Title: We&#x27;re a fairly typical run-of-the-mill mid-size enterprise software vendor trying to hire for fully-remote SWEs in the &quot;DevOps&quot; software space (Linux, containers, k8s, yadda yadda). We post in the usual places including Who&#x27;s Hiring but we haven&#x27;t even managed to backfill a retirement from six months ago, and we&#x27;re junior-heavy already. Benefits and salary are good (though salary isn&#x27;t posted in the ad), and the people are great, though the work requires a reasonably deep understanding of the underlying platforms which a lot of people seem to dislike.<p>I&#x27;m wondering if the work being a higher percentage non-code is what&#x27;s causing us trouble, if we&#x27;re just rubbish at hiring in general, or if it&#x27;s something else.<p>What&#x27;s everyone else&#x27;s experience attracting applications from senior talent in this market, and what is everyone doing to increase their attractiveness?<p>Current hiring process:<p><pre><code>  - Resume screened by in-house recruiter
  - 30m call with them
  - Resume passed up to engineering
  - Hour-long call with hiring manager (typically the engineering manager of the team the candidate would join)
  - Take-home technical assignment (~4h) or similar at candidate&#x27;s choosing
  - Presentation of technical assignment to the team
  - Offer</code></pre>
Upvote: