Attracting Top QA Talent: Tips for Tech Companies

Quality assurance (QA) is no longer a supporting function—it’s a strategic pillar of successful software development. As businesses race to deliver faster, more reliable digital experiences, the demand for highly skilled QA professionals has never been greater. According to a report by Grand View Research, in 2023, the global market of Testing as a Service (TaaS) was valued at approximately USD 4.54 billion and is expected to grow at a compound annual growth rate (CAGR) of 14.0% between 2024 and 2030.

This surge reflects a broader recognition: quality is a competitive advantage.

Yet, finding and retaining top QA talent remains a major challenge for many tech companies. With the rise of automation, continuous delivery pipelines, and complex testing requirements across platforms, the skillset needed in QA has evolved significantly. Companies that fail to attract experienced QA professionals risk delays, product defects, and reputational damage.

This is where strategic recruitment, employer branding, and investment in professional development come into play. In this blog post, we’ll explore effective strategies for attracting high-caliber QA specialists in an increasingly competitive market—and how we at TestDevLab have turned these principles into practice.

Understanding the QA talent market

The software quality assurance field has undergone a profound transformation in recent years. No longer limited to detecting bugs at the end of development cycles, QA professionals are now expected to work cross-functionally, contribute to automation strategies, and ensure product performance, usability, and security from day one. This evolution has created a high demand for QA engineers who can blend technical proficiency with critical thinking and adaptability.

However, the competition for such talent is fierce. According to the World Quality Report 2023-24 by Capgemini and Sogeti, 62% of IT leaders cited a shortage of skilled QA and testing professionals as one of their biggest challenges. Moreover, as QA becomes more specialized—with roles focusing on areas like performance engineering, test automation, and accessibility—companies are finding it increasingly difficult to hire talent with the right experience and domain knowledge.

At the same time, outsourcing is gaining traction as a reliable strategy for meeting talent needs. A recent report by Deloitte revealed that 70% of companies outsource QA to access skilled talent and reduce time-to-market. This trend underscores a key insight: it’s not just about hiring talent, but also about ensuring consistent access to expertise that can scale with business needs.

For tech companies, this means rethinking traditional hiring approaches. Attracting top QA professionals requires more than offering a competitive salary—it demands a strong value proposition, a commitment to professional development, and a work environment that encourages innovation. 

Building an attractive employer brand

In a market where top QA professionals have no shortage of opportunities, your company’s employer brand can make the difference between attracting top-tier candidates and being overlooked. An attractive employer brand is more than a well-designed careers page—it’s a reflection of your company’s culture, values, and long-term vision. It tells prospective employees why they should choose your company over others.

For QA professionals, an appealing brand communicates a commitment to quality—not just in the products being built, but in how teams are supported, recognized, and empowered. It shows that QA is not an afterthought, but a critical part of the software development process.

Transparency is key. Highlighting real stories from your QA teams, sharing insights into your testing approach, and demonstrating your investment in innovation can help build credibility. Participating in QA communities, speaking at conferences, and publishing thought leadership content are also effective ways to establish your company as a leader in the field.

TestDevLab’s reputation as a top QA talent provider didn’t happen by chance. We actively promote the contributions of our engineers, invest in research and development, and showcase the meaningful work we do with clients worldwide. This visibility not only helps us attract skilled professionals but also reassures clients that they are working with a team that takes quality seriously at every level.

In short, if you want to attract the best, you need to look like the best—and that begins with building a brand that QA professionals want to be a part of.

You may be interested in: How We Hire Engineers Internationally.

Creating clear and appealing job descriptions

Once you’ve built a strong employer brand, the next step is translating that into job postings that resonate with skilled QA professionals. A job description is often the first direct interaction a candidate has with your company—it’s your chance to make a strong first impression.

Generic listings filled with buzzwords and vague responsibilities won’t stand out in a competitive market. Instead, focus on clarity, relevance, and authenticity.

Making your QA job opening stand out

Generic listings filled with buzzwords and vague responsibilities won’t stand out in a competitive market. Instead, focus on clarity, relevance, and authenticity. Below are some examples of what you can list in your job descriptions.

• Be specific about the role. Outline day-to-day responsibilities and the types of testing involved (manual or automated, performance, security, etc.).
• List the tech stack. Mention the tools, frameworks, and programming languages candidates will be expected to use.
• Highlight learning and development. Candidates want to know if they’ll have access to training, certifications, or mentorship.
• Describe the impact. Emphasize how their work contributes to real-world outcomes and meaningful projects.
• Show a path forward. Communicate opportunities for career progression and long-term growth.
• Use inclusive and encouraging language. Avoid rigid requirements that might discourage qualified candidates from applying.

Job descriptions should reflect the depth and diversity of our QA work. Emphasize not only the technical aspects of the role but also the culture of collaboration, growth, and innovation that defines our teams. Instead of limiting ourselves to checkbox requirements, we focus on skills, mindset, and potential.

A thoughtful, well-crafted job description doesn’t just attract applicants—it attracts the right applicants. And in a field as specialized as QA, that makes all the difference.

Providing opportunities for professional growth

QA professionals don’t just arrive fully formed—they’re developed, nurtured, and supported over time. Investing in continuous learning and professional growth should be the cornerstone of how you attract and retain top QA talent.

The QA field is constantly evolving, and as a company, we make it a priority to help our engineers stay ahead. We offer our team more than just a job—we provide a clear path for professional development, allowing them to deepen their expertise and explore new areas within software testing. Here’s how we do it:

• Structured onboarding and mentorship. New hires are guided through a well-defined onboarding process and paired with experienced engineers who provide technical and career support.
• Ongoing training and certification support. We actively encourage and sponsor certifications such as ISTQB and offer access to courses on automation, performance, and security testing.
• Access to cutting-edge tools and environments. Our engineers regularly work with the latest QA technologies across a wide range of industries and projects.
• Research and innovation opportunities. Testers can participate in internal R&D initiatives to experiment with new tools, frameworks, and testing methodologies.
• Community and knowledge sharing. We host regular internal workshops, and QA knowledge-sharing sessions, and encourage our team to contribute to global QA communities.

By creating an environment where learning is part of everyday work, we’ve built a team that’s not only technically strong but also deeply engaged. This approach ensures that our clients always benefit from testers who are curious, current, and continually improving.

Offering competitive and flexible work conditions

When you’re recruiting top talent offering competitive salaries is just the starting point. What truly sets a company apart—especially in the eyes of experienced QA professionals—is how well it supports work-life balance, flexibility, and autonomy.

A crucial element that attracts, and retains employees is recognizing that they thrive in environments that respect their time, value their contributions, and support their individual working styles. Modern work culture should be structured around flexibility, trust, and results-driven collaboration.

This is how we made it happen:

1. Remote-first approach. With team members based across multiple countries, our infrastructure and processes are designed to support remote work without compromising productivity or communication.
2. Flexible hours. We understand that creativity and focus don’t always follow a strict 9-to-5 schedule. Our engineers have the freedom to structure their day in a way that works best for them.
3. Up-to-date tools and communication practices. We leverage the latest platforms to stay connected, aligned, and efficient—whether working in-office or remotely.
4. Competitive compensation and benefits. Our salaries reflect the value and expertise our QA engineers bring to the table, and we back this with benefits that support their well-being and career growth.
5. Healthy work environment. We foster a culture of mutual respect, openness, and psychological safety—so our team feels empowered to speak up, innovate, and do their best work.

This flexible, people-first approach doesn’t just attract skilled QA professionals—it keeps them engaged and motivated for the long term. It’s also a benefit to our clients: they get to work with engineers who are not only technically excellent but also genuinely fulfilled in their roles.

You may be interested in: Building a Strong QA Team: Essential Skills and Strategies for Success.

Leveraging internal talent and referrals

Sometimes, the best way to find new talent is by tapping into the network you already have. Internal referrals and talent development can be very powerful tools when it comes to building a strong, reliable QA team.

Engineers know exactly what it takes to succeed—so when they recommend a candidate, it’s usually someone who not only has the technical skills but also the mindset and work ethic to thrive in that environment. 

So what are some ways can you actively encourage referrals?

• Internal referral programs. Build a structured referral system that rewards employees for bringing in qualified candidates, helping you grow with people who already align with your culture and expectations.
• Talent development pipelines. Invest in developing junior engineers and interns through mentorship and hands-on projects, turning early-career professionals into experienced, dependable team members over time.Cross-functional growth opportunities. Offer mobility within the company, allowing team members to explore different QA specializations—from mobile automation to performance testing—based on their interests and strengths.
• Alumni and community ties. Maintain strong relationships with former employees, university networks, and local tech communities, creating a wider, trusted pool of potential candidates.

By investing in our internal talent and tapping into our extended network, you will able to scale your QA capabilities while maintaining the high standards your clients expect. It's a sustainable approach that leads to better cultural fit, higher engagement, and long-term success.

The bottom line

Attracting and retaining top-tier QA professionals is crucial for any tech company looking to deliver high-quality products. In a competitive market, skilled QA talent is the foundation of software that’s not only functional but also reliable, secure, and user-friendly. When QA professionals are equipped with the right tools, support, and opportunities for growth, they become invaluable assets to your development process.

Companies that invest in creating an environment where QA talent can thrive—through professional development, competitive work conditions, and clear career progression—are better positioned to deliver exceptional products and gain a competitive edge. Additionally, leveraging internal talent and fostering a culture of learning and innovation can lead to stronger, more cohesive teams.

Ultimately, building a strong QA team doesn’t just improve the quality of your software—it drives business success by ensuring that your products meet the highest standards of performance and user satisfaction. In a world where digital experiences are everything, the quality of your software is non-negotiable, and the talent behind it makes all the difference.

Ready to start your QA career or take it to the next level? Join a team where your skills are valued, your growth is supported, and your work truly makes an impact. Explore open positions and become part of a company that's shaping the future of quality assurance. Check out our careers page and find your next opportunity at TestDevLab.