internal hackathons can benefit an organization
* Graph 3
METHODS TO IMPROVE REPRESENTATION
A look at the popularity of various methods to improve representation in
tech teams
* Graph 4
MEASURES TO IMPROVE DIVERSITY
A look at the popularity of various methods to improve diversity in tech
teams
* Graph 5
PUBLICIZING COMPANY CULTURE
A look at the various methods of starting the conversation about company
culture
* Graph 5
BREAKING SILOS
A look at the popularity of various methods to improve company-wide
collaboration
* Looking Ahead
* Graph 1
TECH STACK LEGACY QUOTIENT
Engineering managers’ take on the extent of legacy code in tech stacks
* Graph 2
DEGREE OF CHANGES TO THE TECH STACK
The degree of changes to the tech stack that engineering managers
anticipate
* Graph 3
MOST REQUESTED FEATURES ON ASSESSMENT TOOLS
Features that recruiters and engineering managers would like to see on
assessment tools
* Graph 4
FUTURE WORKING MODELS
An examination of how organizations will work in a post pandemic world
* Outro
OUR TAKEAWAYS FROM A ROLLERCOASTER OF A YEAR, AND A SUMMATION OF OUR FINDINGS
FROM THE 2021 EDITION OF THE HACKEREARTH DEVELOPER RECRUITMENT SURVEY
* Methodology
A LOOK INTO THE COUNTRIES, INDUSTRIES, ORGANIZATION SIZES AND DESIGNATIONS
THAT ARE REPRESENTED IN THE SURVEY
* Download report >
STATE OF
DEVELOPER
RECRUITMENT
2021
INTRODUCTION
The COVID-19 pandemic gave the world a chance to introspect, and as a result,
the inevitable was accelerated. Developers and organizations alike have
re-calibrated their priorities, and now, the challenge is to reconcile these
differences so that productive and future-ready engineering teams can be
assembled in this new, post-pandemic paradigm.
In the face of this challenge, however, I am buoyed by the fact that the HR and
Engineering teams are now more aligned than ever. To me, that’s Step #1 towards
building great tech teams. Further, there is increased adoption of DEI-friendly
practices and greater advocacy of company culture, among many other notable
measures to ensure that companies are hotspots for technical excellence.
Adapting to the pandemic was hard enough, but companies are already faced with
the prospect of re-tooling developer recruitment strategies. That is precisely
why we surveyed nearly 2500 HR and Engineering personnel from across various
industries and geographies for this survey report. We hope that this brand new
2021 edition of the HackerEarth Developer Recruitment Survey lets you see the
bigger picture and chart the course to bigger successes.
Sachin Gupta
Co-Founder and CEO, HackerEarth
PRELUDE
UNDERSTANDING THE HIRING OUTLOOK FOR 2021-22
If 2020 was the year of sluggish growth, 2021 was the year recruiters raced to
fill up open roles. We thought it prudent to begin the survey by asking our
respondents the most important question of all - were they hiring at scale
again, and if yes, then what is the number by which they are looking to grow
their
tech teams?
TECH TEAMS TO GROW CONSIDERABLY,
WITH BACKEND DEVELOPERS IN DEMAND
With over 30% of respondents reporting that they are expecting to hire over 100
developers, we think it’s settled: 2021-22 is going to be a candidate’s market!
Backend engineers are the most in demand, with Frontend engineers, AI/ML
experts, DevOps engineers and Data Scientists also being in relatively high
demand.
