Winning the Tech Talent Game Outside of London: Smarter Hiring for IT Leaders

Hiring great tech talent isn’t just about filling roles, it’s about building a reputation that makes people want to work with your business. In today’s market, skilled professionals have more options than ever, and IT leaders need to think beyond job specs and salaries.

Informed by the latest 2025 hiring data, and coupled with my own 25 years’ experience in tech recruitment, here are six ways to sharpen your hiring strategy and stand out as an employer of choice.

1. Look Beyond the Obvious Places

It’s easy to default to computing grads when hiring for digital roles, but that’s just one slice of the talent pie. Some of the most capable tech professionals I’ve come across have backgrounds in science, business, or even languages. They bring fresh perspectives and transferable skills that can be incredibly valuable.

Also, don’t overlook those who haven’t taken the university route. Many are self-taught, highly motivated, and just waiting for the right opportunity. In fact, with on the job training, coding bootcamps, online certifications, and open-source contributions, non-traditional candidates are often just as capable, and sometimes more adaptable, than their degree-holding peers.

2. Be Clear About What You’re Offering

In regional markets, where competition for talent is fierce but often less saturated than the South East, clarity is key. Candidates want to know what makes your opportunity stand out, especially if they’re weighing it against offers from remote-first or London-based firms.

Be specific in setting out defined, available career paths plus your hybrid working options, and how your company supports career development. If you’re based outside of London, highlight the benefits: lower cost of living, better work-life balance, and the burgeoning local tech ecosystems in places like Edinburgh, Manchester, Leeds, Birmingham and Bristol.

3. Perks Are Nice, But Purpose Matters More

Sure, free snacks and funky office spaces are fun, but they’re not what makes people stay. What really counts is the work itself. People want to feel that what they’re doing matters. Tech professionals are increasingly drawn to roles where they can make a tangible impact, especially in purpose driven sectors like healthtech, green energy, and public services.

Showcase the real-world outcomes of your projects. Let candidates see how their work contributes to something bigger, whether that’s improving local infrastructure or building tools that support small businesses in their community. In 2025, purpose-driven employer branding is more important than ever. Candidates are looking for meaning, not just money.

4. Speak Their Language (and Meet Them Where They Are)

If you’re still relying on job boards and careers fairs to find tech talent, you’re probably missing the mark. The best candidates are often found through digital channels–think LinkedIn, GitHub, Discord, or niche online communities and obviously I’d be remiss not pointing out that those recruitment firms with recognised tech practices have a part to play. Firms like Berwick have a reputation for working with serious organisations.

But it’s not just about where you show up, it’s how you show up. Your messaging needs to feel authentic, engaging, and aligned with the values of the people you’re trying to reach. In a world where 69% of tech companies report increased time-to-hire, standing out in the process is critical. First impressions count!

5. Build a Culture That Celebrates Tech

People want to work where their skills are respected and where technology is seen as a driver of success, not just a back office function. In many large corporate firms, tech teams are an afterthought. Many regional firms have the nimbleness and entrepreneurial approach to create an environment where engineers and coders feel proud of what they build.

Or if your organisation is already too large or traditional to move quickly, consider carving out smaller, agile teams that can operate with start-up energy and autonomy. This kind of structure not only attracts top talent but also helps retain it by giving people a sense of ownership and momentum.

6. Streamline the Candidate Experience

One of the biggest challenges in tech hiring is time-to-hire. In 2024, 69% of tech companies reported longer hiring timelines, often due to ineffective candidate communication, overblown  interview processes or scheduling delays.

To compete in 2025 you need to make the hiring process fast, simple, and candidate-friendly. That could mean:

• Offering automated or self-serve interview scheduling
• Providing clear timelines and expectations
• Giving candidates the ability to reschedule easily
• Following up quickly and consistently

A smooth process isn’t just efficient – it’s a brand signal. It tells candidates that you’re organised, respectful, and serious about hiring the best.

Final Thoughts

The UK’s tech talent isn’t confined to the M25. From the innovation hubs of the North and Midlands to the digital clusters of the South West, there’s a wealth of skill, creativity, and ambition waiting to be tapped.

By rethinking where you look for talent, investing in regional ecosystems, and building a culture that gives tech teams the opportunity to have a positive impact on your business, you’ll not only find great people but you’ll build teams that thrive.

And in a market where every hire matters, that’s how you win the tech talent game. No matter where you’re based.