Data might suggest that hiring is becoming easier, but as a serial entrepreneur with a focus on multidisciplinary insights, I can assure you the reality is far more nuanced. The hiring landscape today demands more than just filling roles; it requires strategy, adaptability, and a clear understanding of the evolving job market, and recruiters, as the data shows, are feeling the crunch. This shift is presenting both opportunities and challenges for startups and businesses, especially in non-AI sectors. Let’s dissect what the data says versus the ground-level reality recruiters are experiencing.
What the Data Tells Us
Recent reports, such as Atomico’s 2025 State of European Tech, paint an optimistic picture. According to the data:
- Hiring is Easier (For Some): 40% of surveyed companies say hiring and retention has improved significantly in the past year, the highest in five years.
- Talent Supply Rebounds: Europe’s tech workforce grew by 4%, hitting 4.6 million, with a significant uptick in senior-level professionals.
- AI in Focus: AI-native companies are reporting oversupplies of highly skilled talent. Top engineers are now being offered salaries that start at €160K and sometimes soar to €800K for senior-level positions.
- Salaries in Non-AI Sectors Lag: Outside of AI and related sectors, salary growth is stagnant, and competition for mid-range roles remains fierce.
These figures might suggest hiring is improving across the board, but statistical averages rarely capture the full story. Startups outside the AI space and those in marketing, HR, or other traditional domains tell a much different story.
The Disconnect for Recruiters
While numbers point to a rebound in hiring, recruiters feel otherwise. Here’s where the chasm lies:
Talent Availability vs. Quality
Recruiters repeatedly voice frustration regarding the paradox of having more candidates but struggling with quality. According to a study on recruiter productivity, the volume of applicants has increased significantly, yet only 1 in 10 resumes match the actual skill demands for long-term success.
Insight: Startups should focus more on filtering for cultural fit and adaptability rather than relying solely on technical qualifications.
Digitizing the Process is Not Enough
Automation in hiring has provided more efficient ways to screen candidates. However, this influx of tech-driven processes hasn’t necessarily improved hiring outcomes. On-the-ground recruiters admit to being overwhelmed by résumé overload, stating that manual intervention in assessing mid-level candidates remains critical, despite tech advances.
I experienced this dynamic firsthand in my AI-deeptech startup, where automated résumé sorting algorithms frequently eliminated what turned out to be invaluable talent when vetted manually. This experience highlighted to me that blind reliance on tech-based screening can result in missed opportunities.
Stats That Show the Reality Recruiters Face
- 64% agreement rate on candidate quality: A study by Interviewing.io found that two recruiters evaluating the same candidate agreed only 64% of the time, which is barely better than tossing a coin.
- Burnout among talent acquisition professionals remains high: Despite a slight drop in workplace stress (from 65% in 2022 to 54% in 2024), burnout remains a significant concern, raising questions about whether processes are truly becoming easier.
These stats underscore the complexity in determining whether hiring is really "easier" or if it just appears so when viewed from a statistical distance.
A How-To for Entrepreneurs on Navigating Recruitment Challenges
Recruiting is both an art and a science. Here’s how I approach it in my ventures:
1. Define Your Non-Negotiables
Recruiters often get lost in the sea of “nice-to-have” qualifications. Create a profile of skills and personality traits that are must-haves versus dealbreakers to streamline your process.
2. Leverage Hybrid Models
Automation works wonders for initial screenings but should always be paired with human judgment. Using platforms like LinkedIn AI for Screening can speed up application management while ensuring personalized follow-ups for high-quality candidates.
3. Focus on Employer Brand
Top-tier candidates in fields like AI engineering, who are often spoiled for choice, will pick companies that align with their values. Ensure your public persona reflects innovation, opportunity, and leadership.
4. Build a Sandbox for Skill Assessment
Rather than leaning solely on résumés, consider small trial projects as part of your hiring funnel. This removes biases often present in traditional methods and ensures cultural as well as skills alignment.
Common Mistakes to Avoid
- Over-relying on AI: While tech solutions can help with high-volume tasks, avoid auto-rejections of candidates because they lack one small requirement.
- Ignoring the Candidate Experience: Studies show that 50% of candidates who get ghosted will not engage with your brand again. Improving communication leads to better retention rates.
- Failing to Adapt to Remote Work Preferences: Despite trends for returning to offices, 70% of skilled workers still value the flexibility of hybrid work models over higher pay.
Lessons from the Frontlines: Deep Insights for Founders
As someone who works at the intersection of education, tech, and recruitment initiatives, my advice is this: recruitment is rapidly becoming a multidisciplinary exercise.
