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Hardest tech roles to fill (+ solutions!)

Hardest tech roles to fill (+ solutions!)

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Ashmita
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October 4, 2019
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7 min read
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Technology has evolved drastically over the last decade and is only expected to continue transforming.

With the changing landscape, the skill sets that organizations look for in tech professionals is also changing. A survey of 42,300 employers across 43 countries and territories found that the demand for IT skills has skyrocketed.

However, it is a known fact that there are more jobs than candidates in the IT industry.

At HackerEarth, we have helped thousands of organizations find top tech talent. Based on our analysis, here are the four hardest tech roles to fill and tips on how recruiters can find the talent that their firm needs.

Software architects

Software architecture is the hardest tech roles to fill.

The unicorns of the tech job market, software architects make high-level design choices and define software coding standards. According to research, the Software Architect role has one of the highest talent deficits.

It’s likely because this job requires a plethora of skills such as strong communication to interact with clients, reviewing code, mentoring when required, a high level of foresight and vision, and more.

Software architects define the success or failure of a project and set standards for future developers to follow.

The solution

Here are a few tips you can follow while hiring a software architect.

  • Know the difference between a software developer and a software architect

To hire a software architect, it is crucial for recruiters to have a clear understanding of the difference between a software developer and a software architect. The primary difference is that a software architect is a software expert and is responsible for defining the bigger picture. His/her main role is to understand how a product that is being built will ultimately help the customer.

Some of the key differences between a software architect and a software developer

Software architect Software developer
Focuses on concepts Focuses on frameworks
Grasps routing or the workflow of frameworks Grasps configuration, installation, or the use of frameworks
Defines architecture, infrastructure, general layout of the system, technologies, and frameworks Implements architecture, infrastructure, general layout of the system, technologies, and frameworks
  • Know where to find them

There are a handful of go-to online communities where software architects learn and share information such as Meetup, IBM Community, Code Project, and Stack Overflow.

  • Know how to interview them

While looking for a software architect, it is obvious that you will evaluate the technical competencies of the candidate. However, only assessing the technical skills of a candidate does not assure a quality hire. Here’s an approach that you could follow:

  1. Ask candidates to describe a system that they have designed—a system that they are proud of or one that they have worked on recently.
  2. Although many engineers dislike whiteboard interviews, it is the holy grail of software architects. After all, they can draw, discuss, and explain their technical diagrams and system designs better on a whiteboard.
    While candidates take the test on a whiteboard, notice their body language—are they relaxed while explaining the system? Are they excited while explaining the system? Is their excitement contagious? If the answer is yes to all of the questions stated above, you have probably got yourself a great, potential hire.
  3. Good software architects can make complex subjects sound simple. Whether one is tech-savvy or not, a good software architect should be able to clearly describe a system to anybody.
  • Know what skill sets to look for

While hiring a software architect, ensure that he/she is proficient in the following skill sets:

  1. Technical knowledge
  2. Management skills
  3. Communicability
  4. Analytical skills
  5. Ability to identify business requirements
  6. Code review
  7. Architectural review
  8. Writing project documentation and its support
  9. Creating unified development standards in the company

Hire your next software architect

Data Scientists

Data scientists is the hardest tech roles to fill.

Data scientists are analytical professionals who make effective use of large and unstructured data and create insights from it. A lot of highly skilled people geek out to solve complex Data Science problems.

A data scientist’s job is often considered one of the most in-demand jobs of the 21st century. Adding to it is the attractive salary that comes with being a data scientist. However, the 2019 State of the CIO report reveals that a data scientist is one of the most difficult tech roles to fill.

The reason is undoubtedly justified: it is a competitive job market. According to First Round, an ideal Data Science candidate often receives 3 or more job offers.

Hence, the success rate of hiring is commonly below 50%. As the number of businesses in the Data Science niche is continuously growing, top candidates have more job opportunities to choose from. Hence, finding and hiring qualified candidates is now even more difficult for recruiters.

The solution

You can consider doing the following to get a great data scientist on board.

