Solution / Tech recruiting
Reach tech talent worth hiring
94% of developers aren't on job boards. We put your open roles in front of them anyway - through content, community and events, where they actually spend their time.
Companies that partner with WeAreDevelopers
The problem
Why hiring developers keeps getting harder
- 01
Open roles get expensive fast
Every week a senior engineering role stays open, projects slip and the work lands on the rest of the team. The cost of the empty seat is rarely counted, but the team feels it - and eventually your delivery dates show it.
- 02
Job boards only reach people who are already searching
Most developers are employed, busy and not browsing job listings. Your ad competes for the small group that happens to be looking at any given moment. The developers you actually want never see it.
- 03
Active sourcing gets ignored
Developers get recruiter messages every week, and most of them read the same. A good role from a company they have never heard of gets ignored with the rest. Response rates keep falling, and every message starts from zero.
- 04
AI has flooded your applications
Candidates use AI to apply to hundreds of roles at once. You get more applications than ever and fewer that fit, and your team spends its time sorting instead of interviewing.
- 05
Agency fees buy one hire, nothing more
20-30% of first-year salary gets you one placement. The next role starts from zero, with a new invoice. You pay a premium for every hire and build nothing lasting - no employer brand that makes the next one easier.
The insight
Three things most hiring teams underestimate
- 01
Your job ads are invisible to most tech talent
Only a small share of developers are on job boards in any given moment. The ones most worth hiring never see your listing at all - so you compete for a tiny, oversubscribed pool while the real market stays out of view.
- 02
The best candidates are open, not looking
Most tech professionals aren't job-hunting, but a large majority would move for the right team. Reaching them before they ever start a search is how strong teams hire - and it's the pool your competitors can't touch through job boards.
- 03
Recognition improves every channel you already use
Developers reply more to sourcing messages from companies they recognize, apply more to their ads and accept their offers faster. Presence is not another channel next to your recruiting - it is what decides how well all your channels perform.
How it works
From open role to qualified applications
Three steps take you from an open role to applications from engineers who are a genuine fit.
- 1
Set up your brand and roles
You get a brand page - your team, your stack and what you're building - and post as many open roles as you need, all in one place developers already know and trust.
- 2
Show up where developers already are
Your brand and roles appear natively in the community developers use to learn and stay current - not as an interruption. A passive-talent visibility boost puts them in front of engineers who aren't searching yet, in the context where they already spend their time.
- 3
Turn interest into applications
Because your presence runs all year, developers get to know you before they ever apply - so the people who respond are a genuine match and your team spends its time in real conversations, not sorting volume. Every role after the first starts warm, not from zero.
The audience
Talent worth hiring is already here
You're not renting a list. You're meeting engineers where they already invest in their craft - in a context they seek out and trust.
They show up to learn
This is where developers come for talks, tools and hands-on content - people actively leveling up, not passively scrolling job boards.
They stay current
The engineers here follow what's next and compare tools in the open - the habit you want in the people you hire.
They trust the room
You reach developers where they already choose to be, so your brand lands as something builders respect, not another interruption.
The scale of the community
- 16M+
- Website reach (annual)
- 56M+
- Reach across WeAreDevelopers channels (annual)
- 200M+
- Touchpoints (annual)
The roles
The roles you're hiring for
From software engineers and architects to data, AI, DevOps, security and QA - plus the product and delivery roles around your engineering team - reach the people you actually hire, at every level of seniority, with no extra cost per listing.
- Software Engineers
- Full-Stack Developers
- Frontend Developers
- Backend Developers
- Web Developers
- Mobile Developers
- DevOps Engineers
- Platform Engineers
- Cloud Engineers
- Site Reliability Engineers
- Data Engineers
- Data Scientists
- Machine Learning Engineers
- AI Engineers
- Prompt Engineers
- Security Engineers
- QA Engineers
- Test Automation Engineers
- Software Architects
- Solution Architects
- Cloud Architects
- Forward Deployed Engineers
- Engineering Managers
- Tech Leads
- Product Owners
- Scrum Masters
What's included
What you get
One plan, everything you need to reach developers and turn interest into hires - running all year, not just when a role is open.
Unlimited job ads, all year
No per-listing fees, no expiration. Post as many roles as you need, whenever you need them.
Reach beyond the job ad
Your brand shows up in the newsletters, podcasts and social channels the developer community already follows - so you build recognition over time, not just post roles.
Your brand page in the community
A home for your team where developers get to know you - your stack, your people and what it's like to build with you - long before they apply.
Passive talent visibility boost
Extra reach that puts your roles in front of developers who aren't actively searching but would move for the right team.
Presence at the flagship event
Meet the community in person at WeAreDevelopers World Congress.
The economics
How the channels actually compare
Job boards
- Who you reach
- Developers who are actively searching - a small share at any time
- What it costs
- Per posting, per month
- What you keep
- Nothing - visibility ends when the listing expires
Active sourcing
- Who you reach
- Anyone - but as a company they don't know
- What it costs
- Per seat plus per message, whether or not anyone replies
- What you keep
- Nothing - every message starts from zero
Agencies
- Who you reach
- The agency's network, one search at a time
- What it costs
- 20-30% of first-year salary, per hire
- What you keep
- Nothing - the next role starts from zero
WeAreDevelopers
- Who you reach
- The developer community, both active and passive talent
- What it costs
- From €5,040 per year, unlimited roles
- What you keep
- A brand developers recognize - every hire after the first gets easier
Agency fees based on standard market rates of 20-30% of first-year salary.
Example: hiring 5 developers in one year
Traditional agency
€75,000-150,000
A separate fee for each of the five hires, and nothing left once they're placed.
WeAreDevelopers membership
From €5,040 / year
The same five hires, plus every other role you post and compounded brand recognition - all year, at no extra cost.
Agency range based on standard fees of 20-30% of first-year salary.
The results
What companies see after switching
- 30-40%
- shorter hiring cycles
- 50%+
- lower cost per qualified applicant
- Better-fit
- applications, instead of higher volume
"With a membership, we can establish our presence within the developer community all year long."
Based on a WeAreDevelopers customer study.
Get started
Talk to our team
The developers you want are already here - learning, comparing notes, and noticing which companies show up. Tell us about the roles you're hiring for, and we'll show you how this could work for your team.
Prefer to browse first? View plans & pricing
FAQ
Common questions
- How is this different from a job board?
- Job boards only reach developers who are already searching. Your membership puts your brand and open roles in front of the whole community - through content, newsletters and events - so you also reach the majority who aren't actively looking.
- How do you reach developers who aren't job hunting?
- Your roles and brand appear where developers already spend time to learn and stay current, not just on a listings page. That passive-talent visibility puts you in front of engineers who would move for the right team but would never see a job ad.
- Do you write or manage our job ads for us?
- No - you post and manage your own roles. What the membership adds is reach and recognition: we put your roles and brand in front of the right developers, in the context they already trust.
- What's included in a membership?
- Unlimited job ads across every engineering discipline, a brand page in the community, added reach through our channels, a passive-talent visibility boost, and presence at WeAreDevelopers World Congress.
- How does pricing work?
- It's a flat annual membership starting from €5,040, with unlimited roles - not a fee per hire or per listing. Your reach and brand presence build over the whole year instead of resetting with every placement.
- Can we combine this with employer branding?
- Yes. Recruiting fills the roles in front of you now; employer branding keeps your team known to developers so future hiring gets easier. Many teams run both together.
- Which membership does this run on?
- Recruiting runs on the Talent Marketing Membership. See the plans and pricing, or talk to our team and we'll shape the right fit.