Cross-pollination is key: Recruiting in this hyper-connected world requires tapping into networks that aren’t obvious. For example, when hiring education technologists for Fe/male Switch, I found incredible talent through creative writing forums rather than recruitment platforms. Why? Because their unique creative pragmatism matched our aim to gamify and educate all at once.
Conclusion: The Opportunity is Yours
Hiring may or may not be "easier" depending on who you ask, but one thing is clear: the landscape is evolving at a pace that both startups and recruiters need to adapt to. For startup founders and entrepreneurs, the key opportunity lies in differentiating your approach, whether through focusing on employer branding, clearer job profiles, or utilizing cross-disciplinary talent pools.
The disconnect between what the data suggests and what recruiters feel offers an excellent moment for innovators to bridge gaps. If we continue to see hiring as a challenge rather than a process needing refinement, our businesses, and employees, will reap the benefits.
If you’re serious about thriving in this nuanced landscape, consider investing in both AI and human-led solutions to identify exceptional talent and build teams that aren’t just functional, but transformational.
FAQ
1. Is hiring getting easier overall as per the latest data?
Yes, recent data from Atomico’s 2025 State of European Tech report states that 40% of surveyed companies believe hiring and retention have improved significantly, marking the highest rate in five years. Explore Atomico’s 2025 State of European Tech
2. How is the talent supply evolving in Europe?
Europe's tech workforce grew by 4% in the past year, reaching 4.6 million professionals, with a significant increase in senior-level employees, almost doubling since 2016. Learn more about Europe’s growing tech workforce
3. Are salaries different in AI vs. non-AI roles?
Yes, AI engineers enjoy significant salary growth, with some earning up to £700K annually, while salaries in non-AI sectors remain stagnant. Discover trends in AI engineer salaries
4. Why are recruiters still struggling despite optimistic hiring data?
Recruiters face challenges in accurately matching candidates’ skills to job requirements. According to a study, recruiters only agree with one another 64% of the time when evaluating resumes. Read the study on recruiter productivity
5. What role does automation play in hiring processes?
Automation has enhanced efficiency for tasks like résumé screening, but recruiters still point to the need for manual intervention, especially for mid-level roles. Explore insights on hiring automation
6. Are recruiters optimistic about the future?
Yes, despite challenges, 92% of talent acquisition leaders are optimistic about the industry's future, emphasizing resilience and adaptability. Learn about recruiter optimism
7. What strategies can startups use to differentiate themselves when recruiting talent?
Startups can focus on employer branding, authentic storytelling about the company’s mission, and targeting cross-disciplinary talent pools to attract candidates. Read more about startup recruiting strategies
8. How important is cultural fit and skills assessment in hiring?
Cultural fit and adaptability should be prioritized alongside technical qualifications. Using tailored skill assessments, such as small trial projects, can better align candidates with company culture. Check out insights on skills-focused recruitment
9. What are common mistakes recruiters should avoid?
Over-relying on automated systems, ignoring candidate experience, and failing to accommodate remote work preferences are among the key mistakes to avoid. These oversights can alienate top talent and reduce hiring success. Learn from hiring mistakes
10. How has AI reshaped hiring in tech industries?
AI has introduced efficiencies in the hiring process by automating repetitive tasks, but it has also raised compensation expectations, particularly in specialized roles like AI engineering. Learn about AI in hiring
About the Author
Violetta Bonenkamp, also known as MeanCEO, is an experienced startup founder with an impressive educational background including an MBA and four other higher education degrees. She has over 20 years of work experience across multiple countries, including 5 years as a solopreneur and serial entrepreneur. Throughout her startup experience she has applied for multiple startup grants at the EU level, in the Netherlands and Malta, and her startups received quite a few of those. She’s been living, studying and working in many countries around the globe and her extensive multicultural experience has influenced her immensely.
Violetta Bonenkamp's expertise in CAD sector, IP protection and blockchain
Violetta Bonenkamp is recognized as a multidisciplinary expert with significant achievements in the CAD sector, intellectual property (IP) protection, and blockchain technology.
CAD Sector:
- Violetta is the CEO and co-founder of CADChain, a deep tech startup focused on developing IP management software specifically for CAD (Computer-Aided Design) data. CADChain addresses the lack of industry standards for CAD data protection and sharing, using innovative technology to secure and manage design data.
- She has led the company since its inception in 2018, overseeing R&D, PR, and business development, and driving the creation of products for platforms such as Autodesk Inventor, Blender, and SolidWorks.