  • Focus on developer branding
  • The only way to stand apart in a pool of similar businesses is to build a great solid developer brand that attracts top talent. One great way to hire amazing data scientists is to show them that developers love working for your brand.
  • To build a strong developer brand, you should follow practices such as setting up live sessions on ‘Why we are the #1 brand for developer talent?’ (an example), use your network to build a talent pipeline, understand brand perception, etc.
    Read more about developer branding here.
  • Perfect your Data Science candidate experience
  • Research reveals that organizations that invest in a strong candidate experience improve their quality of hires by 70%.
    One good practice to follow is to provide Data Science candidates with a comfortable coding environment to ensure a seamless candidate experience.
  • For example, while assessing Data Science candidates, HackerEarth provides a coding interface that allows you to assess a candidate’s Data Science (data analytics and Machine Learning) skills.
  • The solution submitted by candidates is evaluated based on the accuracy of predictions on ‘Sample’ or ‘Public’ data for compilation. The score is revised on the ‘Full’ or ‘Private’ data when candidates ‘Submit’, thereby preventing the candidates from over fitting their model.
  • Look at online communities
  • Tech communities are full of potential hires waiting to be discovered. To source potential data scientists, look at online communities such as Data Quest, KaggleNoobs, Data Scientists, Data Science Salon, and more. These communities can help you connect with a worldwide resource of data scientists.
  • Do your research
  • Research the skill sets to look for in a candidate when hiring for a data scientist. An ideal data science candidate will have skills in the following areas:
  • 1. Programming languages (specifically Python or Java)
  • 2. Strong analytical skills
    3. Strong mathematical skills
  • This blog provides in-depth information about what Data Science is and how to hire a data scientist.

Hire your next data scientist

Cybersecurity professionals

Cybersecurity engineers is the hardest tech roles to fill.

Companies are facing security breaches at an alarming rate, putting every web user’s data at risk. The Heartbleed Bug is a recent example highlighting the need for cybersecurity professionals.

Cybersecurity professionals are trained to find loopholes in databases, networks, hardware, firewalls, and encryption. Their number one priority is to prevent attacks by ‘fixing’ potential issues before they are exploited by malicious users.

Additionally, cybersecurity specialists handle the clean up after cyber attacks and security breaches.

However, research reveals that there is now a gap of almost 3 million cybersecurity jobs globally.

The solution

To tackle the crunch for cybersecurity talent, here are a few best practices that can help you recruit the best cybersecurity talent.

  • Conduct hiring drives in universities that offer cybersecurity courses
    • Today, several universities across the globe offer specializations in cybersecurity. A few examples of these courses include network security, information security, cyber investigation, cybersecurity management and policy, and others. Organizations can conduct campus hiring drives to get fresh cybersecurity graduates on board.
  • Train your current employees in-house
  • Offer cybersecurity certification courses to your current employees. In the talent-strapped industry of cybersecurity, this approach will not only help employees develop their skills and advance their career progression, but it will also provide an alternative to external hiring.
  • You can also consider bringing in external experts and consultants for training processes. Although this can be a costly business, it may well work out cheaper than starting the hiring process from scratch.
  • Be flexible with job requirements
  • To land a job as a cybersecurity professional, most candidates require a Certified Information Systems Security Professional (CISSP) certificate. However, to obtain this certification, it requires one to have a minimum of five years of industrial experience.
  • Such requirements, such as a particular certification or degree, or a certain number of years of experience, eliminate talented individuals before they even have a chance of demonstrating their skills.
  • While candidates with this certification may be more qualified than those without, it may not be necessary for every position in cybersecurity, particularly entry-level roles.
  • Look for must-have cybersecurity skills
  • 1. Intrusion detection
    2. Malware analysis and reversing
    3. Programming knowledge
    4. Risk analysis and mitigation
    5. Cloud security
    6. Security analysis

Hire your next cybersecurity professional

Engineering Managers

Engineering managers is the hardest tech roles to fill.

