[{"data":1,"prerenderedAt":3032},["ShallowReactive",2],{"hiring-gen-z-developers":3,"posts-hiring-gen-z-developers":569},{"slug":4,"document":5,"documentId":566,"tags":567,"slices":9,"lastPublicationDate":568},"hiring-gen-z-developers",{"length":6,"publish_date":7,"type":8,"slices":9,"meta_description":555,"meta_image":556,"meta_title":565,"author":25},4,"2025-10-27","Tech Hiring Metrics & Data-Driven Recruitment",[10,46,539],{"variation":11,"version":12,"items":13,"primary":14,"id":44,"slice_type":45,"slice_label":32},"default","initial",[],{"title":15,"subtitle":21,"author":22,"date":7,"length":6,"authorimage":27,"image":39,"authorlinkedin":40},[16],{"type":17,"text":18,"spans":19,"direction":20},"heading1","Hiring Gen Z Developers: What Matters Most to Them?",[],"ltr",[],[23],{"type":24,"text":25,"spans":26,"direction":20},"paragraph","Miguel Marques",[],{"dimensions":28,"alt":31,"copyright":32,"url":33,"id":34,"edit":35},{"width":29,"height":30},1000,935,"white man smiling with gray tshirt",null,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FZ-FuIndAxsiBv0F4_author_miguel.png?auto=format,compress","Z-FuIndAxsiBv0F4",{"x":36,"y":36,"zoom":37,"background":38},0,1,"transparent",{},{"link_type":41,"key":42,"url":43},"Web","d4a2c4a3-bfad-4e2e-9e3d-4d6ef33f5b72","https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fmiguelcdpmarques\u002F","blog_hero_universal$70aac93d-bd58-4d74-9121-12d51b4ffc42","blog_hero_universal",{"variation":11,"version":12,"items":47,"primary":536,"id":537,"slice_type":538,"slice_label":32},[48],{"text":49,"textid":32},[50,58,61,64,66,69,71,74,76,79,81,89,91,94,96,99,101,104,106,109,111,119,121,124,126,129,131,134,140,146,151,156,161,166,171,175,178,181,184,187,190,193,196,199,202,205,207,209,212,215,218,221,224,230,233,236,240,242,245,247,252,254,257,259,263,265,268,273,275,278,280,282,284,287,290,297,300,302,306,309,312,315,324,327,330,333,338,340,343,346,349,354,356,359,361,363,366,369,372,374,379,381,389,391,394,396,401,404,409,411,414,417,420,426,428,431,434,437,440,443,448,450,453,456,464,471,474,476,479,482,487,490,494,497,500,503,506,509,516,518,521,524,527,530,533],{"type":24,"text":51,"spans":52,"direction":20},"Gen Z devs are bussin. No cap.",[53],{"start":36,"end":54,"type":55,"data":56},5,"hyperlink",{"link_type":41,"url":57},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire-developers",{"type":24,"text":59,"spans":60,"direction":20},"",[],{"type":24,"text":62,"spans":63,"direction":20},"But to pull them, you need rizz. Otherwise it’s just sus.",[],{"type":24,"text":59,"spans":65,"direction":20},[],{"type":24,"text":67,"spans":68,"direction":20},"Made it past that? ",[],{"type":24,"text":59,"spans":70,"direction":20},[],{"type":24,"text":72,"spans":73,"direction":20},"Good. You don’t need it.",[],{"type":24,"text":59,"spans":75,"direction":20},[],{"type":24,"text":77,"spans":78,"direction":20},"Sure, there are differences between people born 20 years ago and those born 50 years ago. But you can’t think of Gen Z as some alien species. We’re all human, after all.",[],{"type":24,"text":59,"spans":80,"direction":20},[],{"type":24,"text":82,"spans":83,"direction":20},"Still, it helps to be aware of the cultural and technological changes in that 30-year gap that have impacted the newest generation to enter the workforce.",[84],{"start":85,"end":86,"type":55,"data":87},113,153,{"link_type":41,"url":88},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Ftech-hiring-trends",{"type":24,"text":59,"spans":90,"direction":20},[],{"type":24,"text":92,"spans":93,"direction":20},"For example, Gen Z were born between the late 1990s and early 2010s. They’ve been swimming in digital tech their whole lives.",[],{"type":24,"text":59,"spans":95,"direction":20},[],{"type":24,"text":97,"spans":98,"direction":20},"That doesn’t automatically mean they’re “better” at it, but they have a different relationship with tech than people who had to wait until after puberty to get their first 18-foot, 300-lb desktop that sounded like a plane taking off.",[],{"type":24,"text":59,"spans":100,"direction":20},[],{"type":24,"text":102,"spans":103,"direction":20},"They also have a different relationship with work itself. ",[],{"type":24,"text":59,"spans":105,"direction":20},[],{"type":24,"text":107,"spans":108,"direction":20},"One qualitative study showed a greater onus on work-life balance, mental health and wellbeing, and humble, vulnerable leadership compared to other generations.",[],{"type":24,"text":59,"spans":110,"direction":20},[],{"type":24,"text":112,"spans":113,"direction":20},"If you’re looking to hire a developer in the next few years, one in three of them will be Gen Z.",[114],{"start":115,"end":116,"type":55,"data":117},28,59,{"link_type":41,"url":118},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fattract-top-developer-talent",{"type":24,"text":59,"spans":120,"direction":20},[],{"type":24,"text":122,"spans":123,"direction":20},"Are you doing enough to hire them, specifically? Is your company offering the things that they care about?",[],{"type":24,"text":59,"spans":125,"direction":20},[],{"type":24,"text":127,"spans":128,"direction":20},"If not, can you really afford to eliminate a third of your talent pool?",[],{"type":24,"text":59,"spans":130,"direction":20},[],{"type":24,"text":132,"spans":133,"direction":20},"This article will help you understand what drives Gen Z in the workforce, and how you can use that understanding to hire them ahead of your competitors.\n",[],{"type":24,"text":135,"spans":136,"direction":20},"Table of Contents\n",[137],{"start":36,"end":138,"type":139},17,"strong",{"type":141,"text":142,"spans":143,"direction":20},"list-item","Understanding Gen Z’s Core Values and Expectations",[144],{"start":36,"end":145,"type":139},50,{"type":141,"text":147,"spans":148,"direction":20},"What Gen Z Developers Look for in Employers",[149],{"start":36,"end":150,"type":139},43,{"type":141,"text":152,"spans":153,"direction":20},"Gen Z Developer Salary Expectations and Benefits",[154],{"start":36,"end":155,"type":139},48,{"type":141,"text":157,"spans":158,"direction":20},"Overcoming the Challenges of Hiring Gen Z Developers",[159],{"start":36,"end":160,"type":139},52,{"type":141,"text":162,"spans":163,"direction":20},"Strategies to Attract Gen Z Developers to Your Company ",[164],{"start":36,"end":165,"type":139},55,{"type":141,"text":167,"spans":168,"direction":20},"Conclusion\n",[169],{"start":36,"end":170,"type":139},10,{"type":172,"text":173,"spans":174,"direction":20},"heading2","Understanding Gen Z’s Core Values and Expectations\n",[],{"type":24,"text":176,"spans":177,"direction":20},"The first step to attracting a target group of applicants is to understand them.",[],{"type":24,"text":179,"spans":180,"direction":20},"You need to know what they want and what they don’t.",[],{"type":24,"text":182,"spans":183,"direction":20},"Remove the obstacles and implement the selling points, if they’re not there already.",[],{"type":24,"text":185,"spans":186,"direction":20},"Lastly, make sure they’re aware you have the things they want.",[],{"type":24,"text":188,"spans":189,"direction":20},"Let’s start with understanding.",[],{"type":24,"text":191,"spans":192,"direction":20},"While you can’t tar everyone with the same brush, broadly speaking, if you ask them, Gen Z has different work priorities from other generations.",[],{"type":24,"text":194,"spans":195,"direction":20},"Some translate that to being more workshy, but that’s not the case. It’s not that they want to work less or are more disinterested; they simply want more flexibility, both in terms of location and hours.",[],{"type":24,"text":197,"spans":198,"direction":20},"Similarly, they’re more likely to care about equality, diversity, and inclusion, with 91% stating this is a high priority.",[],{"type":24,"text":200,"spans":201,"direction":20},"They’re also looking for clear career plans with relatively fast development.",[],{"type":24,"text":203,"spans":204,"direction":20},"None of this is to say that these are Gen Z-exclusive traits – many millennials and others will feel the same – but it gives an overview of what to consider.\n",[],{"type":172,"text":147,"spans":206,"direction":20},[],{"type":24,"text":59,"spans":208,"direction":20},[],{"type":24,"text":210,"spans":211,"direction":20},"Now we know what Gen Z tend to care about. There’s still questions to answer.",[],{"type":24,"text":213,"spans":214,"direction":20},"How does that translate into what Gen Z looks for in a job? ",[],{"type":24,"text":216,"spans":217,"direction":20},"What is the most important workplace factor for Gen Z?",[],{"type":24,"text":219,"spans":220,"direction":20},"When they’re on your website, social media, or even job advert, what’ll catch their eye that makes them think, “I can see myself working here”? ",[],{"type":24,"text":222,"spans":223,"direction":20},"Much of it links back to their values:\n",[],{"type":225,"text":226,"spans":227,"direction":20},"heading3","Career growth opportunities\n",[228],{"start":36,"end":229,"type":139},27,{"type":24,"text":231,"spans":232,"direction":20},"Gen Z devs are eager to learn, improve, and advance. It might be early in their career, so they want clear progression pathways and continuous development. They might look for evidence of structured mentorship, technical upskilling, or exposure to innovative projects. ",[],{"type":24,"text":234,"spans":235,"direction":20},"\n",[],{"type":225,"text":237,"spans":238,"direction":20},"Work-life balance",[239],{"start":36,"end":138,"type":139},{"type":24,"text":59,"spans":241,"direction":20},[],{"type":24,"text":243,"spans":244,"direction":20},"If Gen Z hears you work until all hours with a rigid, mandatory structure, they might be put off. Work-life balance ranks highly among Gen Z engineers. They expect flexible hours, healthy boundaries, and the ability to unplug. Companies that normalise “off” time and measure performance by output, rather than time at a desk, will be more appealing.",[],{"type":24,"text":59,"spans":246,"direction":20},[],{"type":225,"text":248,"spans":249,"direction":20},"Company culture",[250],{"start":36,"end":251,"type":139},15,{"type":24,"text":59,"spans":253,"direction":20},[],{"type":24,"text":255,"spans":256,"direction":20},"A healthy workplace culture is crucial. That’s one that’s inclusive, collaborative, and psychologically safe. It doesn’t take much for a prospective Gen Z dev to look up workplace culture horror stories on Glassdoor. If there’s evidence of a genuine connection between teams, even when working remotely, that’s a big plus. Employers that publicly celebrate personal wins are much more attractive.",[],{"type":24,"text":59,"spans":258,"direction":20},[],{"type":225,"text":260,"spans":261,"direction":20},"Technological infrastructure",[262],{"start":36,"end":115,"type":139},{"type":24,"text":59,"spans":264,"direction":20},[],{"type":24,"text":266,"spans":267,"direction":20},"The more savvy of Gen Z grew up with access to, or at least awareness of, cutting-edge tech. If they see you using Windows XP, that could be a dealbreaker. Outdated systems or clunky workflows can be highly off-putting. They expect fast, modern tools: up-to-date IDEs, automation, CI\u002FCD pipelines, and cloud-native environments that won’t frustrate them.",[],{"type":225,"text":269,"spans":270,"direction":20},"\nTransparency and communication",[271],{"start":37,"end":272,"type":139},31,{"type":24,"text":59,"spans":274,"direction":20},[],{"type":24,"text":276,"spans":277,"direction":20},"Generally speaking, Gen Z have a nonsense radar. Maybe growing up with the internet made them jaded and cynical, who knows (and who can blame them?). This means they value transparency and honesty. When you talk about company performance, goals, and leadership decisions, is there spin, or are you genuine? They’ll be on the lookout for clear, truthful communication (or lack thereof).",[],{"type":24,"text":234,"spans":279,"direction":20},[],{"type":172,"text":152,"spans":281,"direction":20},[],{"type":24,"text":59,"spans":283,"direction":20},[],{"type":24,"text":285,"spans":286,"direction":20},"What are Gen Z workers most expecting from their employment commitments?",[],{"type":24,"text":288,"spans":289,"direction":20},"Even though Gen Z can be newer to the career scene, it doesn’t mean they’re naïve about remuneration.",[],{"type":24,"text":291,"spans":292,"direction":20},"While they may have fewer years of experience under their belt (though, of course, not always), it’s unreasonable to assume they’ll be cheaper. And, in many cases, it’s illegal to offer them less because they’re Gen Z.",[293],{"start":294,"end":295,"type":296},196,203,"em",{"type":24,"text":298,"spans":299,"direction":20},"With that in mind, let’s look at what they’re likely to expect and what you should offer them to be attractive.",[],{"type":24,"text":59,"spans":301,"direction":20},[],{"type":225,"text":303,"spans":304,"direction":20},"“Competitive” Compensation: \n",[305],{"start":36,"end":115,"type":139},{"type":24,"text":307,"spans":308,"direction":20},"Of course, it’s impossible to put an exact figure on what a Gen Z developer will be looking for – there are simply too many variables.",[],{"type":24,"text":310,"spans":311,"direction":20},"What you shouldn’t do, though, is advertise your vacancy as having a “competitive salary”. That’s almost a meme in Gen Z culture. It means nothing, and only tells them you’re likely to be a cagey, possibly untrustworthy enterprise.",[],{"type":24,"text":313,"spans":314,"direction":20},"Nor should you be trying to underpay in the hopes that their experience means they’re more naïve about their worth. ",[],{"type":24,"text":316,"spans":317,"direction":20},"Instead, if you want the top candidates, do your research. Look online at what constitutes a genuinely competitive salary. Bear in mind, whatever research you’re doing into average salaries, they’ll likely be doing the exact same.",[318],{"start":319,"end":320,"type":55,"data":321},21,39,{"link_type":41,"url":322,"target":323},"https:\u002F\u002Fwww.remotecrew.io","_blank",{"type":24,"text":325,"spans":326,"direction":20},"Either way, you should be as generous as your budget will allow. Then make sure this attractive figure is spotlit on your recruitment marketing.",[],{"type":24,"text":328,"spans":329,"direction":20},"If you really can’t disclose a salary, whether due to internal policies or there simply being too wide a range, be transparent. Explain the situation. You’ll garner more trust if you do.",[],{"type":24,"text":331,"spans":332,"direction":20},"All that being said, money isn’t the be-all and end-all.",[],{"type":225,"text":334,"spans":335,"direction":20},"\nNon-Monetary Benefits: ",[336],{"start":37,"end":337,"type":139},24,{"type":24,"text":59,"spans":339,"direction":20},[],{"type":24,"text":341,"spans":342,"direction":20},"Chances are, you’ll already have some form of benefits structure in place, which is great. Gen Z will hardly baulk at a decent contributory pension, even if it might seem a little further off for them. ",[],{"type":24,"text":344,"spans":345,"direction":20},"Still, this generation typically values benefits that enhance well-being: flexible hours, mental health support, gym memberships, or budgets for continuous learning. They’re more likely to see these as essentials than extras.",[],{"type":24,"text":347,"spans":348,"direction":20},"So, if you don’t have these types of benefits in place, it makes sense to lobby for them.",[],{"type":225,"text":350,"spans":351,"direction":20},"\nEquity and Impact: ",[352],{"start":37,"end":353,"type":139},20,{"type":24,"text":59,"spans":355,"direction":20},[],{"type":24,"text":357,"spans":358,"direction":20},"Gen Z also wants a sense of ownership – literally and figuratively. Stock options, performance bonuses, or opportunities to influence company direction all increase engagement. When developers feel their work has visible impact, they’re more motivated to stay.