HR
PROJECTED GROWTH
Zoom OutFewer than 10 employees10-100 employees100+ employeesFewer than 10
employeesWe don't know yetL-10%-5%0%5%10%15%20%25%30%60%40%45%50%100%
* * Image
* PNG
* JPG
* SVG
* PDF
* Data
* JSON
* CSV
* XLSX
* HTML
* PDF
* Print
ENGINEERING
IN-DEMAND ROLES
Zoom OutMobile developmentBackendFrontendAI & MLDev opsData ScienceMobile
developmentCyber
securityIoTBlockchainOtherL-4%-2%0%2%4%6%25%10%20%15%5%-5%20%100%
* * Image
* PNG
* JPG
* SVG
* PDF
* Data
* JSON
* CSV
* XLSX
* HTML
* PDF
* Print
KNOWLEDGE SHARING IS IMPORTANT FOR
ENGAGING THE TECH COMMUNITY
Keeping developers engaged is one of the first steps towards better hiring. Our
respondents believe engagement is best achieved via knowledge sharing. Community
emails and newsletters top the list, followed by AMAs and hackathons.
Interestingly, webinars are still popular even in the age of Zoom fatigue.
ENGAGEMENT METHODS
We do thisWe want to do this
Hackathons or coding contestsHackathons or coding contestsWebinarsCoding
workshopsKnowledge
sharinge-mailersL-20%-10%0%10%20%30%40%50%60%70%80%90%100%110%100%
* * Image
* PNG
* JPG
* SVG
* PDF
* Data
* JSON
* CSV
* XLSX
* HTML
* PDF
* Print
QUALITY HIRES ARE A PRIORITY, BUT DIVERSITY
TAKES A BACKSEAT IN CRUNCH SITUATIONS
This year saw an upsurge in hiring, and candidate demands have also gone up.
This is by no means the ‘ideal’ hiring situation, so we were curious to know
what would make the cut - skills or diversity?
In an ideal world, over 30% of the recruiters who took the survey said they
would never compromise on candidate quality to fill a role. Compare this with
35% of engineering managers who said they would make the compromise to hire
faster.
WE WOULD COMPROMISE ON CANDIDATE QUALITY TO FILL AN OPENING QUICKLY
HR
Zoom OutNeither agree nor disagreeDisagreeAgreeStrongly disagreeNeither agree
nor disagreeStrongly agreeL-10%-5%0%5%10%15%20%50%30%35%40%100%
* * Image
* PNG
* JPG
* SVG
* PDF
* Data
* JSON
* CSV
* XLSX
* HTML
* PDF
* Print
ENGINEERING
Zoom OutNeither agree nor disagreeAgreeDisagreeNeither agree nor
disagreeStrongly agreeStrongly disagreeL-10%-5%0%5%10%15%20%25%30%35%40%100%
* * Image
* PNG
* JPG
* SVG
* PDF
* Data
* JSON
* CSV
* XLSX
* HTML
* PDF
* Print
When it comes to diversity though, recruiters are slightly split between wanting
to hire diverse candidates and filling roles early. An overwhelming number of
engineering managers, though, care more about shipping code than building
diverse teams.
We’ve always called the HR function the ‘gatekeepers of company culture’, and
now we know why.
This also throws up the fact that in the face of the Great Resignation, there’s
far too much demand for the average qualified developer. The priority is hiring
someone, over hiring that perfect diverse candidate. Diversity as a criterion
might just be an added burden in the current recruiting process.
I WOULD RATHER HIRE A SKILLED NON-DIVERSE PERSON THAN AN MODERATELY SKILLED
PERSON FROM A DIVERSE BACKGROUND
HR
Zoom OutNeither agree nor disagreeAgreeNeither agree nor disagreeStrongly
agreeDisagreeStrongly disagreeL-10%-5%0%5%10%15%20%25%30%35%100%
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ENGINEERING
Zoom OutNeither agree nor disagreeAgreeStrongly agreeNeither agree nor
disagreeDisagreeStrongly disagreeL-10%-5%0%5%10%15%20%25%30%50%40%-20%100%
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CHAPTER 1
SOURCING TOP TALENT
Given that hiring is P0 for most companies, we wanted to understand how the
process of sourcing top talent has changed. The bottom line is that the year of
remote work has helped managers and recruiters iron out friction points in this
step. Skills remain the top criterion when hiring, but the need to hire fast
means a large chunk of engineering managers are not averse to making compromises
when needed.
