More Candidates, Fewer Roles: How Smart Companies Are Winning Right Now

Lynsey Skinner, MD, Your Tech Future

Over the past 6–12 months, we’ve seen a noticeable shift in the tech hiring market.

On paper, it looks like a great time to hire.

There are more candidates actively exploring opportunities, application volumes are up, and hiring processes have slowed slightly compared to the pace we saw a couple of years ago.

But in reality, it’s a bit more nuanced than that.

Because while there may be more candidates available, there aren’t necessarily more of the right candidates. And the businesses getting this right at the moment are the ones approaching hiring with a bit more clarity and intent.

Volume doesn’t always mean value

One of the biggest changes we’re seeing day-to-day is the increase in application volume.

Roles are attracting:

• Higher numbers of applicants

• A broader mix of experience levels

• More candidates applying outside of their core skillset

We’ve had roles recently where application numbers have doubled compared to this time last year, but the proportion of genuinely relevant candidates hasn’t.

And that’s the challenge.

What looks like “more choice” often creates more noise than clarity.

Internal teams are spending longer reviewing CVs, shortlisting takes more time, and it becomes harder to quickly identify the candidates who are actually right for the role.

This lines up with wider market data too. According to the Office for National Statistics, job vacancies in the UK have fallen over the past year, while applications per role have increased, meaning more competition per position, but not necessarily better alignment.

Strong candidates are still in demand

Despite the increase in overall applications, the strongest candidates are still moving quickly.

From what we’re seeing across our network:

• High-quality candidates are often in multiple processes

• They expect clear and timely communication

• They’re being more selective about the roles they engage with

So while the market feels busier, the fundamentals haven’t really changed.

The right people don’t stay available for long.

We’re still seeing strong candidates accept roles within a couple of weeks if the process is smooth and the opportunity is right.

How the most effective companies are adapting

The organisations navigating this market well aren’t necessarily the ones moving fastest for the sake of it.

They’re the ones bringing clarity to their hiring.

Clarity over complexity

Rather than overloading job specs, the strongest teams are focusing on what actually matters.

They’re clear on:

• What success looks like in the first 3–6 months

• Which skills are essential vs. nice to have

• Where there’s genuine flexibility

Interestingly, this often broadens the talent pool in a meaningful way, rather than just increasing volume.

A considered but efficient process

Processes may be slightly more measured than they were during the peak hiring boom, but the best companies are still very aware of momentum.

What we’re seeing work well:

• Streamlined interview stages

• Clear communication throughout

• Timely, constructive feedback

It sounds simple, but it makes a huge difference.

A recent report from CIPD highlighted that candidate experience and communication remain two of the biggest factors influencing whether candidates accept roles, even in a more competitive market.

A focus on people, not just process

This is probably the biggest differentiator.

In a slightly tougher market, it can be easy to focus on process and volume, but the companies standing out are still the ones taking a genuinely people-first approach.

That looks like:

• Taking the time to properly introduce the role and team

• Creating space for real, two-way conversations

• Treating the process as the start of a relationship, not just a transaction

It’s something we’ve always believed in at Your Tech Future, and if anything, it matters even more now.

Reducing noise through trusted support

With higher application volumes, a lot of teams are finding they need help filtering and refining.

Not more CVs, just better aligned ones.

Working with a trusted partner can help:

• Surface the most relevant candidates

• Provide context around the market

• Save internal time without compromising on quality

It’s less about increasing activity, and more about improving alignment.

A different kind of competitive market

This isn’t necessarily an easier hiring market, it’s just evolved.

Rather than competing purely on salary or speed, businesses are standing out through:

• Clarity in what they’re hiring for

• A well-structured, thoughtful process

• A genuine, people-first approach

Final thought

There may be more candidates in the market right now, but that doesn’t automatically make hiring simpler.

If anything, it requires a bit more focus.

The companies seeing the best results are the ones cutting through the noise, focusing on quality, alignment, and long-term fit.

At Your Tech Future, that’s exactly how we approach things.

Not by adding to the noise, but by helping bring a bit of clarity to it.