Career Strategy

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Christmas Hiring Trends and New Year Headcount: Strategic Timing for 2025

January sees 200%+ surge in big tech headcount openings with <15 applications per role during holidays. Best time to join was 3-5 months ago. Next best: now.

The European Engineer

June 30, 2025

13 min read

AFAIK most companies - especially big tech - open their headcount (new positions for which they're hiring) at the beginning of the year.

Which means that at this time there's usually more supply of jobs than in other periods.

Ideally, you want to be in your best shape (regarding career strategy, companies' selection, CV/LinkedIn upgrades, networking/referral search, application maxing and interview prep) by now.

If you wanted to upgrade your job in 2025, the best time to start was 3-5 months ago. The next best time is now.

Browse latest openings →

Understanding the Hiring Cycle

Most companies, particularly in tech, follow predictable hiring patterns throughout the year. Understanding these patterns can give you a significant strategic advantage.

Annual Headcount Planning

Time Period	What Happens	Your Strategy
Nov-Dec	Companies finalize next year's budget and headcount	Prep: Update CV, portfolio, LinkedIn; Study target companies
January	Massive opening of new positions (200-300% increase)	APPLY: Peak opportunity window
Feb-March	High activity continues as teams fill approved roles	APPLY: Still excellent timing
April-May	Moderate activity, Q1 hires settling in	APPLY: Good timing, less competition
June-Aug	Slowdown due to summer vacations	WAIT or target always-hiring companies
Sept-Oct	Secondary surge as teams prep for year-end	APPLY: Second-best window
Nov-Dec	Hiring freeze for holidays, planning for next year	PREP: Get ready for January surge

The Christmas Application Anomaly

One thing I've noticed looking at job ads on LinkedIn is that over Christmas, positions are getting a very low number of applications (like <15 for positions that usually would go well over 200+).

Why This Happens

Several factors contribute to this:

Most engineers are on holiday and not actively job searching
People assume hiring is frozen (it often isn't)
Recruiters are on break, so people think applications won't be seen
Focus shifts to family and end-of-year activities
Psychological "new year, new job" mindset makes people wait

Should You Apply During the Holidays?

Potential advantages:

Dramatically reduced competition - 10-20x fewer applicants
Your application stands out in a smaller pool
Less noise means recruiters might give more attention to each application

Potential disadvantages:

Recruiters are on holidays too, so response time is slower
Some job ads might be old/stale positions
Interview processes won't start until January anyway
Hiring managers aren't available for decisions

My recommendation: Maybe it could be strategic to apply to some of these roles hoping to have an "easy game" competing. But I'm also unsure: I think recruiters are on holidays too, and maybe these job ads are old.

But you can try. Let me know if you get an interview this way!

The January-March Sweet Spot

With that said, the most important thing will be to be in your best shape in the next 3-5 months (January through March).

Why January-March Is Prime Time

From Company Perspective:

Fresh budget allocated for new hires
Teams are understaffed and eager to fill roles
Performance reviews just finished, creating openings
New projects launching that need engineers
Aggressive hiring targets to meet

From Candidate Perspective:

New year motivation to change jobs
Fresh start mentality
Bonus paid in December (ready to leave)
Companies compete for talent (better offers)

Historical Data from Euro Top Tech Jobs

I will go back to do some of the old school analytics I used to do with the jobs on the main page of the job board (!= from the fully-remote high-paying companies' list page).

Right now, there are a bit fewer openings than usual. I'm quite confident that in the next few weeks the numbers will go up.

We'll see. I'll track this headcount opening in January and share the data.

Here's what to expect based on previous years:

Month	Typical Job Postings	Applications per Job	Time to Interview
December	800-1,000	50-100	3-4 weeks
January	2,500-3,000	150-250	1-2 weeks
February	2,200-2,800	200-300	1-2 weeks
March	1,800-2,400	180-250	2-3 weeks
April	1,400-1,800	120-180	2-3 weeks

Note: Numbers are estimates based on Euro Top Tech Jobs historical data

How to Prepare for the January Surge

If you're serious about upgrading your job in 2025, here's your preparation checklist:

3-5 Months Before (Oct-Dec): Foundation Building

Career Strategy:

Define your target companies (10-20 companies you'd love to work for)
Identify your value proposition (what makes you valuable?)
Research compensation ranges for your target roles
Clarify your preferences (remote vs on-site, location, work culture)

Skills Development:

Identify skill gaps for target roles
Start daily LeetCode practice (if targeting big tech)
Build portfolio projects showing relevant skills
Learn hot technologies (AI/ML, distributed systems, etc.)