\n\n",[],{"type":172,"text":157,"spans":360,"direction":20},[],{"type":24,"text":59,"spans":362,"direction":20},[],{"type":24,"text":364,"spans":365,"direction":20},"One of the Gen Z hiring problems is the disparity between their expectations and what’s actually offered.4",[],{"type":24,"text":367,"spans":368,"direction":20},"Besides remuneration, which should be clear from the outset (you’ll have big problems if it’s not), how else can we ensure we’re offering what Gen Z expects?",[],{"type":24,"text":370,"spans":371,"direction":20},"Here’s 5 tips:",[],{"type":24,"text":59,"spans":373,"direction":20},[],{"type":225,"text":375,"spans":376,"direction":20},"1. Offer flexible working",[377],{"start":36,"end":378,"type":139},25,{"type":24,"text":59,"spans":380,"direction":20},[],{"type":24,"text":382,"spans":383,"direction":20},"Give them flexibility – not just in where they work, but how. Remote work is huge draw for many. If there’s anything you’re struggling with regarding remote working, you can ask us at Remote Crew – it’s kind of our specialty.",[384],{"start":385,"end":386,"type":55,"data":387},174,195,{"link_type":41,"url":388,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fcontact-us",{"type":24,"text":59,"spans":390,"direction":20},[],{"type":24,"text":392,"spans":393,"direction":20},"Beyond that, hybrid schedules and asynchronous communication options give them some of the freedom they want. If you don’t have these options already, make sure you devise a way of implementing them that suits both your business objectives and your developers’ needs.",[],{"type":24,"text":59,"spans":395,"direction":20},[],{"type":225,"text":397,"spans":398,"direction":20},"2. Provide clear growth pathways\n",[399],{"start":36,"end":400,"type":139},32,{"type":24,"text":402,"spans":403,"direction":20},"Outline how developers can progress within your organisation. Not just in terms of promotion or job titles, but in skills, languages, technologies. How are you going to help them be better at what they do? How will your Gen Z career trends be shaped?",[],{"type":225,"text":405,"spans":406,"direction":20},"\n3. Create a positive work culture",[407],{"start":6,"end":408,"type":139},34,{"type":24,"text":59,"spans":410,"direction":20},[],{"type":24,"text":412,"spans":413,"direction":20},"Do you look after employee mental health and wellbeing? How? ",[],{"type":24,"text":415,"spans":416,"direction":20},"Make sure your managers are trained to look after their staff and give feedback well. ",[],{"type":24,"text":418,"spans":419,"direction":20},"If your developers are remote, host occasional in-person meetups, online social events, or even just create opportunities for cross-team collaboration.\n",[],{"type":225,"text":421,"spans":422,"direction":20},"4. Be transparent and purpose-driven",[423],{"start":424,"end":425,"type":139},3,36,{"type":24,"text":59,"spans":427,"direction":20},[],{"type":24,"text":429,"spans":430,"direction":20},"Gen Z cares about stuff. So should you. ",[],{"type":24,"text":432,"spans":433,"direction":20},"What’s tricky is you can’t fake this. If you’re not transparent, it makes it worse. ",[],{"type":24,"text":435,"spans":436,"direction":20},"But chances are, your company values are something positive that people can get behind, so stand by them. Show why you live your values.",[],{"type":24,"text":438,"spans":439,"direction":20},"Demonstrate that your leadership decisions are for the greater good. That DEI commitments are genuine. Ideally, that your company contributes to something bigger than profit. ",[],{"type":24,"text":441,"spans":442,"direction":20},"Not every company can make wheelchairs for puppies. But what purpose do you serve? How is it making the world a better place? \n",[],{"type":225,"text":444,"spans":445,"direction":20},"Modernize your candidate experience",[446],{"start":36,"end":447,"type":139},35,{"type":24,"text":59,"spans":449,"direction":20},[],{"type":24,"text":451,"spans":452,"direction":20},"If your application process is complicated and fusty, Gen Z will think you are too. A fast and engaging hiring process is essential. ",[],{"type":24,"text":454,"spans":455,"direction":20},"That means respecting their time. No having them enter information that’s in their CV. No 15-minute long forms. And no “assume you’re unsuccessful if you haven’t heard back”.",[],{"type":24,"text":457,"spans":458,"direction":20},"Keep interview rounds to a minimum, and with sensible questions.",[459],{"start":460,"end":461,"type":55,"data":462},45,63,{"link_type":41,"url":463,"target":323},"about:blank",{"type":24,"text":465,"spans":466,"direction":20},"Consider simplifying technical assessments, whether you use live coding, online tests, or take-home assignments, and make sure candidates receive prompt feedback.\n",[467],{"start":468,"end":469,"type":55,"data":470},9,42,{"link_type":41,"url":463,"target":323},{"type":172,"text":472,"spans":473,"direction":20},"Strategies to Attract Gen Z Developers to Your Company",[],{"type":24,"text":59,"spans":475,"direction":20},[],{"type":24,"text":477,"spans":478,"direction":20},"You’d think that having the things that Gen Z developers are looking for would be enough to attract them. Flexible working, a positive culture, the opportunity to learn…",[],{"type":24,"text":480,"spans":481,"direction":20},"But it’s not.",[],{"type":24,"text":483,"spans":484,"direction":20},"They need to know you have them. That means marketing it. Shouting about it. Especially online, in job adverts, careers pages, and social media.",[485],{"start":486,"end":138,"type":296},13,{"type":24,"text":488,"spans":489,"direction":20},"So your strategies are twofold.",[],{"type":491,"text":492,"spans":493,"direction":20},"o-list-item","Offer what they want",[],{"type":491,"text":495,"spans":496,"direction":20},"Make sure they’re aware of it",[],{"type":24,"text":498,"spans":499,"direction":20},"\nSo, using the last section as a guide, here’s some actionable examples for attracting Gen Z:\n",[],{"type":141,"text":501,"spans":502,"direction":20},"Tell stories about others who’ve moved up through the company, and what they’ve learned. Mention you offer regular one-to-ones, learning budgets, and mentorship programmes. Describe your defined promotion criteria. Of course, you’ll have to put all this in place first, if it’s not already.\n",[],{"type":141,"text":504,"spans":505,"direction":20},"Post about your positive work culture. Recognise your developer achievements publicly, on your socials or your website.\n",[],{"type":141,"text":507,"spans":508,"direction":20},"Your values shouldn’t be just an in-house memo or a plaque in the lobby. Maybe you include them as part of your marketing – it's time to include them as part of your hiring. Make sure your potential applicants know about your purpose, especially in terms of how and why it can benefit them.\n",[],{"type":141,"text":510,"spans":511,"direction":20},"Mention in your job ads how easy your application process is. Tell them not to worry if their CV’s not up-to-date. Remove any obstacles that might switch them off from applying. The important thing is you get them in the hiring funnel – you can deal with the admin afterward.\n",[512],{"start":513,"end":514,"type":55,"data":515},221,234,{"link_type":41,"url":463,"target":323},{"type":172,"text":167,"spans":517,"direction":20},[],{"type":24,"text":519,"spans":520,"direction":20},"The beauty of making improvements to your employment offering that’ll attract Gen Z is that they’ll also improve your hiring chances with all generations.",[],{"type":24,"text":522,"spans":523,"direction":20},"Sure, Gen Z love flexible working and meaningful work. But who doesn’t? Even if the average millennial cares more about job stability, having a positive work-life balance is hardly repulsive.",[],{"type":24,"text":525,"spans":526,"direction":20},"Purposeful work, clear progression structures, transparent salaries – these are all things everyone benefits from.",[],{"type":24,"text":528,"spans":529,"direction":20},"Of course, it helps to be flexible. As we know, not everyone in Gen Z is the same. If it turns out some of your hires prefer set working hours at an office location, it’s not for you to tell them they’re “wrong”. ",[],{"type":24,"text":531,"spans":532,"direction":20},"And vice versa, if your Millennial or Gen X employees want in on some of your Gen Z benefits, it makes sense to let them.",[],{"type":24,"text":534,"spans":535,"direction":20},"You can introduce and champion Gen Z attraction while still listening to your employees as individuals, and ensuring they’re all as happy and engaged as can be.",[],{},"text_content$0119be77-1b22-4bc4-a49d-cbed49c705a5","text_content",{"variation":11,"version":12,"items":540,"primary":541,"id":553,"slice_type":554,"slice_label":32},[],{"author":542,"title":545,"authorimage":550},[543],{"type":24,"text":25,"spans":544,"direction":20},[],[546],{"type":547,"text":548,"spans":549,"direction":20},"heading6","Founder @ Remote Crew",[],{"dimensions":551,"alt":31,"copyright":32,"url":33,"id":34,"edit":552},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$35b3ea59-acf4-44cf-a08e-aec846e858e6","signature_block_universal","Learn what matters most to Gen Z developers when choosing a job. Discover how to attract and hire top Gen Z talent for your tech team with these insights.",{"dimensions":557,"alt":560,"copyright":32,"url":561,"id":562,"edit":563},{"width":558,"height":559},2400,1260,"Two young  people working on laptops at an outdoor table in a sunny park, with trees and buildings in the background.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaP-Vg7pReVYa3trV_eliott-reyna-iO2d-KYp5JU-unsplash.jpg?auto=format%2Ccompress&rect=0%2C689%2C4993%2C2621&w=2400&h=1260","aP-Vg7pReVYa3trV",{"x":36,"y":564,"zoom":37,"background":38},689,"Hiring Gen Z Developers: How to Attract Top Tech Talent","aP-UyhAAACEATtkL",[],"2026-10-20T16:35:38+0000",[570,1375,1823],{"id":571,"uid":572,"url":32,"type":573,"href":574,"tags":575,"first_publication_date":576,"last_publication_date":577,"slugs":578,"linked_documents":580,"lang":581,"alternate_languages":582,"data":583},"aWkouBEAACcAkgk7","hiring-mistakes-recruiters-make","blog_article","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=auoZHhIAACwAR-Ze&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22aWkouBEAACcAkgk7%22%29+%5D%5D",[],"2026-01-21T15:24:43+0000","2026-10-20T16:35:28+0000",[579],"common-hiring-mistakes-recruiters-make-and-how-to-avoid-them",[],"en-us",[],{"length":54,"publish_date":584,"type":8,"slices":585,"meta_description":1368,"meta_image":1369,"meta_title":1374,"author":32},"2026-01-15",[586,611,1355],{"variation":11,"version":12,"items":587,"primary":588,"id":610,"slice_type":45,"slice_label":32},[],{"title":589,"subtitle":593,"author":594,"date":584,"length":54,"authorimage":597,"image":600,"authorlinkedin":608},[590],{"type":17,"text":591,"spans":592,"direction":20},"Common Hiring Mistakes Recruiters Make (And How to Avoid Them)",[],[],[595],{"type":24,"text":25,"spans":596,"direction":20},[],{"dimensions":598,"alt":31,"copyright":32,"url":33,"id":34,"edit":599},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{"dimensions":601,"alt":604,"copyright":32,"url":605,"id":606,"edit":607},{"width":602,"height":603},6048,4024,"Person sitting at a desk wearing headphones, taking part in a video call on a laptop while writing notes in a notebook, in a bright home office with a plant nearby.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaWkpBAIvOtkhBnxX_portrait-woman-work-having-video-call-laptop.jpg?auto=format%2Ccompress&rect=0%2C0%2C6048%2C4024&w=6048&h=4024","aWkpBAIvOtkhBnxX",{"x":36,"y":36,"zoom":37,"background":38},{"link_type":609},"Any","blog_hero_universal$c83f818a-0f71-4a04-8425-76b49e2e51c9",{"variation":11,"version":12,"items":612,"primary":1353,"id":1354,"slice_type":538,"slice_label":32},[613],{"text":614,"textid":32},[615,618,620,623,625,628,630,633,635,638,640,643,645,648,650,656,658,661,663,666,668,671,673,676,680,683,686,694,700,706,713,719,726,729,732,735,738,745,748,751,754,757,760,766,769,772,775,777,785,787,797,799,802,804,807,809,811,814,816,819,821,824,826,829,831,834,836,844,846,849,851,855,857,865,867,874,876,879,882,884,887,889,892,894,897,900,910,912,916,918,921,923,926,929,931,934,936,939,941,944,946,949,951,954,956,959,961,964,966,969,971,974,976,979,982,985,988,990,993,996,998,1001,1003,1006,1008,1011,1013,1016,1018,1022,1024,1027,1029,1032,1034,1037,1039,1042,1044,1056,1059,1061,1069,1071,1074,1076,1079,1081,1084,1086,1089,1091,1094,1096,1099,1101,1104,1106,1109,1111,1114,1116,1119,1121,1126,1129,1131,1134,1136,1139,1141,1144,1146,1149,1151,1154,1156,1159,1161,1164,1166,1169,1171,1174,1176,1184,1186,1189,1191,1197,1199,1202,1205,1207,1210,1213,1215,1218,1220,1223,1225,1232,1234,1237,1239,1246,1248,1251,1253,1256,1258,1261,1263,1266,1268,1271,1273,1276,1278,1281,1283,1285,1288,1290,1293,1295,1298,1300,1303,1306,1309,1312,1315,1318,1321,1324,1326,1329,1331,1343,1345,1348,1350],{"type":24,"text":616,"spans":617,"direction":20},"A lot of people say, “recruitment is like herding cats”. That’s a disappointing viewpoint.",[],{"type":24,"text":59,"spans":619,"direction":20},[],{"type":24,"text":621,"spans":622,"direction":20},"It’s actually much, much harder.",[],{"type":24,"text":59,"spans":624,"direction":20},[],{"type":24,"text":626,"spans":627,"direction":20},"At least cats don’t have their auntie conveniently hit by a blimp three minutes before their scheduled interview. ",[],{"type":24,"text":59,"spans":629,"direction":20},[],{"type":24,"text":631,"spans":632,"direction":20},"But it’s not just rogue candidates that make the recruitment process difficult. In fact, much of the blame lies at the feet of the mistakes recruiters make.",[],{"type":24,"text":59,"spans":634,"direction":20},[],{"type":24,"text":636,"spans":637,"direction":20},"Doesn’t matter if you’re internal or agency. We’re all human. We make mistakes.",[],{"type":24,"text":59,"spans":639,"direction":20},[],{"type":24,"text":641,"spans":642,"direction":20},"These mistakes – be they actions, decisions, or behaviours – keep popping up. ",[],{"type":24,"text":59,"spans":644,"direction":20},[],{"type":24,"text":646,"spans":647,"direction":20},"And they actually drive away top candidates.",[],{"type":24,"text":59,"spans":649,"direction":20},[],{"type":24,"text":651,"spans":652,"direction":20},"More than half of candidates will drop out if they face one of the biggest recruiter mistakes – poor communication (number 2 in our list).",[653],{"start":36,"end":115,"type":55,"data":654},{"link_type":41,"url":655,"target":323},"https:\u002F\u002Fwww.hrmorning.com\u002Flp\u002Fwhite-papers\u002Fcandidate-experience-report\u002F",{"type":24,"text":59,"spans":657,"direction":20},[],{"type":24,"text":659,"spans":660,"direction":20},"Imagine that. Over 50% of your herded cats lost. Reputation damaged. Time and recruitment costs wasted. ",[],{"type":24,"text":59,"spans":662,"direction":20},[],{"type":24,"text":664,"spans":665,"direction":20},"Preventably.",[],{"type":24,"text":59,"spans":667,"direction":20},[],{"type":24,"text":669,"spans":670,"direction":20},"That’s what this article is for. Prevention.",[],{"type":24,"text":59,"spans":672,"direction":20},[],{"type":24,"text":674,"spans":675,"direction":20},"It’ll help you identify the biggest recruitment mistakes, show you how to avoid them, and give you the info you need to fix them.