[{"data":1,"prerenderedAt":3092},["ShallowReactive",2],{"how-to-measure-quality-of-hire":3,"posts-how-to-measure-quality-of-hire":642},{"slug":4,"document":5,"documentId":639,"tags":640,"slices":9,"lastPublicationDate":641},"how-to-measure-quality-of-hire",{"length":6,"publish_date":7,"type":8,"slices":9,"meta_description":630,"meta_image":631,"meta_title":638,"author":25},3,"2025-08-19","Tech Hiring Metrics & Data-Driven Recruitment",[10,53,227,241,274,614],{"variation":11,"version":12,"items":13,"primary":14,"id":51,"slice_type":52,"slice_label":32},"default","initial",[],{"title":15,"subtitle":21,"author":22,"date":7,"length":6,"authorimage":27,"image":39,"authorlinkedin":47},[16],{"type":17,"text":18,"spans":19,"direction":20},"heading1","How to Measure Quality of Hire: Key Metrics, Formula, and Improvement Tips",[],"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",{"dimensions":40,"alt":43,"copyright":32,"url":44,"id":45,"edit":46},{"width":41,"height":42},4624,3472,"man stands facing a blue wall covered with clusters of yellow sticky notes organized around topics like environment, government, individuals, healthcare, and society, as part of a brainstorming or problem-mapping session.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaKRCt6Tt2nPbac5l_per-loov-oXqn2CXC_9Q-unsplash.jpg?auto=format%2Ccompress&rect=0%2C0%2C4624%2C3472&w=4624&h=3472","aKRCt6Tt2nPbac5l",{"x":36,"y":36,"zoom":37,"background":38},{"link_type":48,"key":49,"url":50},"Web","edbd5f84-712c-4556-afd3-327aef1372d0","https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fmiguelcdpmarques\u002F","blog_hero_universal$bcfdda1a-372b-4bd7-81dd-a29b3910996d","blog_hero_universal",{"variation":11,"version":12,"items":54,"primary":224,"id":225,"slice_type":226,"slice_label":32},[55],{"text":56,"textid":32},[57,60,63,66,68,77,79,82,84,87,89,92,94,97,99,102,104,117,119,125,127,132,134,137,139,147,149,152,154,160,171,176,181,185,190,195,197,201,203,206,208,214,216,219,221],{"type":24,"text":58,"spans":59,"direction":20},"What makes a good hire?",[],{"type":24,"text":61,"spans":62,"direction":20},"",[],{"type":24,"text":64,"spans":65,"direction":20},"And how can you tell?",[],{"type":24,"text":61,"spans":67,"direction":20},[],{"type":24,"text":69,"spans":70,"direction":20},"These are the questions that keep the recruitment industry worth $700 billion.",[71],{"start":72,"end":73,"type":74,"data":75},38,58,"hyperlink",{"link_type":48,"url":76},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Frecruiting-metrics-kpis",{"type":24,"text":61,"spans":78,"direction":20},[],{"type":24,"text":80,"spans":81,"direction":20},"Forget “What is the meaning of life?”",[],{"type":24,"text":61,"spans":83,"direction":20},[],{"type":24,"text":85,"spans":86,"direction":20},"What is the meaning of quality of hire?",[],{"type":24,"text":61,"spans":88,"direction":20},[],{"type":24,"text":90,"spans":91,"direction":20},"Essentially, it’s how well a new employee contributes to their company’s success.",[],{"type":24,"text":61,"spans":93,"direction":20},[],{"type":24,"text":95,"spans":96,"direction":20},"Sounds simple. It’s not always.",[],{"type":24,"text":61,"spans":98,"direction":20},[],{"type":24,"text":100,"spans":101,"direction":20},"What makes it difficult is that hiring someone good doesn’t necessarily make it a good hire.",[],{"type":24,"text":61,"spans":103,"direction":20},[],{"type":24,"text":105,"spans":106,"direction":20},"Russell Crowe. One of the best actors out there on his day. Gladiator. Master and Commander. Robin Hood. All epic.",[107,111,114],{"start":108,"end":109,"type":110},60,69,"em",{"start":112,"end":113,"type":110},71,91,{"start":115,"end":116,"type":110},93,103,{"type":24,"text":61,"spans":118,"direction":20},[],{"type":24,"text":120,"spans":121,"direction":20},"But did that make him a quality hire when he was warbling around in Les Misérables?",[122],{"start":123,"end":124,"type":110},68,83,{"type":24,"text":61,"spans":126,"direction":20},[],{"type":24,"text":128,"spans":129,"direction":20},"Mais non.",[130],{"start":36,"end":131,"type":110},9,{"type":24,"text":61,"spans":133,"direction":20},[],{"type":24,"text":135,"spans":136,"direction":20},"So it can be difficult to judge quality of hire. And yet, it’s critical to do so.",[],{"type":24,"text":61,"spans":138,"direction":20},[],{"type":24,"text":140,"spans":141,"direction":20},"A high-quality hire can be up to 8x more productive in very high complexity roles.",[142],{"start":143,"end":144,"type":74,"data":145},2,19,{"link_type":48,"url":146},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire-developers",{"type":24,"text":61,"spans":148,"direction":20},[],{"type":24,"text":150,"spans":151,"direction":20},"This article will show you what to assess, and how, so you can gauge quality and avoid hiring the wrong Javert.",[],{"type":24,"text":61,"spans":153,"direction":20},[],{"type":24,"text":155,"spans":156,"direction":20},"Table of Contents",[157],{"start":36,"end":158,"type":159},17,"strong",{"type":161,"text":162,"spans":163,"direction":20},"list-item","Why Measuring Quality of Hire is Important ",[164,166],{"start":36,"end":165,"type":159},43,{"start":167,"end":168,"type":74,"data":169},14,29,{"link_type":48,"url":170},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-to-measure-source-of-hire",{"type":161,"text":172,"spans":173,"direction":20},"Key Metrics for Measuring Quality of Hire",[174],{"start":36,"end":175,"type":159},41,{"type":161,"text":177,"spans":178,"direction":20},"Calculating Quality of Hire: Step-by-Step Guide",[179],{"start":36,"end":180,"type":159},47,{"type":161,"text":182,"spans":183,"direction":20},"Tools and Methods for Assessing Quality of Hire",[184],{"start":36,"end":180,"type":159},{"type":161,"text":186,"spans":187,"direction":20},"Tips for Improving Quality of Hire",[188],{"start":36,"end":189,"type":159},34,{"type":161,"text":191,"spans":192,"direction":20},"Higher Hire Quality Can Be Yours",[193],{"start":36,"end":194,"type":159},32,{"type":24,"text":61,"spans":196,"direction":20},[],{"type":198,"text":199,"spans":200,"direction":20},"heading2","Why Measuring Quality of Hire is Important",[],{"type":24,"text":61,"spans":202,"direction":20},[],{"type":24,"text":204,"spans":205,"direction":20},"Obviously, we all want high-quality hires. ",[],{"type":24,"text":61,"spans":207,"direction":20},[],{"type":24,"text":209,"spans":210,"direction":20},"Do we really need to measure quality of hire, though? Is it not a bit “after the horse has bolted”? ",[211],{"start":212,"end":213,"type":110},21,28,{"type":24,"text":61,"spans":215,"direction":20},[],{"type":24,"text":217,"spans":218,"direction":20},"If you hire someone bad, and you realise they’re bad afterwards, it’s too late to do anything about it, surely?",[],{"type":24,"text":61,"spans":220,"direction":20},[],{"type":24,"text":222,"spans":223,"direction":20},"Well, not quite. Look at it this way, for one quality of hire example:",[],{},"text_content$608c77dc-feaf-4c85-80c9-07096178fa66","text_content",{"variation":11,"version":12,"items":228,"primary":229,"id":239,"slice_type":240,"slice_label":32},[],{"image":230,"caption":238},{"dimensions":231,"alt":234,"copyright":32,"url":235,"id":236,"edit":237},{"width":232,"height":233},486,548,"\"Flowchart showing how to measure Quality of Hire (QoH). It starts with '2 hires' leading to 'Measure QoH,' which branches into 'Good hire' (green circle) and 'Bad hire' (red circle). Under 'Good hire': 'Examine recruitment process' → 'Find things to replicate.' Under 'Bad hire': 'Examine recruitment process' → 'Find things to avoid.'\"","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaOTzmZ5xUNkB1rYl_Screenshot2025-10-07at12.03.50.png?auto=format,compress","aOTzmZ5xUNkB1rYl",{"x":36,"y":36,"zoom":37,"background":38},[],"image$c52a28db-e05e-4a36-bae6-d3c7396f5597","image",{"variation":11,"version":12,"items":242,"primary":272,"id":273,"slice_type":226,"slice_label":32},[243],{"text":244,"textid":32},[245,248,250,253,255,262,264,267,269],{"type":24,"text":246,"spans":247,"direction":20},"Imagine you have two hires. ",[],{"type":24,"text":61,"spans":249,"direction":20},[],{"type":24,"text":251,"spans":252,"direction":20},"You measure their quality, and it turns out one’s great, and the other’s not.",[],{"type":24,"text":61,"spans":254,"direction":20},[],{"type":24,"text":256,"spans":257,"direction":20},"So you look at the hiring process, from job spec through to offer. ",[258],{"start":144,"end":259,"type":74,"data":260},33,{"link_type":48,"url":261},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Frecruiting-funnel",{"type":24,"text":61,"spans":263,"direction":20},[],{"type":24,"text":265,"spans":266,"direction":20},"Were there any differences between them? Was one interview process more thorough?",[],{"type":24,"text":61,"spans":268,"direction":20},[],{"type":24,"text":270,"spans":271,"direction":20},"By analysing and replicating the things from the good hire process, and avoiding the things from the bad hire, you have a better chance of having high-quality hires in future.",[],{},"text_content$3b253d8a-d33d-42bd-ba5c-457b53386cbe",{"variation":11,"version":12,"items":275,"primary":612,"id":613,"slice_type":226,"slice_label":32},[276],{"text":277,"textid":32},[278,281,284,287,290,292,294,296,299,301,310,312,315,317,320,322,326,328,331,334,337,339,342,344,347,350,352,355,357,360,362,370,373,376,378,381,383,386,388,391,393,395,397,400,402,405,407,410,412,416,418,421,425,428,431,434,436,442,444,450,452,457,459,463,465,468,473,478,483,487,492,496,501,507,509,512,514,517,519,521,524,526,534,536,539,541,548,550,552,554,557,559,562,564,567,569,578,583,587,595,597,599,602,604,607,609],{"type":24,"text":279,"spans":280,"direction":20},"And more high-quality hires mean:\n",[],{"type":161,"text":282,"spans":283,"direction":20},"Greater productivity (as we saw earlier). Even low complexity roles can see up to 50% higher productivity.",[],{"type":161,"text":285,"spans":286,"direction":20},"Bigger revenue. McKinsey suggests that companies that measure hire performance, and act on it, can see up to 30% higher revenue growth.",[],{"type":161,"text":288,"spans":289,"direction":20},"Better retention\u002Flower turnover (and so lower overall recruiting costs). High-quality hires are typically better engaged and more motivated, which can result in greater longevity (though a good culture fit doesn’t negate the need for actively promoting employee engagement as well).",[],{"type":24,"text":61,"spans":291,"direction":20},[],{"type":198,"text":172,"spans":293,"direction":20},[],{"type":24,"text":61,"spans":295,"direction":20},[],{"type":24,"text":297,"spans":298,"direction":20},"There are several factors you can consider to determine if a hire is high quality.",[],{"type":24,"text":61,"spans":300,"direction":20},[],{"type":24,"text":302,"spans":303,"direction":20},"And they should be data-driven, rather than vibe-based.",[304],{"start":305,"end":306,"type":74,"data":307},4,30,{"link_type":48,"url":308,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fdata-driven-recruitment","_blank",{"type":24,"text":61,"spans":311,"direction":20},[],{"type":24,"text":313,"spans":314,"direction":20},"Your quality of hire index will depend on what you do as a business and what exactly you’re looking for from your hires.",[],{"type":24,"text":61,"spans":316,"direction":20},[],{"type":24,"text":318,"spans":319,"direction":20},"Still, as a guideline, here’s what to include on your quality of hire scorecard:",[],{"type":24,"text":61,"spans":321,"direction":20},[],{"type":323,"text":324,"spans":325,"direction":20},"heading3","Performance Ratings",[],{"type":24,"text":61,"spans":327,"direction":20},[],{"type":24,"text":329,"spans":330,"direction":20},"This is the simple, overarching metric about how well new hires meet (or beat) expectations relative to their job requirements over a defined period of time – say, 6 months to 5 years. ",[],{"type":24,"text":332,"spans":333,"direction":20},"It’ll likely be composed of KPIs (or productivity metrics – more on that next) that apply to their specific role. You can condense these into an established “performance rating” figure by establishing a review