- Her leadership has been instrumental in scaling CADChain from a small team to a significant player in the deeptech space, with a diverse, international team.
IP Protection:
- Violetta has built deep expertise in intellectual property, combining academic training with practical startup experience. She has taken specialized courses in IP from institutions like WIPO and the EU IPO.
- She is known for sharing actionable strategies for startup IP protection, leveraging both legal and technological approaches, and has published guides and content on this topic for the entrepreneurial community.
- Her work at CADChain directly addresses the need for robust IP protection in the engineering and design industries, integrating cybersecurity and compliance measures to safeguard digital assets.
Blockchain:
- Violetta’s entry into the blockchain sector began with the founding of CADChain, which uses blockchain as a core technology for securing and managing CAD data.
- She holds several certifications in blockchain and has participated in major hackathons and policy forums, such as the OECD Global Blockchain Policy Forum.
- Her expertise extends to applying blockchain for IP management, ensuring data integrity, traceability, and secure sharing in the CAD industry.
Violetta is a true multiple specialist who has built expertise in Linguistics, Education, Business Management, Blockchain, Entrepreneurship, Intellectual Property, Game Design, AI, SEO, Digital Marketing, cyber security and zero code automations. Her extensive educational journey includes a Master of Arts in Linguistics and Education, an Advanced Master in Linguistics from Belgium (2006-2007), an MBA from Blekinge Institute of Technology in Sweden (2006-2008), and an Erasmus Mundus joint program European Master of Higher Education from universities in Norway, Finland, and Portugal (2009).
She is the founder of Fe/male Switch, a startup game that encourages women to enter STEM fields, and also leads CADChain, and multiple other projects like the Directory of 1,000 Startup Cities with a proprietary MeanCEO Index that ranks cities for female entrepreneurs. Violetta created the "gamepreneurship" methodology, which forms the scientific basis of her startup game. She also builds a lot of SEO tools for startups. Her achievements include being named one of the top 100 women in Europe by EU Startups in 2022 and being nominated for Impact Person of the year at the Dutch Blockchain Week. She is an author with Sifted and a speaker at different Universities. Recently she published a book on Startup Idea Validation the right way: from zero to first customers and beyond, launched a Directory of 1,500+ websites for startups to list themselves in order to gain traction and build backlinks and is building MELA AI to help local restaurants in Malta get more visibility online.
For the past several years Violetta has been living between the Netherlands and Malta, while also regularly traveling to different destinations around the globe, usually due to her entrepreneurial activities. This has led her to start writing about different locations and amenities from the POV of an entrepreneur. Here’s her recent article about the best hotels in Italy to work from.
About the Publication
Fe/male Switch is an innovative startup platform designed to empower women entrepreneurs through an immersive, game-like experience. Founded in 2020 during the pandemic "without any funding and without any code," this non-profit initiative has evolved into a comprehensive educational tool for aspiring female entrepreneurs.The platform was co-founded by Violetta Shishkina-Bonenkamp, who serves as CEO and one of the lead authors of the Startup News branch.
Mission and Purpose
Fe/male Switch Foundation was created to address the gender gap in the tech and entrepreneurship space. The platform aims to skill-up future female tech leaders and empower them to create resilient and innovative tech startups through what they call "gamepreneurship". By putting players in a virtual startup village where they must survive and thrive, the startup game allows women to test their entrepreneurial abilities without financial risk.
Key Features
The platform offers a unique blend of news, resources,learning, networking, and practical application within a supportive, female-focused environment:
- Skill Lab: Micro-modules covering essential startup skills
- Virtual Startup Building: Create or join startups and tackle real-world challenges
- AI Co-founder (PlayPal): Guides users through the startup process
- SANDBOX: A testing environment for idea validation before launch
- Wellness Integration: Virtual activities to balance work and self-care
- Marketplace: Buy or sell expert sessions and tutorials
Impact and Growth
Since its inception, Fe/male Switch has shown impressive growth:
- 5,000+ female entrepreneurs in the community
- 100+ startup tools built
- 5,000+ pieces of articles and news written
- 1,000 unique business ideas for women created
Partnerships
Fe/male Switch has formed strategic partnerships to enhance its offerings. In January 2022, it teamed up with global website builder Tilda to provide free access to website building tools and mentorship services for Fe/male Switch participants.
Recognition
Fe/male Switch has received media attention for its innovative approach to closing the gender gap in tech entrepreneurship. The platform has been featured in various publications highlighting its unique "play to learn and earn" model.