\n",[],{"type":24,"text":677,"spans":678,"direction":20},"Table of Contents",[679],{"start":36,"end":138,"type":139},{"type":141,"text":681,"spans":682,"direction":20},"Why Poor Hiring Practices Cost Companies Top Talent",[],{"type":141,"text":684,"spans":685,"direction":20},"Common Hiring Mistakes Recruiters Make",[],{"type":141,"text":687,"spans":688,"direction":20},"Mistake 1 – Overreliance on résumés over skills",[689],{"start":690,"end":691,"type":55,"data":692},12,47,{"link_type":41,"url":693},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fwhy-years-of-experience-is-terrible-hiring-filter",{"type":141,"text":695,"spans":696,"direction":20},"Mistake 2 – Ignoring the candidate experience",[697],{"start":690,"end":460,"type":55,"data":698},{"link_type":41,"url":699},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fcandidate-experience",{"type":141,"text":701,"spans":702,"direction":20},"Mistake 3 – Overlooking passive candidates",[703],{"start":690,"end":469,"type":55,"data":704},{"link_type":41,"url":705},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fwhy-inbound-recruiting-fails",{"type":141,"text":707,"spans":708,"direction":20},"Mistake 4 – Conducting generic or unstructured interviews",[709],{"start":690,"end":710,"type":55,"data":711},57,{"link_type":41,"url":712},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fconduct-remote-technical-interviews-best-practices",{"type":141,"text":714,"spans":715,"direction":20},"Mistake 5 – Rushing or dawdling",[716],{"start":690,"end":272,"type":55,"data":717},{"link_type":41,"url":718},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-long-does-it-take-to-hire-a-remote-developer",{"type":141,"text":720,"spans":721,"direction":20},"Mistake 6 – Weak offers",[722],{"start":690,"end":723,"type":55,"data":724},23,{"link_type":41,"url":725},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fcalculate-offer-acceptance-rate",{"type":141,"text":727,"spans":728,"direction":20},"Mistake 7 – Poor onboarding",[],{"type":141,"text":730,"spans":731,"direction":20},"How to Improve the Hiring Process",[],{"type":141,"text":733,"spans":734,"direction":20},"Conclusion \n",[],{"type":172,"text":736,"spans":737,"direction":20},"Why Poor Hiring Practices Cost Companies Top Talent\n",[],{"type":24,"text":739,"spans":740,"direction":20},"If you look at the main reasons candidates exit the hiring funnel, you’ll see things like:\n",[741],{"start":150,"end":742,"type":55,"data":743},65,{"link_type":41,"url":744,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Frecruiting-funnel",{"type":141,"text":746,"spans":747,"direction":20},"No response after applying (58%)",[],{"type":141,"text":749,"spans":750,"direction":20},"Having to repeat information already on a CV (57%)",[],{"type":141,"text":752,"spans":753,"direction":20},"Lengthy application process (47%)",[],{"type":141,"text":755,"spans":756,"direction":20},"Having to switch between websites\u002Flogins (40%)",[],{"type":141,"text":758,"spans":759,"direction":20},"Unclear job descriptions (33%)",[],{"type":141,"text":761,"spans":762,"direction":20},"Not knowing how long the process will take (30%)\n",[763],{"start":36,"end":469,"type":55,"data":764},{"link_type":41,"url":765,"target":323},"https:\u002F\u002Fwww.cv-library.co.uk\u002Frecruitment-insight\u002Fcandidate-behaviour-barometer-2025-making-breaking-application-experience\u002F",{"type":24,"text":767,"spans":768,"direction":20},"Of those things, how many do you think either the individual recruiter, or at least the recruitment function, has control over?\n",[],{"type":24,"text":770,"spans":771,"direction":20},"It’s most of them, right?\n",[],{"type":24,"text":773,"spans":774,"direction":20},"If a recruiter writes a boring job advert or oversees a dusty old application platform, candidates may not even apply in the first place. That’s a mistake on the recruiter’s part.",[],{"type":24,"text":59,"spans":776,"direction":20},[],{"type":24,"text":778,"spans":779,"direction":20},"But even if an applicant does get hired, mistakes in the recruitment process can still materialise as costs. More than half of us have left a job because we were mis-sold the role by recruiters. And then you’re back at square one, recruiting again.",[780],{"start":781,"end":782,"type":55,"data":783},109,129,{"link_type":41,"url":784,"target":323},"https:\u002F\u002Fthrivemap.io\u002Fcandidate-expectations-gap-report\u002F",{"type":24,"text":59,"spans":786,"direction":20},[],{"type":24,"text":788,"spans":789,"direction":20},"On the flipside, recruiting mistakes can also result in hiring the “wrong” candidate. What leads to bad hires, you ask? Things like hiring biases or a poor understanding of what the role actually requires or entails can result in low quality of hire. Which, again, has associated costs and means that the real top talent has been missed.",[790,793],{"start":791,"end":792,"type":139},119,120,{"start":514,"end":794,"type":55,"data":795},249,{"link_type":41,"url":796,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-to-measure-quality-of-hire",{"type":24,"text":59,"spans":798,"direction":20},[],{"type":24,"text":800,"spans":801,"direction":20},"But what are the most common recruitment mistakes?",[],{"type":24,"text":59,"spans":803,"direction":20},[],{"type":24,"text":805,"spans":806,"direction":20},"Here’s what we’ve found. \n",[],{"type":172,"text":684,"spans":808,"direction":20},[],{"type":24,"text":59,"spans":810,"direction":20},[],{"type":225,"text":687,"spans":812,"direction":20},[813],{"start":36,"end":691,"type":139},{"type":24,"text":59,"spans":815,"direction":20},[],{"type":24,"text":817,"spans":818,"direction":20},"The first thing recruiters see of most candidates is their CV, and there can be a tendency to only take this at face value.",[],{"type":24,"text":59,"spans":820,"direction":20},[],{"type":24,"text":822,"spans":823,"direction":20},"But you have to consider that many candidates aren’t experts at CV writing. ",[],{"type":24,"text":59,"spans":825,"direction":20},[],{"type":24,"text":827,"spans":828,"direction":20},"They’re experts at software development, or data engineering, or whatever it is they actually do.",[],{"type":24,"text":59,"spans":830,"direction":20},[],{"type":24,"text":832,"spans":833,"direction":20},"There could be a wealth of useful, relevant skills a candidate has that aren’t immediately visible on a CV.",[],{"type":24,"text":59,"spans":835,"direction":20},[],{"type":24,"text":837,"spans":838,"direction":20},"And vice versa, even if they are there in black and white on the résumé, does that guarantee that skill exists? Not necessarily, and especially so now that almost half of candidates have used AI to write their CVs.",[839],{"start":840,"end":841,"type":55,"data":842},156,181,{"link_type":41,"url":843,"target":323},"https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2025-07-31-gartner-survey-shows-just-26-percent-of-job-applicants-trust-ai-will-fairly-evaluate-them",{"type":24,"text":59,"spans":845,"direction":20},[],{"type":24,"text":847,"spans":848,"direction":20},"All this can lead to progressing unsuitable candidates, meaning wasted time and effort, or missing out on potential stars.",[],{"type":24,"text":59,"spans":850,"direction":20},[],{"type":24,"text":852,"spans":853,"direction":20},"Fix: ",[854],{"start":36,"end":54,"type":139},{"type":24,"text":59,"spans":856,"direction":20},[],{"type":24,"text":858,"spans":859,"direction":20},"Rather than taking skills on CVs as gospel, carry out skills-based assessments ahead of any interview decisions.",[860],{"start":861,"end":862,"type":55,"data":863},54,78,{"link_type":41,"url":864},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Ftechnical-assessments-for-developers",{"type":24,"text":59,"spans":866,"direction":20},[],{"type":24,"text":868,"spans":869,"direction":20},"Admittedly, this is time-consuming. If you’re in a rush, or time’s just too precious, get in touch with Remote Crew – there you’ll find a network of over 10,000 candidates pre-vetted for skills.",[870],{"start":871,"end":872,"type":55,"data":873},86,115,{"link_type":41,"url":57,"target":323},{"type":24,"text":59,"spans":875,"direction":20},[],{"type":24,"text":877,"spans":878,"direction":20},"If it does get to interview stage, make sure they’re structured to measure skills (which we’ll touch more on in Mistake 4).\n",[],{"type":225,"text":695,"spans":880,"direction":20},[881],{"start":36,"end":460,"type":139},{"type":24,"text":59,"spans":883,"direction":20},[],{"type":24,"text":885,"spans":886,"direction":20},"There’s a term, coined by recruitment advertising expert Mitch Sullivan, called ‘Institutional Corporate Arrogance’. It describes the recruiters who think they’re doing the world a favour by having a job vacancy. Like everyone’s going to be falling over themselves to apply without you having to put any effort into making it appealing or easy. ",[],{"type":24,"text":59,"spans":888,"direction":20},[],{"type":24,"text":890,"spans":891,"direction":20},"“Boring job adverts? Extensive, convoluted applications? Little feedback and poor communication? Who cares – we’ve got a vacancy, and you’re GAGGING to come and work for us. You’ll put up with anything!”",[],{"type":24,"text":59,"spans":893,"direction":20},[],{"type":24,"text":895,"spans":896,"direction":20},"But, as we know, that’s simply not the case. There’s thousands of job vacancies out there, particularly with the growth of remote work. And as we learned earlier, if an application process is too long or complica",[],{"type":24,"text":898,"spans":899,"direction":20},"ted, candidates are more than happy to abandon it.",[],{"type":24,"text":901,"spans":902,"direction":20},"Ignoring the candidate’s self-interest, their application experience, can cause a heavily leaky recruitment funnel.",[903,906],{"start":904,"end":905,"type":296},58,68,{"start":907,"end":908,"type":55,"data":909},82,114,{"link_type":41,"url":744,"target":323},{"type":24,"text":59,"spans":911,"direction":20},[],{"type":24,"text":913,"spans":914,"direction":20},"Fix:",[915],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":917,"direction":20},[],{"type":24,"text":919,"spans":920,"direction":20},"Put yourself in the candidate’s shoes. Write job ads they’d want to read. Implement or invest in smooth application software. Schedule (or even automate) prompt, regular feedback.",[],{"type":24,"text":59,"spans":922,"direction":20},[],{"type":24,"text":924,"spans":925,"direction":20},"You don’t need to assume what candidates feel. If you gather their feedback, you can identify their pain points and improve their experience.\n",[],{"type":225,"text":701,"spans":927,"direction":20},[928],{"start":36,"end":469,"type":139},{"type":24,"text":59,"spans":930,"direction":20},[],{"type":24,"text":932,"spans":933,"direction":20},"If you ask most hiring managers to imagine their ideal candidate, and then whether or not they have a job right now, the answer will usually be “yes”.",[],{"type":24,"text":59,"spans":935,"direction":20},[],{"type":24,"text":937,"spans":938,"direction":20},"But the logical follow-up question would be: why would they leave that job to join this one?",[],{"type":24,"text":59,"spans":940,"direction":20},[],{"type":24,"text":942,"spans":943,"direction":20},"And if you’re not answering that question, you’re failing to attract that entire group of candidates whom, purportedly, you want the most.",[],{"type":24,"text":59,"spans":945,"direction":20},[],{"type":24,"text":947,"spans":948,"direction":20},"They’re often called “passive” candidates – those who aren’t actively looking for a new job, but would move for the right opportunity.",[],{"type":24,"text":59,"spans":950,"direction":20},[],{"type":24,"text":952,"spans":953,"direction":20},"Of course, there’s lots of people in jobs who are actively looking for a new role – maybe they’re relocating, or just disgruntled where they are. But there’s a good proportion (no solid figures, but most recruiters put it somewhere between 25-50%) of the talent pool who are passive.",[],{"type":24,"text":59,"spans":955,"direction":20},[],{"type":24,"text":957,"spans":958,"direction":20},"They’re not looking at job sites. They might not have an up-to-date CV. They’re certainly not filling in application forms.",[],{"type":24,"text":59,"spans":960,"direction":20},[],{"type":24,"text":962,"spans":963,"direction":20},"That is, unless you give them a reason to.",[],{"type":24,"text":59,"spans":965,"direction":20},[],{"type":24,"text":967,"spans":968,"direction":20},"The problem is: most recruiters aren’t giving them that reason. They’re not putting job ads where passive candidates can see them, and even if they do, there’s nothing there worth reading.",[],{"type":24,"text":59,"spans":970,"direction":20},[],{"type":24,"text":913,"spans":972,"direction":20},[973],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":975,"direction":20},[],{"type":24,"text":977,"spans":978,"direction":20},"Tweaking your recruitment marketing to:",[],{"type":491,"text":980,"spans":981,"direction":20},"Ensure the messaging is attractive to passive (as well as active) candidates",[],{"type":491,"text":983,"spans":984,"direction":20},"Put it in places where passive candidates might see it\n",[],{"type":24,"text":986,"spans":987,"direction":20},"Gives you the best chance of appealing to an otherwise inaccessible talent pool.",[],{"type":24,"text":59,"spans":989,"direction":20},[],{"type":24,"text":991,"spans":992,"direction":20},"On top of this, developing a talent network of passive candidates who are aware of who you are, and may be interested in working for you should their circumstances change, puts you in a good position to capitalise on your passive market.\n",[],{"type":225,"text":707,"spans":994,"direction":20},[995],{"start":36,"end":710,"type":139},{"type":24,"text":59,"spans":997,"direction":20},[],{"type":24,"text":999,"spans":1000,"direction":20},"Interviews are one of the leakiest portions of the hiring funnel.",[],{"type":24,"text":59,"spans":1002,"direction":20},[],{"type":24,"text":1004,"spans":1005,"direction":20},"Often this is due to them having too little communication or feedback, or being too slow-moving (which we’ll touch on later).",[],{"type":24,"text":59,"spans":1007,"direction":20},[],{"type":24,"text":1009,"spans":1010,"direction":20},"However, the interviews themselves can put candidates off and cause them to leave voluntarily, or even result in a poor hire, leading to greater attrition.",[],{"type":24,"text":59,"spans":1012,"direction":20},[],{"type":24,"text":1014,"spans":1015,"direction":20},"This usually comes from “winging” interviews. Or, occasionally, just doing what you think interviews are supposed to look like. ",[],{"type":24,"text":59,"spans":1017,"direction":20},[],{"type":24,"text":1019,"spans":1020,"direction":20},"For example, will a candidate giving a stock, rehearsed answer to you asking “what’s your greatest weakness” really tell you whether they can do the job well or not? ",[1021],{"start":781,"end":872,"type":296},{"type":24,"text":59,"spans":1023,"direction":20},[],{"type":24,"text":1025,"spans":1026,"direction":20},"“Oo I’m just a perfectionist”. Well, great, so was everyone else – that’s 5 minutes wasted.",[],{"type":24,"text":59,"spans":1028,"direction":20},[],{"type":24,"text":1030,"spans":1031,"direction":20},"It boils down to not having clear objectives and a standardised structure. ",[],{"type":24,"text":59,"spans":1033,"direction":20},[],{"type":24,"text":1035,"spans":1036,"direction":20},"That’s not to say that interviews should be so rigid that they can’t be fluid or flexible, but if you don’t have a clear idea of what you’re trying to measure or assess, you won’t know when you’ve found what you’re looking for (or you might miss a big red flag).",[],{"type":24,"text":59,"spans":1038,"direction":20},[],{"type":24,"text":913,"spans":1040,"direction":20},[1041],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":1043,"direction":20},[],{"type":24,"text":1045,"spans":1046,"direction":20},"Fairly self-explanatory, but when it does get to interview stage, be sure to structure them in a way that quantifies skills (including soft skills). The links there provide greater detail than we can fit in here.