CV & LinkedIn:

Complete rewrite focusing on impact and metrics
Get professional review/feedback
Optimize LinkedIn headline and about section
Update all experience with quantifiable achievements
Add relevant skills and get endorsements

Networking:

Map your network at target companies
Reach out to reconnect with old colleagues
Join relevant tech communities and events
Prepare your "elevator pitch"

Check out our systematic job search framework for detailed guidance.

0-3 Months (Jan-Mar): Execution Phase

Application Strategy:

Apply to 20-40 positions in first two weeks of January
Prioritize referred applications (3x success rate)
Customize each application to role/company
Track all applications in spreadsheet
Follow up after 1 week if no response

Interview Preparation:

Practice system design (2-3 hours/week)
Mock interviews with peers or platforms
Prepare stories for behavioral questions (STAR method)
Research each company before interview
Prepare questions to ask interviewers

Offer Optimization:

Collect multiple offers for leverage
Research market rates thoroughly
Practice negotiation tactics
Don't accept first offer immediately
Consider total package (equity, remote, WLB, growth)

Location-Specific Trends

Different European tech hubs follow slightly different patterns:

London (UK)

Strongest in January-February (fiscal year aligns with calendar year)
Slowest in August and December
Financial sector hiring peaks in January (bonus season just passed)
Startups more continuous throughout year

Zurich (Switzerland)

Peak hiring January-March
Secondary peak September-October
Very quiet in July-August (summer holidays sacred)
Highly competitive but high compensation

See Switzerland career guide →

Berlin (Germany)

January surge is real but less dramatic than UK/US
Startup scene hires year-round
August particularly quiet
Remote-friendly (good for international applicants)

Amsterdam (Netherlands)

Strong January-February hiring
International companies hire continuously
Less seasonal variation than other markets
Growing remote opportunities

Remote-First Companies

Less seasonal variation (hire when they find great people)
Still some January surge (budget refresh)
Year-round opportunities
Competition is global (but so is opportunity)

Find remote-first companies →

Company Size Matters

Hiring patterns differ significantly by company size:

Company Type	Hiring Pattern	Best Time to Apply
FAANG/Big Tech	Strong seasonality, January peak	December-February
Series B-D Startups	Moderate seasonality, continuous needs	Year-round, slight January boost
Early Startups	Opportunistic hiring, no pattern	Whenever they're fundraising
Scale-ups	Growing structure, increasing seasonality	January-March, September-October
Enterprises	Strong seasonality, budget-driven	January-March (new fiscal year)

Special Considerations for 2025

Factors affecting 2025 hiring market:

Positive Signals

AI/ML companies aggressively hiring (ChatGPT success creating demand)
Remote work normalization (more opportunities)
European tech scene maturing (more local high-paying roles)
US companies expanding European presence

Challenging Signals

2023-2024 layoffs created larger talent pool (more competition)
Higher interest rates (less VC funding for startups)
Some big tech hiring freezes continuing
Increased performance scrutiny

Net assessment: Hiring is more selective than 2021-2022, but still robust for strong candidates. Being strategic about timing and preparation matters more than ever.

Related Resources

Frequently Asked Questions

Is it really worth applying during the December holidays, or should I wait until January?

It's worth a strategic test but don't bet everything on it. Try this approach: Apply to 5-10 of your top choice companies during late December (Dec 20-30), then execute your main application push in first two weeks of January. Potential upside of December applications: If a recruiter IS working and checks their inbox, you'll be one of maybe 10-20 applications instead of 200+, massively improving your odds. Some companies (especially US-based with European offices) maintain skeleton recruiting teams through holidays. Realistic downside: Most applications will sit unread until January anyway, so you're not losing anything except time. Treat it as a free lottery ticket with potential upside. One caution: Don't let holiday applications make you complacent - the real game happens in January-February. Save your energy and best customized applications for the January surge when you know hiring managers are back and engaged.

What's the optimal number of applications to send in January for maximum success?

