Engaging and Hiring Passive Talent in Competitive Markets

Hiring finance and IT professionals has always been competitive—but when it comes to passive candidates, the stakes are even higher. These professionals aren't actively job hunting, yet they often represent the best in their field.

According to Inside Indiana Business, 70% of the global workforce is made up of passive talent—people who are open to new roles but not actively looking. That means if you’re only targeting active candidates, you're missing out on a huge portion of the talent pool.

So how do you attract and engage high-quality, passive candidates in finance and IT? Below, we break down the most effective strategies to get their attention and earn their interest—without relying on job boards alone.

Why Passive Candidates Matter in Finance and IT

Passive candidates often hold highly specialized roles and deep institutional knowledge. In industries like finance and IT, where precision and expertise are essential, these individuals are typically top performers—focused, capable, and not easily lured away.

Unlike active job seekers, passive candidates need more than just a job post. They need to see value, purpose, and long-term growth in what you’re offering. Engaging them requires a more nuanced approach that builds trust over time.

Strengthen Your Employer Brand

Your employer brand is often your first (and sometimes only) impression with a passive candidate. It’s not just what your company does—it’s what it feels like to work there.

Highlight Culture, Growth, and Impact

Finance and IT professionals are drawn to mission-driven, innovative environments. Make sure your careers page, LinkedIn, and other platforms showcase your values, leadership vision, and employee stories.

Include videos or testimonials from current employees to add authenticity. Passive candidates want to know: will I grow here? Will I be challenged? Will I be valued?

Promote Work-Life Balance and Flexibility

According to a 2023 survey by TechRepublic, flexibility and remote work options are two of the top priorities for IT professionals considering a job change. Finance talent is also showing increasing interest in hybrid or remote-first models, especially in post-pandemic work environments.

If your company supports remote work or flexible schedules, promote that clearly and consistently.

Use Targeted Outreach Instead of Mass Messaging

Mass emails don’t work with passive candidates. Personalized, value-driven outreach is key.

Source Smartly

Use LinkedIn, GitHub, and niche forums like Stack Overflow (for IT) or CFA Institute communities (for finance) to find professionals with the right skills. Look for thought leadership activity like recent blog posts or open-source contributions—that can give you a reason to reach out.

When messaging, reference something specific from their profile: “I saw your recent article on data migration best practices—it aligns perfectly with a challenge our client is solving.”

Offer a Compelling Why

Make your first message about them, not just the role. Explain why you reached out, what makes the opportunity compelling, and what sets your client apart.

Don’t push too hard upfront. Instead, aim to start a conversation: “Would you be open to learning more, even if you’re not actively looking?”

Build Long-Term Relationships

Just because a passive candidate isn’t ready to move today doesn’t mean they won’t be in six months. Staying top of mind can make all the difference.

Create a Passive Talent Pipeline

Build and maintain a warm pool of passive candidates through regular check-ins, industry-specific newsletters, or invites to virtual events. Keep these touchpoints light, informative, and valuable—not overly salesy.

For example, you might send a quarterly “State of the Industry” report with trends in compensation or hiring for data analysts, financial controllers, or cloud engineers.

Contact Wenlock Talent to see how we help clients build long-term talent pipelines.

Host Thought Leadership Events

Hosting or sponsoring webinars, AMA panels, or niche roundtables in areas like fintech, cybersecurity, or compliance can attract passive talent looking to connect and learn. Use these events to establish credibility and connect in a lower-pressure setting.

Leverage Employee Referrals

Never underestimate the power of your team’s network. Passive candidates are far more likely to respond to a warm intro from someone they trust than a message from an unknown recruiter.

Encourage your current employees to refer past colleagues or friends, especially those working in adjacent industries or roles. Offering referral bonuses is great—but recognition, shoutouts, and a streamlined referral process can also go a long way.

And don’t forget to follow up: even if a referral isn’t interested right now, thank them for their time and stay in touch for future opportunities.

Partner with Experts Who Know the Space

Engaging passive candidates in finance and IT is both an art and a science. It takes intentional branding, smart outreach, and long-term relationship building. But when done well, it can give your organization a significant competitive advantage.

At Wenlock Talent, we specialize in sourcing and connecting top finance and IT professionals—including passive candidates who wouldn’t respond to a typical job ad. Our human-centered approach ensures your hiring process is personalized, effective, and built for long-term success.

Let’s talk about how we can support your hiring goals. Contact our team today.

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