Tech hiring feels different in 2026, and it’s not just because of AI. The market has recalibrated after the post-Covid boom, with economic pressure, layoffs, and tougher investor expectations changing how teams plan and hire. At the same time, people’s perception of the tech space has shifted.
For many candidates, “tech” no longer automatically signals stability, progress, or long-term growth. They’re asking sharper questions about resilience, leadership, funding, and what happens if priorities change. For talent teams, the challenge is staying efficient while protecting trust, reputation, and candidate experience in a market that no longer behaves like 2021.
We’ll be joined by Oliver Bridle, Talent Acquisition Business Partner at Envisics. Oliver will share real-world insight from hiring in a fast-moving software environment, including how candidate trust is evolving and how AI is affecting both screening and perception.
When
Date: April 22th | When: 2:00pm -2:45pm (GMT) | Where: Online (Zoom)
What We’ll Cover
Agenda Snapshot (45 minutes + Q&A)
Welcome and context (Reach ATS)
A quick scene-set on how tech hiring has shifted since the post-Covid boom.
The tech hiring landscape in 2026 (Oliver Bridle + Reach ATS)
What the economic reset looks like now, how roles and demand have changed, and where the pinch points are.
AI and disruption in recruitment (Oliver + Reach ATS)
Where AI is adding value, where it creates risk, and how it is changing candidate behaviour.
Candidate trust, perception and employer brand (Oliver + Reach ATS)
How perceptions of the tech space have changed, what candidates worry about, and what builds confidence.
Practical adaptation: what TA teams are doing differently (Oliver + Reach ATS)
Actionable changes to process, automation, and human connection that teams are using right now.
Live Q&A and closing thoughts (Oliver + Reach ATS)
Audience questions and a short look at what to prioritise next.