* 1/6
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* 3/6
* 4/6
* 5/6
* 6/6
TRADITIONAL SOURCING CHANNELS
STILL DOMINATE
While the pandemic has changed many aspects of technical hiring, companies still
look to traditional channels like LinkedIn, internal referrals, and online job
boards to source candidates. More engineers than recruiters believe that
hackathons are good for sourcing, which is predictable. While university hiring
has not been a priority this year, the fact that recruiters are communicating
with online developer communities augurs well for the future.
SOURCING CHANNELS
HR
Zoom OutHackathons & hiring challengesLinkedInJob portalsReferralsCareers
pageUniversity hiringDeveloper communitiesHackathons & hiring
challengesOtherL-10%-5%0%5%10%15%20%25%30%100%
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ENGINEERING
Zoom OutHackathons & hiring challengesLinkedInReferralsJob portalsCareers
pageUniversity hiringHackathons & hiring challengesOnline developer
communitiesOtherL-10%-5%0%5%10%15%20%25%30%100%
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SHOWCASING COMPANY CULTURE VIA
SOCIAL CHANNELS IS A MUST
Given that companies still leverage traditional sourcing channels, it makes
sense that recruiters believe in outreach initiatives, online reviews of the
workplace, and underscoring company culture via social channels. This echoes the
trend we saw in our 2021 Developer Survey, where respondents said they cared
about ESOPs, Glassdoor reviews, and upskilling initiatives when choosing a
company.
CULTURE MEASURES AND THEIR IMPACT ON THE SOURCING FUNNEL
High impactMedium impactLow impact
Zoom Out20%-20%-10%0%10%20%30%40%80%60%70%Open Source CodeRepositoriesSocial
MediaHackathonsPre-emptive SourcingGlassdoor ReviewsCulture pageCold Emailing
CandidatesOpen Source CodeRepositories100%
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CHAPTER 2
ASSESSING DEVELOPERS IN THE REMOTE WORLD
When recruiters talk of assessments, they are talking of ways to handpick the
best fit from the vast pool of candidates they have sourced. At HackerEarth, we
have always believed that ‘Skills Trump Everything Else’. While there are
companies that still use manual means to assess developers, there is an upward
trend in the adoption of skill-first tools for tech hiring.
* 1/6
* 2/6
* 3/6
* 4/6
* 5/6
* 6/6
SKILLS AND EXPERIENCE, PLEASE
Both engineering managers and recruiters look for the best skill fit when hiring
candidates. More recruiters than hiring managers also think that experience is a
good way of filtering candidates, signaling that they still use some traditional
indicators of choosing suitable candidates.
As a developer-first company that believes in skills over everything else, this
really makes us smile!
WHAT DO YOU LOOK FOR IN A DEVELOPER?
HR
Zoom OutHackathon participationSkillsExperienceOpen source
workCertificationsUniversity pedigreeHackathon
participationOtherL-10%-5%0%5%10%15%20%25%30%35%40%100%
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ENGINEERING
Zoom OutHackathon participationExperienceOpen source workUniversity
pedigreeCertificationsHackathon
participationSkillsOtherL-10%-5%0%5%10%15%20%25%30%35%40%100%
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PROBLEM-SOLVING ABILITY IS A
MUST FOR FRESHERS
For fresher candidates, a proven capability to solve problems is necessary for
landing jobs. Candidates with over 4 years of experience must be adept at
Systems Architecture Design and be able to write clean code.
* HR
* Engineering
WHAT DO YOU LOOK FOR ACROSS EXPERIENCE LEVELS?
Problem solvingCode qualityLowlevel system designSystem architecture design
Zoom Out20%-20%-10%0%10%20%30%40%50%60%L<2 years2-4 years4-6 years6+ years100%
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WHAT DO YOU LOOK FOR ACROSS EXPERIENCE LEVELS?
