When companies start thinking about hiring in Cleveland, they usually come in
with questions.
It’s not Austin. It’s not Denver. You won’t see a flashy tech scene or a flood of recruiters posting every hire on LinkedIn. And that’s part of what makes it easy to underestimate. But beneath the surface, there’s a deep bench of experienced,
steady professionals who’ve built long-term careers in and around the city.
This market doesn’t run on hype. It runs on loyalty, stability, and people who genuinely care about the work they do. It’s a place where careers last, not just where they start. You won’t find the loudest voices here—but you will find people
who stick around, grow inside companies, and contribute for the long haul.
Hiring in Cleveland looks different than it does in a coastal tech hub. The pace is different. The values are different. But if you take the time to understand the local landscape, you’ll see it’s not just a place to find talent—it’s a place to build
something that lasts.
The Payoff of Hiring in Cleveland
The first thing out-of-town clients usually want to know is how much they’ll need to pay. And yes, salaries here are lower than what you’d see in major markets like Chicago or New York. But that’s not a reflection of the talent. It’s a reflection of the cost of living and the lifestyle expectations that come with it.
People in Cleveland aren’t constantly chasing the next raise or fighting for stock options. They’re thinking long-term. They want meaningful work, fair pay, and the ability to live comfortably without financial stress. You’re not just hiring an
engineer—you’re hiring someone who might stay with your company for five or ten years, not just until the next better offer comes along.
When you add it up, you’re not saving money at the expense of quality. You’re investing smarter—and getting more for what you spend.
Tenure Is a Cleveland Trademark
It’s rare in other markets, but here it’s still common to meet candidates who have spent 7, 10, even 15 years with the same company. These professionals aren’t stuck—they’re rooted. They’ve grown inside their organizations, seen them through
leadership changes and product pivots, and have real, hard-won experience.
When people here are ready to move, they do it for the right reasons. They’re not chasing flash. They’re looking for a company they can believe in, contribute to, and stay with. That mindset makes onboarding easier, team dynamics stronger,
and your retention rates far more predictable.
What Cleveland Talent Cares About
One of the fastest ways to lose a great candidate here is to pitch culture the wrong way. Most professionals in this market aren’t looking for ping pong tables or kombucha on tap. What they’re actually looking for is substance.
They want to work at companies that treat people well, have stable leadership, and support work-life balance. The majority of candidates I talk to care deeply about whether their next company is aligned with their values. They want to know
that they’ll be trusted, that their work matters, and that the people around them are in it for the long haul—not just short-term wins.
This isn’t a place where shiny things win. It’s a place where purpose and integrity
do.
The Summer Slowdown- and Why You Should Lean In
Every year, around late spring and early summer, I see the same trend play out. The Cleveland hiring market cools down. Companies pause their searches, citing budget timing or vacation schedules. And just like that, the momentum slows.
What most companies don’t realize is that this “quiet season” is one of the best times to make hires. Passive candidates are more open to talking. They’re not overwhelmed with competing offers. The pressure of bonus cycles and
end-of-year decisions hasn’t set in yet.
We’ve seen it play out again and again. Companies that stay active during the summer scoop up great talent while their competitors wait until Q4—when the talent pool is crowded, costs go up, and timelines get tight.
If you’re strategic, summer can be your secret weapon.
Geography Shapes Everything
One thing people underestimate when hiring in Cleveland is how geography affects decisions. Northeast Ohio isn’t just one hiring market—it’s a set of overlapping sub-regions, and the way people move between them is more
emotional than logical.
If someone lives south of Akron, they’re not likely to take a job north of the city. West Side residents often don’t want to commute to the East Side. East Siders, interestingly, are more flexible—but even they have limits. The best “central” areas
for attracting a wide candidate base are places like Independence and downtown Cleveland, where commutes are more balanced.
This isn’t about traffic congestion. It’s about daily habits, time with family, and the desire for a manageable routine. If you don’t factor this into your recruiting strategy, you’ll wonder why no one’s biting on roles that seem perfectly good on
paper.
Downtown Is Back on the Map
Before the pandemic, downtown Cleveland had a reputation for being a hassle—hard to park, inconsistent traffic, a bit of a gamble. That’s shifted.
Now, with hybrid schedules and fewer cars on the road, commuting downtown isn’t the deterrent it once was. Some days it’s quiet. Others, there’s still a crunch. But overall, the change in work patterns has made downtown a viable—and in
some cases, attractive—option again.
Companies that are flexible about in-office expectations, while offering well-located, thoughtfully designed workspaces, are winning here.
The Education Pipeline: Where Talent Comes From
Northeast Ohio is supported by a strong network of local universities. Case Western Reserve is known for top-tier engineering and computer science. Ohio State has a huge alumni base that often returns to the Cleveland area. John
Carroll produces strong IT and business talent with a local focus.
You’ll also find quality candidates coming out of Kent State, Cleveland State, and Akron—especially for junior and mid-level roles. What sets many of these grads apart is grit. They’re often first-generation college students, and they approach
their careers with purpose. They’re not chasing brand names. They’re chasing growth and stability.
If you’re an employer willing to invest in training and development, these are the people who will reward that investment tenfold.
Final Thoughts: The Real Cleveland Advantage
Hiring in Cleveland isn’t about getting something for less. It’s about building something that lasts.
This market is built on people who care about where they work, who they work with, and how they grow. They value time, relationships, and clarity. They’ll give you their loyalty—but they expect yours in return.
If you understand the values here—if you take the time to adapt your process, adjust for geography, and keep your foot on the gas in the summer months—you’ll find yourself building a team that’s not just productive, but dependable.
Cleveland won’t shout to get your attention. But once you start listening, you’ll realize just how much it has to offer.
And if you’re ready to explore the Cleveland market—or just want a guide who knows the terrain—we’d love to be part of your journey.
About The Author:
Mark Krusinski is a recruiter at Emerald who knows the Cleveland market like the back of his hand. With years of experience placing IT, healthcare, and professional talent across Northeast Ohio, Mark specializes in building teams that last. He’s passionate about helping mission-driven companies find the right people—whether they’re hiring in the city, the suburbs, or somewhere in between. When he’s not making the perfect placement, you’ll find him cheering on Cleveland sports (even when it hurts) or working on his golf swing.
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