Given the current situation in the games and wider tech industry there’s certainly been an influx of some amazing candidates that are seeking employment. However, still some of the best developers you’ll ever hire may not be actively looking for new opportunities. They might not be browsing job boards or replying to recruiters. They’re deep in code, solving problems, and focused on their existing projects.

So how do you reach them?

Here’s how to cut through the noise and get their attention.

Passive candidates don’t want another job they want a reason to leave what they already have. Don’t lead with a list of requirements. Lead with a mission, a problem worth solving, or a product they can get excited about.

1. Lead with value, not a vacancy

Your message needs to be short, personal, and purpose-driven.

2. Show, don’t sell

If you’re hiring for a tech role, your stack, engineering culture, and product decisions matter. Passive candidates often are on GitHub, Linkedin, dev blogs, Reddit, even Twitter. Share what your team is doing: how you ship, what you’ve built, and how decisions get made.

Great engineering blog posts, open-source contributions, and honest stories from your team go further than polished careers pages. It builds trust before the conversation even starts.

3. Personalize outreach

Developers can spot a mass message from a mile away. If you want them to respond, make it about them.

Reference a project they worked on. Mention a line in their bio. Keep it short, clear, and human. Even better – have one of your engineers reach out instead of a recruiter. Peer-to-peer messages get far more engagement.

4. Make it easy to explore, not commit

The biggest blocker for a passive candidate? The time it takes to explore a new role. Reduce friction. Skip the multi-step assessments. Offer a short intro call, a casual chat with a future teammate, or a peek into how the team works.

Make the process feel like a conversation, not a sales funnel.

5. Build long-term relationships

Sometimes the timing isn’t right, and that’s okay. Don’t just move on. Stay connected. Keep them in your talent loop, share updates, or just check in occasionally. The best hires often come months after the first hello.

Final Thought

In a market flooded with noise, attracting passive developers isn’t about shouting louder—it’s about showing up smarter. At Techtak, we help companies build thoughtful hiring strategies that resonate with real people. If you are interested in expanding your team – feel free to reach out to us and let’s talk further.