Zoom OutLL
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CONVENTIONAL ASSESSMENT METHODS
STILL HAUNT THE SYSTEM
Despite the changes brought about by remote/hybrid work, there is still some
resistance to adopting new hiring methods. About 28.9% of our respondents who
don’t use an assessment tool said that they feel their oft-used methods are
effective, proving that technical assessments aren’t as commonplace as initially
estimated.
REASONS FOR NOT USING AN ASSESSMENT TOOL
Zoom OutUnsure of candidate experienceCost constraintsCurrent method has
sufficedNot explored interview toolsHesitant to learn another toolUnsure of
candidate experienceSecurity and compliance
issuesL-4%-2%0%2%4%6%8%10%12%14%16%18%20%22%24%26%28%30%32%100%
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IN ABSENCE OF DEDICATED TOOLS, RECRUITERS
USE RESUMES TO ASSESS CANDIDATES
Of the respondents who said they do not use an assessment tool, most believe
that sorting candidates via resumes or telephonic conversations is enough to
move them to the interview round. While take-home/coding assignments are still
in play, they are used less often than other methods.
SCREENING METHODS EMPLOYED BY NON-USERS
Zoom OutTake home assignmentsResume filteringTake home assignmentsTelephonic
interviewsOtherL-4%-2%0%2%4%6%8%10%12%14%16%18%20%22%24%26%28%30%32%34%36%38%100%
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COMPANIES THAT USE ASSESSMENT TOOLS
ALIGN BETTER ON HIRING CRITERIA
In comparison with non-users, companies that use assessment tools for their tech
hiring report a more standardized process. The process is also more objective,
and more accurate. Neither engineering managers nor recruiters seem to be paying
much mind to the fact that technical skill assessment software can also reduce
TTH and CTH; proving that in most cases they care more about the bigger picture
than immediate gains.
BIGGEST SHORTCOMING OF CURRENT ASSESSMENT TOOL
HR
Zoom OutObjective screening processMore accurate evaluationObjective screening
processStandardised hiring processLesser manual laborLower time to hireLower
cost per hireL-10%-5%0%5%10%15%20%25%30%100%
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ENGINEERING
Zoom OutObjective screening processMore accurate evaluationObjective screening
processStandardised hiring processLesser manual laborLower time to hireLower
cost per hireL-10%-5%0%5%10%15%20%25%30%100%
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PRO TIP: Using an automated assessment platform can streamline tech hiring by
helping you choose the right candidate in a faster, unbiased manner. Manual
selection is fraught with issues, and using a platform like HackerEarth
Assessments can help you get rid of these easily.
Know More Here
CHAPTER 3
ALL ABOUT INTERVIEWS
Interviews are the first step in the tech hiring process where engineering
managers interact with developers. Some managers do find it hard to judge
culture and skill fit online, but there is growing awareness among engineering
managers about the need for better tools and interview processes.
* 1/6
* 2/6
* 3/6
* 4/6
* 5/6
* 6/6
MANY INTERVIEWERS USE MULTIPLE ONLINE
TOOLS TO CONDUCT A SINGLE INTERVIEW
The pandemic has ensured that whiteboard interviews are on their way out, but
the replacement is not ideal either. Of the respondents who do not use a
dedicated interview tool, 27.2% said they use a video tool and ask candidates to
explain take-home assignments. About 25% said they use a video platform in
collaboration with an online IDE.
This is in stark contrast to our findings from our annual Developer Survey,
where over 40% of coders said that they would like to be interviewed via
dedicated interview platforms.