system. ",[],{"type":24,"text":335,"spans":336,"direction":20},"For example, if a new hire exceeds every KPI for their role, that could be a “5” performance rating. If they miss a few, that could drop to, say, a 3. You can weight KPIs on their importance to business success for a more accurate figure.",[],{"type":24,"text":61,"spans":338,"direction":20},[],{"type":323,"text":340,"spans":341,"direction":20},"Productivity Metrics",[],{"type":24,"text":61,"spans":343,"direction":20},[],{"type":24,"text":345,"spans":346,"direction":20},"This differs from overall performance in that it’s more granular, which can help you dig down into what makes a hire good quality. ",[],{"type":24,"text":348,"spans":349,"direction":20},"Track role-specific outputs (like projects delivered, frequency of bugs, or code commits for a software developer) over a set timeframe, and compare them to team averages or pre-hire benchmarks. As with each metric, you can weight and condense these KPIs into a single figure.",[],{"type":24,"text":61,"spans":351,"direction":20},[],{"type":323,"text":353,"spans":354,"direction":20},"Hiring Manager Satisfaction",[],{"type":24,"text":61,"spans":356,"direction":20},[],{"type":24,"text":358,"spans":359,"direction":20},"Self-explanatory. It’s how happy their direct supervisor is with their fit and performance, gathered from surveys, reports, and feedback. The trick is taking this ostensibly subjective metric and making it measurable.",[],{"type":24,"text":61,"spans":361,"direction":20},[],{"type":24,"text":363,"spans":364,"direction":20}," The technique reflects how you should conduct your interviews – as objectively as possible – by standardising the feedback with clear criteria. For example, by rating technical skills, soft skills, and ramp-up speed separately, and using a consistent scoring scale across all hires. ",[365],{"start":366,"end":367,"type":74,"data":368},186,197,{"link_type":48,"url":369,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fassess-soft-skills-when-hiring-remote-developers",{"type":24,"text":371,"spans":372,"direction":20},"\n",[],{"type":323,"text":374,"spans":375,"direction":20},"Retention Rate",[],{"type":24,"text":61,"spans":377,"direction":20},[],{"type":24,"text":379,"spans":380,"direction":20},"This is more of a broad quality of hire indicator for your company or team, rather than assessing the quality of individual hires. It’s also fairly easy to measure – you track the percentage of employees who have remained at the company for defined periods of time (6, 12, 24, 60 months, etc.) since their hire. You can make it even more specific by measuring against role, department, or hire source.",[],{"type":24,"text":371,"spans":382,"direction":20},[],{"type":323,"text":384,"spans":385,"direction":20},"Cultural Fit",[],{"type":24,"text":61,"spans":387,"direction":20},[],{"type":24,"text":389,"spans":390,"direction":20},"At first glance, this may seem subjective and hard to quantify. It’s how well a new hire aligns with nebulous qualities like company values and working style. However, you can still turn it into hard data. Similar to satisfaction, use structured surveys from colleagues and the employees themselves. The questions should glean insight into observable behaviours that indicate alignment with a culture fit. Say one of your cultural values is that you’re collaborative. You can ask about times the employee has shared work, and look for evidence.",[],{"type":24,"text":371,"spans":392,"direction":20},[],{"type":198,"text":177,"spans":394,"direction":20},[],{"type":24,"text":61,"spans":396,"direction":20},[],{"type":24,"text":398,"spans":399,"direction":20},"How do you calculate quality of hire? Is there a special quality-of-hire formula you can use?",[],{"type":24,"text":61,"spans":401,"direction":20},[],{"type":24,"text":403,"spans":404,"direction":20},"Again, annoyingly, it’ll vary. Google it – there’s plenty of calculations out there, and no one-size-fits-all solution. Nor should there be; there’s far too many variables.",[],{"type":24,"text":61,"spans":406,"direction":20},[],{"type":24,"text":408,"spans":409,"direction":20},"But here’s a framework we like, using what we’ve talked about so far, that you can take and\u002For adapt to use as you see fit:",[],{"type":24,"text":61,"spans":411,"direction":20},[],{"type":24,"text":413,"spans":414,"direction":20},"Quality of Hire Score = (Performance + Retention + Cultural Fit + Satisfaction) \u002F 4",[415],{"start":36,"end":124,"type":110},{"type":24,"text":61,"spans":417,"direction":20},[],{"type":24,"text":419,"spans":420,"direction":20},"Here’s how it works:",[],{"type":422,"text":423,"spans":424,"direction":20},"o-list-item","Analyse an employee’s performance rating based on whatever KPIs best prove how well they’re achieving their goals. Weight each of these so you can boil the rating down to a single number (in this case, 0-5, five being the highest).",[],{"type":422,"text":426,"spans":427,"direction":20},"Repeat this step for each of the other metrics (in this case, retention, cultural fit, and manager satisfaction). Ensure that you’re satisfied that a 5\u002F5 for each of these metrics is equally representative of quality of hire. For instance, is someone having been at your company for a long time “worth” the same as flawless performance? If not, you may choose to cap your ratings at a certain level, or you might alter your calculation slightly.",[],{"type":422,"text":429,"spans":430,"direction":20},"Add each of the metrics scores together, and divide by the number of metrics, to get your overall Quality of Hire score.\n",[],{"type":24,"text":432,"spans":433,"direction":20},"So, for example…",[],{"type":24,"text":61,"spans":435,"direction":20},[],{"type":24,"text":437,"spans":438,"direction":20},"Since Carl joined Virtual Fleet, his Performance, based on his deliverables metrics, has been spotty at best. You aggregate his KPIs and it gives him an overall score of 2.8\u002F5. ",[439],{"start":440,"end":441,"type":159},37,48,{"type":24,"text":61,"spans":443,"direction":20},[],{"type":24,"text":445,"spans":446,"direction":20},"However, he has been here for 8 years – as long as anybody. That gives him a 5\u002F5 for Retention (In this case, retention is just as important a metric for quality of hire as performance). ",[447],{"start":448,"end":449,"type":159},85,95,{"type":24,"text":61,"spans":451,"direction":20},[],{"type":24,"text":453,"spans":454,"direction":20},"His Culture Fit surveys show he doesn’t always live up to company values. Virtual Fleet believes in transparency, and there’s evidence he’s a subdolous character, so they’ve only granted him a 2.4\u002F5.",[455],{"start":305,"end":456,"type":159},15,{"type":24,"text":61,"spans":458,"direction":20},[],{"type":24,"text":460,"spans":461,"direction":20},"But as far as Manager Satisfaction goes, he’s doing quite well. Despite his sneaky ways and failure to meet deadlines, which negatively impact his culture and performance scores, he always finds a way to get things done. So he’s got a 4.2\u002F5 here.",[462],{"start":167,"end":189,"type":159},{"type":24,"text":61,"spans":464,"direction":20},[],{"type":24,"text":466,"spans":467,"direction":20},"So Carl’s Quality of Hire score would be:\n",[],{"type":24,"text":469,"spans":470,"direction":20},"2.8 (Performance) ",[471],{"start":36,"end":472,"type":110},18,{"type":24,"text":474,"spans":475,"direction":20},"+ 5 (Retention) ",[476],{"start":36,"end":477,"type":110},16,{"type":24,"text":479,"spans":480,"direction":20},"+ 2.4 (Culture Fit) ",[481],{"start":36,"end":482,"type":110},20,{"type":24,"text":484,"spans":485,"direction":20},"+ 4.2 (Manager Satisfaction) ",[486],{"start":36,"end":168,"type":110},{"type":24,"text":488,"spans":489,"direction":20},"= 14.4",[490],{"start":36,"end":491,"type":110},6,{"type":24,"text":493,"spans":494,"direction":20},"\u002F 4 (the number of different metrics) ",[495],{"start":36,"end":72,"type":110},{"type":24,"text":497,"spans":498,"direction":20},"= 3.6",[499],{"start":36,"end":500,"type":110},5,{"type":24,"text":502,"spans":503,"direction":20},"Quality of Hire = 3.6\u002F5",[504,506],{"start":36,"end":505,"type":110},23,{"start":36,"end":456,"type":159},{"type":24,"text":61,"spans":508,"direction":20},[],{"type":24,"text":510,"spans":511,"direction":20},"Once you’ve completed a few calculations, you can set benchmarks to determine what constitutes a “good” score, and therefore a high-quality hire. You can align these benchmarks against what you want to achieve as a business in a recruitment sense, and compare your scores to industry standards.",[],{"type":24,"text":61,"spans":513,"direction":20},[],{"type":24,"text":515,"spans":516,"direction":20},"Bear in mind, these scores can and will fluctuate over time (especially retention). Be sure to monitor quality over time, and use it as an opportunity to try to improve scores between measurements.\n",[],{"type":198,"text":182,"spans":518,"direction":20},[],{"type":24,"text":61,"spans":520,"direction":20},[],{"type":24,"text":522,"spans":523,"direction":20},"No-one’s expecting you to do all this by hand.",[],{"type":24,"text":61,"spans":525,"direction":20},[],{"type":24,"text":527,"spans":528,"direction":20},"There are Applicant Tracking Systems (ATS) that can manage and centralise much of this process for you, as well as other performance management and HR systems. Greenhouse, Lever, and BambooHR, for example, all offer some form of quality of hire tracking. In fact, some of the more AI-focused ones use predictive analytics to gauge the quality of hire before a candidate has even started.",[529],{"start":530,"end":531,"type":74,"data":532},10,42,{"link_type":48,"url":533,"target":309},"https:\u002F\u002Fwww.remotecrew.io",{"type":24,"text":61,"spans":535,"direction":20},[],{"type":24,"text":537,"spans":538,"direction":20},"We mentioned metrics like cultural fit can be subjective and prone to bias. Tools like the Predictive Index behavioural assessment (among others) use psychometric questions and surveys. They’re not perfect, but they can at least standardise the measurements.",[],{"type":24,"text":61,"spans":540,"direction":20},[],{"type":24,"text":542,"spans":543,"direction":20},"Of course, all this takes time, and effort, and could be costly. There is a shortcut. Use a third-party recruiter, like Remote Crew, with a pool of candidates who’ve been pre-qualified across metrics that determine hire quality, like personality and skills.",[544],{"start":545,"end":546,"type":74,"data":547},120,184,{"link_type":48,"url":146,"target":309},{"type":24,"text":61,"spans":549,"direction":20},[],{"type":198,"text":186,"spans":551,"direction":20},[],{"type":24,"text":61,"spans":553,"direction":20},[],{"type":24,"text":555,"spans":556,"direction":20},"The idea with measuring quality of hire is you don’t just look at your scores and say, “Oh. I guess that’s what it is”.",[],{"type":24,"text":61,"spans":558,"direction":20},[],{"type":24,"text":560,"spans":561,"direction":20},"You’re trying to improve your quality of hire, constantly.",[],{"type":24,"text":61,"spans":563,"direction":20},[],{"type":24,"text":565,"spans":566,"direction":20},"Here’s ways you can pump those numbers up.",[],{"type":24,"text":61,"spans":568,"direction":20},[],{"type":161,"text":570,"spans":571,"direction":20},"Refine the Interview\u002FAssessment Process: Prevention vs. cure and all that – the best way to ensure you have quality team members is to hire high-quality individuals (by your standards). You do that by keeping your interview and assessment processes tight and structured – check the metrics if you’re unsure whether they are or not. We mentioned post-hire psychometric testing – there’s nothing stopping you adding this before you offer as well. Technical skills testing also provides evidence they can perform on the job, which should be one of your metrics.\n",[572,574],{"start":36,"end":573,"type":159},39,{"start":575,"end":576,"type":74,"data":577},272,289,{"link_type":48,"url":76},{"type":161,"text":579,"spans":580,"direction":20},"Enhance Onboarding Programs: Better onboarding means better retention, which, again, should be a quality of hire metric. If you give new hires a clear understanding of the expectations and targets of the role, it’ll be easier for them to perform well, thereby increasing quality of hire. Good onboarding also exposes new starters to the company culture early on, which can help with assimilation.