Tech Hiring Deck

About this template

The hiring copy is already in place

The agenda already reads team, tech stack, how we work, growth support, pay and benefits, how to apply. Only three of those six have a divider and a body slide behind them – engineering org, the stack we use, collaboration rules – so the last three agenda lines lead nowhere. Your first job is closing that gap: duplicate a divider-and-body pair up to six sections, or cut the agenda to three and move the rest to one line on the closing slide.

What to replace, what to fill

1. The six agenda items already read team / tech stack / how we work / growth support / pay and benefits / how to apply. Delete any line you cannot back with a slide.
2. Slide 4 (divider: engineering org) → what the team builds. Service names and traffic scale as three items.
3. Slide 6 (divider: the stack we use) → languages, frameworks and infrastructure, each with one line on why it was chosen.
4. Slide 8 (divider: collaboration rules) → what changes when you join: onboarding length, code review practice, deploy permissions.
5. Fill the four cards on slide 10, the four trend items on slide 11 and the comparison on slide 9, then put the application route on slide 12.

Numbers, rewritten

• Slide 10 ships as 62 engineers / 4 weeks to hire / 6 years average experience / KRW 2M annual training budget. The labels already suit a hiring session, so change the numbers and swap at most one card.
• Slide 11 runs 182 applications to 63 take-home tasks, 27 technical interviews and 11 offers – a hiring funnel, not a time series. Retitle it by stage and date the caption.
• Slide 9 comparison: left column, what candidates assume (who signs off a deploy); right column, how it actually works (author deploys, one-minute rollback), three items each.

Session flow against slides

A hiring session usually runs company intro, engineering, culture, process, then Q&A. The three dividers act as the breaks between those blocks, so place them where the speaker changes. Q&A tends to run long, so keep the deck at twelve slides and push detail to the job posting.

Common mistakes

• Listing the stack with no line on why each choice was made — the slide could belong to any company.
• Keeping all six agenda lines while presenting only three sections, so the audience waits for growth, pay and application details that never arrive.
• Filling the metric cards with product uptime; candidates care about team size, release cadence and growth path.