Recruiting IT specialists is currently one of the biggest challenges for tech companies – and when it comes to hiring a dozen or even several dozen developers at once, it can become quite a task.
Volume recruitment in the IT industry requires not only an efficient process but also a deep understanding of the IT market, available tools, and candidate expectations.
In the article below, we explore what effective large-scale IT recruitment looks like in 2025 and which strategies work best.
Enjoy the read!
What is volume recruitment in the IT industry?
Volume IT recruitment involves hiring multiple IT specialists at the same time – such as developers, testers, or DevOps engineers – often within the scope of a single project or company expansion.
It is mainly used by corporations and outsourcing companies that need to quickly build or scale up their IT teams. Unlike traditional IT recruitment, high-volume hiring focuses on scalability, speed, and optimizing the entire process.
Why do technology companies reach for volume IT recruitment?
The rapid growth of the IT industry and the increasing demand for skilled IT professionals mean that many companies must act quickly and at scale.
High-volume IT recruitment enables organizations to hire a large number of IT employees in a short period of time, which is crucial when launching new projects, expanding internationally, or building new tech departments.
The most common reasons why companies choose the volume recruitment model are:
Rapid scaling of IT teams and implementation of large-scale IT projects
Companies often need to rapidly scale up their IT talent pool – sometimes “on the spot” – for example, before launching a new project that needs to start quickly. This requires hiring multiple IT specialists at once – such as developers, testers, and DevOps engineers – to meet established project deadlines.
Expansion of IT companies into new markets
When entering a foreign market, a company must build new IT teams locally or remotely, depending on needs or opportunities.
Optimization of IT recruitment costs and time
Mass processes are more repeatable and scalable, which helps reduce time-to-hire and costs (cost-per-hire).
Support for IT outsourcing or RPO strategies
Volume IT recruitment supports body leasing companies that need to quickly fill teams for clients.
Check also: “Top 8 Benefits Of IT Outsourcing”.
The biggest challenges when recruiting IT on a large scale
Large-scale IT recruitment comes with challenges such as a shortage of available candidates, longer time-to-hire, and difficulty maintaining quality in a high-volume process.
Additionally, the strain on the HR team and coordination issues can slow down and complicate the entire recruitment process.
To address these challenges, companies most often turn to automation, standardization, and support from IT recruitment agencies.
Check the most frequently asked questions about cooperation with an IT recruitment agency in our separate article “IT Recruitment Agency and IT Outsourcing in Poland – Q&A 2024“.
Strategies for effective volume IT recruitment in 2025
In the IT industry, time is money – for both companies and candidates. When there’s a need to quickly build or expand a tech team, traditional recruitment methods often fall short.That’s why more and more companies are turning to strategies that combine technology with a human touch.
Below, we highlight what truly works in 2025 – whether you’re a recruiter or an IT specialist involved in these processes.
1. Automation that saves time
Thanks to ATS systems and AI-powered tools, the recruitment process can be significantly shortened. For recruiters, this means less manual CV screening; for candidates, it means faster feedback. Chatbots, automated technical assessments, and data-driven application screening have become standard in large-scale recruitment today.
2. Personalization despite the scale
While mass recruitment involves a high number of candidates, it’s still worth giving individual attention to each one – whenever possible. Candidates pay close attention to the quality of communication, the clarity of the process, and the speed of response. Well-crafted, personalized messages truly make a difference – they increase the chances of successful cooperation and positively impact the company’s employer brand.
3. Strong employer brand = better applications
In 2025, a developer or engineer isn’t just choosing a company – they’re choosing an environment they can identify with.
That’s why companies are investing in their employer brand: sharing stories, speaking at conferences, and running blogs that highlight what makes them a great place to work. These practices help candidates better understand what to expect – ultimately shortening the path to their decision to join the company.
4. Cooperation with IT recruitment agencies
When the number of open positions increases, support from an experienced agency can be a lifesaver for recruiters – especially when team gaps put a project at risk.
For IT specialists, it often means that the initial conversations are led by someone who understands their field, knows the technologies, and is familiar with what the job really entails – greatly increasing the chances of a good match.
5. Recruitment based on data – not on hunches
Companies that track time-to-hire, job ad effectiveness, and the quality of candidate sources are able to adapt their IT recruitment processes more quickly. This leads to smoother operations – and a higher chance that a great candidate won’t get lost among the incoming applications. Whether you’re a candidate or a recruiter, this can simply mean less frustration throughout the process.
Scaling IT teams in 2025 requires not only speed, but also a smart, thoughtful approach.Technology is undoubtedly a crucial aid, but the key lies in balancing automation with a human touch in the recruitment process. When both the IT recruiter and the candidate feel that the process is efficient and transparent, results come faster and with much less friction.
How to measure the effectiveness of volume IT recruitment?
In large-scale IT recruitment, success isn’t just about the number of hires – it’s also about the quality of the process, its speed, and the candidate’s experience. To properly evaluate this, it’s worth analyzing several key metrics.
One of the most important is time to hire – the faster a candidate moves through the recruitment process, the greater the chance of securing their engagement and lowering costs for the company. Cost per hire, on the other hand, reveals how much is actually being spent to bring one person on board – taking into account job ads, tools, HR time, and cooperation with IT recruitment agencies.
Quality of hire is also critical and can be measured through performance reviews after a few months, retention (whether the candidate stays with the company), or manager feedback. Equally important is conversion at each stage of the recruitment funnel – such as how many candidates progress from technical tests to interviews, or how many actually show up on their first day.
Candidate experience shouldn’t be overlooked either. Feedback from participants offers insight into how the company is perceived on the market – and it’s worth collecting it, even through a short survey. Finally, by analyzing the effectiveness of candidate sources (job boards, LinkedIn, agencies, referrals), companies can optimize both their recruitment efforts and budget.
IT volume recruitment – check out our case study
Check out the recruitment project case studies related to high-volume hiring carried out by Next Technology Professionals. In this section of the website, you’ll find descriptions of both large- and small-scale recruitment processes. All of them are characterized by a strategic approach and successful resolution of recruitment challenges.
Here, we showcase examples of projects such as:
– Recruitment for Team of .NET Developers
– Recruitment of IT Consultants for the global IT Advisory Company
Support for IT recruitment agencies in volume recruitment – Next Technology Professionals
Looking for reliable support with large-scale IT specialist recruitment? Get in touch with us at contact@nexttechnology.io and gain fast access to top IT talent.
You can also fill out our contact form or sign up for a free consultation. We respond within 24 hours!