\n",[1047,1051],{"start":1048,"end":1049,"type":55,"data":1050},77,123,{"link_type":41,"url":712,"target":323},{"start":1052,"end":1053,"type":55,"data":1054},135,146,{"link_type":41,"url":1055,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fassess-soft-skills-when-hiring-remote-developers",{"type":225,"text":714,"spans":1057,"direction":20},[1058],{"start":36,"end":272,"type":139},{"type":24,"text":59,"spans":1060,"direction":20},[],{"type":24,"text":1062,"spans":1063,"direction":20},"When recruiting, time is of the essence. Time-to-hire is one of your most valuable metrics.",[1064],{"start":1065,"end":1066,"type":55,"data":1067},41,53,{"link_type":41,"url":1068,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-to-calculate-time-to-hire",{"type":24,"text":59,"spans":1070,"direction":20},[],{"type":24,"text":1072,"spans":1073,"direction":20},"And yet, the process moving too slowly is one of candidates’ biggest pet peeves. It can result either in voluntary dropouts through frustration, or simply mean candidates get snapped up by a faster-moving enterprise.",[],{"type":24,"text":59,"spans":1075,"direction":20},[],{"type":24,"text":1077,"spans":1078,"direction":20},"Of course, it’s rare that this is due to a single recruiter dragging their heels, twiddling their thumbs, and simply not wanting to go any faster. It’s more likely a process issue – a disconnect between the availability of decision makers, hiring managers and recruiters, or that certain administrative actions take too long to materialise.",[],{"type":24,"text":59,"spans":1080,"direction":20},[],{"type":24,"text":1082,"spans":1083,"direction":20},"On the other hand, many recruiting teams are aware of this problem. Trying to fix it is great, but they can overcompensate. Alternatively, they might just feel they’re too busy to do go through a thorough hiring procedure. ",[],{"type":24,"text":59,"spans":1085,"direction":20},[],{"type":24,"text":1087,"spans":1088,"direction":20},"Either way, this results in rushed recruitment processes, cutting corners to try to offer quickly.",[],{"type":24,"text":59,"spans":1090,"direction":20},[],{"type":24,"text":1092,"spans":1093,"direction":20},"Needless to say, this can result in poorer quality of hire, since proper assessment is necessarily sacrificed for speed.",[],{"type":24,"text":59,"spans":1095,"direction":20},[],{"type":24,"text":913,"spans":1097,"direction":20},[1098],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":1100,"direction":20},[],{"type":24,"text":1102,"spans":1103,"direction":20},"You have to balance speed with proper evaluation.",[],{"type":24,"text":59,"spans":1105,"direction":20},[],{"type":24,"text":1107,"spans":1108,"direction":20},"Look at your hiring process. Where are the time sinks and bottlenecks?",[],{"type":24,"text":59,"spans":1110,"direction":20},[],{"type":24,"text":1112,"spans":1113,"direction":20},"You need structured interviews to assess suitability, but do you really need two or more? Could you not get the requisite decision makers involved sooner?",[],{"type":24,"text":59,"spans":1115,"direction":20},[],{"type":24,"text":1117,"spans":1118,"direction":20},"Everyone within your organisation should be pulling in the same direction regarding recruitment. It shouldn’t be something getting in the way of your “real” job that gets put off. Align your processes, and agree timescale for recruitment admin, like CV reviews and interview feedback.",[],{"type":24,"text":59,"spans":1120,"direction":20},[],{"type":24,"text":1122,"spans":1123,"direction":20},"Again, though, if you're concerned about moving too slowly, letting Remote Crew carry out the first stages of assessment can cut your time to hire significantly, with no drop in assessment quality.\n",[1124],{"start":905,"end":792,"type":55,"data":1125},{"link_type":41,"url":57,"target":323},{"type":225,"text":720,"spans":1127,"direction":20},[1128],{"start":36,"end":723,"type":139},{"type":24,"text":59,"spans":1130,"direction":20},[],{"type":24,"text":1132,"spans":1133,"direction":20},"When did you last check the market rate salary for the role you’re hiring for?",[],{"type":24,"text":59,"spans":1135,"direction":20},[],{"type":24,"text":1137,"spans":1138,"direction":20},"If the answer is “never”, you’re onto a hiding.",[],{"type":24,"text":59,"spans":1140,"direction":20},[],{"type":24,"text":1142,"spans":1143,"direction":20},"If the answer is “Just before we offer”, you could still do better.",[],{"type":24,"text":59,"spans":1145,"direction":20},[],{"type":24,"text":1147,"spans":1148,"direction":20},"You’ll likely have seen how many businesses advertise vacancies with no salary, or “competitive salary”, which is essentially meaningless.",[],{"type":24,"text":59,"spans":1150,"direction":20},[],{"type":24,"text":1152,"spans":1153,"direction":20},"While that frustrates many candidates enough to not bother applying, thereby costing you talent, the ones that do are typically eager to know fairly quickly what they’re likely to be offered.",[],{"type":24,"text":59,"spans":1155,"direction":20},[],{"type":24,"text":1157,"spans":1158,"direction":20},"If you get to the offer stage, and the salary is significantly lower than they’re expecting, they’re likely to be offended, and you’ve wasted everyone’s time.",[],{"type":24,"text":59,"spans":1160,"direction":20},[],{"type":24,"text":1162,"spans":1163,"direction":20},"Bear in mind, of course, that an offer at or around market rate may not be enough for a candidate to change jobs.",[],{"type":24,"text":59,"spans":1165,"direction":20},[],{"type":24,"text":1167,"spans":1168,"direction":20},"Of course, paying far above the market rate could be a draw and could secure you more accepted offers, but you run the risk of straining your budget.",[],{"type":24,"text":59,"spans":1170,"direction":20},[],{"type":24,"text":913,"spans":1172,"direction":20},[1173],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":1175,"direction":20},[],{"type":24,"text":1177,"spans":1178,"direction":20},"You need to establish what the market rate for the role and its responsibilities are as part of your needs analysis when you’re first sussing out the vacancy. Remote Crew offer a free Hiring Playbook that can help you at this stage. ",[1179],{"start":1180,"end":1181,"type":55,"data":1182},179,199,{"link_type":41,"url":1183,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fhiring-playbook",{"type":24,"text":59,"spans":1185,"direction":20},[],{"type":24,"text":1187,"spans":1188,"direction":20},"Establish what the market rates are (as well as a likely job title if you haven’t got one yet, as these are commonly linked in a candidate’s mind), as well as what you can afford to pay for the role. The more attractive you can make the salary, the better, provided you have the funds.",[],{"type":24,"text":59,"spans":1190,"direction":20},[],{"type":24,"text":1192,"spans":1193,"direction":20},"Ideally, you’ll advertise the salary, or a salary range, and be transparent about it throughout. This isn’t always feasible, so if you can’t, be sure to be open about why you can’t.",[1194],{"start":1195,"end":1196,"type":296},167,170,{"type":24,"text":59,"spans":1198,"direction":20},[],{"type":24,"text":1200,"spans":1201,"direction":20},"Just as importantly, confirm the salary expectations of your applicants. If they don’t align, don’t force someone down the funnel and cross your fingers. ",[],{"type":24,"text":1203,"spans":1204,"direction":20},"Nor should you assume figures are set in stone – expectations may change as understanding of the role and its responsibilities change (and the candidate’s level of skill becomes apparent). Make sure you’re checking and updating each other throughout the process. ",[],{"type":24,"text":59,"spans":1206,"direction":20},[],{"type":24,"text":1208,"spans":1209,"direction":20},"If you know you’re offering what they want, there’ll be fewer nasty surprises come the official job offer.\n",[],{"type":225,"text":727,"spans":1211,"direction":20},[1212],{"start":36,"end":229,"type":139},{"type":24,"text":59,"spans":1214,"direction":20},[],{"type":24,"text":1216,"spans":1217,"direction":20},"The best candidate in the world will need some onboarding.",[],{"type":24,"text":59,"spans":1219,"direction":20},[],{"type":24,"text":1221,"spans":1222,"direction":20},"Even contractors, whom you don’t need to have feel like they’re “part of the family”, need some onboarding.",[],{"type":24,"text":59,"spans":1224,"direction":20},[],{"type":24,"text":1226,"spans":1227,"direction":20},"Almost 1 in 5 employees who leave a job in the first 90 days do so specifically because of poor onboarding.",[1228],{"start":337,"end":1229,"type":55,"data":1230},60,{"link_type":41,"url":1231,"target":323},"https:\u002F\u002Fenboarder.com\u002Freport\u002F2025-winning-the-first-90-days\u002F",{"type":24,"text":59,"spans":1233,"direction":20},[],{"type":24,"text":1235,"spans":1236,"direction":20},"Poor onboarding also leads to reduced engagement, which in turn negatively impacts overall performance.",[],{"type":24,"text":59,"spans":1238,"direction":20},[],{"type":24,"text":1240,"spans":1241,"direction":20},"And yet, it’s overlooked in many businesses. Almost a third of employees have a day or less of onboarding, with about 1 in 14 having none whatsoever.",[1242],{"start":460,"end":1243,"type":55,"data":1244},72,{"link_type":41,"url":1245,"target":323},"https:\u002F\u002Fpt.scribd.com\u002Fdocument\u002F909538254\u002FEnboarders-2024-State-of-Employee-Onboarding-Report",{"type":24,"text":59,"spans":1247,"direction":20},[],{"type":24,"text":1249,"spans":1250,"direction":20},"While onboarding isn’t necessarily a recruiter’s direct responsibility, it’s still part of the hiring process. As we mentioned, everyone needs to be pulling in the same direction.",[],{"type":24,"text":59,"spans":1252,"direction":20},[],{"type":24,"text":913,"spans":1254,"direction":20},[1255],{"start":36,"end":6,"type":139},{"type":24,"text":59,"spans":1257,"direction":20},[],{"type":24,"text":1259,"spans":1260,"direction":20},"It’s easy to say “do onboarding”. But what does that mean?",[],{"type":24,"text":59,"spans":1262,"direction":20},[],{"type":24,"text":1264,"spans":1265,"direction":20},"What does good onboarding look like?",[],{"type":24,"text":59,"spans":1267,"direction":20},[],{"type":24,"text":1269,"spans":1270,"direction":20},"It should start before your employee does. Pre-start, it’s about communication – setting clear expectations, giving your new starter the context they need to do their job well, and helping them build real relationships early. You can drip-feed it so it doesn’t feel like an info avalanche. ",[],{"type":24,"text":59,"spans":1272,"direction":20},[],{"type":24,"text":1274,"spans":1275,"direction":20},"The best onboarding programmes focus on momentum: clear goals, regular check-ins, and small early wins that help new hires feel competent and connected. ",[],{"type":24,"text":59,"spans":1277,"direction":20},[],{"type":24,"text":1279,"spans":1280,"direction":20},"Above all, treat onboarding as a process rather than a checkbox “event”. Be there for the starter. Give them what you’d have liked to know when you joined.\n",[],{"type":172,"text":730,"spans":1282,"direction":20},[],{"type":24,"text":59,"spans":1284,"direction":20},[],{"type":24,"text":1286,"spans":1287,"direction":20},"Looking for a tl;dr?",[],{"type":24,"text":59,"spans":1289,"direction":20},[],{"type":24,"text":1291,"spans":1292,"direction":20},"We’ve got you.",[],{"type":24,"text":59,"spans":1294,"direction":20},[],{"type":24,"text":1296,"spans":1297,"direction":20},"You can fix your hiring mistakes by:",[],{"type":24,"text":59,"spans":1299,"direction":20},[],{"type":141,"text":1301,"spans":1302,"direction":20},"Doing thorough skills assessments",[],{"type":141,"text":1304,"spans":1305,"direction":20},"Making the application process attractive and easy",[],{"type":141,"text":1307,"spans":1308,"direction":20},"Wooing passive candidates through proper recruitment marketing and networking",[],{"type":141,"text":1310,"spans":1311,"direction":20},"Quantifying technical and soft skills at interview",[],{"type":141,"text":1313,"spans":1314,"direction":20},"Eliminating or reducing hiring bottlenecks and delays, without rushing the process",[],{"type":141,"text":1316,"spans":1317,"direction":20},"Understanding market rate salaries as well as candidate expectations",[],{"type":141,"text":1319,"spans":1320,"direction":20},"Having a thorough, empathetic onboarding process\n",[],{"type":172,"text":1322,"spans":1323,"direction":20},"Conclusion",[],{"type":24,"text":59,"spans":1325,"direction":20},[],{"type":24,"text":1327,"spans":1328,"direction":20},"So as daunting as these mistakes seem, the problems are fixable.",[],{"type":24,"text":59,"spans":1330,"direction":20},[],{"type":24,"text":1332,"spans":1333,"direction":20},"In fact, the number of candidates who declined an offer due to poor recruitment experience – which more often than not indicates mistakes made by recruiters – reduced by around 50% in 2024 compared to previous years.",[1334,1338],{"start":1335,"end":165,"type":55,"data":1336},38,{"link_type":41,"url":1337},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Freasons-candidates-reject-job-offers",{"start":1339,"end":1340,"type":55,"data":1341},189,215,{"link_type":41,"url":1342,"target":323},"https:\u002F\u002Fwww.careerplug.com\u002Fcandidate-experience-statistics\u002F",{"type":24,"text":59,"spans":1344,"direction":20},[],{"type":24,"text":1346,"spans":1347,"direction":20},"But it’s no good just asking yourself, “What is the most common mistake organisations make with recruiting?” and then trying to fix that.",[],{"type":24,"text":59,"spans":1349,"direction":20},[],{"type":24,"text":1351,"spans":1352,"direction":20},"What’s important is having the self-awareness to identify (and admit) the mistakes that you might make. We all do it – we’re only human. And then having the courage to fix them.",[],{},"text_content$b641d91b-0c7f-44fe-8fce-3c30d71a2e80",{"variation":11,"version":12,"items":1356,"primary":1357,"id":1367,"slice_type":554,"slice_label":32},[],{"author":1358,"title":1361,"authorimage":1364},[1359],{"type":24,"text":25,"spans":1360,"direction":20},[],[1362],{"type":547,"text":548,"spans":1363,"direction":20},[],{"dimensions":1365,"alt":31,"copyright":32,"url":33,"id":34,"edit":1366},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$6ddfeb0b-7bf0-4899-989b-70cf899118e1","Discover the 7 most common recruitment mistakes that drive away top candidates—from poor communication to weak offers—and learn practical fixes for each