Julio Gutierrez

💭 Thoughts on the tech hiring market right now… Despite all the noise around AI automating software development, I’m seeing strong demand for software engineers — but with a clear shift. Most of the hiring activity is focused on senior engineers: People who can design systems, not just write code Engineers who can work with AI tools effectively Those who can take ownership, make trade-offs, and move fast in complex environments My sense is that companies will hire senior developers more than ever before as leverage points — especially in startups and scale-ups where execution really matters. The open question for me is 👇 👉 What happens to the junior developer job market? Will entry-level roles shrink? Do juniors need a completely different skill set to get hired? Companies invest less in training and more in experience? I’d love to hear what others are seeing — founders, CTOs, engineers, recruiters. And if anyone is currently hiring software developers (especially senior engineers) or thinking about it, feel free to comment or DM me — always happy to share market insight or help where it makes sense. 👇 Over to you — what’s your take?

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Senior engineers get dozens of referral requests every week. Your inbox fills up. Your DMs overflow. Everyone wants that warm intro. But you're shipping code, leading teams, solving problems that matter. You want to help your network, but managing referrals feels like another full-time job. What if those referrals could actually pay you? Twill turns your professional network into an asset. Members are vetted professionals who know exactly who'd thrive in which role. When you refer someone through Twill, you earn up $5K. Think about it. You already know who the best engineers are. You've worked with them. You've seen them ship under pressure. Your recommendation carries weight because it's based on real experience, not a resume scan. The people using Twill are senior engineers, product leaders, and technical managers who understand that warm intros beat cold outreach every time. Your friends get better opportunities. Companies get pre-vetted talent. You get compensated for the value you're already creating. Stop letting referral requests drain your time. Start making them work for you.

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Top tech talent in 2026 has options. If your hiring process feels like an obstacle course, you aren't filtering out the bad candidates, you are filtering out the best ones who don't have time for games. Tech recruiters and devs: What is the biggest "red flag" you see in hiring right now? 🚩 #TechHiring #TalentAcquisition #DeveloperHiring #FutureOfWork

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Even though it is an "Employer-Driven Market" right now, we still see a lot of hiring happening - especially for Mid-Level and Senior Software Engineers. The tricky part? Salary ranges for the exact same role are all over the place. Companies and job seekers both need to benchmark before making decisions. This is a snapshot of base salaries we see across the U.S. – add 10-15% for places like San Francisco or NYC. If you are hiring or considering a move, this might help. #SoftwareDevelopment #Hiring #TechSalaries #ITRecruitment #TalentDome #SoftwareEngineering #SoftwareEngineer

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💭 “𝗜 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗶𝘀 𝗷𝗼𝗯 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 𝗺𝗲.” I hear this all the time - sometimes even in cover letters. But here’s the truth: 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵 𝘢𝘭𝘰𝘯𝘦 isn’t a reason to apply. You might find a role exciting, but if you’re not at the required level yet, you’re just shooting in the dark. So how do you know if a job is really for you? 👉 Start with the job title. It often tells you more than you think. https://lnkd.in/ezEh385G

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