HOW NON-USERS INTERVIEW CANDIDATES
Zoom OutCollaborative Text editorsAssignment + video callWhiteboarding
sessionsCollaborative Text editorsOnline IDE + Video callVideo call
onlyOtherL-4%-2%0%2%4%6%8%10%12%14%16%18%20%22%24%26%28%30%100%
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TECH INTERVIEW TOOLS OFFER STANDARDIZATION
AND IMPROVE CANDIDATE EXPERIENCE
Of the respondents who use a dedicated tool to conduct tech coding interviews,
the recruiters (25%) said they enjoyed the standardized evaluation process. The
engineering managers (24%) ranked smooth candidate experience over other
benefits.
It is clear that companies that have taken the initiative to use tech hiring
tools in their processes see the benefits in a more homogeneous, and equitable
hiring environment. Using coding interview tools also helps provide a better
candidate experience for developers and ties in with their expectations from
interviewers.
BENEFITS OF CODING INTERVIEW TOOLS
HR
Zoom OutSmoother candidate experienceSmoother candidate experienceStandardised
evaluationEasier to code collaborativelyEasier to align with panelistsCoding
question databaseInterview playback and
reportsOtherL-10%-5%0%5%10%15%20%25%30%100%
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ENGINEERING
Zoom OutSmoother candidate experienceSmoother candidate experienceStandardised
evaluationEasier to code collaborativelyEasier to align with panelistsCoding
question databaseInterview playback and
reportsOtherL-10%-5%0%5%10%15%20%25%30%100%
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GAUGING TEAM-FIT IN VIRTUAL INTERVIEWS
IS STILL A HURDLE FOR MANAGERS
Even those engineering managers who use dedicated interview tools believe that
gauging team-fit without an in-person meeting can be a challenge. About 19% of
this cohort said that they find judging communication skills hard. The ability
to code well, solve design problems and critical thinking are other skills that
interviewers find hard to evaluate.
WHAT IS TOUGH TO GAUGE WITHOUT IN-PERSON INTERVIEWS?
Zoom OutCommunication skillsCoding abilityCommunication skillsHigh level
designLow level designProblem solvingTeam
fitOtherL-2%-1%0%1%2%3%4%5%6%7%8%9%10%11%12%13%14%15%16%17%18%19%20%24%22%23%100%
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MOST TEAMS WOULD USE INTERVIEW TOOLS
FOR ON-SITE INTERVIEWS POST PANDEMIC
A trend that makes both hiring managers and candidates smile :) 43% of our
survey respondents are currently using a tech interview tool - a number that we
foreshadow to rise. Most recruiters and the majority of engineering managers
from this pool say that they will continue to use these tools even
post-pandemic.
This reaffirms the premise that it isn’t just remote interviews that are broken,
but coding interviews as a whole. Hence, the teams that shifted to using
dedicated interview tools in the pandemic year, will continue to do so to keep
reaping the benefits.
8 out of 10 engineering managers say they will continue use coding interview
tools even after in-person interviews return
PRO TIP: Our findings underscore the need for behavioral and process changes in
the way online tech interviews are conducted. For instance, pair-programming
interviews can be used to judge communication and collaboration skills. This can
be done via HackerEarth FaceCode.
Automated assessments with benchmarked results can help highlight candidates’
coding skills. HackerEarth platforms also offer custom interview questions which
can help interviewers judge skills accurately.
Know More Here
CHAPTER 4
THE CHALLENGES OF TECH HIRING
When it comes to hiring coders, there is no one size fits all. Collaboration
between recruiters and hiring managers has always been a source of friction, but
we wondered if the pandemic year has created newer challenges. In this section
we look at the top 3 hiring challenges that tech teams face today.
* 1/6
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RECRUITERS FIND SOURCING TOUGH;
ENGINEERING MANAGERS WORRY ABOUT UPSKILLING
With companies opening up hiring, it is predictable that keeping the funnel
flush with top talent would be a recruiter’s top concern. For most engineering
managers, however, screening talent is a struggle, closely followed by
upskilling teams for future needs.