\n",[581],{"start":36,"end":582,"type":159},27,{"type":161,"text":584,"spans":585,"direction":20},"Feedback Mechanisms: Quality of hire measurement shouldn’t be some behind-the-curtains secret. Let new hires know the metrics, and keep them informed of how they’re performing against them, providing aid where needed. These feedback loops shouldn’t just be one way – you should ask team members what they feel’s working and what’s a hindrance. Keep these sessions regular, via a channel that suits your team, and log the results somewhere central and visible.\n",[586],{"start":36,"end":144,"type":159},{"type":161,"text":588,"spans":589,"direction":20},"Continuous Improvement: As well as constantly trying to improve your quality of hire, you should also be on the lookout for ways to improve how you improve it. Use the insights you get from measuring your quality of hire to see which methods are working and which aren’t. With how quickly things can change in business, improving quality of hire is, by necessity, an ongoing, ever-changing process. \n",[590,592],{"start":36,"end":591,"type":159},22,{"start":593,"end":594,"type":110},140,143,{"type":198,"text":191,"spans":596,"direction":20},[],{"type":24,"text":61,"spans":598,"direction":20},[],{"type":24,"text":600,"spans":601,"direction":20},"Quality of hire needn’t be a mystical, ethereal quantity you must passively accept.",[],{"type":24,"text":61,"spans":603,"direction":20},[],{"type":24,"text":605,"spans":606,"direction":20},"You can measure it. And if you can measure it, you can do something about it.",[],{"type":24,"text":61,"spans":608,"direction":20},[],{"type":24,"text":610,"spans":611,"direction":20},"With the right tools, knowledge, and mindset, you can improve your quality of hire and reap the rewards that come with it.",[],{},"text_content$f9ae641a-8de8-413b-bedb-161fc9ba984f",{"variation":11,"version":12,"items":615,"primary":616,"id":628,"slice_type":629,"slice_label":32},[],{"author":617,"title":620,"authorimage":625},[618],{"type":24,"text":25,"spans":619,"direction":20},[],[621],{"type":622,"text":623,"spans":624,"direction":20},"heading6","Founder @ Remote Crew",[],{"dimensions":626,"alt":31,"copyright":32,"url":33,"id":34,"edit":627},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$c2293516-f008-4cf5-bec4-b8558875096d","signature_block_universal","Learn how to measure quality of hire effectively. Discover key metrics and tips to improve your recruitment outcomes.",{"dimensions":632,"alt":43,"copyright":32,"url":635,"id":45,"edit":636},{"width":633,"height":634},2400,1260,"https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002FaKRCt6Tt2nPbac5l_per-loov-oXqn2CXC_9Q-unsplash.jpg?auto=format%2Ccompress&rect=0%2C522%2C4624%2C2428&w=2400&h=1260",{"x":36,"y":637,"zoom":37,"background":38},522,"How to Measure Quality of Hire","aKRFqRAAACYAJObP",[],"2026-10-20T16:35:27+0000",[643,1442,1888],{"id":644,"uid":645,"url":32,"type":646,"href":647,"tags":648,"first_publication_date":649,"last_publication_date":650,"slugs":651,"linked_documents":653,"lang":654,"alternate_languages":655,"data":656},"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",[652],"common-hiring-mistakes-recruiters-make-and-how-to-avoid-them",[],"en-us",[],{"length":500,"publish_date":657,"type":8,"slices":658,"meta_description":1435,"meta_image":1436,"meta_title":1441,"author":32},"2026-01-15",[659,684,1422],{"variation":11,"version":12,"items":660,"primary":661,"id":683,"slice_type":52,"slice_label":32},[],{"title":662,"subtitle":666,"author":667,"date":657,"length":500,"authorimage":670,"image":673,"authorlinkedin":681},[663],{"type":17,"text":664,"spans":665,"direction":20},"Common Hiring Mistakes Recruiters Make (And How to Avoid Them)",[],[],[668],{"type":24,"text":25,"spans":669,"direction":20},[],{"dimensions":671,"alt":31,"copyright":32,"url":33,"id":34,"edit":672},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{"dimensions":674,"alt":677,"copyright":32,"url":678,"id":679,"edit":680},{"width":675,"height":676},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":682},"Any","blog_hero_universal$c83f818a-0f71-4a04-8425-76b49e2e51c9",{"variation":11,"version":12,"items":685,"primary":1420,"id":1421,"slice_type":226,"slice_label":32},[686],{"text":687,"textid":32},[688,691,693,696,698,701,703,706,708,711,713,716,718,721,723,729,731,734,736,739,741,744,746,749,752,755,758,765,772,778,785,792,798,801,804,807,810,816,819,822,825,828,831,837,840,843,846,848,856,858,868,870,873,875,878,880,882,885,887,890,892,895,897,900,902,905,907,915,917,920,922,926,928,936,938,945,947,950,953,955,958,960,963,965,968,971,979,981,985,987,990,992,995,998,1000,1003,1005,1008,1010,1013,1015,1018,1020,1023,1025,1028,1030,1033,1035,1038,1040,1043,1045,1048,1051,1054,1057,1059,1062,1065,1067,1070,1072,1075,1077,1080,1082,1085,1087,1091,1093,1096,1098,1101,1103,1106,1108,1111,1113,1124,1127,1129,1136,1138,1141,1143,1146,1148,1151,1153,1156,1158,1161,1163,1166,1168,1171,1173,1176,1178,1181,1183,1186,1188,1193,1196,1198,1201,1203,1206,1208,1211,1213,1216,1218,1221,1223,1226,1228,1231,1233,1236,1238,1241,1243,1251,1253,1256,1258,1264,1266,1269,1272,1274,1277,1280,1282,1285,1287,1290,1292,1299,1301,1304,1306,1313,1315,1318,1320,1323,1325,1328,1330,1333,1335,1338,1340,1343,1345,1348,1350,1352,1355,1357,1360,1362,1365,1367,1370,1373,1376,1379,1382,1385,1388,1391,1393,1396,1398,1410,1412,1415,1417],{"type":24,"text":689,"spans":690,"direction":20},"A lot of people say, “recruitment is like herding cats”. That’s a disappointing viewpoint.",[],{"type":24,"text":61,"spans":692,"direction":20},[],{"type":24,"text":694,"spans":695,"direction":20},"It’s actually much, much harder.",[],{"type":24,"text":61,"spans":697,"direction":20},[],{"type":24,"text":699,"spans":700,"direction":20},"At least cats don’t have their auntie conveniently hit by a blimp three minutes before their scheduled interview. ",[],{"type":24,"text":61,"spans":702,"direction":20},[],{"type":24,"text":704,"spans":705,"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":61,"spans":707,"direction":20},[],{"type":24,"text":709,"spans":710,"direction":20},"Doesn’t matter if you’re internal or agency. We’re all human. We make mistakes.",[],{"type":24,"text":61,"spans":712,"direction":20},[],{"type":24,"text":714,"spans":715,"direction":20},"These mistakes – be they actions, decisions, or behaviours – keep popping up. ",[],{"type":24,"text":61,"spans":717,"direction":20},[],{"type":24,"text":719,"spans":720,"direction":20},"And they actually drive away top candidates.",[],{"type":24,"text":61,"spans":722,"direction":20},[],{"type":24,"text":724,"spans":725,"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).",[726],{"start":36,"end":213,"type":74,"data":727},{"link_type":48,"url":728,"target":309},"https:\u002F\u002Fwww.hrmorning.com\u002Flp\u002Fwhite-papers\u002Fcandidate-experience-report\u002F",{"type":24,"text":61,"spans":730,"direction":20},[],{"type":24,"text":732,"spans":733,"direction":20},"Imagine that. Over 50% of your herded cats lost. Reputation damaged. Time and recruitment costs wasted. ",[],{"type":24,"text":61,"spans":735,"direction":20},[],{"type":24,"text":737,"spans":738,"direction":20},"Preventably.",[],{"type":24,"text":61,"spans":740,"direction":20},[],{"type":24,"text":742,"spans":743,"direction":20},"That’s what this article is for. Prevention.",[],{"type":24,"text":61,"spans":745,"direction":20},[],{"type":24,"text":747,"spans":748,"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":155,"spans":750,"direction":20},[751],{"start":36,"end":158,"type":159},{"type":161,"text":753,"spans":754,"direction":20},"Why Poor Hiring Practices Cost Companies Top Talent",[],{"type":161,"text":756,"spans":757,"direction":20},"Common Hiring Mistakes Recruiters Make",[],{"type":161,"text":759,"spans":760,"direction":20},"Mistake 1 – Overreliance on résumés over skills",[761],{"start":762,"end":180,"type":74,"data":763},12,{"link_type":48,"url":764},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fwhy-years-of-experience-is-terrible-hiring-filter",{"type":161,"text":766,"spans":767,"direction":20},"Mistake 2 – Ignoring the candidate experience",[768],{"start":762,"end":769,"type":74,"data":770},45,{"link_type":48,"url":771},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fcandidate-experience",{"type":161,"text":773,"spans":774,"direction":20},"Mistake 3 – Overlooking passive candidates",[775],{"start":762,"end":531,"type":74,"data":776},{"link_type":48,"url":777},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fwhy-inbound-recruiting-fails",{"type":161,"text":779,"spans":780,"direction":20},"Mistake 4 – Conducting generic or unstructured interviews",[781],{"start":762,"end":782,"type":74,"data":783},57,{"link_type":48,"url":784},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fconduct-remote-technical-interviews-best-practices",{"type":161,"text":786,"spans":787,"direction":20},"Mistake 5 – Rushing or dawdling",[788],{"start":762,"end":789,"type":74,"data":790},31,{"link_type":48,"url":791},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-long-does-it-take-to-hire-a-remote-developer",{"type":161,"text":793,"spans":794,"direction":20},"Mistake 6 – Weak offers",[795],{"start":762,"end":505,"type":74,"data":796},{"link_type":48,"url":797},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fcalculate-offer-acceptance-rate",{"type":161,"text":799,"spans":800,"direction":20},"Mistake 7 – Poor onboarding",[],{"type":161,"text":802,"spans":803,"direction":20},"How to Improve the Hiring Process",[],{"type":161,"text":805,"spans":806,"direction":20},"Conclusion \n",[],{"type":198,"text":808,"spans":809,"direction":20},"Why Poor Hiring Practices Cost Companies Top Talent\n",[],{"type":24,"text":811,"spans":812,"direction":20},"If you look at the main reasons candidates exit the hiring funnel, you’ll see things like:\n",[813],{"start":165,"end":814,"type":74,"data":815},65,{"link_type":48,"url":261,"target":309},{"type":161,"text":817,"spans":818,"direction":20},"No response after applying (58%)",[],{"type":161,"text":820,"spans":821,"direction":20},"Having to repeat information already on a CV (57%)",[],{"type":161,"text":823,"spans":824,"direction":20},"Lengthy application process (47%)",[],{"type":161,"text":826,"spans":827,"direction":20},"Having to switch between websites\u002Flogins (40%)",[],{"type":161,"text":829,"spans":830,"direction":20},"Unclear job descriptions (33%)",[],{"type":161,"text":832,"spans":833,"direction":20},"Not knowing how long the process will take (30%)\n",[834],{"start":36,"end":531,"type":74,"data":835},{"link_type":48,"url":836,"target":309},"https:\u002F\u002Fwww.cv-library.co.uk\u002Frecruitment-insight\u002Fcandidate-behaviour-barometer-2025-making-breaking-application-experience\u002F",{"type":24,"text":838,"spans":839,"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":841,"spans":842,"direction":20},"It’s most of them, right?