one.",{"dimensions":1370,"alt":604,"copyright":32,"url":1371,"id":606,"edit":1372},{"width":558,"height":559},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaWkpBAIvOtkhBnxX_portrait-woman-work-having-video-call-laptop.jpg?auto=format%2Ccompress&rect=0%2C424%2C6048%2C3175&w=2400&h=1260",{"x":36,"y":1373,"zoom":37,"background":38},424,"7 Hiring Mistakes Recruiters Make & How to Fix Them",{"id":1376,"uid":1377,"url":32,"type":573,"href":1378,"tags":1379,"first_publication_date":1383,"last_publication_date":1384,"slugs":1385,"linked_documents":1387,"lang":581,"alternate_languages":1388,"data":1389},"ZkTkdRIAACAAQMQK","how-to-set-up-free-ats-homerun-trello","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=auoZHhIAACwAR-Ze&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZkTkdRIAACAAQMQK%22%29+%5D%5D",[1380,1381,1382],"ATS","Trello","hiring","2024-05-15T16:38:26+0000","2026-03-04T09:02:04+0000",[1386],"how-to-track-candidates-as-a-startup-best--worst-systems",[],[],{"length":6,"publish_date":1390,"type":8,"slices":1391,"meta_description":1401,"meta_image":1817,"meta_title":1822,"author":25},"2026-03-04",[1392,1420,1508,1522,1560,1573,1643,1656,1726,1739,1804],{"variation":11,"version":12,"items":1393,"primary":1394,"id":1419,"slice_type":45,"slice_label":32},[],{"title":1395,"subtitle":1399,"author":1403,"date":1390,"length":6,"authorimage":1406,"image":1409,"authorlinkedin":1417},[1396],{"type":17,"text":1397,"spans":1398,"direction":20},"How To Track Candidates As A Startup: Best & Worst Systems",[],[1400],{"type":24,"text":1401,"spans":1402,"direction":20},"Your startup probably deals with high-demand hiring processes. We will help you keep track of all your candidates.",[],[1404],{"type":24,"text":25,"spans":1405,"direction":20},[],{"dimensions":1407,"alt":31,"copyright":32,"url":33,"id":34,"edit":1408},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{"dimensions":1410,"alt":1413,"copyright":32,"url":1414,"id":1415,"edit":1416},{"width":1411,"height":1412},1200,630,"How we approach candidate tracking","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaaWhusFoBIGEg_NY_How-To-Track-Candidates.png?auto=format,compress","aaWhusFoBIGEg_NY",{"x":36,"y":36,"zoom":37,"background":38},{"link_type":41,"key":1418,"url":43},"84b8a62f-7f1e-4b38-ba5c-0596d45b1623","blog_hero_universal$e9dac6f3-2d0b-4c76-ae1a-96679bbc5f14",{"variation":11,"version":12,"items":1421,"primary":1506,"id":1507,"slice_type":538,"slice_label":32},[1422],{"text":1423,"textid":32},[1424,1427,1430,1433,1435,1438,1441,1444,1446,1449,1452,1455,1463,1465,1468,1470,1473,1476,1479,1482,1484,1487,1489,1492,1500,1503],{"type":24,"text":1425,"spans":1426,"direction":20},"What if the candidate you forgot to follow up with was the perfect hire?\n",[],{"type":24,"text":1428,"spans":1429,"direction":20},"Last month, a startup founder reached out to us in a panic…\n",[],{"type":24,"text":1431,"spans":1432,"direction":20},"They'd been interviewing engineers for three months and suddenly realized they couldn't remember three things:",[],{"type":24,"text":59,"spans":1434,"direction":20},[],{"type":491,"text":1436,"spans":1437,"direction":20},"Which candidates they'd already spoken to.",[],{"type":491,"text":1439,"spans":1440,"direction":20},"What feedback their team had given.",[],{"type":491,"text":1442,"spans":1443,"direction":20},"Who was still waiting for a response.",[],{"type":24,"text":59,"spans":1445,"direction":20},[],{"type":24,"text":1447,"spans":1448,"direction":20},"One of the candidates had emailed twice asking for an update and the founder had no idea what stage they were supposed to be in.\n",[],{"type":24,"text":1450,"spans":1451,"direction":20},"The embarrassment was bad enough, but the real problem was that they'd lost track of someone their CTO had loved after the technical interview.\n",[],{"type":24,"text":1453,"spans":1454,"direction":20},"By the time they found the notes buried in an email thread, that engineer had accepted an offer elsewhere.\n",[],{"type":24,"text":1456,"spans":1457,"direction":20},"This isn't unusual. I see it constantly with early-stage startups trying to hire their first few engineers.",[1458],{"start":1459,"end":1460,"type":55,"data":1461},76,106,{"link_type":41,"url":1462,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fdeveloper-permanent-placement-services",{"type":24,"text":59,"spans":1464,"direction":20},[],{"type":24,"text":1466,"spans":1467,"direction":20},"They start with good intentions, but within weeks, the system falls apart under the weight of dozens of applications, multiple interviewers, and the daily chaos of running a startup.",[],{"type":24,"text":59,"spans":1469,"direction":20},[],{"type":24,"text":1471,"spans":1472,"direction":20},"Their system is most often…\n",[],{"type":141,"text":1474,"spans":1475,"direction":20},"Google Sheets to track applications.",[],{"type":141,"text":1477,"spans":1478,"direction":20},"Shared email folders for candidate communications.",[],{"type":141,"text":1480,"spans":1481,"direction":20},"Maybe some notes in a Google Document.",[],{"type":24,"text":59,"spans":1483,"direction":20},[],{"type":24,"text":1485,"spans":1486,"direction":20},"I was recently talking to Hugo, one of our tech recruiters, about how many startups come to us after botching their first few hiring attempts.",[],{"type":24,"text":59,"spans":1488,"direction":20},[],{"type":24,"text":1490,"spans":1491,"direction":20},"The technical talent exists and the compensation is competitive, but candidates disappear into organizational black holes because nobody knows who's responsible for what or where anyone is in the process.\n",[],{"type":24,"text":1493,"spans":1494,"direction":20},"I want to show you how we keep track of candidates for our clients using Homerun, and why the traditional methods startups rely on inevitably fail once you're managing more than a handful of applications.\n",[1495],{"start":1496,"end":1497,"type":55,"data":1498},73,80,{"link_type":41,"url":1499,"target":323},"https:\u002F\u002Fwww.homerun.co\u002F",{"type":172,"text":1501,"spans":1502,"direction":20},"Why Sheets Stop Working After The First Few Candidates\n",[],{"type":24,"text":1504,"spans":1505,"direction":20},"I’ve found that pretty much all startups begin their first technical hiring process with a Google Sheet, and it usually looks something like this…",[],{},"text_content$8f189758-5fab-4a89-8656-5190533b7d05",{"variation":11,"version":12,"items":1509,"primary":1510,"id":1520,"slice_type":1521,"slice_label":32},[],{"image":1511,"caption":1519},{"dimensions":1512,"alt":1515,"copyright":32,"url":1516,"id":1517,"edit":1518},{"width":1513,"height":1514},2620,1406,"Spreadsheet titled \"Candidate Tracking Sheet\" with columns for Name, Email, Resume Link, Interview Status, and Notes. Rows show tracked candidate progress.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faafzu1xvIZEnjTey_Tracking-Candidates-For-Startups-1-.png?auto=format,compress","aafzu1xvIZEnjTey",{"x":36,"y":36,"zoom":37,"background":38},[],"image$c71e0e7f-9785-4e4c-b94f-4475fc9e8eb2","image",{"variation":11,"version":12,"items":1523,"primary":1558,"id":1559,"slice_type":538,"slice_label":32},[1524],{"text":1525,"textid":32},[1526,1529,1532,1535,1538,1540,1543,1546,1549,1552,1555],{"type":24,"text":1527,"spans":1528,"direction":20},"As you can see, it has the potential to work well for a while.\n",[],{"type":24,"text":1530,"spans":1531,"direction":20},"However, as applications start coming in faster than anyone expected and the spreadsheet grows to 30 rows, then 50, then 80… things fall apart!\n",[],{"type":24,"text":1533,"spans":1534,"direction":20},"Nobody remembers to update it consistently because everyone's focused on their actual job responsibilities.\n",[],{"type":24,"text":1536,"spans":1537,"direction":20},"There is no…",[],{"type":24,"text":59,"spans":1539,"direction":20},[],{"type":141,"text":1541,"spans":1542,"direction":20},"Single source of truth for feedback on candidates.",[],{"type":141,"text":1544,"spans":1545,"direction":20},"Accountability for next steps.",[],{"type":141,"text":1547,"spans":1548,"direction":20},"Candidate communication history.\n",[],{"type":24,"text":1550,"spans":1551,"direction":20},"You can't see the entire conversation with a candidate in a spreadsheet. What if someone already asked them about their salary expectations?\n",[],{"type":24,"text":1553,"spans":1554,"direction":20},"Every status change requires someone to remember to open the spreadsheet and update it.\n",[],{"type":24,"text":1556,"spans":1557,"direction":20},"When I speak with founders who've tried the spreadsheet approach, they describe a growing sense of dread every time they open it because they know how much information is missing or outdated.",[],{},"text_content$0c21b871-26da-49c6-804d-2e3020e4dafd",{"variation":11,"version":12,"items":1561,"primary":1562,"id":1572,"slice_type":1521,"slice_label":32},[],{"image":1563,"caption":1571},{"dimensions":1564,"alt":1567,"copyright":32,"url":1568,"id":1569,"edit":1570},{"width":1565,"height":1566},1920,1080,"Checklist for candidate management with six points. Four green checkmarks suggest best practices like using centralized systems and scorecards. Three red crosses highlight pitfalls, advising against informal feedback and reliance on email folders. 'Remote crew' logo at bottom right.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faafz4VxvIZEnjTfD_How-To-Track-Startup-Candidates.png?auto=format,compress","aafz4VxvIZEnjTfD",{"x":36,"y":36,"zoom":37,"background":38},[],"image$55581385-e171-47f2-b7b5-5ac9fd26c4ae",{"variation":11,"version":12,"items":1574,"primary":1641,"id":1642,"slice_type":538,"slice_label":32},[1575],{"text":1576,"textid":32},[1577,1580,1582,1585,1588,1591,1594,1597,1600,1602,1609,1612,1614,1617,1620,1622,1625,1630,1634],{"type":172,"text":1578,"spans":1579,"direction":20},"The Email Folder Approach Isn't Much Better",[],{"type":24,"text":59,"spans":1581,"direction":20},[],{"type":24,"text":1583,"spans":1584,"direction":20},"Some startups skip spreadsheets entirely and try to manage everything through email.\n",[],{"type":24,"text":1586,"spans":1587,"direction":20},"I don’t want you to take this approach either. Here’s why…\n",[],{"type":141,"text":1589,"spans":1590,"direction":20},"Email threads branch and split as different people reply to different messages.",[],{"type":141,"text":1592,"spans":1593,"direction":20},"Finding a candidate's information means searching through emails (and remembering names!)",[],{"type":141,"text":1595,"spans":1596,"direction":20},"Multiple email threads with each candidate can create confusion around what’s already been said.\n",[],{"type":24,"text":1598,"spans":1599,"direction":20},"Sure, email folders work slightly better than spreadsheets for very small teams, but they collapse just as quickly once volume increases or more people get involved in the hiring process.",[],{"type":24,"text":59,"spans":1601,"direction":20},[],{"type":24,"text":1603,"spans":1604,"direction":20},"I think people often forget that email was designed for asynchronous communication between individuals, not for managing complex multi-person workflows with dozens of moving pieces.\n",[1605],{"start":1606,"end":907,"type":55,"data":1607},56,{"link_type":41,"url":1608,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhiring-mistakes-recruiters-make",{"type":172,"text":1610,"spans":1611,"direction":20},"Here’s What Actually Works For Tracking Candidates At Scale",[],{"type":24,"text":59,"spans":1613,"direction":20},[],{"type":24,"text":1615,"spans":1616,"direction":20},"I don’t want you to build your own system. There are some really good solutions on the market.\n",[],{"type":24,"text":1618,"spans":1619,"direction":20},"After placing over 250 developers and managing thousands of candidate interactions, I know what actually works for keeping track of candidates as a startup scales from zero to dozens of applications per role.",[],{"type":24,"text":59,"spans":1621,"direction":20},[],{"type":24,"text":1623,"spans":1624,"direction":20},"I can speak with authority on this because I’ve tested nearly every applicant tracking system on the market. You name it, I’ve already tried it!\n",[],{"type":24,"text":1626,"spans":1627,"direction":20},"My team is using Homerun for every placement we make. I’ll explain why…\n",[1628],{"start":138,"end":337,"type":55,"data":1629},{"link_type":41,"url":1499,"target":323},{"type":225,"text":1631,"spans":1632,"direction":20},"Homerun’s Pipeline Shows Everything At A Glance",[1633],{"start":36,"end":691,"type":139},{"type":24,"text":1635,"spans":1636,"direction":20},"\nAs you’ll see, Homerun's interface shows candidates as cards that move through stages visually. You can see at a glance that you have new applications, people scheduled for phone screens, and others in technical interviews.",[1637],{"start":1052,"end":1638,"type":55,"data":1639},151,{"link_type":41,"url":1640,"target":323},"https:\u002F\u002Fwww.homerun.co\u002Fats",{},"text_content$df55e076-7f48-4a2d-b68a-fcc9c3481bf2",{"variation":11,"version":12,"items":1644,"primary":1645,"id":1655,"slice_type":1521,"slice_label":32},[],{"image":1646,"caption":1654},{"dimensions":1647,"alt":1650,"copyright":32,"url":1651,"id":1652,"edit":1653},{"width":1648,"height":1649},2862,1394,"Job application dashboard displaying candidate progression. Columns for 'Application,' 'Screening call,' and 'First Interview' list candidates with avatars and timestamps. Interface conveys an organized and professional tone.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faaf0KFxvIZEnjTfL_How-To-Track-Candidates-Using-Homerun.png?auto=format,compress","aaf0KFxvIZEnjTfL",{"x":36,"y":36,"zoom":37,"background":38},[],"image$299f4036-56bc-4281-8f70-f769d2dc14fa",{"variation":11,"version":12,"items":1657,"primary":1724,"id":1725,"slice_type":538,"slice_label":32},[1658],{"text":1659,"textid":32},[1660,1666,1669,1672,1676,1679,1681,1684,1687,1690,1693,1696,1698,1701,1704,1707,1709,1712,1715,1719,1721],{"type":24,"text":1661,"spans":1662,"direction":20},"This visual representation makes it immediately obvious where candidates are and where bottlenecks exist in your process. If you have 8 people stuck in \"Phone Screen\" for more than a week, you know you need to schedule more calls.\n",[1663],{"start":1606,"end":1459,"type":55,"data":1664},{"link_type":41,"url":1665,"target":323},"https:\u002F\u002Fwww.homerun.co\u002Fguides\u002Fhiring-process",{"type":24,"text":1667,"spans":1668,"direction":20},"When candidates are moving quickly through early stages but stalling at the final interview, you know where to focus your attention.\n",[],{"type":24,"text":1670,"spans":1671,"direction":20},"The pipeline view becomes the single source of truth that everyone on the hiring team can check without asking for status updates or digging through messages.\n",[],{"type":225,"text":1673,"spans":1674,"direction":20},"Every Candidate Has A Complete History\n",[1675],{"start":36,"end":1335,"type":139},{"type":24,"text":1677,"spans":1678,"direction":20},"Click on any candidate in Homerun and you see everything... ",[],{"type":24,"text":59,"spans":1680,"direction":20},[],{"type":141,"text":1682,"spans":1683,"direction":20},"Full application and resume",[],{"type":141,"text":1685,"spans":1686,"direction":20},"Every email exchange",[],{"type":141,"text":1688,"spans":1689,"direction":20},"All feedback from interviewers",[],{"type":141,"text":1691,"spans":1692,"direction":20},"When they were moved between stages",[],{"type":141,"text":1694,"spans":1695,"direction":20},"Who made decisions and why",[],{"type":24,"text":59,"spans":1697,"direction":20},[],{"type":24,"text":1699,"spans":1700,"direction":20},"This complete history means you never have to ask:\n",[],{"type":141,"text":1702,"spans":1703,"direction":20},"Did someone already talk to this person about salary?",[],{"type":141,"text":1705,"spans":1706,"direction":20},"What did the CTO think after the technical interview?",[],{"type":24,"text":59,"spans":1708,"direction":20},[],{"type":24,"text":1710,"spans":1711,"direction":20},"The information is right there, organized chronologically, and accessible to everyone who needs it.