May 2024 – Candidate Availability Lists

May is the gateway to summer, and not just for barbecues and beach days. It’s also a prime time for tech companies to ramp up hiring for the busy summer months. With the academic year winding down, a fresh pool of talented graduates floods the market. Additionally, many professionals take advantage of the improved weather for career transitions, leading to a surge in experienced applicants.

For tech recruiters & hiring managers, May presents a strategic opportunity if you approach it in the right way –

Fresh Graduate Pool: Universities and colleges typically hold graduation ceremonies in May, injecting a surge of qualified and enthusiastic graduates into the tech job market. These recent graduates bring the latest knowledge, are eager to learn, and often have a high level of technical competency. Hiring them in May allows you to snag top talent before they get snatched up by competitors.
Increased Candidate Mobility: Spring often sparks a sense of renewal in many professionals, leading to a rise in job seekers exploring new opportunities. May sees an increase in experienced tech talent re-entering the workforce or looking for a change. This presents a unique chance to attract individuals with established skillsets and valuable industry experience.
Strategic Onboarding for Summer: Hiring in May allows for a smooth onboarding process before the potentially busier summer months. New hires can acclimate to the company culture, get acquainted with their roles, and contribute meaningfully by the time peak summer activity arrives. This helps ensure a productive summer season for both the new team member and the company.
Highlight Summer Perks: May is a great time to showcase the attractive aspects of working at your company, especially those that resonate with the summer season. Advertise flexible work arrangements, compressed workweeks, or fun summer social events to attract candidates seeking a healthy work-life balance.
Streamlined Interview Process: With a potentially higher volume of applications in May, consider implementing a more efficient interview process. This could involve focusing on skills-based assessments, shorter interview stages, or utilizing online tools for remote interviews. A faster hiring process keeps top talent engaged and prevents them from looking elsewhere.

By capitalizing on the energy and opportunities May presents, tech companies can secure top talent and prepare for a productive summer season.

Here are some of our current favourites:

CTO & Tech Leads