If you’ve been in tech for a long time but feel invisible to recruiters and hiring managers, it’s probably not your skills that are the problem — it’s your visibility.

You can be great at what you do, but if no one knows you exist, you’re not even in the race.

I’ve been a contract developer for more than 20 years. I’ve seen the industry change, and I’ve stayed employed by doing one thing consistently: keeping myself visible. Recently, I doubled down by launching a dedicated tech blog and syndicating my content on X/Twitter and LinkedIn. The result? I’ve had to put my phone on Do Not Disturb because the recruiter outreach hasn’t stopped. And this is in a job market where a lot of developers are seeing zero traction.

So if you’re wondering why no one’s calling, here’s how to flip that script — fast.

1. Get on Social (and Use It Properly)

Create accounts on LinkedIn and X/Twitter at a minimum. These are the public squares for tech professionals. Don’t just lurk — engage. Post a short update about what you’re working on, ask a smart question, or comment thoughtfully on someone else’s post. You don’t have to go viral. You just have to be present.

2. Start a Tech Blog (Yes, You Still Need One)

It doesn’t matter if it’s on Substack, Medium, Hashnode, or your own domain. Start writing. Focus on topics you’ve solved in the real world — edge cases, gotchas, patterns that saved the day. Write for other engineers, not Google.

Once you post something, link to it on LinkedIn and Twitter. That’s how you build a feedback loop.

3. Refresh and Upload Your Resume — Everywhere

Create or update accounts on platforms like Dice, Hired, AngelList, Otta, Wellfound, and even Stack Overflow Jobs or GitHub Jobs (if relevant). Upload your resume, turn visibility on, and keep it current.

Recruiters often run filtered searches on these platforms. If you’re not there — or you’re listed as invisible — you’re out of the pool before the race even begins.

4. Track Recruiters Like You Track Bugs

Every time a recruiter reaches out — even if the job isn’t a fit — log them. Create a spreadsheet or simple database of who they are, what firm they work with, what job they were recruiting for, and any follow-up notes. Over time, this becomes a high-value asset: your personal pipeline.

Good recruiters move around. When they change companies or get a better client roster, you want to be one of the first people they think of.

5. Consistency Is the Multiplier

Doing any of the above once won’t move the needle. But doing them consistently will.

Make a habit of posting once or twice a week. Write a new blog article every month or two. Check in on your visibility settings quarterly. Add recruiter contacts as they come in. Visibility isn’t a one-time project. It’s professional maintenance.

The Results Speak for Themselves

In just the past two days, I’ve received 50+ calls and emails from recruiters. Granted, many were for the same 1–2 opportunities — but contrast that with developers who haven’t heard anything in weeks or months. That difference? It’s visibility. Not luck. Not even just skill.

So, if you’ve been flying under the radar, now is not the time for silence. You don’t need to reinvent yourself — you just need to show up.

About the Author

My name is Paul A. Jones Jr., and I am a software engineer and legal tech founder developing tools for professionals in law and other regulated industries. I write about systems thinking, modern workflows, and SaaS applications at PaulJonesSoftware.com. Follow me on Twitter: @PaulAJonesJr.