\n",[],{"type":24,"text":1713,"spans":1714,"direction":20},"I've always found that this stops you from feeling like you're missing important context when making hiring decisions. You can see the full picture instead of fragmentary pieces scattered across different tools!\n",[],{"type":225,"text":1716,"spans":1717,"direction":20},"Automated Communication Keeps Candidates Engaged",[1718],{"start":36,"end":155,"type":139},{"type":24,"text":59,"spans":1720,"direction":20},[],{"type":24,"text":1722,"spans":1723,"direction":20},"Homerun deals with the mechanical parts of candidate communication automatically once you set up templates. When you move someone to \"Phone Screen,\" they automatically receive an invitation with scheduling details.",[],{},"text_content$9562b910-ee43-4c50-b261-6dae0bb4a4e0",{"variation":11,"version":12,"items":1727,"primary":1728,"id":1738,"slice_type":1521,"slice_label":32},[],{"image":1729,"caption":1737},{"dimensions":1730,"alt":1733,"copyright":32,"url":1734,"id":1735,"edit":1736},{"width":1731,"height":1732},2864,1386,"Alt text: A pop-up window titled \"Event template\" displays template details for scheduling a screening interview. Fields include event title, duration, and location for a video call. A message template for introducing the call and coordinating times is visible. The background shows a dimmed interface of a job setting platform.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faaf0RFxvIZEnjTfS_Using-Homerun-To-Track-Candidates.png?auto=format,compress","aaf0RFxvIZEnjTfS",{"x":36,"y":36,"zoom":37,"background":38},[],"image$36dee3ac-2c47-435c-8455-caf031528762",{"variation":11,"version":12,"items":1740,"primary":1802,"id":1803,"slice_type":538,"slice_label":32},[1741],{"text":1742,"textid":32},[1743,1746,1749,1752,1757,1760,1763,1766,1769,1772,1776,1778,1781,1783,1786,1788,1791,1794,1796,1799],{"type":24,"text":1744,"spans":1745,"direction":20},"If you move them over to \"Rejected,\" they automatically receive a respectful rejection message thanking them for their time.\n",[],{"type":24,"text":1747,"spans":1748,"direction":20},"What this means is that every candidate gets timely communication, no matter how busy your team is. \n",[],{"type":24,"text":1750,"spans":1751,"direction":20},"You don’t have candidates slipping through the cracks and waiting weeks, wondering what's happening, which protects your reputation and prevents awkward situations where candidates have to chase you.\n",[],{"type":225,"text":1753,"spans":1754,"direction":20},"Scorecards Create Structured Feedback\n",[1755],{"start":36,"end":1756,"type":139},37,{"type":24,"text":1758,"spans":1759,"direction":20},"After each interview, interviewers fill out scorecards in Homerun, rating candidates on predefined criteria. \n",[],{"type":24,"text":1761,"spans":1762,"direction":20},"This structured feedback gets attached to the candidate's profile automatically, and everyone can see what each interviewer thought about specific aspects of the candidate's skills and fit.\n",[],{"type":24,"text":1764,"spans":1765,"direction":20},"This is way better than asking interviewers to \"send me your thoughts\" via email or Slack, where feedback often amounts to \"they seemed good\" or \"I'm not sure about them\" without any specifics or consistency across different candidates.\n",[],{"type":24,"text":1767,"spans":1768,"direction":20},"It's interesting to see how scorecards surface patterns that informal feedback misses.\n",[],{"type":24,"text":1770,"spans":1771,"direction":20},"You might notice that candidates who score well on technical skills consistently score low on communication ability, which tells you something about your sourcing channels or the way you're describing the role.\n",[],{"type":172,"text":1773,"spans":1774,"direction":20},"Can You Really Afford Not To Track Candidates Properly?",[1775],{"start":36,"end":165,"type":139},{"type":24,"text":59,"spans":1777,"direction":20},[],{"type":24,"text":1779,"spans":1780,"direction":20},"If poor tracking causes you to lose one great engineering hire every six months, and that engineer would have generated value worth their $120,000 annual salary, you're losing $240,000 in missed value yearly.",[],{"type":24,"text":59,"spans":1782,"direction":20},[],{"type":24,"text":1784,"spans":1785,"direction":20},"Add in the cost of your founder's time spent on administrative tracking work instead of product development... maybe 10 hours per week at a $200 per hour opportunity cost.",[],{"type":24,"text":59,"spans":1787,"direction":20},[],{"type":24,"text":1789,"spans":1790,"direction":20},"That's another $100,000 per year in wasted time!\n",[],{"type":24,"text":1792,"spans":1793,"direction":20},"Then factor in the reputational damage that makes future hiring harder because your interview process has a bad reputation in local technical communities. That's harder to quantify but very real.",[],{"type":24,"text":59,"spans":1795,"direction":20},[],{"type":24,"text":1797,"spans":1798,"direction":20},"All of this can be avoided by implementing a proper candidate tracking system that costs less than $200 per month and requires minimal time to maintain once it's set up correctly.\n",[],{"type":24,"text":1800,"spans":1801,"direction":20},"The return on investment isn't even close! Proper tracking pays for itself within the first hire by making sure that you don't lose the right candidate due to disorganization.",[],{},"text_content$3af4dcd7-3139-419c-a74c-e398018f429a",{"variation":11,"version":12,"items":1805,"primary":1806,"id":1816,"slice_type":554,"slice_label":32},[],{"author":1807,"title":1810,"authorimage":1813},[1808],{"type":24,"text":25,"spans":1809,"direction":20},[],[1811],{"type":547,"text":548,"spans":1812,"direction":20},[],{"dimensions":1814,"alt":31,"copyright":32,"url":33,"id":34,"edit":1815},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$cb21212d-7840-48af-8bda-18acd9b53e8b",{"dimensions":1818,"alt":32,"copyright":32,"url":1819,"id":1820,"edit":1821},{"width":558,"height":559},"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faaf0zlxvIZEnjTfg_How-To-Track-Candidates-1-.png?auto=format,compress&rect=0,0,1200,630&w=2400&h=1260","aaf0zlxvIZEnjTfg",{"x":36,"y":36,"zoom":37,"background":38},"How Startups Can Keep Track of Candidates",{"id":1824,"uid":1825,"url":32,"type":573,"href":1826,"tags":1827,"first_publication_date":1828,"last_publication_date":1828,"slugs":1829,"linked_documents":1831,"lang":581,"alternate_languages":1832,"data":1833},"auMNxxIAACgAPIgE","software-engineer-salary-portugal","https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=auoZHhIAACwAR-Ze&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22auMNxxIAACgAPIgE%22%29+%5D%5D",[],"2026-11-03T11:50:17+0000",[1830],"software-engineer-salaries-in-portugal-2026-the-three-pay-tiers",[],[],{"length":54,"publish_date":1834,"type":8,"slices":1835,"meta_description":3024,"meta_image":3025,"meta_title":3031,"author":25},"2026-11-03",[1836,1853,1902,1912,1920,1952,2128,2141,2148,2165,2230,2243,2359,2377,2390,2397,2564,2585,2592,2624,2640,2776,2797,2813,2820,2832,2839,2848,2889,2957,3011],{"variation":11,"version":12,"items":1837,"primary":1838,"id":1852,"slice_type":45,"slice_label":32},[],{"title":1839,"subtitle":1843,"author":1844,"date":1834,"length":54,"authorimage":1847,"image":1850,"authorlinkedin":1851},[1840],{"type":17,"text":1841,"spans":1842,"direction":20},"Software engineer salaries in Portugal (2026): the three pay tiers",[],[],[1845],{"type":24,"text":25,"spans":1846,"direction":20},[],{"dimensions":1848,"alt":31,"copyright":32,"url":33,"id":34,"edit":1849},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{},{"link_type":609},"blog_hero_universal$21461b07-463e-4e6b-8a9c-f10bfd72cc77",{"variation":11,"version":12,"items":1854,"primary":1900,"id":1901,"slice_type":538,"slice_label":32},[1855],{"text":1856,"textid":32},[1857,1860,1863,1868,1873,1878,1882,1887,1891,1896],{"type":24,"text":1858,"spans":1859,"direction":20},"A senior software engineer in Portugal earns €35k to €100k+ a year, gross, and the company decides most of that range. In 2026, the middle half of senior engineering jobs in Portugal pays €37–46k at local-market companies, €61–74k at international companies and €74–101k at global companies.",[],{"type":24,"text":1861,"spans":1862,"direction":20},"The #1 question companies hiring in Portugal ask me is: \"how much does a software engineer in Portugal earn?\" The honest answer is that Portugal has three pay markets for engineers, and an average across them describes almost nobody. This article shows all three, with data from 2,276 open engineering jobs that Remote Crew tracked in October 2026.",[],{"type":24,"text":1864,"spans":1865,"direction":20},"Key figures (Portugal, 2026):",[1866],{"start":36,"end":1867,"type":139},29,{"type":141,"text":1869,"spans":1870,"direction":20},"Median senior salary by pay tier: €42k at local-market companies, €67k at international companies and €84k at global companies, gross annual.",[1871],{"start":36,"end":1872,"type":139},33,{"type":141,"text":1874,"spans":1875,"direction":20},"Where the jobs are: 49% of remote and hybrid engineering jobs in Portugal are at international-tier companies, 41% at local-market companies and 10% at global-tier companies.",[1876],{"start":36,"end":1877,"type":139},19,{"type":141,"text":1879,"spans":1880,"direction":20},"By seniority (international tier): junior €28–40k, mid-level €50–66k, senior €63–88k, lead or staff €65–90k.",[1881],{"start":36,"end":408,"type":139},{"type":141,"text":1883,"spans":1884,"direction":20},"By role: security, DevOps, data science and AI engineers earn about 10% more than backend engineers; frontend about 5% less.",[1885],{"start":36,"end":1886,"type":139},8,{"type":141,"text":1888,"spans":1889,"direction":20},"B2B contractors cost about 20% more than the same engineer's gross salary: €345–480 a day for a senior backend engineer at international rates.",[1890],{"start":36,"end":251,"type":139},{"type":141,"text":1892,"spans":1893,"direction":20},"Lisbon vs Porto: companies hiring in both cities advertise the same range for the same role, but Lisbon has about 2.5 times as many software engineers, and almost all global-tier jobs are in Lisbon or fully remote.",[1894],{"start":36,"end":1895,"type":139},16,{"type":141,"text":1897,"spans":1898,"direction":20},"Paid in 14 instalments: divide the annual figure by 14 for the monthly payslip.",[1899],{"start":36,"end":723,"type":139},{},"text_content$51eaf9cb-263c-407d-b6d3-e08465b09738",{"variation":11,"version":12,"items":1903,"primary":1910,"id":1911,"slice_type":538,"slice_label":32},[1904],{"text":1905,"textid":1909},[1906],{"type":172,"text":1907,"spans":1908,"direction":20},"What engineering jobs in Portugal actually pay",[],"what-engineering-jobs-in-portugal-actually-pay",{},"text_content$23e4e2fa-007f-422b-a5cd-12b95ed4bfa6",{"variation":11,"version":12,"items":1913,"primary":1914,"id":1918,"slice_type":1919,"slice_label":32},[],{"chart":1915,"title":1916,"caption":1917},"pt-salary-by-tier","Each pay tier peaks at a different salary","Remote Crew job tracking, 24 Oct 2026 · senior roles: 530 open remote and hybrid engineering jobs in or open to Portugal (on-site roles left out), with published salaries and estimates from our tier grid · each job spread evenly across its range, lightly smoothed","chart_block$a2802a8b-2b95-4051-9a64-7ec272b89f2c","chart_block",{"variation":11,"version":12,"items":1921,"primary":1950,"id":1951,"slice_type":538,"slice_label":32},[1922],{"text":1923,"textid":32},[1924,1927,1931,1936,1941,1944,1947],{"type":24,"text":1925,"spans":1926,"direction":20},"Each tier has its own peak. For senior engineering roles, the middle half of jobs in each tier pays:",[],{"type":141,"text":1928,"spans":1929,"direction":20},"Local market: €37k–46k (median €42k). Portuguese companies that pay against each other, such as banks' and insurers' shared-service centres, local IT teams, consultancies and outsourcing firms. Examples are Nutrium and Imaginary Cloud.",[1930],{"start":36,"end":486,"type":139},{"type":141,"text":1932,"spans":1933,"direction":20},"International: €61k–74k (median €67k). International product companies, multinational engineering hubs, and remote-first scale-ups and startups hiring in Portugal. They pay against the best employers in the country. Examples are GoCardless, Riskified, Capital on Tap, Zego and Wellhub.",[1934],{"start":36,"end":1935,"type":139},14,{"type":141,"text":1937,"spans":1938,"direction":20},"Global: €74k–101k (median €84k). Companies that pay against regional or global benchmarks and publish ranges above €100k for individual engineers. Examples are Cloudflare, Elastic, Thought Machine, Constructor and Attio.",[1939],{"start":36,"end":1940,"type":139},7,{"type":24,"text":1942,"spans":1943,"direction":20},"Most local companies don't publish salaries (global companies usually do, because pay is one of the ways they compete), so the chart also counts jobs with an estimated salary; switch to \"Published only\" to see the difference.",[],{"type":24,"text":1945,"spans":1946,"direction":20},"Both charts count only remote and hybrid jobs. On-site roles are left out, and about half of them are at local-market companies, so the local market is bigger than it looks here.",[],{"type":24,"text":1948,"spans":1949,"direction":20},"Our salary ranges for senior engineers, by role and tier:",[],{},"text_content$ee8b3613-6ee6-467c-8be7-5ffb2eebe12c",{"variation":11,"version":12,"items":1953,"primary":1954,"id":2126,"slice_type":2127,"slice_label":32},[],{"table":1955},{"body":1956},{"rows":1957},[1958,1991,2018,2045,2072,2099],{"key":1959,"cells":1960},"a7786d7b-bc4f-487e-a80a-7b1774a540df",[1961,1969,1976,1983],{"key":1962,"type":1963,"content":1964},"bc9e52de-009a-4d37-8bd9-8110c40bc764","data",[1965],{"type":24,"text":1966,"spans":1967,"direction":20},"Senior engineer, gross annual",[1968],{"start":36,"end":1867,"type":139},{"key":1970,"type":1963,"content":1971},"5d539ffa-1c76-4fe9-aa30-2a8815e5b52b",[1972],{"type":24,"text":1973,"spans":1974,"direction":20},"Local