\n",[],{"type":24,"text":844,"spans":845,"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":61,"spans":847,"direction":20},[],{"type":24,"text":849,"spans":850,"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.",[851],{"start":852,"end":853,"type":74,"data":854},109,129,{"link_type":48,"url":855,"target":309},"https:\u002F\u002Fthrivemap.io\u002Fcandidate-expectations-gap-report\u002F",{"type":24,"text":61,"spans":857,"direction":20},[],{"type":24,"text":859,"spans":860,"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.",[861,863],{"start":862,"end":545,"type":159},119,{"start":864,"end":865,"type":74,"data":866},234,249,{"link_type":48,"url":867,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-to-measure-quality-of-hire",{"type":24,"text":61,"spans":869,"direction":20},[],{"type":24,"text":871,"spans":872,"direction":20},"But what are the most common recruitment mistakes?",[],{"type":24,"text":61,"spans":874,"direction":20},[],{"type":24,"text":876,"spans":877,"direction":20},"Here’s what we’ve found. \n",[],{"type":198,"text":756,"spans":879,"direction":20},[],{"type":24,"text":61,"spans":881,"direction":20},[],{"type":323,"text":759,"spans":883,"direction":20},[884],{"start":36,"end":180,"type":159},{"type":24,"text":61,"spans":886,"direction":20},[],{"type":24,"text":888,"spans":889,"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":61,"spans":891,"direction":20},[],{"type":24,"text":893,"spans":894,"direction":20},"But you have to consider that many candidates aren’t experts at CV writing. ",[],{"type":24,"text":61,"spans":896,"direction":20},[],{"type":24,"text":898,"spans":899,"direction":20},"They’re experts at software development, or data engineering, or whatever it is they actually do.",[],{"type":24,"text":61,"spans":901,"direction":20},[],{"type":24,"text":903,"spans":904,"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":61,"spans":906,"direction":20},[],{"type":24,"text":908,"spans":909,"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.",[910],{"start":911,"end":912,"type":74,"data":913},156,181,{"link_type":48,"url":914,"target":309},"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":61,"spans":916,"direction":20},[],{"type":24,"text":918,"spans":919,"direction":20},"All this can lead to progressing unsuitable candidates, meaning wasted time and effort, or missing out on potential stars.",[],{"type":24,"text":61,"spans":921,"direction":20},[],{"type":24,"text":923,"spans":924,"direction":20},"Fix: ",[925],{"start":36,"end":500,"type":159},{"type":24,"text":61,"spans":927,"direction":20},[],{"type":24,"text":929,"spans":930,"direction":20},"Rather than taking skills on CVs as gospel, carry out skills-based assessments ahead of any interview decisions.",[931],{"start":932,"end":933,"type":74,"data":934},54,78,{"link_type":48,"url":935},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Ftechnical-assessments-for-developers",{"type":24,"text":61,"spans":937,"direction":20},[],{"type":24,"text":939,"spans":940,"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.",[941],{"start":942,"end":943,"type":74,"data":944},86,115,{"link_type":48,"url":146,"target":309},{"type":24,"text":61,"spans":946,"direction":20},[],{"type":24,"text":948,"spans":949,"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":323,"text":766,"spans":951,"direction":20},[952],{"start":36,"end":769,"type":159},{"type":24,"text":61,"spans":954,"direction":20},[],{"type":24,"text":956,"spans":957,"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":61,"spans":959,"direction":20},[],{"type":24,"text":961,"spans":962,"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":61,"spans":964,"direction":20},[],{"type":24,"text":966,"spans":967,"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":969,"spans":970,"direction":20},"ted, candidates are more than happy to abandon it.",[],{"type":24,"text":972,"spans":973,"direction":20},"Ignoring the candidate’s self-interest, their application experience, can cause a heavily leaky recruitment funnel.",[974,975],{"start":73,"end":123,"type":110},{"start":976,"end":977,"type":74,"data":978},82,114,{"link_type":48,"url":261,"target":309},{"type":24,"text":61,"spans":980,"direction":20},[],{"type":24,"text":982,"spans":983,"direction":20},"Fix:",[984],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":986,"direction":20},[],{"type":24,"text":988,"spans":989,"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":61,"spans":991,"direction":20},[],{"type":24,"text":993,"spans":994,"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":323,"text":773,"spans":996,"direction":20},[997],{"start":36,"end":531,"type":159},{"type":24,"text":61,"spans":999,"direction":20},[],{"type":24,"text":1001,"spans":1002,"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":61,"spans":1004,"direction":20},[],{"type":24,"text":1006,"spans":1007,"direction":20},"But the logical follow-up question would be: why would they leave that job to join this one?",[],{"type":24,"text":61,"spans":1009,"direction":20},[],{"type":24,"text":1011,"spans":1012,"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":61,"spans":1014,"direction":20},[],{"type":24,"text":1016,"spans":1017,"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":61,"spans":1019,"direction":20},[],{"type":24,"text":1021,"spans":1022,"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":61,"spans":1024,"direction":20},[],{"type":24,"text":1026,"spans":1027,"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":61,"spans":1029,"direction":20},[],{"type":24,"text":1031,"spans":1032,"direction":20},"That is, unless you give them a reason to.",[],{"type":24,"text":61,"spans":1034,"direction":20},[],{"type":24,"text":1036,"spans":1037,"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":61,"spans":1039,"direction":20},[],{"type":24,"text":982,"spans":1041,"direction":20},[1042],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":1044,"direction":20},[],{"type":24,"text":1046,"spans":1047,"direction":20},"Tweaking your recruitment marketing to:",[],{"type":422,"text":1049,"spans":1050,"direction":20},"Ensure the messaging is attractive to passive (as well as active) candidates",[],{"type":422,"text":1052,"spans":1053,"direction":20},"Put it in places where passive candidates might see it\n",[],{"type":24,"text":1055,"spans":1056,"direction":20},"Gives you the best chance of appealing to an otherwise inaccessible talent pool.",[],{"type":24,"text":61,"spans":1058,"direction":20},[],{"type":24,"text":1060,"spans":1061,"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":323,"text":779,"spans":1063,"direction":20},[1064],{"start":36,"end":782,"type":159},{"type":24,"text":61,"spans":1066,"direction":20},[],{"type":24,"text":1068,"spans":1069,"direction":20},"Interviews are one of the leakiest portions of the hiring funnel.",[],{"type":24,"text":61,"spans":1071,"direction":20},[],{"type":24,"text":1073,"spans":1074,"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":61,"spans":1076,"direction":20},[],{"type":24,"text":1078,"spans":1079,"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":61,"spans":1081,"direction":20},[],{"type":24,"text":1083,"spans":1084,"direction":20},"This usually comes from “winging” interviews. Or, occasionally, just doing what you think interviews are supposed to look like. ",[],{"type":24,"text":61,"spans":1086,"direction":20},[],{"type":24,"text":1088,"spans":1089,"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? ",[1090],{"start":852,"end":943,"type":110},{"type":24,"text":61,"spans":1092,"direction":20},[],{"type":24,"text":1094,"spans":1095,"direction":20},"“Oo I’m just a perfectionist”. Well, great, so was everyone else – that’s 5 minutes wasted.",[],{"type":24,"text":61,"spans":1097,"direction":20},[],{"type":24,"text":1099,"spans":1100,"direction":20},"It boils down to not having clear objectives and a standardised structure. ",[],{"type":24,"text":61,"spans":1102,"direction":20},[],{"type":24,"text":1104,"spans":1105,"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":61,"spans":1107,"direction":20},[],{"type":24,"text":982,"spans":1109,"direction":20},[1110],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":1112,"direction":20},[],{"type":24,"text":1114,"spans":1115,"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",[1116,1120],{"start":1117,"end":1118,"type":74,"data":1119},77,123,{"link_type":48,"url":784,"target":309},{"start":1121,"end":1122,"type":74,"data":1123},135,146,{"link_type":48,"url":369,"target":309},{"type":323,"text":786,"spans":1125,"direction":20},[1126],{"start":36,"end":789,"type":159},{"type":24,"text":61,"spans":1128,"direction":20},[],{"type":24,"text":1130,"spans":1131,"direction":20},"When recruiting, time is of the essence. Time-to-hire is one of your most valuable metrics.",[1132],{"start":175,"end":1133,"type":74,"data":1134},53,{"link_type":48,"url":1135,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhow-to-calculate-time-to-hire",{"type":24,"text":61,"spans":1137,"direction":20},[],{"type":24,"text":1139,"spans":1140,"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":61,"spans":1142,"direction":20},[],{"type":24,"text":1144,"spans":1145,"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":61,"spans":1147,"direction":20},[],{"type":24,"text":1149,"spans":1150,"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":61,"spans":1152,"direction":20},[],{"type":24,"text":1154,"spans":1155,"direction":20},"Either way, this results in rushed recruitment processes, cutting corners to try to offer quickly.",[],{"type":24,"text":61,"spans":1157,"direction":20},[],{"type":24,"text":1159,"spans":1160,"direction":20},"Needless to say, this can result in poorer quality of hire, since proper assessment is necessarily sacrificed for speed.",[],{"type":24,"text":61,"spans":1162,"direction":20},[],{"type":24,"text":982,"spans":1164,"direction":20},[1165],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":1167,"direction":20},[],{"type":24,"text":1169,"spans":1170,"direction":20},"You have to balance speed with proper evaluation.",[],{"type":24,"text":61,"spans":1172,"direction":20},[],{"type":24,"text":1174,"spans":1175,"direction":20},"Look at your hiring process. Where are the time sinks and bottlenecks?",[],{"type":24,"text":61,"spans":1177,"direction":20},[],{"type":24,"text":1179,"spans":1180,"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":61,"spans":1182,"direction":20},[],{"type":24,"text":1184,"spans":1185,"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":61,"spans":1187,"direction":20},[],{"type":24,"text":1189,"spans":1190,"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",[1191],{"start":123,"end":545,"type":74,"data":1192},{"link_type":48,"url":146,"target":309},{"type":323,"text":793,"spans":1194,"direction":20},[1195],{"start":36,"end":505,"type":159},{"type":24,"text":61,"spans":1197,"direction":20},[],{"type":24,"text":1199,"spans":1200,"direction":20},"When did you last check the market rate salary for the role you’re hiring for?",[],{"type":24,"text":61,"spans":1202,"direction":20},[],{"type":24,"text":1204,"spans":1205,"direction":20},"If the answer is “never”, you’re onto a hiding.",[],{"type":24,"text":61,"spans":1207,"direction":20},[],{"type":24,"text":1209,"spans":1210,"direction":20},"If the answer is “Just before we offer”, you could still do better.",[],{"type":24,"text":61,"spans":1212,"direction":20},[],{"type":24,"text":1214,"spans":1215,"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":61,"spans":1217,"direction":20},[],{"type":24,"text":1219,"spans":1220,"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":61,"spans":1222,"direction":20},[],{"type":24,"text":1224,"spans":1225,"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":61,"spans":1227,"direction":20},[],{"type":24,"text":1229,"spans":1230,"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":61,"spans":1232,"direction":20},[],{"type":24,"text":1234,"spans":1235,"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":61,"spans":1237,"direction":20},[],{"type":24,"text":982,"spans":1239,"direction":20},[1240],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":1242,"direction":20},[],{"type":24,"text":1244,"spans":1245,"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. ",[1246],{"start":1247,"end":1248,"type":74,"data":1249},179,199,{"link_type":48,"url":1250,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fhiring-playbook",{"type":24,"text":61,"spans":1252,"direction":20},[],{"type":24,"text":1254,"spans":1255,"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":61,"spans":1257,"direction":20},[],{"type":24,"text":1259,"spans":1260,"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.",[1261],{"start":1262,"end":1263,"type":110},167,170,{"type":24,"text":61,"spans":1265,"direction":20},[],{"type":24,"text":1267,"spans":1268,"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":1270,"spans":1271,"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":61,"spans":1273,"direction":20},[],{"type":24,"text":1275,"spans":1276,"direction":20},"If you know you’re offering what they want, there’ll be fewer nasty surprises come the official job offer.