BIGGEST CHALLENGES IN HIRING PIPELINE
HR
Zoom OutContinuous assessmentsSourcingScreeningInterviewingOnboardingContinuous
assessmentsOtherL-10%-5%0%5%10%15%20%25%30%50%40%45%100%
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ENGINEERING
Zoom OutContinuous assessmentsSourcingScreeningInterviewingOnboardingContinuous
assessmentsOtherL-10%-5%0%5%10%15%20%25%30%35%100%
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TEAMS HAVE ADAPTED TO REMOTE TECH HIRING, AND
ALIGN BETTER ON SKILLS REQUIREMENTS
In a major shift from our previous edition, the number of recruiters and
engineering managers who align well on skill requirements has increased. Both
functions agree that candidate quality and deadlines are important pain points
of the process that need to be solved.
* HR
* Engineering
PAIN POINTS IN DEVELOPER RECRUITING
Low difficultyMedium difficultyHigh difficulty
Zoom Out20%-20%-10%0%10%20%30%40%80%60%70%Weeding outunconscious biasesAligning
on skillsrequiredTech and HR working insilosHard deadlinesLow candidate
qualityWeeding outunconscious biases100%
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PAIN POINTS IN DEVELOPER RECRUITING
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EMPLOYER BRANDING + HIRING CHALLENGES =
IMPROVED TECH HIRING
Both the cohorts see the need for amping up employer branding activities in the
wake of the pandemic. It is also heartening to see engineering managers own
their role in improving tech hiring. A large chunk of managers have also said
that un-siloing tech hiring is important; echoing the fact that both functions
need to collaborate more in order to hire the best. We expect that this trend
will only improve in the future as the lessons from the year of remote work are
carried forward.
* HR
* Engineering
IMPACT OF KEY CHANGES ON THE RECRUITING FUNNEL
Low impactMedium impactHigh impact
Zoom Out20%100%80%0%60%40%20%-20%-40%Hiring challenges forsourcingStandardising
hiringprocessUn-siloing Tech and HRteamsBetter developersourcingHiring
challenges forsourcingEmployer branding100%
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IMPACT OF KEY CHANGES ON THE RECRUITING FUNNEL
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PRO TIP: Developers want to learn and grow. HackerEarth’s Learning and
Development platform can help you custom craft your upskilling opportunities and
make your tech teams resilient for future challenges.
Know More Here
CHAPTER 5
KEEPING CULTURE ALIVE
Remote work has its perks. It also has redefined the meaning of a much-used
phrase - ‘work culture’. What was once the domain of the HR department, has now
become everyone’s mandate. From changing gender pronouns to using hackathons for
collaboration, we look at how culture has changed for tech teams across
the globe.
* 1/6
* 2/6
* 3/6
* 4/6
* 5/6
* 6/6
INTERNAL HACKATHONS ARE BECOMING
PART OF TECH TEAM ‘CULTURE’
While hackathons have often been touted as an exemplary method of engaging and
sourcing from the tech community, they are also becoming integral as inter-team
collaboration activities. About 43.5% of our respondents said they had organized
an internal hackathon this year, and found that it improved ideation and
cross-team functioning.
Roughly 5 out of 10 respondents say they have organized an internal hackathon in
the past year
BENEFITS OF INTERNAL HACKATHONS
Zoom OutEnabled out of the box thinkingInterdepartmental collaborationLed to
impactful ideationSolved business problemsImproved processesRapid
prototypingImproved employee moraleEnabled out of the box
thinkingOtherL-2%-1%0%1%2%3%4%5%6%7%8%9%10%11%12%13%14%15%16%17%18%19%100%
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COMPANY CULTURE IS AN IMPORTANT PART OF SOURCING ACTIVITIES
Almost all our respondents from the HR function believe that promoting the
company culture helps in sourcing candidates. In order to do so, they have
included gender-neutral pronouns in all brand communiques and made sure to add
LGBTQIA+ inclusive policies as part of their brand campaigns. Perks like
upskilling opportunities, remote work processes, flexible working hours are some
of the top EVPs that recruiters like to talk about when recruiting.