market",[1975],{"start":36,"end":690,"type":139},{"key":1977,"type":1963,"content":1978},"51afda57-fd23-427f-91c5-5d10e0847c1a",[1979],{"type":24,"text":1980,"spans":1981,"direction":20},"International",[1982],{"start":36,"end":486,"type":139},{"key":1984,"type":1963,"content":1985},"7b2d759e-eadf-45b8-8bd4-7108009dfd60",[1986],{"type":24,"text":1987,"spans":1988,"direction":20},"Global",[1989],{"start":36,"end":1990,"type":139},6,{"key":1992,"cells":1993},"588f9870-f3bd-47e1-8d9a-c73359f02b5e",[1994,2000,2006,2012],{"key":1995,"type":1963,"content":1996},"b99bf4dc-3133-4a20-a886-b3696536d309",[1997],{"type":24,"text":1998,"spans":1999,"direction":20},"Backend",[],{"key":2001,"type":1963,"content":2002},"9ad94967-ec07-44a0-b9c9-d7e893e7f2ad",[2003],{"type":24,"text":2004,"spans":2005,"direction":20},"€35–48k",[],{"key":2007,"type":1963,"content":2008},"cdca7420-39e3-4265-9085-a9abb77023a4",[2009],{"type":24,"text":2010,"spans":2011,"direction":20},"€63–88k",[],{"key":2013,"type":1963,"content":2014},"e428aec0-d09f-493d-bc6f-fd8c2aae9a1f",[2015],{"type":24,"text":2016,"spans":2017,"direction":20},"€75–100k",[],{"key":2019,"cells":2020},"461cf429-677a-4972-b9a3-4123e93e3e9d",[2021,2027,2033,2039],{"key":2022,"type":1963,"content":2023},"b5706cd2-2fef-4ec8-8e73-ea95ece50352",[2024],{"type":24,"text":2025,"spans":2026,"direction":20},"Frontend",[],{"key":2028,"type":1963,"content":2029},"971742ee-6dc0-49e5-93f2-efd7221c472f",[2030],{"type":24,"text":2031,"spans":2032,"direction":20},"€33–46k",[],{"key":2034,"type":1963,"content":2035},"67061f6f-bdc5-4898-9306-4269407e925d",[2036],{"type":24,"text":2037,"spans":2038,"direction":20},"€60–84k",[],{"key":2040,"type":1963,"content":2041},"e99360c0-913a-404e-8e90-7b9dfd9f45f0",[2042],{"type":24,"text":2043,"spans":2044,"direction":20},"€71–95k",[],{"key":2046,"cells":2047},"0598c7fd-f652-4c9b-a487-88c5ae9c5250",[2048,2054,2060,2066],{"key":2049,"type":1963,"content":2050},"e63b5ad8-6416-41af-8a8a-901547c5832d",[2051],{"type":24,"text":2052,"spans":2053,"direction":20},"DevOps \u002F platform",[],{"key":2055,"type":1963,"content":2056},"4d2beeb4-9e4c-4f4c-875f-1ac1bfe11ede",[2057],{"type":24,"text":2058,"spans":2059,"direction":20},"€38–53k",[],{"key":2061,"type":1963,"content":2062},"200fe173-8cc0-49ee-b113-8b5a57760173",[2063],{"type":24,"text":2064,"spans":2065,"direction":20},"€69–97k",[],{"key":2067,"type":1963,"content":2068},"a50baf90-611d-4519-bf09-39aad88b4c13",[2069],{"type":24,"text":2070,"spans":2071,"direction":20},"€82–110k",[],{"key":2073,"cells":2074},"eed83a49-ece0-48c4-afe6-d613ed0edbee",[2075,2081,2087,2093],{"key":2076,"type":1963,"content":2077},"fd71790a-e90d-4ad8-9bab-b88323e99960",[2078],{"type":24,"text":2079,"spans":2080,"direction":20},"QA automation",[],{"key":2082,"type":1963,"content":2083},"fe4bc5c3-47dd-44e5-88ba-bbbd539c7afc",[2084],{"type":24,"text":2085,"spans":2086,"direction":20},"€32–43k",[],{"key":2088,"type":1963,"content":2089},"029e1873-7920-41c9-9cb8-f08baedd8e4f",[2090],{"type":24,"text":2091,"spans":2092,"direction":20},"€57–79k",[],{"key":2094,"type":1963,"content":2095},"3600796b-7488-40a1-9944-3a9227ef53c6",[2096],{"type":24,"text":2097,"spans":2098,"direction":20},"€68–90k",[],{"key":2100,"cells":2101},"82f9f64d-6e93-48e0-87aa-e8de42ab056b",[2102,2108,2114,2120],{"key":2103,"type":1963,"content":2104},"90204c3e-8d39-4384-b9d8-849403f3e1bd",[2105],{"type":24,"text":2106,"spans":2107,"direction":20},"B2B contractor (backend)",[],{"key":2109,"type":1963,"content":2110},"b9dc5a40-a067-4301-9590-5c4d9c0bc22f",[2111],{"type":24,"text":2112,"spans":2113,"direction":20},"€190–260\u002Fday",[],{"key":2115,"type":1963,"content":2116},"ea4dd9ee-0789-4429-aab9-5b04a2d14a0c",[2117],{"type":24,"text":2118,"spans":2119,"direction":20},"€345–480\u002Fday",[],{"key":2121,"type":1963,"content":2122},"29cb78b0-a614-4583-b90b-5b29c5c48156",[2123],{"type":24,"text":2124,"spans":2125,"direction":20},"€410–545\u002Fday",[],"table_block$007de010-feb0-4281-96a2-0b4618416a9c","table_block",{"variation":11,"version":12,"items":2129,"primary":2139,"id":2140,"slice_type":538,"slice_label":32},[2130],{"text":2131,"textid":2138},[2132,2135],{"type":172,"text":2133,"spans":2134,"direction":20},"Who is hiring, and at which tier",[],{"type":24,"text":2136,"spans":2137,"direction":20},"Half the remote and hybrid engineering jobs we track in Portugal are at international-tier companies. Global-tier jobs are 10%.",[],"who-is-hiring-and-at-which-tier",{},"text_content$57fd6abe-dd69-467c-b84d-76a134777063",{"variation":11,"version":12,"items":2142,"primary":2143,"id":2147,"slice_type":1919,"slice_label":32},[],{"chart":2144,"title":2145,"caption":2146},"pt-jobs-by-tier","Half of remote and hybrid engineering jobs in Portugal pay at international rates","Remote Crew job tracking, 24 Oct 2026 · 2,276 open remote and hybrid engineering roles based in or open to Portugal (on-site roles left out) · 622 companies with a pay tier · 18 embedded roles and 2 recruitment agencies left out","chart_block$13481b52-1380-4c2b-8574-46af17e18615",{"variation":11,"version":12,"items":2149,"primary":2163,"id":2164,"slice_type":538,"slice_label":32},[2150],{"text":2151,"textid":32},[2152,2156,2160],{"type":141,"text":2153,"spans":2154,"direction":20},"AI and engineering management roles lean international. About 60% of AI, machine-learning and engineering-manager roles are at international-tier companies.",[2155],{"start":36,"end":165,"type":139},{"type":141,"text":2157,"spans":2158,"direction":20},"QA, SAP and data analyst roles lean local. For these, you're competing on the local-market range.",[2159],{"start":36,"end":469,"type":139},{"type":24,"text":2161,"spans":2162,"direction":20},"These are the engineering jobs we track: based in Portugal or open to people there, from the job boards and careers pages we follow. Only remote and hybrid jobs count. It misses some small Portuguese companies that hire through local job boards.",[],{},"text_content$2a2037ae-ff8b-498f-bf9f-90ab223dedd8",{"variation":11,"version":12,"items":2166,"primary":2228,"id":2229,"slice_type":538,"slice_label":32},[2167],{"text":2168,"textid":2227},[2169,2172,2175,2187,2194,2198,2202,2206,2209,2212,2216,2220,2224],{"type":172,"text":2170,"spans":2171,"direction":20},"Why there is no single \"average\" salary",[],{"type":24,"text":2173,"spans":2174,"direction":20},"An average engineering salary in Portugal mixes three groups of companies that pay very differently. It describes almost nobody.",[],{"type":24,"text":2176,"spans":2177,"direction":20},"That's why salary sites disagree so much. At the time of writing, PayScale puts the average software engineer in Lisbon at about €31.5k base salary, and Levels.fyi puts typical total compensation in Portugal at about €44k. Each blends the three tiers in different proportions, so neither tells you what your company would need to pay.",[2178,2183],{"start":2179,"end":2180,"type":55,"data":2181},66,74,{"link_type":41,"url":2182,"target":323},"https:\u002F\u002Fwww.payscale.com\u002Fresearch\u002FPT\u002FJob=Software_Engineer\u002FSalary\u002F59464e80\u002FLisbon",{"start":86,"end":2184,"type":55,"data":2185},163,{"link_type":41,"url":2186,"target":323},"https:\u002F\u002Fwww.levels.fyi\u002Fen-gb\u002Ft\u002Fsoftware-engineer\u002Flocations\u002Fportugal",{"type":24,"text":2188,"spans":2189,"direction":20},"Gergely Orosz described this in The Trimodal Nature of Software Engineering Salaries (2021, updated 2025). Pay clusters into three tiers, set by who a company benchmarks against:",[2190],{"start":400,"end":2191,"type":55,"data":2192},84,{"link_type":41,"url":2193,"target":323},"https:\u002F\u002Fblog.pragmaticengineer.com\u002Fsoftware-engineering-salaries-in-the-netherlands-and-europe\u002F",{"type":491,"text":2195,"spans":2196,"direction":20},"Local competitors only. Often companies where IT is a cost centre.",[2197],{"start":36,"end":723,"type":139},{"type":491,"text":2199,"spans":2200,"direction":20},"The best companies in the country.",[2201],{"start":36,"end":408,"type":139},{"type":491,"text":2203,"spans":2204,"direction":20},"Regional or global companies. Big Tech is the obvious example.",[2205],{"start":36,"end":1867,"type":139},{"type":24,"text":2207,"spans":2208,"direction":20},"He first measured it in the Netherlands and found it holds well beyond.",[],{"type":24,"text":2210,"spans":2211,"direction":20},"Portugal fits it closely. We use names instead of numbers:",[],{"type":141,"text":2213,"spans":2214,"direction":20},"Local market is Gergely's first tier.",[2215],{"start":36,"end":690,"type":139},{"type":141,"text":2217,"spans":2218,"direction":20},"International is his second.",[2219],{"start":36,"end":486,"type":139},{"type":141,"text":2221,"spans":2222,"direction":20},"Global is his third.",[2223],{"start":36,"end":1990,"type":139},{"type":24,"text":2225,"spans":2226,"direction":20},"His figures are total compensation, including bonus and equity. Ours are base salary, because that's what almost every job in Portugal is advertised and negotiated on.",[],"why-there-is-no-single-average-salary",{},"text_content$c385c6c4-b24d-4485-b578-f1586cd51330",{"variation":11,"version":12,"items":2231,"primary":2241,"id":2242,"slice_type":538,"slice_label":32},[2232],{"text":2233,"textid":2240},[2234,2237],{"type":172,"text":2235,"spans":2236,"direction":20},"The three pay tiers in Portugal",[],{"type":24,"text":2238,"spans":2239,"direction":20},"A company's tier is set by whose engineers it's trying to hire. 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A senior engineer working in English for an international product company is already on an international salary. A local-market offer won't move them.",[2369],{"start":36,"end":2370,"type":139},103,{"type":141,"text":2372,"spans":2373,"direction":20},"Most companies think they're one tier higher than they are. Your tier is set by the offers your candidates already have.",[2374],{"start":36,"end":116,"type":139},{},"text_content$a426da0d-a288-4d35-b2aa-f57af15624ad",{"variation":11,"version":12,"items":2378,"primary":2388,"id":2389,"slice_type":538,"slice_label":32},[2379],{"text":2380,"textid":2387},[2381,2384],{"type":172,"text":2382,"spans":2383,"direction":20},"Salary by seniority",[],{"type":24,"text":2385,"spans":2386,"direction":20},"The tiers pull apart with seniority. 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All figures here are annual, so divide by 14 for the monthly payslip.",[],{"type":24,"text":2572,"spans":2573,"direction":20},"To compare these figures with other countries, use our tech salary calculator.",[2574],{"start":165,"end":1048,"type":55,"data":2575},{"link_type":41,"url":2576,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fsalary-calculator",{"type":225,"text":2578,"spans":2579,"direction":20},"Adjusting for the role",[],{"type":24,"text":2581,"spans":2582,"direction":20},"The chart above is for backend engineers. For another role, apply the adjustment below.",[],{},"text_content$6c797c3b-03f7-438c-bd69-4cef7748f31d",{"variation":11,"version":12,"items":2586,"primary":2587,"id":2591,"slice_type":1919,"slice_label":32},[],{"chart":2588,"title":2589,"caption":2590},"pt-role-adjustments","Security, DevOps, data science and AI pay about 10% above backend","Remote Crew salary grid, role adjustments of 26 Oct 2026 · published salaries of 385 open vacancies, checked against PayScale role medians","chart_block$6b681431-b25b-4f06-834e-0773cdd6c84a",{"variation":11,"version":12,"items":2593,"primary":2622,"id":2623,"slice_type":538,"slice_label":32},[2594],{"text":2595,"textid":32},[2596,2599,2603,2607,2611,2615,2619],{"type":24,"text":2597,"spans":2598,"direction":20},"Compared with a backend engineer at the same tier and seniority:",[],{"type":141,"text":2600,"spans":2601,"direction":20},"Security, DevOps and platform, data science, and AI or machine-learning engineers: about +10%.",[2602],{"start":36,"end":907,"type":139},{"type":141,"text":2604,"spans":2605,"direction":20},"Data engineers: about +5%.",[2606],{"start":36,"end":251,"type":139},{"type":141,"text":2608,"spans":2609,"direction":20},"Frontend engineers: about −5%.",[2610],{"start":36,"end":1877,"type":139},{"type":141,"text":2612,"spans":2613,"direction":20},"QA engineers: about −10%.",[2614],{"start":36,"end":486,"type":139},{"type":141,"text":2616,"spans":2617,"direction":20},"Data analysts: about −25%.",[2618],{"start":36,"end":1935,"type":139},{"type":24,"text":2620,"spans":2621,"direction":20},"The adjustments come from published salaries on 385 open engineering vacancies, checked against PayScale's role medians. Where the two disagreed, or vacancies were too few, we kept the adjustment near zero.",[],{},"text_content$9c7155e0-51b9-446a-837c-58cb3e100efb",{"variation":11,"version":12,"items":2625,"primary":2638,"id":2639,"slice_type":538,"slice_label":32},[2626],{"text":2627,"textid":2637},[2628,2631,2634],{"type":172,"text":2629,"spans":2630,"direction":20},"Employee or B2B contractor: what it costs",[],{"type":24,"text":2632,"spans":2633,"direction":20},"A B2B contractor in Portugal usually costs about 20% more than the same engineer's gross salary. Divide by about 220 working days for the day rate.",[],{"type":24,"text":2635,"spans":2636,"direction":20},"The premium covers what the contractor gives up: paid holidays, the 13th and 14th month, employer-paid social security and job security. Many senior engineers still prefer it, because take-home pay is usually higher.",[],"employee-or-b2b-contractor-what-it-costs",{},"text_content$290afe62-aa4a-45f8-8248-bcdb2caa11ce",{"variation":11,"version":12,"items":2641,"primary":2642,"id":2775,"slice_type":2127,"slice_label":32},[],{"table":2643},{"body":2644},{"rows":2645},[2646,2674,2700,2726,2749],{"key":2647,"cells":2648},"e82c17fc-0abe-4c37-8245-9864511e3d2f",[2649,2656,2662,2668],{"key":2650,"type":1963,"content":2651},"3e2a47cb-a1e3-40d8-a949-d1e0fd70eecc",[2652],{"type":24,"text":2653,"spans":2654,"direction":20},"B2B equivalent (backend)",[2655],{"start":36,"end":337,"type":139},{"key":2657,"type":1963,"content":2658},"b86f42c7-f00d-4328-b8bb-719f33038487",[2659],{"type":24,"text":1973,"spans":2660,"direction":20},[2661],{"start":36,"end":690,"type":139},{"key":2663,"type":1963,"content":2664},"3c8ae030-a704-4ee4-ae30-dce5d936930f",[2665],{"type":24,"text":1980,"spans":2666,"direction":20},[2667],{"start":36,"end":486,"type":139},{"key":2669,"type":1963,"content":2670},"48eec0a0-aa85-4437-9b91-2f8b50f19712",[2671],{"type":24,"text":1987,"spans":2672,"direction":20},[2673],{"start":36,"end":1990,"type":139},{"key":2675,"cells":2676},"66f4836f-5bda-46ac-bb66-0a48ee7487ed",[2677,2682,2688,2694],{"key":2678,"type":1963,"content":2679},"83002fb3-ce12-4eae-8103-7d810bea2a60",[2680],{"type":24,"text":2439,"spans":2681,"direction":20},[],{"key":2683,"type":1963,"content":2684},"1ec0f5e4-9fb3-4a44-b9d9-42878a917308",[2685],{"type":24,"text":2686,"spans":2687,"direction":20},"€100–140\u002Fday",[],{"key":2689,"type":1963,"content":2690},"ed38b192-3db9-4cb9-a13e-41c4bba757e2",[2691],{"type":24,"text":2692,"spans":2693,"direction":20},"€155–220\u002Fday",[],{"key":2695,"type":1963,"content":2696},"2ce8f689-4597-4986-8e44-89f2f059db74",[2697],{"type":24,"text":2698,"spans":2699,"direction":20},"€220–300\u002Fday",[],{"key":2701,"cells":2702},"7383d717-e68a-472e-b4a8-c7993cb40e3d",[2703,2708,2714,2720],{"key":2704,"type":1963,"content":2705},"6e13d589-1374-4d1a-a076-bcb2476b4e6d",[2706],{"type":24,"text":2466,"spans":2707,"direction":20},[],{"key":2709,"type":1963,"content":2710},"7b0e31e2-89d9-4309-b35a-96d7e834d912",[2711],{"type":24,"text":2712,"spans":2713,"direction":20},"€140–205\u002Fday",[],{"key":2715,"type":1963,"content":2716},"49b5a245-16f2-4ca9-87b1-a93722a810c8",[2717],{"type":24,"text":2718,"spans":2719,"direction":20},"€275–360\u002Fday",[],{"key":2721,"type":1963,"content":2722},"a102c97e-11bc-46f8-94ac-a40b03e322d1",[2723],{"type":24,"text":2724,"spans":2725,"direction":20},"€300–410\u002Fday",[],{"key":2727,"cells":2728},"1afa0112-ffb6-4b7f-84fe-1cb2c493dfc5",[2729,2734,2739,2744],{"key":2730,"type":1963,"content":2731},"4736f198-945b-4aed-a3b5-7749e6b02477",[2732],{"type":24,"text":2493,"spans":2733,"direction":20},[],{"key":2735,"type":1963,"content":2736},"38c4f639-d49c-47e7-a6fa-7b07d06230c8",[2737],{"type":24,"text":2112,"spans":2738,"direction":20},[],{"key":2740,"type":1963,"content":2741},"297cfc1a-f66f-480c-bc47-e01575b09c4e",[2742],{"type":24,"text":2118,"spans":2743,"direction":20},[],{"key":2745,"type":1963,"content":2746},"709f46a7-e83f-454e-96ef-ec2d75b03998",[2747],{"type":24,"text":2124,"spans":2748,"direction":20},[],{"key":2750,"cells":2751},"51c594f3-ee3a-4c0a-98f1-2a0a2cfd7dc6",[2752,2757,2763,2769],{"key":2753,"type":1963,"content":2754},"c03ee951-273f-4c04-bd7e-0fb9a8e5e219",[2755],{"type":24,"text":2517,"spans":2756,"direction":20},[],{"key":2758,"type":1963,"content":2759},"95caa497-af45-4582-ba18-21770df6995d",[2760],{"type":24,"text":2761,"spans":2762,"direction":20},"€230–315\u002Fday",[],{"key":2764,"type":1963,"content":2765},"3ee874f5-8796-4720-93ce-8c33932c719e",[2766],{"type":24,"text":2767,"spans":2768,"direction":20},"€355–490\u002Fday",[],{"key":2770,"type":1963,"content":2771},"83cea2a5-c83a-48e5-8270-b9eea340e4d8",[2772],{"type":24,"text":2773,"spans":2774,"direction":20},"€545–765\u002Fday",[],"table_block$e94cd0ef-7620-4f8b-977d-261af777f73a",{"variation":11,"version":12,"items":2777,"primary":2795,"id":2796,"slice_type":538,"slice_label":32},[2778],{"text":2779,"textid":32},[2780,2788],{"type":24,"text":2781,"spans":2782,"direction":20},"Contracting