Why Bigger Salaries Don’t Always Attract Better Talent

There’s a myth that offering a higher salary means finding the right candidate more quickly. But we’re seeing increasing evidence that this isn’t the case, particularly in highly regulated FinTech environments and DevOps roles.

A recent client discussion highlighted the growing difficulty in attracting DevOps professionals who are willing to work outside regular hours for production support.

👉 The motivation is shifting.
Talented engineers value flexibility, respect for boundaries, and recovery time as much as, if not more than, financial reward. Even above-market offers often fail to attract them if the work–life balance isn’t right.

That’s why the hiring process can take months if it isn’t managed strategically.

What we recommend is taking a proactive approach, building and maintaining strong connections with the right talent, rather than reacting only when roles become urgent.

  • Regularly engaging with communities and networks of DevOps professionals
  • Maintaining long-term relationships with potential candidates, even when no positions are open
  • Showcasing the organisation’s culture, flexibility, and approach to work–life balance
  • Using project data and forecasts to anticipate when new roles or skills will be required

This ensures that when demand increases, there’s already a pipeline of qualified, motivated, and aligned engineers ready to join.

Technology keeps systems running, but it’s people who keep progress moving. Balance and sustainability make all the difference.