Engineering managers are responsible for supervising other engineers and projects, hiring staff, setting budgets, spurring new development, and solving problems in an organization.

An ideal engineering manager leads research and development of projects and checks the accuracy of the work produced under his/her supervision.

Overall, they are expected to troubleshoot roadblocks throughout any project and solve problems that may act as hindrances in project completion.

With such varied roles and responsibilities, it is but obvious that engineering managers are hard to find. More complex the role means a longer time-to-hire. In fact, some say that good engineering managers are not just hard to find, they don’t exist.

The solution

We have listed down a few solutions (positive outcome guaranteed) on how to find and hire an engineering manager.

  • Look for engineering management forums

There are various forums such as engineering.com, ProjectManagement.com, management societies, and in-person events to help you understand where your ideal candidates are spending their time.

  • Understand the biggest challenges they face and work on resolving them

An engineering manager is someone who has good technical as well as people management skills. Hence, understanding the nuances of the role can set your recruitment team apart from the competition to hire an engineering manager.

Some of the challenges that engineering managers face motivating unmotivated team members, reading more and writing less code (this can be a shock for anyone who loves programming), showing empathy while driving business initiatives, etc.

  • Skills to look for in an engineering manager

Some of the must-have skills for engineering managers are:

  1. Up-to-date knowledge of software technologies
  2. Excellent ability to read code
  3. Management skills
  4. Deep understanding of an organization’s process, vision, and products

We believe a knowledge of the basics we have outlined here will help you gain a deeper understanding of how to fill these critical roles in your organization.

Hire your next engineering manager

Find your next best talent with HackerEarth. Happy hiring!

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Author
Ashmita
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October 4, 2019
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7 min read
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Vibe Coding: Shaping the Future of Software

A New Era of CodeVibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today,...

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

Guide to Conducting Successful System Design Interviews in 2025

What is Systems Design?Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.Systems Design, in its...

What is Systems Design?

Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.

Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.

Systems Design, in its essence, is a blueprint of how software and applications should work to meet specific goals. The multi-dimensional nature of this discipline makes it open-ended – as there is no single one-size-fits-all solution to a system design problem.

What is a System Design Interview?

Conducting a System Design interview requires recruiters to take an unconventional approach and look beyond right or wrong answers. Recruiters should aim for evaluating a candidate’s ‘systemic thinking’ skills across three key aspects:

How they navigate technical complexity and navigate uncertainty
How they meet expectations of scale, security and speed
How they focus on the bigger picture without losing sight of details

This assessment of the end-to-end thought process and a holistic approach to problem-solving is what the interview should focus on.

What are some common topics for a System Design Interview

System design interview questions are free-form and exploratory in nature where there is no right or best answer to a specific problem statement. Here are some common questions:

How would you approach the design of a social media app or video app?

What are some ways to design a search engine or a ticketing system?

How would you design an API for a payment gateway?

What are some trade-offs and constraints you will consider while designing systems?

What is your rationale for taking a particular approach to problem solving?

Usually, interviewers base the questions depending on the organization, its goals, key competitors and a candidate’s experience level.

For senior roles, the questions tend to focus on assessing the computational thinking, decision making and reasoning ability of a candidate. For entry level job interviews, the questions are designed to test the hard skills required for building a system architecture.

The Difference between a System Design Interview and a Coding Interview

If a coding interview is like a map that takes you from point A to Z – a systems design interview is like a compass which gives you a sense of the right direction.

Here are three key difference between the two:

Coding challenges follow a linear interviewing experience i.e. candidates are given a problem and interaction with recruiters is limited. System design interviews are more lateral and conversational, requiring active participation from interviewers.

Coding interviews or challenges focus on evaluating the technical acumen of a candidate whereas systems design interviews are oriented to assess problem solving and interpersonal skills.

Coding interviews are based on a right/wrong approach with ideal answers to problem statements while a systems design interview focuses on assessing the thought process and the ability to reason from first principles.