is legal and common in Portugal, but it has to look like contracting: no fixed office hours, the contractor's own equipment, and payment for the work instead of a fixed monthly salary. Talk to a local accountant or lawyer before setting it up. Or use contract hiring, and we employ the engineer for you.",[2783],{"start":2784,"end":2785,"type":55,"data":2786},263,278,{"link_type":41,"url":2787,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire-contract-developers",{"type":24,"text":2789,"spans":2790,"direction":20},"For contractor rates in other countries, see our developer hourly rates by country.",[2791],{"start":2792,"end":907,"type":55,"data":2793},49,{"link_type":41,"url":2794,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fsoftware-developer-per-hour-rate-by-country",{},"text_content$c8944878-8771-4d4b-b301-23f4ed5e262d",{"variation":11,"version":12,"items":2798,"primary":2811,"id":2812,"slice_type":538,"slice_label":32},[2799],{"text":2800,"textid":2810},[2801,2804,2807],{"type":172,"text":2802,"spans":2803,"direction":20},"Lisbon or Porto?",[],{"type":24,"text":2805,"spans":2806,"direction":20},"It's a common question companies opening an office in Portugal ask. Both cities have a similar mix of local-market and international employers: 42% of the jobs we track in Lisbon are at international-tier companies, and 48% in Porto. The difference is at the top. Of the 228 global-tier jobs we track, 141 are in Lisbon and only 7 in Porto. Most of the rest are fully remote.",[],{"type":24,"text":2808,"spans":2809,"direction":20},"So in Porto you mostly compete with local-market and international employers. In Lisbon you also compete with global-tier companies for the same senior engineers.",[],"lisbon-or-porto",{},"text_content$77ae400c-9e53-4f4e-b506-8d039f398f24",{"variation":11,"version":12,"items":2814,"primary":2815,"id":2819,"slice_type":1919,"slice_label":32},[],{"chart":2816,"title":2817,"caption":2818},"pt-jobs-by-city","Global-tier jobs are in Lisbon or fully remote, almost never in Porto","Remote Crew job tracking, 24 Oct 2026 · open remote and hybrid engineering jobs at companies with a pay tier · a job listing Lisbon counts as Lisbon; 408 jobs in other places or several cities left out","chart_block$41285dfd-0aaf-4cf0-904c-985fb6874c4a",{"variation":11,"version":12,"items":2821,"primary":2830,"id":2831,"slice_type":538,"slice_label":32},[2822],{"text":2823,"textid":32},[2824,2827],{"type":24,"text":2825,"spans":2826,"direction":20},"What about pay? Companies that hire for the same role in both cities almost always advertise the same range. Capital on Tap posts €65–75k for a lead automation engineer in Lisbon and in Porto, and Imaginary Cloud, Speechify and Consort Group do the same for their roles. The one gap we found was small: Capital on Tap's team lead tops out at €90k in Lisbon and €85k in Porto. A company pays what its tier pays, wherever the engineer sits.",[],{"type":24,"text":2828,"spans":2829,"direction":20},"The real difference is the size of the pool. LinkedIn lists about 27,000 people working as software engineers in the Lisbon area and about 11,000 in the Porto area, so Lisbon has roughly 2.5 times as many. The share open to new roles is similar: about 6,800 in Lisbon and 3,100 in Porto mark themselves open to work.",[],{},"text_content$1fe95611-6aee-4e39-af22-2494ac94fa87",{"variation":11,"version":12,"items":2833,"primary":2834,"id":2838,"slice_type":1919,"slice_label":32},[],{"chart":2835,"title":2836,"caption":2837},"pt-lisbon-porto-linkedin","Lisbon has about 2.5 times Porto's software engineers","LinkedIn Recruiter Lite, 28 Oct 2026 · current job title in LinkedIn's software engineer group, Lisbon and Porto metropolitan areas · LinkedIn rounds counts down (27K+, 11K+) · \"active talent\" is LinkedIn's label for members likely to respond","chart_block$bb123559-3e4d-4dcc-b232-7dc7cf661df9",{"variation":11,"version":12,"items":2840,"primary":2846,"id":2847,"slice_type":538,"slice_label":32},[2841],{"text":2842,"textid":32},[2843],{"type":24,"text":2844,"spans":2845,"direction":20},"So the choice is less about salary than about who you compete with and how deep you need the pool to be. For a first team of five to ten engineers, either city works. If you plan to grow one stack past 20 engineers in a year, Lisbon's pool, or hiring across both cities and remote, gives you more room.",[],{},"text_content$a0f90560-2aa2-4e97-92cf-454803ca9d23",{"variation":11,"version":12,"items":2849,"primary":2887,"id":2888,"slice_type":538,"slice_label":32},[2850],{"text":2851,"textid":2886},[2852,2855,2858,2862,2867,2871,2875],{"type":172,"text":2853,"spans":2854,"direction":20},"What this means for your hiring budget",[],{"type":24,"text":2856,"spans":2857,"direction":20},"Work out which tier your candidates work in now and budget for that tier.",[],{"type":491,"text":2859,"spans":2860,"direction":20},"Look at where your ideal candidate works today. A senior engineer at an international product company won't move for a local-market offer, however good the role.",[2861],{"start":36,"end":691,"type":139},{"type":491,"text":2863,"spans":2864,"direction":20},"Be honest about your tier. If you want engineers from international companies but pay local-market salaries, the search will stall.",[2865],{"start":36,"end":2866,"type":139},26,{"type":491,"text":2868,"spans":2869,"direction":20},"Put the range in the job ad. Of what you control, the range is the biggest factor in whether senior engineers reply.",[2870],{"start":36,"end":115,"type":139},{"type":491,"text":2872,"spans":2873,"direction":20},"Decide employee or B2B early. It moves the offer by about 20%, and many senior engineers have a strong preference.",[2874],{"start":36,"end":1867,"type":139},{"type":24,"text":2876,"spans":2877,"direction":20},"Not sure which tier you're competing with? Book a call and we'll tell you what your role pays in Portugal and whether your budget works, even if the answer is that you don't need us. Our prices are on our pricing page.",[2878,2881],{"start":150,"end":861,"type":55,"data":2879},{"link_type":41,"url":2880,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire",{"start":2882,"end":2883,"type":55,"data":2884},205,217,{"link_type":41,"url":2885,"target":323},"https:\u002F\u002Fwww.remotecrew.io\u002Fpricing","what-this-means-for-your-hiring-budget",{},"text_content$d111f9f5-0ea3-4f81-b468-dc0afbae75a9",{"variation":11,"version":12,"items":2890,"primary":2955,"id":2956,"slice_type":538,"slice_label":32},[2891],{"text":2892,"textid":2954},[2893,2896,2899,2902,2905,2908,2911,2914,2917,2924,2927,2930,2933,2936,2939,2942,2945,2948,2951],{"type":172,"text":2894,"spans":2895,"direction":20},"Frequently asked questions",[],{"type":225,"text":2897,"spans":2898,"direction":20},"What is the average software engineer salary in Portugal?",[],{"type":24,"text":2900,"spans":2901,"direction":20},"There isn't a useful single average, because pay splits into three tiers. For senior engineers, the middle half of jobs pays €37–46k at local-market companies, €61–74k at international companies and €74–101k at global companies, gross annual.",[],{"type":225,"text":2903,"spans":2904,"direction":20},"How much does a senior software engineer earn in Portugal?",[],{"type":24,"text":2906,"spans":2907,"direction":20},"A senior backend engineer in Portugal earns €35–48k at local-market companies, €63–88k at international companies and €75–100k at global companies, gross annual in 2026. The median senior job pays €42k, €67k and €84k in those three tiers.",[],{"type":225,"text":2909,"spans":2910,"direction":20},"How much does a junior developer earn in Portugal?",[],{"type":24,"text":2912,"spans":2913,"direction":20},"A junior backend developer in Portugal earns €18–26k at local-market companies, €28–40k at international companies and €40–55k at global companies, gross annual in 2026.",[],{"type":225,"text":2915,"spans":2916,"direction":20},"How much does it cost a company to employ a software engineer in Portugal?",[],{"type":24,"text":2918,"spans":2919,"direction":20},"The gross salary plus the employer's social security contribution of 23.75%, plus benefits such as meal allowance and health insurance. Hiring a B2B contractor instead costs about 20% more than the gross salary, with no employer contributions. If you don't have a Portuguese entity, contract hiring lets us employ the engineer for you.",[2920],{"start":2921,"end":2922,"type":55,"data":2923},283,298,{"link_type":41,"url":2787,"target":323},{"type":225,"text":2925,"spans":2926,"direction":20},"Which companies pay software engineers the most in Portugal?",[],{"type":24,"text":2928,"spans":2929,"direction":20},"Global-tier companies, which benchmark pay regionally or globally and publish ranges above €100k for individual engineers. Examples from their own job ads include Cloudflare, Elastic, Thought Machine, Constructor and Attio.",[],{"type":225,"text":2931,"spans":2932,"direction":20},"Do software engineers earn more in Lisbon than in Porto?",[],{"type":24,"text":2934,"spans":2935,"direction":20},"The company's tier matters more than the city. Lisbon and Porto have a similar share of international-tier jobs, but global-tier companies hire almost only in Lisbon or fully remote, so the top of the market is in Lisbon.",[],{"type":225,"text":2937,"spans":2938,"direction":20},"Are salaries in Portugal paid in 14 months?",[],{"type":24,"text":2940,"spans":2941,"direction":20},"Usually, yes: 12 monthly payments plus an extra month in summer and one at Christmas. Divide the annual figure by 14 to get the monthly payslip.",[],{"type":225,"text":2943,"spans":2944,"direction":20},"What is the day rate for a B2B contractor developer in Portugal?",[],{"type":24,"text":2946,"spans":2947,"direction":20},"About 20% more than the equivalent gross salary, divided by 220 working days. For a senior backend engineer that's about €190–260 a day at local-market rates, €345–480 at international rates and €410–545 at global rates.",[],{"type":225,"text":2949,"spans":2950,"direction":20},"Do AI and machine-learning engineers earn more?",[],{"type":24,"text":2952,"spans":2953,"direction":20},"About 10% more than backend engineers at the same tier and seniority, the same premium as security, DevOps and data science.",[],"frequently-asked-questions",{},"text_content$365e2635-bd0c-4f3a-afe6-4f5f0228ba69",{"variation":11,"version":12,"items":2958,"primary":3009,"id":3010,"slice_type":538,"slice_label":32},[2959],{"text":2960,"textid":3008},[2961,2964,2967,2971,2975,2979,2983,2987,2993,2996,3000],{"type":172,"text":2962,"spans":2963,"direction":20},"How we got these numbers",[],{"type":24,"text":2965,"spans":2966,"direction":20},"The ranges come mainly from salaries companies advertise, checked against what engineers report for those companies.",[],{"type":141,"text":2968,"spans":2969,"direction":20},"Source: the published salary ranges of open engineering vacancies based in Portugal, collected by Remote Crew's job tracking, October 2026. Remote and hybrid roles only; on-site roles are left out.",[2970],{"start":36,"end":1940,"type":139},{"type":141,"text":2972,"spans":2973,"direction":20},"Tiers: each company is placed in a tier based on the ranges it publishes, the salaries engineers report for it and what kind of company it is. A company whose published ranges for individual engineers go above €100k is global. A company whose published ranges have a midpoint of €45k or more is international. The rest are local market.",[2974],{"start":36,"end":1990,"type":139},{"type":141,"text":2976,"spans":2977,"direction":20},"Rounding: ranges are rounded to the nearest €1k and describe the middle of the market for each tier and seniority, not the extremes.",[2978],{"start":36,"end":468,"type":139},{"type":141,"text":2980,"spans":2981,"direction":20},"B2B: gross annual salary × 1.20, divided by 220 working days, rounded to €5.",[2982],{"start":36,"end":6,"type":139},{"type":141,"text":2984,"spans":2985,"direction":20},"Talent pool: LinkedIn Recruiter Lite counts for the Lisbon and Porto metropolitan areas, 28 Oct 2026.",[2986],{"start":36,"end":690,"type":139},{"type":141,"text":2988,"spans":2989,"direction":20},"Sources: Gergely Orosz, The Trimodal Nature of Software Engineering Salaries, The Pragmatic Engineer.",[2990,2991],{"start":36,"end":1886,"type":139},{"start":468,"end":1459,"type":55,"data":2992},{"link_type":41,"url":2193,"target":323},{"type":24,"text":2994,"spans":2995,"direction":20},"We update these figures once a year. Last updated: November 2026.",[],{"type":24,"text":2997,"spans":2998,"direction":20},"About the source. Remote Crew is a developer-first tech recruitment agency based in Portugal. We have hired engineers for companies in Europe and the US since 2019, and we track open engineering jobs in Portugal to advise clients on pay.",[2999],{"start":36,"end":138,"type":139},{"type":24,"text":3001,"spans":3002,"direction":20},"You're welcome to use these figures in your own work. Please cite \"Remote Crew, Software engineer salaries in Portugal (2026)\" and link to this page. Download the data (CSV).",[3003],{"start":3004,"end":3005,"type":55,"data":3006},150,173,{"link_type":41,"url":3007,"target":323},"https:\u002F\u002Fremotecrew-website.cdn.prismic.io\u002Fremotecrew-website\u002FofOSQeJmlsn6lhTT_portugal-engineer-salaries-2026.csv","how-we-got-these-numbers",{},"text_content$3ad28eea-4cc4-4b59-b199-a318f2da566a",{"variation":11,"version":12,"items":3012,"primary":3013,"id":3023,"slice_type":554,"slice_label":32},[],{"author":3014,"title":3017,"authorimage":3020},[3015],{"type":24,"text":25,"spans":3016,"direction":20},[],[3018],{"type":547,"text":548,"spans":3019,"direction":20},[],{"dimensions":3021,"alt":31,"copyright":32,"url":33,"id":34,"edit":3022},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$9d95797a-d053-47f9-a029-bcf31ced8ddf","Senior software engineers in Portugal earn a median €42k, €67k or €84k, depending on the company's pay tier. 2026 salaries by seniority, role and B2B day rate.",{"dimensions":3026,"alt":3027,"copyright":32,"url":3028,"id":3029,"edit":3030},{"width":558,"height":559},"Salary curves of the three pay tiers for senior engineers in Portugal","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FJ_5CJ8PXdF2eZfZQ_meta-image.png?auto=format%2Ccompress&w=2400&h=1260","J_5CJ8PXdF2eZfZQ",{"x":36,"y":36,"zoom":37,"background":38},"Software Engineer Salary in Portugal (2026): 3 Pay Tiers",1793726961506]