Quality over quantity, but with enough volume for statistics to work. Recommended approach: Tier 1 (Dream companies, 10-15 applications): Heavily customized, referrals obtained, deep company research, tailored CV/cover letter. Spend 2-3 hours per application. Tier 2 (Good fits, 15-25 applications): Moderately customized, standard strong application, 30-60 mins per application. Tier 3 (Acceptable options, 10-15 applications): Quick applications with general CV, backup options, 15 mins per application. Total: 35-55 applications over 2-3 weeks. Why this range?: Too few (<20): Not enough statistical success probability even with great CV. Too many (>70): Can't maintain quality, interviews will overwhelm you, desperation shows. 35-55 hits sweet spot: enough volume for multiple interviews, manageable interview load, quality maintained. Expected results: 5-15 phone screens, 3-8 technical interviews, 1-4 offers. Use our job board to find roles matching your criteria efficiently.

How long should I prepare before starting to apply if I want to target FAANG-level companies?

Depends on your current level and target role, but generally 3-6 months of focused preparation. Assessment first (1 week): Try 10 LeetCode mediums and 2 system design problems. If you can solve 7/10 mediums in <30 mins and outline reasonable system designs, you need 1-2 months. If you struggle with basics, budget 4-6 months. Structured preparation timeline: Months 1-2: LeetCode fundamentals (200-300 problems: arrays, strings, hashmaps, trees, graphs), basic system design concepts. Months 3-4: Advanced algorithms, LeetCode hard problems, deeper system design (caching, sharding, consistency). Months 5-6: Mock interviews, behavioral prep, specific company research, interview practice under time pressure. Throughout: Build relevant side projects for resume, collect referrals, strengthen LinkedIn. Reality check: Rushing with 1 month prep rarely works for FAANG - interview bar is high and failed attempts lock you out for 6-12 months. Better to over-prepare and succeed first try than rush and waste opportunities. If you're currently employed, start prep immediately even if you plan to apply in 6 months.

Do remote companies follow the same January hiring surge pattern as traditional companies?

Less dramatic but still exists. Remote-first companies (GitLab, Automattic, Zapier, etc.): Weak seasonality (20-30% January increase), hire year-round when they find great talent, less tied to fiscal budgets, globally distributed teams mean less holiday impact. Remote-friendly companies (Startups offering remote, traditional companies with remote options): Moderate seasonality (50-80% January increase), still influenced by budget cycles, hiring managers often in traditional office culture. US companies hiring remote in Europe: Moderate to strong seasonality (60-100% January increase), US fiscal calendar drives timing, remote positions included in general headcount planning. Best strategy for remote roles: Don't wait exclusively for January - apply year-round to truly remote-first companies, but still do a concentrated push in January-February when even remote companies refresh budgets. Remote roles often have longer interview processes (2-4 weeks longer due to coordination), so applying in December for remote roles makes more sense than for on-site roles. Browse our remote job listings which are continuously updated.

How do I balance preparing for interviews while still performing well at my current job?

It's challenging but manageable with structure and boundaries. Time management strategy: Before work (6:30-8:00 AM): 1 hour LeetCode or system design study - your brain is freshest, no one interrupts you. Lunch break (30-45 mins): Quick problem solving, LinkedIn networking, or reading company research. After work (7:00-9:00 PM): 1-2 hours for deeper study, mock interviews, application writing. Weekends: 3-4 hours Saturday or Sunday for bigger projects, comprehensive review. Total: 12-15 hours/week preparation. Protecting current job performance: Don't sacrifice current work quality - being fired during job search is disaster, maintain professional reputation (you'll need references), use PTO strategically for interviews (not for prep), be discreet (no obvious signals to coworkers/managers). When to take time off: Once you have 3+ on-sites scheduled in same week, consider taking PTO for final interview push. Until then, prepare outside work hours. Many engineers successfully job search while working - it's temporary intensity (2-4 months), not forever.

What's the success rate difference between January applications and other months?

Significantly higher in January for the same candidate profile. Approximate success rates (phone screen from application): January applications: 8-15% conversion to phone screen for solid candidates, 3-7% for average candidates. July-August applications: 3-8% conversion for solid candidates, 1-3% for average candidates. Other months: 5-10% for solid candidates, 2-5% for average candidates. Why the difference?: Companies have approved headcount and urgency to fill roles, recruiters are incentivized to fill positions quickly, hiring managers are engaged and available, less competition per role (even though more total applicants), budget is fresh (no fear of running out). What this means practically: Same engineer with same CV applying in January vs. August might get 10 phone screens vs. 4 phone screens from 50 applications. That's 2-3x more opportunities from timing alone. Compounding effect: More phone screens → more practice → better performance → more offers. Starting strong in January creates positive momentum for your entire job search. This is why preparation timing matters - be ready when the odds are most in your favor.