Overview
On-site engineering hiring covers companies requiring developers to work from a physical office location, either full-time or with hybrid flexibility. In an era where remote work is increasingly common, on-site hiring requires different strategies than remote-first companies.
On-site realities:
- Limited talent pool — Restricted to local or relocatable candidates
- Competition with remote — Competing with remote-first companies
- Higher costs — Office space, commuting, potentially higher salaries
- Geographic constraints — Must be in or near tech hubs
- Relocation — May need to support candidate relocation
On-site advantages:
- Collaboration — Face-to-face interaction and communication
- Culture — Stronger team culture and relationships
- Mentorship — Easier in-person mentorship and learning
- Networking — Better internal and external networking
- Focus — Fewer distractions, better work-life separation
- Resources — Office amenities and resources
The key is leveraging on-site advantages—collaboration, culture, and mentorship—while competing effectively with remote opportunities.
The On-Site Hiring Mindset
Make the Office a Competitive Advantage
Don't just require on-site—make it valuable:
- Great office environment — Modern, comfortable, well-equipped
- Strong culture — Collaborative, supportive, engaging
- Career growth — Easier mentorship and advancement
- Resources — Better tools, equipment, and support
- Community — Strong team relationships and networking
Compete with Remote Opportunities
You're competing with remote-first companies. Compete on:
| Remote Advantage | On-Site Counter |
|---|---|
| No commute | Great office location + flexible hours |
| Work from anywhere | Strong local community + culture |
| Flexibility | Hybrid options + work-life balance |
| Lower cost of living | Competitive salary + benefits |
| Autonomy | Better collaboration + mentorship |
What On-Site Developers Want
1. Meaningful Work
On-site developers want work that justifies the commute:
- Interesting technical challenges
- Impact on real products
- Career growth opportunities
- Modern technology
- Problems worth solving
What they want to hear:
"You'll work on [interesting problem] with a team of [talented people]. Here's the impact you'll have."
What makes them run:
"You'll maintain legacy systems in the office."
2. Strong Team and Culture
On-site developers want great teams:
- Collaborative, supportive colleagues
- Strong engineering culture
- Good communication
- Fun and engaging environment
- Team events and activities
What they want to hear:
"We have a great team. Here's what engineers say about working here."
What makes them run:
"We have a great culture" (no examples or evidence).
3. Career Growth
On-site developers want advancement opportunities:
- Clear advancement paths
- Mentorship and learning
- Leadership opportunities
- Skill development
- Fast promotions
What they want to hear:
"We have clear advancement paths. Engineers can grow from [level] to [level] with examples."
What makes them run:
"Opportunities for growth" (vague, no examples).
4. Great Office Environment
On-site developers want a good office:
- Modern, comfortable workspace
- Good equipment and tools
- Quiet spaces for focused work
- Collaborative spaces for teamwork
- Amenities (food, coffee, etc.)
What they want to hear:
"We have a modern office with [amenities]. Here's what it's like."
What makes them run:
"We have an office" (no details or it's clearly not great).
5. Work-Life Balance
On-site developers want reasonable expectations:
- Flexible hours (not strict 9-5)
- Reasonable commute expectations
- Hybrid options (if possible)
- Respect for boundaries
- Generous PTO
What they want to hear:
"We offer flexible hours and hybrid options. Most engineers work [schedule]."
What makes them run:
"We expect you in the office 9-5, Monday-Friday."