of respondents think promoting culture helps sourcing efforts
7 of 10 companies use gender neutral pronouns in their job descriptions
6 of 10 companies have enacted LGBTQIA+ inclusive policies
PERKS
Zoom OutHome workstation allowancesHome workstation allowancesUnlimited paid
time offFlexible working hoursLearning opportunitiesSocial & family eventsCSR
programsGuest speaker
sessionsOtherL-2%-1%0%1%2%3%4%5%6%7%8%9%10%11%12%13%14%15%16%17%18%19%20%24%22%23%100%
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MORE BRANDING AND OUTREACH PROGRAMS
TO INCREASE DIVERSITY AND REPRESENTATION
Our survey shows us that D&I may have to take a backseat at times so that open
roles can be filled faster. However, companies are still working hard to ensure
they have the right policies in place to fend off biases. About 25.6% of our HR
respondents believe having a diverse executive team, and improving connections
with grassroots student communities can improve their diversity pipeline.
METHODS TO IMPROVE REPRESENTATION
Zoom OutBias-free evaluation and promotionDiverse executive
teamAnti-discriminatory policiesMulti-generational workforceBias-free evaluation
and promotionOtherL-10%-5%0%5%10%15%20%25%30%35%100%
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MEASURES TO IMPROVE DIVERSITY
Zoom OutAmbassadors from underrepresented groupsOpportunities for
underrepresented groupsRunning outreach programsAmbassadors from
underrepresented groupsPartnering with NGOsBlind-hiring
practicesOtherL-10%-5%0%5%10%15%20%40%30%35%100%
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SOCIAL MEDIA FOR PROMOTING CULTURE AND
HACKATHONS FOR FOSTERING COMMUNICATION
What do recruiters use to promote their company’s values? Social media platforms
win hands down - whether it is via personal branding initiatives, or through the
company’s handles. Internal hackathons are also currying favor as a great way to
break silos within teams and foster communication during the times of remote.
PUBLICIZING COMPANY CULTURE
Zoom OutDon’t publicize company cultureSocial media contentEmail
newslettersHackathonsVideo contentDon’t publicize company
cultureOtherL-10%-5%0%5%10%15%20%25%30%50%40%45%100%
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BREAKING SILOS
Zoom OutCross-departmental projectsInternal hackathonsCross-departmental
projectsTeam building activitiesTown hallsDemocratizing
informationOtherL-10%-5%0%5%10%15%20%25%30%35%100%
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CHAPTER 6
LOOKING AHEAD
2020 changed norms. 2021 cemented the new mores into place.
Engineering managers have found a new approach to building tech teams to fit
changing business needs. So, we asked our respondents to tell us their
predictions for the future of tech and tech hiring, and distilled the top 3 in
this section.
* 1/6
* 2/6
* 3/6
* 4/6
* 5/6
* 6/6
CHANGING LEGACY TECH STACKS IS
IMPORTANT FOR FUTURE-PROOFING BUSINESS
On average, about 42% of their tech stack is legacy, say our respondents. This
leaves businesses vulnerable to rapid technological and process changes such as
the one we saw in 2020. In order to future-proof their business, many companies
are looking to make architectural changes in their tech stack which could also
be one of the reasons why hiring top talent is so crucial in the coming year.
TECH STACK LEGACY QUOTIENT
Zoom OutAverageAverageL-20%-10%0%10%20%30%40%50%60%70%80%120%100%110%100%
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DEGREE OF CHANGES TO THE TECH STACK
Zoom OutArchitectural changesArchitectural changesMigrating frameworksNo major
changesL-20%-10%0%10%20%30%40%50%60%70%100%
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AUTOMATION IS THE FUTURE OF ASSESSMENTS
Given the hiring spree, we wanted to know what our respondents think the
assessment tool of the future will look like. Automated features like fully
automated full-stack coding tests and AI and NLP-based features are the ones
most in demand.
