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Staffing budgets and quality professionals are not mutually exclusive

Ibby hiring practices give you a leg up in salary negotiation

TL;DR - Get the best candidates at lower prices

  • Engineers seek higher salaries not just due to competition, but risk

  • Companies that present poorly signal volatility, driving up salaries

  • How your company presents itself throughout the hiring cycle can directly affect the final sticker price

Tech jobs dominate the "100 Best Jobs" list published by U.S. News and World Report:

  • Software Dev #3

  • IT Manager #4

  • Information Security Analyst #7

  • Data Scientist #8

  • Web Developer #21

These positions are in demand, and candidates know it. This allows them to be discerning with the positions they take, empowering them to confidently negotiate higher salaries.

What most people don’t realize is that how your company presents itself throughout the hiring cycle can directly affect the final sticker price for a candidate, sometimes drastically. A polished, well-thought-out hiring process clearly communicates stability and comfort, which are powerful attractants.

Conversely, a hiring process that is prolonged, disjointed, and/or burdensome communicates volatility. You may not drive the candidate away, but they'll be inclined to seek more money to offset the discomfort and chaos.

Ibby's hiring paradigms were designed by engineers, for engineers. Utilizing our processes and guidance ensure your company will put its best foot forward, which can go a long way in lowering the bar on salary requirements.

Technical positions come with extra cost and risk

Ibby practices breed confident decision-making in hiring.

TL;DR - Manage your risk

  • All jobs are costly, technical roles even moreso

  • Technical roles have potential to make outsized negative impact on your business

  • Increasing confidence in hiring decisions ensure you’ll have less to regret later on.

Baseline hiring costs are significant: according to the 2024 State of Staffing, Engineering and IT have the highest cost across major industry verticals, averaging 3-4k per hire. Getting it wrong is worse. The U.S. Department of Labor estimates that a bad hire can cost the company as much as 30% of the employee's first-year earnings.

The extra cost stemming from a bad hire pales in comparison to the potential downstream effects to your revenue and business efficacy. Technology under-girds everything and, as a result, business face outsized potential for negative consequences from poor technical hiring practices:

  1. Bad code quality leading to bugs, outages, and security breaches.

  2. Loss of reputation and business, especially when technical work has direct customer impact.

  3. Project delays leading to missed opportunities and reduced market impact

Strong hiring and employment quality protects not only the monetary investment in your staff, but also your company's brand economic vitality. Applying Ibby processes is a strong, effective hedge against that risk.