The Mistake 7 Out of 10 Companies Make When Hiring Technical Profiles

Hiring technical profiles shouldn’t be so complicated. In theory, it’s enough to define the role, post the job offer, and select the candidate who meets the requirements.

In practice, however, most companies stumble at the same point: they focus exclusively on technical skills and overlook everything else.

According to various studies, 7 out of 10 companies have experienced difficulties or negative outcomes when hiring technical professionals. And it’s not always due to a lack of candidates, but rather to errors in the approach to the recruitment process.

When Knowing How Isn’t Enough

A programmer may master code, an engineer may know the tools, and a technician may resolve issues efficiently. But that doesn’t guarantee they will fit the company culture or contribute to the project in the long term.

At Adlanter, we see this frequently: technical knowledge opens the door, but personal skills are what make the work succeed.

The problem arises when hiring decisions prioritize the résumé alone and ignore how the candidate thinks, communicates, or collaborates. That disconnect is what ultimately leads to turnover, disengagement, or lack of results.

The Cost of a Mistake in Technical Hiring

Replacing a technical professional doesn’t just involve repeating the recruitment process. It entails lost time, knowledge, and productivity, as well as a negative impact on team morale. When a hire doesn’t fit, the entire department feels it.

Often, the root of the problem lies in poorly defined or overly rushed recruitment processes, where urgency to fill the vacancy outweighs thoughtful consideration of the type of professional actually needed.

Three Common Causes of Recruitment Errors

Unrealistic job descriptions

Many companies use outdated or generic texts that don’t reflect current challenges or the context of the role, attracting unsuitable candidates.

Focusing only on technical knowledge

In technical recruitment, concentrating solely on what a person can do without evaluating how they interact, communicate, or learn is a frequent mistake.

Excluding the technical team from the process

Those who will work directly with the new hire often quickly identify whether there will be a good fit. Ignoring their perspective can derail the recruitment process.

 

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How to Avoid It: A More Strategic Approach

Before starting a technical recruitment process, it’s important to pause and ask the right questions:

• What challenges will this person face in the short and medium term?

• Which soft skills are essential for success in the role?

• How does this profile fit with the company culture?

Answering these questions allows for a recruitment process that is faster, more accurate, and aligned with the business reality.

In other words: hire the professional the project truly needs, not just the one who can perform the task.

The Value of Working with Specialists

Technical recruitment should not be handled like any other hiring process. It requires experience, market knowledge, and a thorough evaluation of each candidate’s potential.

This is why partnering with consultancies specialized in technical headhunting can make the difference between an ordinary hire and a strategic decision.

How Adlanter Can Help

At Adlanter, we support companies across all sectors in sourcing technical, middle management, and executive talent.

Our approach combines market analysis, competency-based evaluation, and strategic vision, ensuring that every hire contributes to the project from day one.

We work alongside our clients from defining the role to integrating the new professional, with a clear goal: every hire should be an investment in growth, not a risk.

Does your company need to strengthen its technical team?

Contact our experts. We can help you identify and attract the professional who will drive your next stage of development.