On-Site Hiring Process
Local Talent Focus
1. Local Job Boards
- Local tech job boards
- Regional developer communities
- Local meetups and events
- University career centers
- Local tech companies
2. Relocation Support
- Relocation packages
- Visa sponsorship (if needed)
- Housing assistance
- Moving support
- Welcome programs
3. Local Networks
- Local tech communities
- Meetups and events
- University partnerships
- Local recruiters
- Employee referrals
Office Tours and Culture
Show, don't tell:
- Office tours during interviews
- Meet the team in person
- See the actual workspace
- Experience the culture
- Understand the environment
Why this matters:
- Candidates can evaluate the office
- See if they'll fit the culture
- Meet future colleagues
- Understand the environment
- Make informed decisions
Competing with Remote Opportunities
You Can't Win on Location Alone
Remote work is increasingly common. You need to offer more:
1. Better Collaboration
- Face-to-face communication
- Easier brainstorming
- Better team relationships
- Stronger culture
2. Career Growth
- Easier mentorship
- Better networking
- More visibility
- Faster advancement
3. Resources
- Better equipment
- Office amenities
- Support services
- Community
4. Culture
- Stronger team bonds
- Better relationships
- More engagement
- Fun environment
When Remote Makes Sense
Consider remote options when:
- Local talent pool is limited
- Top candidates prefer remote
- You can't compete on location
- Remote expands your pool significantly
Hybrid options:
- 2-3 days in office
- Flexible schedules
- Remote-friendly policies
- Best of both worlds
Common On-Site Hiring Mistakes
1. Requiring On-Site Without Justification
"Why do we need on-site?" If you can't answer, reconsider.
Better approach: Have clear reasons for on-site. Make it valuable. Consider hybrid options.
2. Ignoring Commute Impact
Long commutes are a major turn-off.
Better approach: Consider commute time. Offer flexible hours. Consider location carefully.
3. Poor Office Environment
Bad offices drive away talent.
Better approach: Invest in great office space. Modern, comfortable, well-equipped. Make it a competitive advantage.
4. No Flexibility
Strict 9-5 requirements frustrate developers.
Better approach: Offer flexible hours. Hybrid options. Respect work-life balance.
5. Not Competing on Strengths
Trying to match remote on flexibility fails.
Better approach: Compete on collaboration, culture, and career growth. Leverage on-site advantages.
6. Ignoring Local Market
Not understanding local talent market.
Better approach: Research local market. Understand competition. Adjust strategy accordingly.
Building On-Site Engineering Culture
What Great On-Site Cultures Have
1. Strong Collaboration
- Face-to-face communication
- Easy brainstorming
- Team relationships
- Knowledge sharing
2. Great Office Environment
- Modern, comfortable workspace
- Good equipment
- Quiet and collaborative spaces
- Amenities
3. Career Growth
- In-person mentorship
- Better networking
- More visibility
- Faster advancement
4. Work-Life Balance
- Flexible hours
- Reasonable expectations
- Respect for boundaries
- Generous PTO
5. Community
- Team events
- Social activities
- Strong relationships
- Fun environment
How to Build Culture
1. Invest in Office
- Modern, comfortable space
- Good equipment and tools
- Quiet and collaborative areas
- Amenities (food, coffee, etc.)
2. Foster Collaboration
- Open workspaces
- Collaborative areas
- Team events
- Knowledge sharing
3. Support Career Growth
- In-person mentorship
- Regular 1:1s
- Skill development
- Leadership opportunities
4. Respect Work-Life Balance
- Flexible hours
- Hybrid options
- Reasonable expectations
- Generous PTO
Recruiter's Cheat Sheet
Key Insights
- Make office valuable — Don't just require on-site, make it a competitive advantage
- Compete on strengths — Collaboration, culture, career growth
- Consider commute — Long commutes are a major turn-off
- Offer flexibility — Flexible hours and hybrid options
- Invest in office — Great office environment attracts talent
Budget Reality Check
On-site costs: Office space ($X/sq ft), potentially higher salaries (to compete with remote), relocation packages. Consider if on-site is worth the cost.
Common Questions
"Why require on-site?"
Better collaboration, stronger culture, easier mentorship, better career growth. Have clear reasons.
"How do we compete with remote?"
Compete on collaboration, culture, and career growth. Don't try to match remote on flexibility. Leverage on-site advantages.
"Should we offer hybrid?"
Consider hybrid options (2-3 days in office). Best of both worlds. Attracts more candidates.