How to Conduct an Effective System Design Interview

One common mistake recruiters make is that they approach a system design interview with the expectations and preparation of a typical coding interview.
Here is a four step framework technical recruiters can follow to ensure a seamless and productive interview experience:

Step 1: Understand the subject at hand

  • Develop an understanding of basics of system design and architecture
  • Familiarize yourself with commonly asked systems design interview questions
  • Read about system design case studies for popular applications
  • Structure the questions and problems by increasing magnitude of difficulty

Step 2: Prepare for the interview

  • Plan the extent of the topics and scope of discussion in advance
  • Clearly define the evaluation criteria and communicate expectations
  • Quantify constraints, inputs, boundaries and assumptions
  • Establish the broader context and a detailed scope of the exercise

Step 3: Stay actively involved

  • Ask follow-up questions to challenge a solution
  • Probe candidates to gauge real-time logical reasoning skills
  • Make it a conversation and take notes of important pointers and outcomes
  • Guide candidates with hints and suggestions to steer them in the right direction

Step 4: Be a collaborator

  • Encourage candidates to explore and consider alternative solutions
  • Work with the candidate to drill the problem into smaller tasks
  • Provide context and supporting details to help candidates stay on track
  • Ask follow-up questions to learn about the candidate’s experience

Technical recruiters and hiring managers should aim for providing an environment of positive reinforcement, actionable feedback and encouragement to candidates.

Evaluation Rubric for Candidates

Facilitate Successful System Design Interview Experiences with FaceCode

FaceCode, HackerEarth’s intuitive and secure platform, empowers recruiters to conduct system design interviews in a live coding environment with HD video chat.

FaceCode comes with an interactive diagram board which makes it easier for interviewers to assess the design thinking skills and conduct communication assessments using a built-in library of diagram based questions.

With FaceCode, you can combine your feedback points with AI-powered insights to generate accurate, data-driven assessment reports in a breeze. Plus, you can access interview recordings and transcripts anytime to recall and trace back the interview experience.

Learn how FaceCode can help you conduct system design interviews and boost your hiring efficiency.

How Candidates Use Technology to Cheat in Online Technical Assessments

Impact of Online Assessments in Technical Hiring In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers. The ease and...

Impact of Online Assessments in Technical Hiring


In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.

The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.

Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.

In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.

As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.

Cheating in Online Assessments is a High Stakes Problem



With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.



According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.

As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.

The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "

This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.

Common Cheating Tactics and How You Can Combat Them


  1. Using ChatGPT and other AI tools to write code

    Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub. Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
    • Debugging code
    • Optimizing existing code
    • Writing problem-specific code from scratch
    Ways to prevent it
    • Enable full-screen mode
    • Disable copy-and-paste functionality
    • Restrict tab switching outside of code editors
    • Use AI to detect code that has been copied and pasted
  2. Enlist external help to complete the assessment


    Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.

    In extreme cases, some candidates might have an off-camera individual present in the same environment for help.

    Ways to prevent it
    • Verify a candidate using video authentication
    • Restrict test access from specific IP addresses
    • Use online proctoring by taking snapshots of the candidate periodically
    • Use a 360 degree environment scan to ensure no unauthorized individual is present
  3. Using multiple devices at the same time


    Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.

    By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.

    Ways to prevent it
    • Track mouse exit count to detect irregularities
    • Detect when a new device or peripheral is connected
    • Use network monitoring and scanning to detect any smart devices in proximity
    • Conduct a virtual whiteboard interview to monitor movements and gestures
  4. Using remote desktop software and virtual machines


    Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.

    Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.

    With remote desktops, candidates can screen share the test window and use external help.

    Ways to prevent it
    • Restrict access to virtual machines
    • AI-based proctoring for identifying malicious keystrokes
    • Use smart browsers to block candidates from using VMs

Future-proof Your Online Assessments With HackerEarth

HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage. With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.
  • Secure, sealed-off testing environment
  • AI-enabled live test monitoring
  • Enterprise-grade, industry leading compliance
  • Built-in features to track, detect and flag cheating attempts
Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.
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