\n",[],{"type":323,"text":799,"spans":1278,"direction":20},[1279],{"start":36,"end":582,"type":159},{"type":24,"text":61,"spans":1281,"direction":20},[],{"type":24,"text":1283,"spans":1284,"direction":20},"The best candidate in the world will need some onboarding.",[],{"type":24,"text":61,"spans":1286,"direction":20},[],{"type":24,"text":1288,"spans":1289,"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":61,"spans":1291,"direction":20},[],{"type":24,"text":1293,"spans":1294,"direction":20},"Almost 1 in 5 employees who leave a job in the first 90 days do so specifically because of poor onboarding.",[1295],{"start":1296,"end":108,"type":74,"data":1297},24,{"link_type":48,"url":1298,"target":309},"https:\u002F\u002Fenboarder.com\u002Freport\u002F2025-winning-the-first-90-days\u002F",{"type":24,"text":61,"spans":1300,"direction":20},[],{"type":24,"text":1302,"spans":1303,"direction":20},"Poor onboarding also leads to reduced engagement, which in turn negatively impacts overall performance.",[],{"type":24,"text":61,"spans":1305,"direction":20},[],{"type":24,"text":1307,"spans":1308,"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.",[1309],{"start":769,"end":1310,"type":74,"data":1311},72,{"link_type":48,"url":1312,"target":309},"https:\u002F\u002Fpt.scribd.com\u002Fdocument\u002F909538254\u002FEnboarders-2024-State-of-Employee-Onboarding-Report",{"type":24,"text":61,"spans":1314,"direction":20},[],{"type":24,"text":1316,"spans":1317,"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":61,"spans":1319,"direction":20},[],{"type":24,"text":982,"spans":1321,"direction":20},[1322],{"start":36,"end":305,"type":159},{"type":24,"text":61,"spans":1324,"direction":20},[],{"type":24,"text":1326,"spans":1327,"direction":20},"It’s easy to say “do onboarding”. But what does that mean?",[],{"type":24,"text":61,"spans":1329,"direction":20},[],{"type":24,"text":1331,"spans":1332,"direction":20},"What does good onboarding look like?",[],{"type":24,"text":61,"spans":1334,"direction":20},[],{"type":24,"text":1336,"spans":1337,"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":61,"spans":1339,"direction":20},[],{"type":24,"text":1341,"spans":1342,"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":61,"spans":1344,"direction":20},[],{"type":24,"text":1346,"spans":1347,"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":198,"text":802,"spans":1349,"direction":20},[],{"type":24,"text":61,"spans":1351,"direction":20},[],{"type":24,"text":1353,"spans":1354,"direction":20},"Looking for a tl;dr?",[],{"type":24,"text":61,"spans":1356,"direction":20},[],{"type":24,"text":1358,"spans":1359,"direction":20},"We’ve got you.",[],{"type":24,"text":61,"spans":1361,"direction":20},[],{"type":24,"text":1363,"spans":1364,"direction":20},"You can fix your hiring mistakes by:",[],{"type":24,"text":61,"spans":1366,"direction":20},[],{"type":161,"text":1368,"spans":1369,"direction":20},"Doing thorough skills assessments",[],{"type":161,"text":1371,"spans":1372,"direction":20},"Making the application process attractive and easy",[],{"type":161,"text":1374,"spans":1375,"direction":20},"Wooing passive candidates through proper recruitment marketing and networking",[],{"type":161,"text":1377,"spans":1378,"direction":20},"Quantifying technical and soft skills at interview",[],{"type":161,"text":1380,"spans":1381,"direction":20},"Eliminating or reducing hiring bottlenecks and delays, without rushing the process",[],{"type":161,"text":1383,"spans":1384,"direction":20},"Understanding market rate salaries as well as candidate expectations",[],{"type":161,"text":1386,"spans":1387,"direction":20},"Having a thorough, empathetic onboarding process\n",[],{"type":198,"text":1389,"spans":1390,"direction":20},"Conclusion",[],{"type":24,"text":61,"spans":1392,"direction":20},[],{"type":24,"text":1394,"spans":1395,"direction":20},"So as daunting as these mistakes seem, the problems are fixable.",[],{"type":24,"text":61,"spans":1397,"direction":20},[],{"type":24,"text":1399,"spans":1400,"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.",[1401,1405],{"start":72,"end":1402,"type":74,"data":1403},55,{"link_type":48,"url":1404},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Freasons-candidates-reject-job-offers",{"start":1406,"end":1407,"type":74,"data":1408},189,215,{"link_type":48,"url":1409,"target":309},"https:\u002F\u002Fwww.careerplug.com\u002Fcandidate-experience-statistics\u002F",{"type":24,"text":61,"spans":1411,"direction":20},[],{"type":24,"text":1413,"spans":1414,"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":61,"spans":1416,"direction":20},[],{"type":24,"text":1418,"spans":1419,"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":1423,"primary":1424,"id":1434,"slice_type":629,"slice_label":32},[],{"author":1425,"title":1428,"authorimage":1431},[1426],{"type":24,"text":25,"spans":1427,"direction":20},[],[1429],{"type":622,"text":623,"spans":1430,"direction":20},[],{"dimensions":1432,"alt":31,"copyright":32,"url":33,"id":34,"edit":1433},{"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":1437,"alt":677,"copyright":32,"url":1438,"id":679,"edit":1439},{"width":633,"height":634},"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":1440,"zoom":37,"background":38},424,"7 Hiring Mistakes Recruiters Make & How to Fix Them",{"id":1443,"uid":1444,"url":32,"type":646,"href":1445,"tags":1446,"first_publication_date":1450,"last_publication_date":1451,"slugs":1452,"linked_documents":1454,"lang":654,"alternate_languages":1455,"data":1456},"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",[1447,1448,1449],"ATS","Trello","hiring","2024-05-15T16:38:26+0000","2026-03-04T09:02:04+0000",[1453],"how-to-track-candidates-as-a-startup-best--worst-systems",[],[],{"length":305,"publish_date":1457,"type":8,"slices":1458,"meta_description":1468,"meta_image":1882,"meta_title":1887,"author":25},"2026-03-04",[1459,1487,1575,1588,1626,1639,1709,1722,1792,1805,1869],{"variation":11,"version":12,"items":1460,"primary":1461,"id":1486,"slice_type":52,"slice_label":32},[],{"title":1462,"subtitle":1466,"author":1470,"date":1457,"length":305,"authorimage":1473,"image":1476,"authorlinkedin":1484},[1463],{"type":17,"text":1464,"spans":1465,"direction":20},"How To Track Candidates As A Startup: Best & Worst Systems",[],[1467],{"type":24,"text":1468,"spans":1469,"direction":20},"Your startup probably deals with high-demand hiring processes. We will help you keep track of all your candidates.",[],[1471],{"type":24,"text":25,"spans":1472,"direction":20},[],{"dimensions":1474,"alt":31,"copyright":32,"url":33,"id":34,"edit":1475},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{"dimensions":1477,"alt":1480,"copyright":32,"url":1481,"id":1482,"edit":1483},{"width":1478,"height":1479},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":48,"key":1485,"url":50},"84b8a62f-7f1e-4b38-ba5c-0596d45b1623","blog_hero_universal$e9dac6f3-2d0b-4c76-ae1a-96679bbc5f14",{"variation":11,"version":12,"items":1488,"primary":1573,"id":1574,"slice_type":226,"slice_label":32},[1489],{"text":1490,"textid":32},[1491,1494,1497,1500,1502,1505,1508,1511,1513,1516,1519,1522,1530,1532,1535,1537,1540,1543,1546,1549,1551,1554,1556,1559,1567,1570],{"type":24,"text":1492,"spans":1493,"direction":20},"What if the candidate you forgot to follow up with was the perfect hire?\n",[],{"type":24,"text":1495,"spans":1496,"direction":20},"Last month, a startup founder reached out to us in a panic…\n",[],{"type":24,"text":1498,"spans":1499,"direction":20},"They'd been interviewing engineers for three months and suddenly realized they couldn't remember three things:",[],{"type":24,"text":61,"spans":1501,"direction":20},[],{"type":422,"text":1503,"spans":1504,"direction":20},"Which candidates they'd already spoken to.",[],{"type":422,"text":1506,"spans":1507,"direction":20},"What feedback their team had given.",[],{"type":422,"text":1509,"spans":1510,"direction":20},"Who was still waiting for a response.",[],{"type":24,"text":61,"spans":1512,"direction":20},[],{"type":24,"text":1514,"spans":1515,"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":1517,"spans":1518,"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":1520,"spans":1521,"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":1523,"spans":1524,"direction":20},"This isn't unusual. I see it constantly with early-stage startups trying to hire their first few engineers.",[1525],{"start":1526,"end":1527,"type":74,"data":1528},76,106,{"link_type":48,"url":1529,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fdeveloper-permanent-placement-services",{"type":24,"text":61,"spans":1531,"direction":20},[],{"type":24,"text":1533,"spans":1534,"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":61,"spans":1536,"direction":20},[],{"type":24,"text":1538,"spans":1539,"direction":20},"Their system is most often…\n",[],{"type":161,"text":1541,"spans":1542,"direction":20},"Google Sheets to track applications.",[],{"type":161,"text":1544,"spans":1545,"direction":20},"Shared email folders for candidate communications.",[],{"type":161,"text":1547,"spans":1548,"direction":20},"Maybe some notes in a Google Document.",[],{"type":24,"text":61,"spans":1550,"direction":20},[],{"type":24,"text":1552,"spans":1553,"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":61,"spans":1555,"direction":20},[],{"type":24,"text":1557,"spans":1558,"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":1560,"spans":1561,"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",[1562],{"start":1563,"end":1564,"type":74,"data":1565},73,80,{"link_type":48,"url":1566,"target":309},"https:\u002F\u002Fwww.homerun.co\u002F",{"type":198,"text":1568,"spans":1569,"direction":20},"Why Sheets Stop Working After The First Few Candidates\n",[],{"type":24,"text":1571,"spans":1572,"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$8f189758-5fab-4a89-8656-5190533b7d05",{"variation":11,"version":12,"items":1576,"primary":1577,"id":1587,"slice_type":240,"slice_label":32},[],{"image":1578,"caption":1586},{"dimensions":1579,"alt":1582,"copyright":32,"url":1583,"id":1584,"edit":1585},{"width":1580,"height":1581},2620,1406,"Spreadsheet titled \"Candidate Tracking Sheet\" with columns for Name, Email, Resume Link, Interview Status, and Notes. Rows show tracked candidate progress.","https:\u002F\u002Fimages.prismic.io\u002Fremotecrew-website\u002Faafzu1xvIZEnjTey_Tracking-Candidates-For-Startups-1-.png?auto=format,compress","aafzu1xvIZEnjTey",{"x":36,"y":36,"zoom":37,"background":38},[],"image$c71e0e7f-9785-4e4c-b94f-4475fc9e8eb2",{"variation":11,"version":12,"items":1589,"primary":1624,"id":1625,"slice_type":226,"slice_label":32},[1590],{"text":1591,"textid":32},[1592,1595,1598,1601,1604,1606,1609,1612,1615,1618,1621],{"type":24,"text":1593,"spans":1594,"direction":20},"As you can see, it has the potential to work well for a while.\n",[],{"type":24,"text":1596,"spans":1597,"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":1599,"spans":1600,"direction":20},"Nobody remembers to update it consistently because everyone's focused on their actual job responsibilities.\n",[],{"type":24,"text":1602,"spans":1603,"direction":20},"There is no…",[],{"type":24,"text":61,"spans":1605,"direction":20},[],{"type":161,"text":1607,"spans":1608,"direction":20},"Single source of truth for feedback on candidates.",[],{"type":161,"text":1610,"spans":1611,"direction":20},"Accountability for next steps.",[],{"type":161,"text":1613,"spans":1614,"direction":20},"Candidate communication history.\n",[],{"type":24,"text":1616,"spans":1617,"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":1619,"spans":1620,"direction":20},"Every status change requires someone to remember to open the spreadsheet and update it.\n",[],{"type":24,"text":1622,"spans":1623,"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":1627,"primary":1628,"id":1638,"slice_type":240,"slice_label":32},[],{"image":1629,"caption":1637},{"dimensions":1630,"alt":1633,"copyright":32,"url":1634,"id":1635,"edit":1636},{"width":1631,"height":1632},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":1640,"primary":1707,"id":1708,"slice_type":226,"slice_label":32},[1641],{"text":1642,"textid":32},[1643,1646,1648,1651,1654,1657,1660,1663,1666,1668,1675,1678,1680,1683,1686,1688,1691,1696,1700],{"type":198,"text":1644,"spans":1645,"direction":20},"The Email Folder Approach Isn't Much Better",[],{"type":24,"text":61,"spans":1647,"direction":20},[],{"type":24,"text":1649,"spans":1650,"direction":20},"Some startups skip spreadsheets entirely and try to manage everything through email.