MOST REQUESTED FEATURES ON ASSESSMENT TOOLS
Zoom OutSemi-automated interviewsAI and NLP based featuresAutomated full stack
testsSemi-automated
interviewsReferralsOtherL-4%-2%0%2%4%6%8%10%12%14%16%18%20%22%24%26%28%30%32%100%
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THE FUTURE OF WORK IS HYBRID, MOSTLY
We ended the survey with the question that is on top of everyone’s minds - are
we going back to the office in 2022? About 37.9% of our respondents said working
from the office will be voluntary in the coming future, with 32.5% saying that
they plan to be completely remote.
FUTURE WORKING MODELS
Zoom OutVoluntary to work from officeFully remoteVoluntary to work from
officeHybrid modelWorking from office
full-timeL-4%-2%0%2%4%6%8%10%12%14%16%18%20%22%24%26%28%30%32%34%36%38%40%100%
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OUTRO
Two years (almost) of remote work has fundamentally changed the industry we work
in. We began this survey with a few assumptions, and we are glad to have been
proven right on most accounts.
Remote work has mandated that tech hiring become a more collaborative process,
and expedited the adoption of tech hiring platforms. What was a forced necessity
last year, has now proven its worth. As the war for talent heats up, we expect
to see more tech companies move away from their over-reliance on manual
recruiting methods.
We also see that the themes that were center stage in 2021 continue to hold
ground. Recruiters are more aware of branding and ‘cultural’ values, D&I has a
better seat at the table, and there is a growing focus on a skill-first economy.
As companies move forward into a changing work environment, they are doing so
with renewed hope, empathy, and heart.
We are excited to see where this takes us in the coming year.
We hope you are too!
METHODOLOGY
The HackerEarth State of Developer Recruitment Report 2021 is a comprehensive
insight into technical recruitment post-pandemic. Comprised of inputs and
insights from nearly 2500 engineering managers and HR professionals from 79
countries, the 2021 edition of the HackerEarth Developer recruitment survey aims
to give recruiters and engineering managers a clear look at technical recruiting
in a post-pandemic world.
WE SURVEYED HR AND ENGINEERING PROFESSIONALS FROM
INDUSTRIES
TECHNOLOGY
PHARMACEUTICAL
RETAIL
AUTOMOBILE
CONSTRUCTION
BANKING
MEDIA
FINANCE
INSURANCE
ORGANIZATION SIZE
EARLY STAGE
STARTUP
GROWTH STAGE
STARTUP
MID MARKET
ENTERPRISE
THEY HAD THE FOLLOWING DESIGNATIONS
ENGINEERING
TECHNICAL
LEAD
ENGINEERING
MANAGER
VP OF
ENGINEERING
CXO
HR
TECH
RECRUITER
HR
MANAGER
HEAD OF
RECRUITING
CXO
DOWNLOAD A COPY OF HACKEREARTH RECRUITMENT SURVEY 2021
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First name*
Last name*
Email*
Company name*
Designation*
Please SelectBusiness owner/LeaderHead of department - EngineeringHead of
department - HR/TalentDirector - EngineeringDirector - HR/TalentManager -
EngineeringManager - HR/TalentEngineerRecruiter/SourcerStudent/InternJob
SeekerOther
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VerdeCentral African RepChadChileChinaColombiaComorosCongoCongo {Democratic
Rep}Costa RicaCroatiaCubaCyprusCzech RepublicDenmarkDjiboutiDominicaDominican
RepublicEast TimorEcuadorEgyptEl SalvadorEquatorial
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{Republic}IsraelItalyIvory CoastJamaicaJapanJordanKazakhstanKenyaKiribatiKorea
NorthKorea
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LeoneSingaporeSlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth
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Recruit_form_submission
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