Most SMEs can’t afford to throw six-figure offers at every promising candidate. Larger companies have deeper pockets, bigger brands, and long lists of shiny benefits. But that doesn’t mean they always win.
The truth? People leave high-paying jobs every day in search of something better. Not just more, but better — more purpose, more flexibility, more meaning. And that’s where smaller companies have a real shot.
Here’s how to attract great people, even when the salary isn’t your strongest card.
Big companies sell roles. Smaller ones can sell missions. And that’s your advantage.
Candidates, especially those in the early-to-mid stages of their careers, want to feel like their work matters. They’re not just looking for a job title; they’re looking for a story they can be part of. If you can clearly articulate what your company is building, why it exists, and how the person you’re hiring will directly contribute to that journey, you’ll attract people who want more than a payslip.
Be specific. Don’t just say you’re “growing fast” or “disrupting the industry.” Show candidates what your growth looks like, what challenges you’re facing, and how they can be part of the solution. Vision builds buy-in — and buy-in is stronger than salary alone.
One of the biggest frustrations in large organizations is the feeling of being just another cog in the machine. You do your job. You stay in your lane. You wait for someone else to approve your ideas.
Smaller companies offer the opposite. There’s more flexibility, more autonomy, and often more visibility. Employees in SMEs get exposed to different parts of the business, take on cross-functional roles, and see their ideas come to life faster. That kind of hands-on experience is priceless — and you should be shouting about it.
If you can frame the role as a launchpad for growth rather than a static job, you’ll attract ambitious candidates who want to accelerate their development.
Culture is important. It’s the thing people stay for when the salary stops being enough. And in smaller teams, culture is easier to build and protect.
You might not have the budget for team retreats in Lisbon or catered lunches, but you can build a place where people feel heard, supported, and trusted. Talk about your team dynamically. Share how you handle feedback, celebrate wins, or support mental health. Use testimonials from your current employees to show what the day-to-day is really like.
If you’ve created an environment where people enjoy showing up to work, you’ve already built a competitive edge most corporates can’t replicate — and candidates will notice.
One of the most underrated advantages you have as an SME? Speed.
Large companies often have layered, slow, bureaucratic hiring processes. Multiple rounds of interviews, endless approvals, long silences between steps. Candidates hate that — and it gives you an opportunity to shine.
If you can move quickly, communicate clearly, and give feedback promptly, you’ll leave a lasting impression. A fast, respectful process sends a strong signal: we value your time, and we know what we’re looking for. That’s incredibly appealing, especially to people who are actively interviewing elsewhere.
Salary matters, but it’s not everything. Flexibility, lifestyle, and personal values are often just as important — and this is where you can get creative.
Think about what you can offer that costs less than a salary bump but delivers real value:
Even just being willing to customize the offer around someone’s needs can make a big difference. Candidates remember the companies that listen — and those are the ones they tend to choose.
You’re not Google. You don’t need to pretend you are.
The best candidates aren’t necessarily chasing prestige — they’re chasing clarity and connection. So instead of over polishing your job ads or pretending you’re something you’re not, try honesty. Be upfront about the challenges, the realities of the role, and the type of person who will thrive. Authenticity builds trust, and trust converts candidates.
You’re offering something valuable: a tight-knit team, real influence, and a chance to help shape the future of a business. That’s not a consolation prize — it’s a compelling proposition for the right person.
If salary were the only factor that mattered, no one would ever leave a corporate job. But they do — all the time.
As a smaller company, your strength is your agility, culture, and clarity. Use those to your advantage. Be intentional about how you show up in the market, how you treat candidates, and how you communicate what you stand for.
And if you’re not sure where to start? That’s where we come in.
At Hireland, we help Irish SMEs tell their story, build strong teams, and compete on more than just cash. Let’s find the people who believe in what you’re building.
Fill in the form below to apply. We review every application carefully and will be in touch if there’s a match.