\n",[],{"type":24,"text":1652,"spans":1653,"direction":20},"I don’t want you to take this approach either. Here’s why…\n",[],{"type":161,"text":1655,"spans":1656,"direction":20},"Email threads branch and split as different people reply to different messages.",[],{"type":161,"text":1658,"spans":1659,"direction":20},"Finding a candidate's information means searching through emails (and remembering names!)",[],{"type":161,"text":1661,"spans":1662,"direction":20},"Multiple email threads with each candidate can create confusion around what’s already been said.\n",[],{"type":24,"text":1664,"spans":1665,"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":61,"spans":1667,"direction":20},[],{"type":24,"text":1669,"spans":1670,"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",[1671],{"start":1672,"end":976,"type":74,"data":1673},56,{"link_type":48,"url":1674,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fblog\u002Fhiring-mistakes-recruiters-make",{"type":198,"text":1676,"spans":1677,"direction":20},"Here’s What Actually Works For Tracking Candidates At Scale",[],{"type":24,"text":61,"spans":1679,"direction":20},[],{"type":24,"text":1681,"spans":1682,"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":1684,"spans":1685,"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":61,"spans":1687,"direction":20},[],{"type":24,"text":1689,"spans":1690,"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":1692,"spans":1693,"direction":20},"My team is using Homerun for every placement we make. I’ll explain why…\n",[1694],{"start":158,"end":1296,"type":74,"data":1695},{"link_type":48,"url":1566,"target":309},{"type":323,"text":1697,"spans":1698,"direction":20},"Homerun’s Pipeline Shows Everything At A Glance",[1699],{"start":36,"end":180,"type":159},{"type":24,"text":1701,"spans":1702,"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.",[1703],{"start":1121,"end":1704,"type":74,"data":1705},151,{"link_type":48,"url":1706,"target":309},"https:\u002F\u002Fwww.homerun.co\u002Fats",{},"text_content$df55e076-7f48-4a2d-b68a-fcc9c3481bf2",{"variation":11,"version":12,"items":1710,"primary":1711,"id":1721,"slice_type":240,"slice_label":32},[],{"image":1712,"caption":1720},{"dimensions":1713,"alt":1716,"copyright":32,"url":1717,"id":1718,"edit":1719},{"width":1714,"height":1715},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":1723,"primary":1790,"id":1791,"slice_type":226,"slice_label":32},[1724],{"text":1725,"textid":32},[1726,1732,1735,1738,1742,1745,1747,1750,1753,1756,1759,1762,1764,1767,1770,1773,1775,1778,1781,1785,1787],{"type":24,"text":1727,"spans":1728,"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",[1729],{"start":1672,"end":1526,"type":74,"data":1730},{"link_type":48,"url":1731,"target":309},"https:\u002F\u002Fwww.homerun.co\u002Fguides\u002Fhiring-process",{"type":24,"text":1733,"spans":1734,"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":1736,"spans":1737,"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":323,"text":1739,"spans":1740,"direction":20},"Every Candidate Has A Complete History\n",[1741],{"start":36,"end":72,"type":159},{"type":24,"text":1743,"spans":1744,"direction":20},"Click on any candidate in Homerun and you see everything... ",[],{"type":24,"text":61,"spans":1746,"direction":20},[],{"type":161,"text":1748,"spans":1749,"direction":20},"Full application and resume",[],{"type":161,"text":1751,"spans":1752,"direction":20},"Every email exchange",[],{"type":161,"text":1754,"spans":1755,"direction":20},"All feedback from interviewers",[],{"type":161,"text":1757,"spans":1758,"direction":20},"When they were moved between stages",[],{"type":161,"text":1760,"spans":1761,"direction":20},"Who made decisions and why",[],{"type":24,"text":61,"spans":1763,"direction":20},[],{"type":24,"text":1765,"spans":1766,"direction":20},"This complete history means you never have to ask:\n",[],{"type":161,"text":1768,"spans":1769,"direction":20},"Did someone already talk to this person about salary?",[],{"type":161,"text":1771,"spans":1772,"direction":20},"What did the CTO think after the technical interview?",[],{"type":24,"text":61,"spans":1774,"direction":20},[],{"type":24,"text":1776,"spans":1777,"direction":20},"The information is right there, organized chronologically, and accessible to everyone who needs it.\n",[],{"type":24,"text":1779,"spans":1780,"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":323,"text":1782,"spans":1783,"direction":20},"Automated Communication Keeps Candidates Engaged",[1784],{"start":36,"end":441,"type":159},{"type":24,"text":61,"spans":1786,"direction":20},[],{"type":24,"text":1788,"spans":1789,"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":1793,"primary":1794,"id":1804,"slice_type":240,"slice_label":32},[],{"image":1795,"caption":1803},{"dimensions":1796,"alt":1799,"copyright":32,"url":1800,"id":1801,"edit":1802},{"width":1797,"height":1798},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":1806,"primary":1867,"id":1868,"slice_type":226,"slice_label":32},[1807],{"text":1808,"textid":32},[1809,1812,1815,1818,1822,1825,1828,1831,1834,1837,1841,1843,1846,1848,1851,1853,1856,1859,1861,1864],{"type":24,"text":1810,"spans":1811,"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":1813,"spans":1814,"direction":20},"What this means is that every candidate gets timely communication, no matter how busy your team is. \n",[],{"type":24,"text":1816,"spans":1817,"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":323,"text":1819,"spans":1820,"direction":20},"Scorecards Create Structured Feedback\n",[1821],{"start":36,"end":440,"type":159},{"type":24,"text":1823,"spans":1824,"direction":20},"After each interview, interviewers fill out scorecards in Homerun, rating candidates on predefined criteria. \n",[],{"type":24,"text":1826,"spans":1827,"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":1829,"spans":1830,"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":1832,"spans":1833,"direction":20},"It's interesting to see how scorecards surface patterns that informal feedback misses.\n",[],{"type":24,"text":1835,"spans":1836,"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":198,"text":1838,"spans":1839,"direction":20},"Can You Really Afford Not To Track Candidates Properly?",[1840],{"start":36,"end":1402,"type":159},{"type":24,"text":61,"spans":1842,"direction":20},[],{"type":24,"text":1844,"spans":1845,"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":61,"spans":1847,"direction":20},[],{"type":24,"text":1849,"spans":1850,"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":61,"spans":1852,"direction":20},[],{"type":24,"text":1854,"spans":1855,"direction":20},"That's another $100,000 per year in wasted time!\n",[],{"type":24,"text":1857,"spans":1858,"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":61,"spans":1860,"direction":20},[],{"type":24,"text":1862,"spans":1863,"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":1865,"spans":1866,"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$3af4dcd7-3139-419c-a74c-e398018f429a",{"variation":11,"version":12,"items":1870,"primary":1871,"id":1881,"slice_type":629,"slice_label":32},[],{"author":1872,"title":1875,"authorimage":1878},[1873],{"type":24,"text":25,"spans":1874,"direction":20},[],[1876],{"type":622,"text":623,"spans":1877,"direction":20},[],{"dimensions":1879,"alt":31,"copyright":32,"url":33,"id":34,"edit":1880},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},"signature_block_universal$cb21212d-7840-48af-8bda-18acd9b53e8b",{"dimensions":1883,"alt":32,"copyright":32,"url":1884,"id":1885,"edit":1886},{"width":633,"height":634},"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":1889,"uid":1890,"url":32,"type":646,"href":1891,"tags":1892,"first_publication_date":1893,"last_publication_date":1893,"slugs":1894,"linked_documents":1896,"lang":654,"alternate_languages":1897,"data":1898},"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",[1895],"software-engineer-salaries-in-portugal-2026-the-three-pay-tiers",[],[],{"length":500,"publish_date":1899,"type":8,"slices":1900,"meta_description":3084,"meta_image":3085,"meta_title":3091,"author":25},"2026-11-03",[1901,1918,1963,1973,1981,2013,2188,2201,2208,2225,2291,2304,2420,2438,2451,2458,2624,2645,2652,2684,2700,2836,2857,2873,2880,2892,2899,2908,2949,3017,3071],{"variation":11,"version":12,"items":1902,"primary":1903,"id":1917,"slice_type":52,"slice_label":32},[],{"title":1904,"subtitle":1908,"author":1909,"date":1899,"length":500,"authorimage":1912,"image":1915,"authorlinkedin":1916},[1905],{"type":17,"text":1906,"spans":1907,"direction":20},"Software engineer salaries in Portugal (2026): the three pay tiers",[],[],[1910],{"type":24,"text":25,"spans":1911,"direction":20},[],{"dimensions":1913,"alt":31,"copyright":32,"url":33,"id":34,"edit":1914},{"width":29,"height":30},{"x":36,"y":36,"zoom":37,"background":38},{},{"link_type":682},"blog_hero_universal$21461b07-463e-4e6b-8a9c-f10bfd72cc77",{"variation":11,"version":12,"items":1919,"primary":1961,"id":1962,"slice_type":226,"slice_label":32},[1920],{"text":1921,"textid":32},[1922,1925,1928,1932,1936,1940,1944,1949,1953,1957],{"type":24,"text":1923,"spans":1924,"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":1926,"spans":1927,"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":1929,"spans":1930,"direction":20},"Key figures (Portugal, 2026):",[1931],{"start":36,"end":168,"type":159},{"type":161,"text":1933,"spans":1934,"direction":20},"Median senior salary by pay tier: €42k at local-market companies, €67k at international companies and €84k at global companies, gross annual.",[1935],{"start":36,"end":259,"type":159},{"type":161,"text":1937,"spans":1938,"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.",[1939],{"start":36,"end":144,"type":159},{"type":161,"text":1941,"spans":1942,"direction":20},"By seniority (international tier): junior €28–40k, mid-level €50–66k, senior €63–88k, lead or staff €65–90k.",[1943],{"start":36,"end":189,"type":159},{"type":161,"text":1945,"spans":1946,"direction":20},"By role: security, DevOps, data science and AI engineers earn about 10% more than backend engineers; frontend about 5% less.",[1947],{"start":36,"end":1948,"type":159},8,{"type":161,"text":1950,"spans":1951,"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.",[1952],{"start":36,"end":456,"type":159},{"type":161,"text":1954,"spans":1955,"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.",[1956],{"start":36,"end":477,"type":159},{"type":161,"text":1958,"spans":1959,"direction":20},"Paid in 14 instalments: divide the annual figure by 14 for the monthly payslip.",[1960],{"start":36,"end":505,"type":159},{},"text_content$51eaf9cb-263c-407d-b6d3-e08465b09738",{"variation":11,"version":12,"items":1964,"primary":1971,"id":1972,"slice_type":226,"slice_label":32},[1965],{"text":1966,"textid":1970},[1967],{"type":198,"text":1968,"spans":1969,"direction":20},"What engineering jobs in Portugal actually pay",[],"what-engineering-jobs-in-portugal-actually-pay",{},"text_content$23e4e2fa-007f-422b-a5cd-12b95ed4bfa6",{"variation":11,"version":12,"items":1974,"primary":1975,"id":1979,"slice_type":1980,"slice_label":32},[],{"chart":1976,"title":1977,"caption":1978},"pt-salary-by-tier","Each pay tier peaks at a different salary","Remote Crew job tracking, 24 Oct 2026 · senior roles: 530 open remote and hybrid engineering jobs in or open to Portugal (on-site roles left out), with published salaries and estimates from our tier grid · each job spread evenly across its range, lightly smoothed","chart_block$a2802a8b-2b95-4051-9a64-7ec272b89f2c","chart_block",{"variation":11,"version":12,"items":1982,"primary":2011,"id":2012,"slice_type":226,"slice_label":32},[1983],{"text":1984,"textid":32},[1985,1988,1993,1997,2002,2005,2008],{"type":24,"text":1986,"spans":1987,"direction":20},"Each tier has its own peak. For senior engineering roles, the middle half of jobs in each tier