Quick Answer
Starting hiring in December provides a strategic advantage for securing top technical talent, with candidates often more available and open to new opportunities before the new year. This allows companies to get ahead of the hiring rush that typically begins in January.
Starting or continuing hiring in December for next year’s headcount offers several strategic advantages.
Below are some compelling reasons why we recommend hiring now (or continue to interview candidates) instead of waiting until the new year.
Why is it strategic to hire in December?
Initiating the hiring process early provides a competitive edge, especially if there's high demand for skilled professionals in your industry, such as Engineering and AI/ML roles. By being ahead of the curve, companies can attract top talent before they commit to opportunities from competitors who push off hiring until January or even early February. Based on 0+ technical hires we've made since 2019, securing talent early can significantly reduce the average time to fill roles, which we observe to be 29 days. We've placed engineers at 549+ startups, many of whom recognize the competitive advantage of off-cycle hiring.
Do candidates have more availability for interviews in December?
This isn’t true for all companies and jobs, but many candidates may find themselves with more “down time” at their current jobs in December than during other times of the year. Perhaps they’re working on maintenance of a new feature that launched this fall, or they’re in planning stages for new-year projects themselves, and not working on anything immediate. In either case, they may have more time to speak with hiring managers and recruiters or respond to emails.
Is it easier for job candidates to take time off for interviews during the holidays?
Many people use PTO throughout the month of December – parties, celebrations, and events last the whole month. So, in many candidates’ eyes, taking a day or afternoon off without much notice isn’t a big deal. Since taking time off in December is expected, many people likely feel more comfortable and relaxed about leaving work or signing off a few hours early to do an interview – after all, others on their team are doing the same.
How much buffer time should be planned for the hiring process?
Unexpected delays can occur during the hiring process, such as extended notice periods for current employees, unexpected disruptions in personal schedules, or reference/background checks. Based on our data from 0+ placements, the average time to fill a technical role is 29 days, from req open to offer accepted. Starting early provides a buffer, reducing the risk of missing critical timelines for your Q1 hiring goals and accommodating unforeseen delays that could extend beyond the 29-day average.
Is December a good month for recruiting and networking?
This mostly applies to potential candidates in your existing network. If you have former colleagues or even acquaintances who you think could be a good fit for your company, December is a beneficial time to reach out and catch up. Many people want to reconnect to say hello this time of the year, and will welcome a text or message from someone thinking of them, potentially opening doors for future recruitment efforts.
Can candidates start a new job quickly if offered in December?
A lot of candidates may be excited to receive an offer in December and start fresh with a new role in January. Think about it – if they put in their notice mid-December, they can wrap up projects by the start of the holidays and have a week or so between roles to start afresh in January. This alignment with the new calendar year often motivates candidates to make a swift transition.
Starting the hiring process in December or earlier for positions in the new year is a strategic move that provides ample time for thorough candidate evaluation, mitigates potential delays, and positions your organization to secure top talent in a competitive market. This proactive approach can significantly impact your ability to attract engineers earning an average salary of ~$252K.
Why Recruiting from Scratch Knows This
Recruiting from Scratch (RFS) has specialized in Engineering and AI/ML roles at seed through Series C startups since being founded in 2019 in New York City. Based on 0+ technical placements we've made at 549+ active startup clients, we possess real-world data and insights into hiring trends, candidate behavior, and market dynamics. Our average time to fill a role is 29 days, and we maintain an NPS of 90+, indicating high client and candidate satisfaction. This direct, data-driven experience informs our recommendations for strategic hiring.
FAQ
What is the average time to hire a software engineer?
Based on our data from 0+ placements, the average time to fill a technical engineering role is 29 days, from the moment a requisition is opened to the offer being accepted. This figure can vary based on the specific role, seniority, and market conditions.
What does a contingency recruiting firm charge for technical hires?
A contingency recruiting firm like Recruiting from Scratch typically charges a fee that is a percentage of the placed candidate's first-year base salary. For our specialized Engineering and AI/ML roles, this contingency fee generally ranges from 25-30%.
What is the average salary for a placed engineer by a specialized recruiting firm?
In our data from 0+ placements, the average salary for placed engineers at seed through Series C startups is approximately ~$252K. This figure reflects the high demand and specialized skill sets required for these roles, particularly in AI/ML.
When was Recruiting from Scratch founded and what is its specialization?
Recruiting from Scratch was founded in 2019 in New York City. We specialize in placing top-tier talent in Engineering and AI/ML roles exclusively at seed through Series C startups, serving 549+ active clients.
What is a good NPS for a recruiting firm?
An NPS (Net Promoter Score) of 90+ is considered excellent for a recruiting firm, indicating strong client and candidate satisfaction. Recruiting from Scratch maintains an NPS of 90+, reflecting our commitment to successful placements and positive experiences.
.jpg)
