As technology intertwines with human values and competition for talent intensifies, we set out to explore: which strategies and approaches still work, what’s no longer effective, how AI will impact the near future of technical recruitment (and whether it could replace recruiters), and which trends will shape the industry by 2026. Here’s what we found – informed by both survey results and our hands-on experience in global tech recruitment.
What Works Today – and Why?
Our survey painted a clear picture of what continues to deliver results in 2024-2025. Direct sourcing through job boards, employee referral programs, and social recruiting (especially on LinkedIn) remain top-performing strategies. These tools succeed not only due to accessibility, but because they build trust.
Employee referrals stood out in particular. Many experts consider them game-changers and plan to invest further in their development.
That said, we firmly believe that the effectiveness of these tools hinges on the recruiter’s soft skills – their ability to build trust, communicate authentically, and engage both candidates and internal teams.
Meanwhile, tactics once considered reliable – cold emailing, university partnerships, hackathons, and agency hiring – are losing traction.
Our take is slightly different here (except for cold emailing): the issue lies not in the tools themselves, but in the templated, impersonal way they’re often used. Results come only through deep, focused, human-centered work. This confirms once again that strategy alone isn’t enough – it’s the recruiter’s mindset, creativity, personal brand, and involvement that make the difference.
Technologies Reshaping the Landscape
The past year and a half marked a tipping point in recruitment tech. Tools like AI-powered sourcing, data-driven hiring analytics, and social recruiting platforms are no longer trends – they’re must-haves. Video interviews and AI-driven candidate screening, also noted by our respondents, help tech companies streamline processes and focus on what matters most: people.
From our perspective, automation and AI certainly bring value – but machines will never replace the human approach. We align with Aneesh Raman, VP at LinkedIn, who put it simply:
Market Challenges and Strategic Priorities
According to our survey, the biggest barriers to hiring today include high competition for skilled professionals, limited budgets, and a shortage of quality candidates. Long hiring cycles and weak candidate experience also came up repeatedly.
These challenges naturally lead to clear priorities for 2026: strengthening employer branding, adopting smart technologies, and improving candidate experience.
Interestingly, two out of three top focus areas lie in the human-to-human domain. Employer branding and candidate experience directly reflect a company’s values and communication culture. It’s the market’s way of saying: tech matters, but people matter more.
A Revolution Without the Scare Tactics
Two years ago, AI was generating weird images. Today, it’s handling routine tasks flawlessly. In recruitment, AI is fully stepping in. Many say it’s time to rethink roles in HR and talent acquisition.
These findings echo global reports: McKinsey reports that over half of business leaders already use generative AI, and Workable found that 66% of HR professionals have used AI in their hiring process within the past year.
Still, the idea of recruiters or junior developers being replaced by machines? Our respondents strongly disagree. One expert put it perfectly:
AI is a support system. It frees recruiters to focus on strategic thinking, creativity, and empathy – precisely where true business value is created.
People vs. Technology: A False Dilemma
The biggest insight from this survey? Over the next few years, two seemingly opposite trends will grow in parallel.
- On one side: technology – data analytics, automation, and widespread use of AI.
- On the other: the human factor – elevated candidate experience, stronger employer brands, deeper communication and empathy.
These forces don’t compete – they complement each other. As HR analyst Josh Bersin put it: “HR must focus on performance and innovation, using technology as a launchpad, not a crutch.”
In the end, the future of tech recruitment isn’t about choosing between humans or machines. It’s about mastering the art of combining both – building teams that drive growth, while giving people a meaningful, inspiring experience.
About the Survey
InfinIT’s international expert survey “Effective Strategies and Future Trends in Tech Recruitment 2024-2026” gathered responses from 30 HR directors and Talent Acquisition leaders across leading tech companies in Europe, North America, Asia, Latin America, the Middle East, Africa, and global markets.
Respondents represented both agile startups (under 100 employees) and large global enterprises (1,000+ employees). Our target was to collect over 25 responses from C-level professionals, ensuring a strong mix of company sizes and global regions.
The survey was conducted in May 2025 and now forms part of a global benchmark for HR leaders navigating the future of recruitment.
