Top 5 Mistakes Hiring Managers Make When Trying to Attract Top Tech & Marketing Talent

Hiring in tech and marketing right now isn’t a matter of a shortage in candidates looking, but it is difficult to find the best talent when it’s a candidate-heavy market. Top candidates move fast, have options, and know exactly what they want. 

At TheDriveGroup, we speak to some of the most in-demand candidates across engineering, data, product, digital, and marketing every week, and we know what reasons they’re not keen on going forward with a new role or company.

Here are the top five mistakes hiring managers in Australia make when trying to attract stand-out talent… and what you can do instead.

 

1. A Slow or Complicated Hiring Process

Nothing loses great candidates faster than a clunky process.

Multiple interviews, long delays between feedback, or unclear next steps tell talent everything they need to know about internal decision-making.

In tech and marketing recruitment across Australia, speed is still a competitive advantage. The best candidates won’t wait; they simply don’t need to. Recruiters are calling them with new opportunities all the time.

Recruiter advice: Be on the same page internally before you start hiring. Keep your process tight, with clear comms, and be respectful of their time.

 

2. Job Ads That Don’t Actually Sell the Job

Top tech and marketing talent don’t engage with generic, boring and copy-paste job ads.

If your role doesn’t highlight the impact, the team, the tech, or the growth available, candidates will scroll straight past.

In marketing recruitment, especially, storytelling matters. If your ad isn’t compelling, it won’t convert the top talent that you’re looking for.

Recruiter advice: Treat your job ad like your first impression (because it is). Put your best foot forward!

 

3. Salary Ranges That Are Missing or Misaligned

Listing no salary or the vague “competitive salary” can reduce application volume. The market has shifted, and candidates today expect clarity on salaries.

Roles with upfront, realistic salary bands attract significantly stronger talent pools.

Recruiter advice: Know your market rates and advertise confidently with our latest Salary Guide.

4. Not Showcasing Culture, Flexibility or Leadership Style

Candidates often choose jobs based on their leaders.

They also choose flexibility, growth, learning pathways, and a team that actually feels human.

If your ad, interview process,io9 or even careers page doesn’t express who they’ll be working with and how you work as a business, you’re losing your edge.

Recruiter advice: Sell the team and company culture, not just the skills and responsibilities.

 

5. Writing a Job Brief in Search of a Unicorn

Wanting “10+ years of experience”, every programming language, every marketing platform, and a laundry list of niche skills? That’s the fastest way to scare off the exact people you want.

Unrealistic job briefs shrink your talent pool and make your role look unfocused.

Recruiter advice: Get clear on what’s essential. The right recruiter will help you refine the brief to what the market actually offers.

 

How TheDriveGroup Can Help You Attract Better Talent – Faster

As one of the best recruiters for tech and marketing in Australia, we help hiring managers simplify their process, sharpen their messaging, and access candidates they’d never find on their own.

Whether you’re hiring engineers, data specialists, PMs, digital marketers or product talent, our team of recruiters in Sydney know what the market wants, and what it doesn’t.

 

Ready to hire better and hire faster?

If you want access to better candidates, a streamlined hiring process, and expert recruiter advice, our team is here to help you build your team better than ever before!

Get in touch with our specialist consultants today.