pays:",[],{"type":161,"text":1989,"spans":1990,"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.",[1991],{"start":36,"end":1992,"type":159},13,{"type":161,"text":1994,"spans":1995,"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.",[1996],{"start":36,"end":167,"type":159},{"type":161,"text":1998,"spans":1999,"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.",[2000],{"start":36,"end":2001,"type":159},7,{"type":24,"text":2003,"spans":2004,"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":2006,"spans":2007,"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":2009,"spans":2010,"direction":20},"Our salary ranges for senior engineers, by role and tier:",[],{},"text_content$ee8b3613-6ee6-467c-8be7-5ffb2eebe12c",{"variation":11,"version":12,"items":2014,"primary":2015,"id":2186,"slice_type":2187,"slice_label":32},[],{"table":2016},{"body":2017},{"rows":2018},[2019,2051,2078,2105,2132,2159],{"key":2020,"cells":2021},"a7786d7b-bc4f-487e-a80a-7b1774a540df",[2022,2030,2037,2044],{"key":2023,"type":2024,"content":2025},"bc9e52de-009a-4d37-8bd9-8110c40bc764","data",[2026],{"type":24,"text":2027,"spans":2028,"direction":20},"Senior engineer, gross annual",[2029],{"start":36,"end":168,"type":159},{"key":2031,"type":2024,"content":2032},"5d539ffa-1c76-4fe9-aa30-2a8815e5b52b",[2033],{"type":24,"text":2034,"spans":2035,"direction":20},"Local market",[2036],{"start":36,"end":762,"type":159},{"key":2038,"type":2024,"content":2039},"51afda57-fd23-427f-91c5-5d10e0847c1a",[2040],{"type":24,"text":2041,"spans":2042,"direction":20},"International",[2043],{"start":36,"end":1992,"type":159},{"key":2045,"type":2024,"content":2046},"7b2d759e-eadf-45b8-8bd4-7108009dfd60",[2047],{"type":24,"text":2048,"spans":2049,"direction":20},"Global",[2050],{"start":36,"end":491,"type":159},{"key":2052,"cells":2053},"588f9870-f3bd-47e1-8d9a-c73359f02b5e",[2054,2060,2066,2072],{"key":2055,"type":2024,"content":2056},"b99bf4dc-3133-4a20-a886-b3696536d309",[2057],{"type":24,"text":2058,"spans":2059,"direction":20},"Backend",[],{"key":2061,"type":2024,"content":2062},"9ad94967-ec07-44a0-b9c9-d7e893e7f2ad",[2063],{"type":24,"text":2064,"spans":2065,"direction":20},"€35–48k",[],{"key":2067,"type":2024,"content":2068},"cdca7420-39e3-4265-9085-a9abb77023a4",[2069],{"type":24,"text":2070,"spans":2071,"direction":20},"€63–88k",[],{"key":2073,"type":2024,"content":2074},"e428aec0-d09f-493d-bc6f-fd8c2aae9a1f",[2075],{"type":24,"text":2076,"spans":2077,"direction":20},"€75–100k",[],{"key":2079,"cells":2080},"461cf429-677a-4972-b9a3-4123e93e3e9d",[2081,2087,2093,2099],{"key":2082,"type":2024,"content":2083},"b5706cd2-2fef-4ec8-8e73-ea95ece50352",[2084],{"type":24,"text":2085,"spans":2086,"direction":20},"Frontend",[],{"key":2088,"type":2024,"content":2089},"971742ee-6dc0-49e5-93f2-efd7221c472f",[2090],{"type":24,"text":2091,"spans":2092,"direction":20},"€33–46k",[],{"key":2094,"type":2024,"content":2095},"67061f6f-bdc5-4898-9306-4269407e925d",[2096],{"type":24,"text":2097,"spans":2098,"direction":20},"€60–84k",[],{"key":2100,"type":2024,"content":2101},"e99360c0-913a-404e-8e90-7b9dfd9f45f0",[2102],{"type":24,"text":2103,"spans":2104,"direction":20},"€71–95k",[],{"key":2106,"cells":2107},"0598c7fd-f652-4c9b-a487-88c5ae9c5250",[2108,2114,2120,2126],{"key":2109,"type":2024,"content":2110},"e63b5ad8-6416-41af-8a8a-901547c5832d",[2111],{"type":24,"text":2112,"spans":2113,"direction":20},"DevOps \u002F platform",[],{"key":2115,"type":2024,"content":2116},"4d2beeb4-9e4c-4f4c-875f-1ac1bfe11ede",[2117],{"type":24,"text":2118,"spans":2119,"direction":20},"€38–53k",[],{"key":2121,"type":2024,"content":2122},"200fe173-8cc0-49ee-b113-8b5a57760173",[2123],{"type":24,"text":2124,"spans":2125,"direction":20},"€69–97k",[],{"key":2127,"type":2024,"content":2128},"a50baf90-611d-4519-bf09-39aad88b4c13",[2129],{"type":24,"text":2130,"spans":2131,"direction":20},"€82–110k",[],{"key":2133,"cells":2134},"eed83a49-ece0-48c4-afe6-d613ed0edbee",[2135,2141,2147,2153],{"key":2136,"type":2024,"content":2137},"fd71790a-e90d-4ad8-9bab-b88323e99960",[2138],{"type":24,"text":2139,"spans":2140,"direction":20},"QA automation",[],{"key":2142,"type":2024,"content":2143},"fe4bc5c3-47dd-44e5-88ba-bbbd539c7afc",[2144],{"type":24,"text":2145,"spans":2146,"direction":20},"€32–43k",[],{"key":2148,"type":2024,"content":2149},"029e1873-7920-41c9-9cb8-f08baedd8e4f",[2150],{"type":24,"text":2151,"spans":2152,"direction":20},"€57–79k",[],{"key":2154,"type":2024,"content":2155},"3600796b-7488-40a1-9944-3a9227ef53c6",[2156],{"type":24,"text":2157,"spans":2158,"direction":20},"€68–90k",[],{"key":2160,"cells":2161},"82f9f64d-6e93-48e0-87aa-e8de42ab056b",[2162,2168,2174,2180],{"key":2163,"type":2024,"content":2164},"90204c3e-8d39-4384-b9d8-849403f3e1bd",[2165],{"type":24,"text":2166,"spans":2167,"direction":20},"B2B contractor (backend)",[],{"key":2169,"type":2024,"content":2170},"b9dc5a40-a067-4301-9590-5c4d9c0bc22f",[2171],{"type":24,"text":2172,"spans":2173,"direction":20},"€190–260\u002Fday",[],{"key":2175,"type":2024,"content":2176},"ea4dd9ee-0789-4429-aab9-5b04a2d14a0c",[2177],{"type":24,"text":2178,"spans":2179,"direction":20},"€345–480\u002Fday",[],{"key":2181,"type":2024,"content":2182},"29cb78b0-a614-4583-b90b-5b29c5c48156",[2183],{"type":24,"text":2184,"spans":2185,"direction":20},"€410–545\u002Fday",[],"table_block$007de010-feb0-4281-96a2-0b4618416a9c","table_block",{"variation":11,"version":12,"items":2189,"primary":2199,"id":2200,"slice_type":226,"slice_label":32},[2190],{"text":2191,"textid":2198},[2192,2195],{"type":198,"text":2193,"spans":2194,"direction":20},"Who is hiring, and at which tier",[],{"type":24,"text":2196,"spans":2197,"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":2202,"primary":2203,"id":2207,"slice_type":1980,"slice_label":32},[],{"chart":2204,"title":2205,"caption":2206},"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":2209,"primary":2223,"id":2224,"slice_type":226,"slice_label":32},[2210],{"text":2211,"textid":32},[2212,2216,2220],{"type":161,"text":2213,"spans":2214,"direction":20},"AI and engineering management roles lean international. About 60% of AI, machine-learning and engineering-manager roles are at international-tier companies.",[2215],{"start":36,"end":1402,"type":159},{"type":161,"text":2217,"spans":2218,"direction":20},"QA, SAP and data analyst roles lean local. For these, you're competing on the local-market range.",[2219],{"start":36,"end":531,"type":159},{"type":24,"text":2221,"spans":2222,"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":2226,"primary":2289,"id":2290,"slice_type":226,"slice_label":32},[2227],{"text":2228,"textid":2288},[2229,2232,2235,2248,2255,2259,2263,2267,2270,2273,2277,2281,2285],{"type":198,"text":2230,"spans":2231,"direction":20},"Why there is no single \"average\" salary",[],{"type":24,"text":2233,"spans":2234,"direction":20},"An average engineering salary in Portugal mixes three groups of companies that pay very differently. It describes almost nobody.",[],{"type":24,"text":2236,"spans":2237,"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.",[2238,2243],{"start":2239,"end":2240,"type":74,"data":2241},66,74,{"link_type":48,"url":2242,"target":309},"https:\u002F\u002Fwww.payscale.com\u002Fresearch\u002FPT\u002FJob=Software_Engineer\u002FSalary\u002F59464e80\u002FLisbon",{"start":2244,"end":2245,"type":74,"data":2246},153,163,{"link_type":48,"url":2247,"target":309},"https:\u002F\u002Fwww.levels.fyi\u002Fen-gb\u002Ft\u002Fsoftware-engineer\u002Flocations\u002Fportugal",{"type":24,"text":2249,"spans":2250,"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:",[2251],{"start":194,"end":2252,"type":74,"data":2253},84,{"link_type":48,"url":2254,"target":309},"https:\u002F\u002Fblog.pragmaticengineer.com\u002Fsoftware-engineering-salaries-in-the-netherlands-and-europe\u002F",{"type":422,"text":2256,"spans":2257,"direction":20},"Local competitors only. Often companies where IT is a cost centre.",[2258],{"start":36,"end":505,"type":159},{"type":422,"text":2260,"spans":2261,"direction":20},"The best companies in the country.",[2262],{"start":36,"end":189,"type":159},{"type":422,"text":2264,"spans":2265,"direction":20},"Regional or global companies. Big Tech is the obvious example.",[2266],{"start":36,"end":168,"type":159},{"type":24,"text":2268,"spans":2269,"direction":20},"He first measured it in the Netherlands and found it holds well beyond.",[],{"type":24,"text":2271,"spans":2272,"direction":20},"Portugal fits it closely. We use names instead of numbers:",[],{"type":161,"text":2274,"spans":2275,"direction":20},"Local market is Gergely's first tier.",[2276],{"start":36,"end":762,"type":159},{"type":161,"text":2278,"spans":2279,"direction":20},"International is his second.",[2280],{"start":36,"end":1992,"type":159},{"type":161,"text":2282,"spans":2283,"direction":20},"Global is his third.",[2284],{"start":36,"end":491,"type":159},{"type":24,"text":2286,"spans":2287,"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":2292,"primary":2302,"id":2303,"slice_type":226,"slice_label":32},[2293],{"text":2294,"textid":2301},[2295,2298],{"type":198,"text":2296,"spans":2297,"direction":20},"The three pay tiers in Portugal",[],{"type":24,"text":2299,"spans":2300,"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.",[2430],{"start":36,"end":116,"type":159},{"type":161,"text":2432,"spans":2433,"direction":20},"Most companies think they're one tier higher than they are. Your tier is set by the offers your candidates already have.",[2434],{"start":36,"end":2435,"type":159},59,{},"text_content$a426da0d-a288-4d35-b2aa-f57af15624ad",{"variation":11,"version":12,"items":2439,"primary":2449,"id":2450,"slice_type":226,"slice_label":32},[2440],{"text":2441,"textid":2448},[2442,2445],{"type":198,"text":2443,"spans":2444,"direction":20},"Salary by seniority",[],{"type":24,"text":2446,"spans":2447,"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":2632,"spans":2633,"direction":20},"To compare these figures with other countries, use our tech salary calculator.",[2634],{"start":1402,"end":1117,"type":74,"data":2635},{"link_type":48,"url":2636,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fsalary-calculator",{"type":323,"text":2638,"spans":2639,"direction":20},"Adjusting for the role",[],{"type":24,"text":2641,"spans":2642,"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":2646,"primary":2647,"id":2651,"slice_type":1980,"slice_label":32},[],{"chart":2648,"title":2649,"caption":2650},"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":2653,"primary":2682,"id":2683,"slice_type":226,"slice_label":32},[2654],{"text":2655,"textid":32},[2656,2659,2663,2667,2671,2675,2679],{"type":24,"text":2657,"spans":2658,"direction":20},"Compared with a backend engineer at the same tier and seniority:",[],{"type":161,"text":2660,"spans":2661,"direction":20},"Security, DevOps and platform, data science, and AI or machine-learning engineers: about +10%.",[2662],{"start":36,"end":976,"type":159},{"type":161,"text":2664,"spans":2665,"direction":20},"Data engineers: about +5%.",[2666],{"start":36,"end":456,"type":159},{"type":161,"text":2668,"spans":2669,"direction":20},"Frontend engineers: about −5%.",[2670],{"start":36,"end":144,"type":159},{"type":161,"text":2672,"spans":2673,"direction":20},"QA engineers: about −10%.",[2674],{"start":36,"end":1992,"type":159},{"type":161,"text":2676,"spans":2677,"direction":20},"Data analysts: about −25%.",[2678],{"start":36,"end":167,"type":159},{"type":24,"text":2680,"spans":2681,"direction":20},"The adjustments come from published salaries on 385 open engineering vacancies, checked against PayScale's role medians. 