Why Hiring DevOps Engineers Is Hard – And How to Overcome It

In software development, every second counts. An incorrect configuration in a single deployment can bring down entire systems, shut down services, and cost the business millions. Hence, DevOps engineers offer added value by ensuring automated build, continuous delivery, and security of the cloud-native infrastructure. But finding the right DevOps talent is where the real challenge begins.

A bad hire could mean badly configured pipelines, compromised security, and downtime that would directly affect business operations and customer trust. As more people recruit into this field, the demand and salary expectations have increased, making competent DevOps engineers a difficult-to-find asset.

Key Challenges in Hiring DevOps Engineers

DevOps engineers are difficult to hire because of their varied skill sets, high demand, culture fit issues, and long hiring cycles. Unlike conventional software engineers, they must manage infrastructure, automation, and security simultaneously. Organizations now find it quite challenging to fill teams with those capable of handling technical and business needs.

1. Finding the Right Skill Set

A DevOps engineer must be proficient in multiple domains, making technical screening difficult. Companies seek expertise in:

• Cloud platforms (AWS, Azure, GCP) for scalable infrastructure management
• Infrastructure as Code (IaC) tools like Terraform and Ansible to automate deployments
• CI/CD pipelines using Jenkins, GitHub Actions, or GitLab CI for faster releases
• Containerization and orchestration with Docker and Kubernetes to manage microservices
• Security and compliance (DevSecOps, IAM) to prevent vulnerabilities in automated workflows
• Observability and monitoring using tools like Prometheus, Grafana, Middleware, and Datadog to track system health

Although technical challenges assess theoretical knowledge, they do not address real-world problem-solving. Most hiring managers struggle to assess how well a candidate will manage complexity. As engineers lack experience in observability tools, they fail to see performance bottlenecks in production systems when they need to fix them.

2. High Demand and Competitive Salaries

With increased emphasis on automation, cloud migration, and CI/CD adoption, demand for DevOps engineers has grown. This makes it challenging to attract and retain top talent. Skilled professionals often receive multiple offers, which leads to intense salary negotiations. 

According to Glassdoor, the estimated total pay for a DevOps Engineer in the US is $142,327 per year, which makes them one of the best-paid engineering roles.

The companies must compete with big tech firms and highly funded startups that provide:

• Higher salaries and performance-based bonuses
• Comprehensive benefits, including stock options and remote work flexibility
• Career growth opportunities and sponsorships for advanced certifications

Organizations with limited hiring budgets often struggle to meet these expectations, which can lead to candidate drop-offs and extended hiring cycles.

3. Cultural and Team Fit

DevOps is more than just a technical role; it requires cross-functional collaboration between development, operations, and security teams. Engineers must align with an automation-first mindset and work efficiently in high-pressure, fast-paced environments.

Poor cultural alignment can lead to:

• Resistance to change from teams unfamiliar with DevOps principles
• Workflow inefficiencies when engineers fail to communicate effectively
• Inconsistent automation practices cause deployment failures and security risks

Evaluating soft skills and adaptability can be as crucial as assessing technical expertise. However, conventional hiring processes rarely assess collaboration and problem-solving within dynamic team settings.

4. Long Hiring Timelines

DevOps professionals are in high demand, and the hiring process is time-sensitive. Traditional hiring often takes weeks or months, which increases the chances of losing candidates to competitors.

With the DevOps market worth $10.4 billion as of 2023 and projected to grow at a CAGR of 19.7%, clocking $25.5 billion by 2028, the competition for winning engineers will only intensify. The rapid expansion of the market implies that any company delaying its hiring processes could likely lose its top talent to quicker firms.

The key challenges include:

• Lengthy interview stages that involve multiple technical rounds
• Slow feedback loops, delaying decision-making
• Manual resume screening, causing bottlenecks in the hiring pipeline

Long hiring timelines frustrate candidates and leave them with few choices. Without a repeated pattern and structured approach to the hiring process, companies wonder how they will secure the best DevOps engineers before they are absorbed elsewhere.

Solutions to Overcome Hiring Challenges

Overcoming DevOps hiring challenges requires efficient recruitment strategies, competitive benefits, and access to niche talent pools. To secure top engineers, companies must adopt AI-driven hiring solutions, offer compelling compensation, and engage with specialized communities.

1. Optimizing the Hiring Process with AI and Automation

Traditional hiring methods fail to keep pace with DevOps demand. AI-driven solutions can accelerate screening, assessments, and scheduling, ensuring faster and more accurate candidate evaluation.

• AI-driven resume screening filters applications based on cloud, CI/CD, and automation expertise. It eliminates bias and manual errors, improving shortlisting accuracy.
• Rubric-based technical assessments evaluate hands-on proficiency in Terraform, Kubernetes, and observability tools like Middleware, Datadog, or New Relic. Instead of theoretical questions, real-world problem-solving scenarios measure adaptability in production environments.
• Automated interview scheduling reduces hiring bottlenecks. Integrated platforms synchronize with recruiters and candidates, preventing delays in availability matching.
• AI-driven feedback loops streamline evaluation. Instant analysis of technical interview responses ensures hiring managers make data-backed decisions, preventing candidate drop-offs.

2. Offering Competitive Compensation and Benefits

Attracting top-tier DevOps engineers requires more than just high salaries. Companies must understand market benchmarks and provide holistic incentives that support career growth and work-life balance.

• Salary transparency: Benchmark against industry rates for AWS, Kubernetes, and security-focused DevOps roles
• Certification sponsorships: Offering funding for AWS, Kubernetes, and DevSecOps certifications enhances retention and attracts ambitious engineers
• Remote work flexibility: Many DevOps professionals prefer hybrid or remote setups for work-life balance and global opportunities
• Employer branding: A strong tech culture, open-source contributions, and public knowledge-sharing create a trusted reputation in DevOps circles

Companies that fail to offer growth opportunities and work-life flexibility struggle to retain experienced DevOps engineers.

3. Targeting the Right Talent Pool

Finding skilled DevOps professionals requires engagement in niche communities rather than relying on generic job boards.

• LinkedIn & GitHub: DevOps engineers showcase expertise through code repositories, CI/CD workflows, and IaC projects. Companies using DevTools marketing on these platforms can increase visibility for their automation tools and attract top engineering talent. 
• DevOps communities (Docker, CNCF, HashiCorp): Engaging in these forums helps connect with industry-active professionals
• Observability & monitoring groups: OpenTelemetry, Prometheus, and Slack forums host real-world infrastructure experts. Engaging in these spaces helps connect with skilled professionals.
• Hackathons & technical challenges: Hosting real-world troubleshooting challenges attracts engineers skilled in automated deployments and system resilience

Companies must actively contribute to these spaces, positioning themselves as industry leaders in automation and observability.

Conclusion

DevOps Engineers are highly demanded, yet skilled ones are hard to find. Firms face long hiring timelines, poorly structured assessments, and competition from tech giants. By utilizing AI-driven recruitment and finding a way to reach niche DevOps communities, companies can start shortening the time they take to hire and get the best talent available by using the right tools, offering attractive benefits, etc.