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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":2701,"primary":2702,"id":2835,"slice_type":2187,"slice_label":32},[],{"table":2703},{"body":2704},{"rows":2705},[2706,2734,2760,2786,2809],{"key":2707,"cells":2708},"e82c17fc-0abe-4c37-8245-9864511e3d2f",[2709,2716,2722,2728],{"key":2710,"type":2024,"content":2711},"3e2a47cb-a1e3-40d8-a949-d1e0fd70eecc",[2712],{"type":24,"text":2713,"spans":2714,"direction":20},"B2B equivalent (backend)",[2715],{"start":36,"end":1296,"type":159},{"key":2717,"type":2024,"content":2718},"b86f42c7-f00d-4328-b8bb-719f33038487",[2719],{"type":24,"text":2034,"spans":2720,"direction":20},[2721],{"start":36,"end":762,"type":159},{"key":2723,"type":2024,"content":2724},"3c8ae030-a704-4ee4-ae30-dce5d936930f",[2725],{"type":24,"text":2041,"spans":2726,"direction":20},[2727],{"start":36,"end":1992,"type":159},{"key":2729,"type":2024,"content":2730},"48eec0a0-aa85-4437-9b91-2f8b50f19712",[2731],{"type":24,"text":2048,"spans":2732,"direction":20},[2733],{"start":36,"end":491,"type":159},{"key":2735,"cells":2736},"66f4836f-5bda-46ac-bb66-0a48ee7487ed",[2737,2742,2748,2754],{"key":2738,"type":2024,"content":2739},"83002fb3-ce12-4eae-8103-7d810bea2a60",[2740],{"type":24,"text":2499,"spans":2741,"direction":20},[],{"key":2743,"type":2024,"content":2744},"1ec0f5e4-9fb3-4a44-b9d9-42878a917308",[2745],{"type":24,"text":2746,"spans":2747,"direction":20},"€100–140\u002Fday",[],{"key":2749,"type":2024,"content":2750},"ed38b192-3db9-4cb9-a13e-41c4bba757e2",[2751],{"type":24,"text":2752,"spans":2753,"direction":20},"€155–220\u002Fday",[],{"key":2755,"type":2024,"content":2756},"2ce8f689-4597-4986-8e44-89f2f059db74",[2757],{"type":24,"text":2758,"spans":2759,"direction":20},"€220–300\u002Fday",[],{"key":2761,"cells":2762},"7383d717-e68a-472e-b4a8-c7993cb40e3d",[2763,2768,2774,2780],{"key":2764,"type":2024,"content":2765},"6e13d589-1374-4d1a-a076-bcb2476b4e6d",[2766],{"type":24,"text":2526,"spans":2767,"direction":20},[],{"key":2769,"type":2024,"content":2770},"7b0e31e2-89d9-4309-b35a-96d7e834d912",[2771],{"type":24,"text":2772,"spans":2773,"direction":20},"€140–205\u002Fday",[],{"key":2775,"type":2024,"content":2776},"49b5a245-16f2-4ca9-87b1-a93722a810c8",[2777],{"type":24,"text":2778,"spans":2779,"direction":20},"€275–360\u002Fday",[],{"key":2781,"type":2024,"content":2782},"a102c97e-11bc-46f8-94ac-a40b03e322d1",[2783],{"type":24,"text":2784,"spans":2785,"direction":20},"€300–410\u002Fday",[],{"key":2787,"cells":2788},"1afa0112-ffb6-4b7f-84fe-1cb2c493dfc5",[2789,2794,2799,2804],{"key":2790,"type":2024,"content":2791},"4736f198-945b-4aed-a3b5-7749e6b02477",[2792],{"type":24,"text":2553,"spans":2793,"direction":20},[],{"key":2795,"type":2024,"content":2796},"38c4f639-d49c-47e7-a6fa-7b07d06230c8",[2797],{"type":24,"text":2172,"spans":2798,"direction":20},[],{"key":2800,"type":2024,"content":2801},"297cfc1a-f66f-480c-bc47-e01575b09c4e",[2802],{"type":24,"text":2178,"spans":2803,"direction":20},[],{"key":2805,"type":2024,"content":2806},"709f46a7-e83f-454e-96ef-ec2d75b03998",[2807],{"type":24,"text":2184,"spans":2808,"direction":20},[],{"key":2810,"cells":2811},"51c594f3-ee3a-4c0a-98f1-2a0a2cfd7dc6",[2812,2817,2823,2829],{"key":2813,"type":2024,"content":2814},"c03ee951-273f-4c04-bd7e-0fb9a8e5e219",[2815],{"type":24,"text":2577,"spans":2816,"direction":20},[],{"key":2818,"type":2024,"content":2819},"95caa497-af45-4582-ba18-21770df6995d",[2820],{"type":24,"text":2821,"spans":2822,"direction":20},"€230–315\u002Fday",[],{"key":2824,"type":2024,"content":2825},"3ee874f5-8796-4720-93ce-8c33932c719e",[2826],{"type":24,"text":2827,"spans":2828,"direction":20},"€355–490\u002Fday",[],{"key":2830,"type":2024,"content":2831},"83cea2a5-c83a-48e5-8270-b9eea340e4d8",[2832],{"type":24,"text":2833,"spans":2834,"direction":20},"€545–765\u002Fday",[],"table_block$e94cd0ef-7620-4f8b-977d-261af777f73a",{"variation":11,"version":12,"items":2837,"primary":2855,"id":2856,"slice_type":226,"slice_label":32},[2838],{"text":2839,"textid":32},[2840,2848],{"type":24,"text":2841,"spans":2842,"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.",[2843],{"start":2844,"end":2845,"type":74,"data":2846},263,278,{"link_type":48,"url":2847,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire-contract-developers",{"type":24,"text":2849,"spans":2850,"direction":20},"For contractor rates in other countries, see our developer hourly rates by country.",[2851],{"start":2852,"end":976,"type":74,"data":2853},49,{"link_type":48,"url":2854,"target":309},"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":2858,"primary":2871,"id":2872,"slice_type":226,"slice_label":32},[2859],{"text":2860,"textid":2870},[2861,2864,2867],{"type":198,"text":2862,"spans":2863,"direction":20},"Lisbon or Porto?",[],{"type":24,"text":2865,"spans":2866,"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":2868,"spans":2869,"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":2874,"primary":2875,"id":2879,"slice_type":1980,"slice_label":32},[],{"chart":2876,"title":2877,"caption":2878},"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":2881,"primary":2890,"id":2891,"slice_type":226,"slice_label":32},[2882],{"text":2883,"textid":32},[2884,2887],{"type":24,"text":2885,"spans":2886,"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":2888,"spans":2889,"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$1fe95611-6aee-4e39-af22-2494ac94fa87",{"variation":11,"version":12,"items":2893,"primary":2894,"id":2898,"slice_type":1980,"slice_label":32},[],{"chart":2895,"title":2896,"caption":2897},"pt-lisbon-porto-linkedin","Lisbon has about 2.5 times Porto's software engineers","LinkedIn Recruiter Lite, 28 Oct 2026 · current job title in LinkedIn's software engineer group, Lisbon and Porto metropolitan areas · LinkedIn rounds counts down (27K+, 11K+) · \"active talent\" is LinkedIn's label for members likely to respond","chart_block$bb123559-3e4d-4dcc-b232-7dc7cf661df9",{"variation":11,"version":12,"items":2900,"primary":2906,"id":2907,"slice_type":226,"slice_label":32},[2901],{"text":2902,"textid":32},[2903],{"type":24,"text":2904,"spans":2905,"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$a0f90560-2aa2-4e97-92cf-454803ca9d23",{"variation":11,"version":12,"items":2909,"primary":2947,"id":2948,"slice_type":226,"slice_label":32},[2910],{"text":2911,"textid":2946},[2912,2915,2918,2922,2927,2931,2935],{"type":198,"text":2913,"spans":2914,"direction":20},"What this means for your hiring budget",[],{"type":24,"text":2916,"spans":2917,"direction":20},"Work out which tier your candidates work in now and budget for that tier.",[],{"type":422,"text":2919,"spans":2920,"direction":20},"Look at where your ideal candidate works today. A senior engineer at an international product company won't move for a local-market offer, however good the role.",[2921],{"start":36,"end":180,"type":159},{"type":422,"text":2923,"spans":2924,"direction":20},"Be honest about your tier. If you want engineers from international companies but pay local-market salaries, the search will stall.",[2925],{"start":36,"end":2926,"type":159},26,{"type":422,"text":2928,"spans":2929,"direction":20},"Put the range in the job ad. Of what you control, the range is the biggest factor in whether senior engineers reply.",[2930],{"start":36,"end":213,"type":159},{"type":422,"text":2932,"spans":2933,"direction":20},"Decide employee or B2B early. It moves the offer by about 20%, and many senior engineers have a strong preference.",[2934],{"start":36,"end":168,"type":159},{"type":24,"text":2936,"spans":2937,"direction":20},"Not sure which tier you're competing with? Book a call and we'll tell you what your role pays in Portugal and whether your budget works, even if the answer is that you don't need us. Our prices are on our pricing page.",[2938,2941],{"start":165,"end":932,"type":74,"data":2939},{"link_type":48,"url":2940,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fhire",{"start":2942,"end":2943,"type":74,"data":2944},205,217,{"link_type":48,"url":2945,"target":309},"https:\u002F\u002Fwww.remotecrew.io\u002Fpricing","what-this-means-for-your-hiring-budget",{},"text_content$d111f9f5-0ea3-4f81-b468-dc0afbae75a9",{"variation":11,"version":12,"items":2950,"primary":3015,"id":3016,"slice_type":226,"slice_label":32},[2951],{"text":2952,"textid":3014},[2953,2956,2959,2962,2965,2968,2971,2974,2977,2984,2987,2990,2993,2996,2999,3002,3005,3008,3011],{"type":198,"text":2954,"spans":2955,"direction":20},"Frequently asked questions",[],{"type":323,"text":2957,"spans":2958,"direction":20},"What is the average software engineer salary in Portugal?",[],{"type":24,"text":2960,"spans":2961,"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":323,"text":2963,"spans":2964,"direction":20},"How much does a senior software engineer earn in Portugal?",[],{"type":24,"text":2966,"spans":2967,"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":323,"text":2969,"spans":2970,"direction":20},"How much does a junior developer earn in Portugal?",[],{"type":24,"text":2972,"spans":2973,"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":323,"text":2975,"spans":2976,"direction":20},"How much does it cost a company to employ a software engineer in Portugal?",[],{"type":24,"text":2978,"spans":2979,"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.",[2980],{"start":2981,"end":2982,"type":74,"data":2983},283,298,{"link_type":48,"url":2847,"target":309},{"type":323,"text":2985,"spans":2986,"direction":20},"Which companies pay software engineers the most in Portugal?",[],{"type":24,"text":2988,"spans":2989,"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":323,"text":2991,"spans":2992,"direction":20},"Do software engineers earn more in Lisbon than in Porto?",[],{"type":24,"text":2994,"spans":2995,"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":323,"text":2997,"spans":2998,"direction":20},"Are salaries in Portugal paid in 14 months?",[],{"type":24,"text":3000,"spans":3001,"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":323,"text":3003,"spans":3004,"direction":20},"What is the day rate for a B2B contractor developer in Portugal?",[],{"type":24,"text":3006,"spans":3007,"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":323,"text":3009,"spans":3010,"direction":20},"Do AI and machine-learning engineers earn more?",[],{"type":24,"text":3012,"spans":3013,"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":3018,"primary":3069,"id":3070,"slice_type":226,"slice_label":32},[3019],{"text":3020,"textid":3068},[3021,3024,3027,3031,3035,3039,3043,3047,3053,3056,3060],{"type":198,"text":3022,"spans":3023,"direction":20},"How we got these numbers",[],{"type":24,"text":3025,"spans":3026,"direction":20},"The ranges come mainly from salaries companies advertise, checked against what engineers report for those companies.",[],{"type":161,"text":3028,"spans":3029,"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.",[3030],{"start":36,"end":2001,"type":159},{"type":161,"text":3032,"spans":3033,"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.",[3034],{"start":36,"end":491,"type":159},{"type":161,"text":3036,"spans":3037,"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.",[3038],{"start":36,"end":131,"type":159},{"type":161,"text":3040,"spans":3041,"direction":20},"B2B: gross annual salary × 1.20, divided by 220 working days, rounded to €5.",[3042],{"start":36,"end":305,"type":159},{"type":161,"text":3044,"spans":3045,"direction":20},"Talent pool: LinkedIn Recruiter Lite counts for the Lisbon and Porto metropolitan areas, 28 Oct 2026.",[3046],{"start":36,"end":762,"type":159},{"type":161,"text":3048,"spans":3049,"direction":20},"Sources: Gergely Orosz, The Trimodal Nature of Software Engineering Salaries, The Pragmatic Engineer.",[3050,3051],{"start":36,"end":1948,"type":159},{"start":131,"end":1526,"type":74,"data":3052},{"link_type":48,"url":2254,"target":309},{"type":24,"text":3054,"spans":3055,"direction":20},"We update these figures once a year. Last updated: November 2026.",[],{"type":24,"text":3057,"spans":3058,"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.",[3059],{"start":36,"end":158,"type":159},{"type":24,"text":3061,"spans":3062,"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).",[3063],{"start":3064,"end":3065,"type":74,"data":3066},150,173,{"link_type":48,"url":3067,"target":309},"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":3072,"primary":3073,"id":3083,"slice_type":629,"slice_label":32},[],{"author":3074,"title":3077,"authorimage":3080},[3075],{"type":24,"text":25,"spans":3076,"direction":20},[],[3078],{"type":622,"text":623,"spans":3079,"direction":20},[],{"dimensions":3081,"alt":31,"copyright":32,"url":33,"id":34,"edit":3082},{"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":3086,"alt":3087,"copyright":32,"url":3088,"id":3089,"edit":3090},{"width":633,"height":634},"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]