Hey — I’m Hendrik. I’m a Data Scientist myself.
I’ve read every “how to hire a data scientist guide".
They’re all bullshit. None of them will work.
Why? Because none of them get why small companies actually struggle to hire data scientists — and it pisses me off.
That’s why I’m sharing the exact 4 steps I personally used — at every small company I worked at — to hire great data scientists fast, reliably, and without cost.
Now used by 100+ small teams.
Because it is literally the only thing that reliably works.
Andre – Lead Data Scientist @ 30-person B2B SaaS - Germany
“We thought we had recruiting figured out—but it was slow, expensive and unreliable. This system changed everything. We now consistently bring in top-tier Data Scientists in under two weeks, without spending a dime. If you're not doing this, you're wasting more than time and money. You’re missing out on game changing people.”
Data Scientist hired in 12 days – under 60 minutes of effort – 0 recruiting cost.
Patrick – Owner @ 13-person Social Sector Consultancy - Germany
“We’re a small ambitious consulting company and had no employer brand. I wasted months trying everything: ads, job boards, salary bumps—nothing worked. Then I followed the 4 steps. No changes internally. Literally the same job offer. We hired our first data scientist in 14 days. Zero cost. Zero stress. Best decision I’ve made since starting the company. Cannot wait to expand the TECH Team.”
First Data Scientist hired in 14 days – 0 cost – no changes.
Marcel – Solo Founder @ 1-person Indie Project - Netherlands
“I needed someone smart, driven, and early-stage-minded—not another code monkey. Within 9 days, I found someone who feels like a co-founder. No branding. No pitch deck. Just converts great people with no effort”
Hired in 9 days – 30 minutes effort – no cost - no changes needed.
Susanne – Director @ 15-person Marketing Agency - Germany
“Hiring a second Data Scientist was a mess. Long waiting periods, huge effort, bad fits. With this system, that completely disappeared. No job offer changes. No fancy branding. No nonsense. We hired another Data Scientist in 11 days with this who’s technical, driven, and aligned with how we work. And we also used this system again for another TECH position.”
Hired in 11 days – 0 recruiting cost – no changes.
How Hard is Recruiting Data Scientists in 2025?
Hiring Data Scientists nowadays is very hard.
Almost every company tries to stand out, be different, show empathy, and sound fun.
You probably tried new platforms. You try social recruiting. You follow the advice online. You ask ChatGPT. You ask your cofounder’s cousin’s wife who once hired a data analyst at Deloitte.
And nothing changes. You’re stuck in a cycle of:
- Long, uncertain waiting periods
- Lots of effort, endless recruiting experiments
- Rising recruiting costs
- No Ambitious People
- Candidates that are not worth your time
And at some point you ask:
“Is our salary too low?
Are we too small?
Are we just not attractive?
Is it the talent shortage?
Recruiting is just luck!
Do we really have what it takes?”
Let me tell you this once as a Data Scientist myself:
You have everything you need to recruit great ambitious data scientists this second. And the demand to work at smaller companies is huge. Period!!!
Yes, Great Data Scientists Want to Work in Small Companies
This is the part that breaks people’s brains. Great & ambitious data scientists and software engineers are leaving corporate, accepting pay cuts, and actively chasing roles in smaller teams.
I’ve done it. I know dozens who’ve done it. I know dozens more who want to — right now.
Even if the pay is less, the demand is there.
And that leads to a fair question - Why are you still failing then?
The #1 Mistake Small Companies Make Hiring Data Scientists
Most small companies still assume that all Data Scientists want the same things.
That’s the first (and fatal) mistake.
They don’t. There isn’t just one type of Data Scientist out there.
There are different types of data scientists out there based on their motivations, goals, and what they want to experience in their (career) life.
And there is only one type that wants to work in small companies – the ones tired of the fluff, dying to build stuff from scratch, be creative and work hard.
So, why aren’t they applying to your jobs?
Why Traditional Hiring Channels Don’t Work for Data Scientists
The answer lies in the platforms you’re using and the messages you’re sending.
That one type of Data Scientist you as a smaller company can win?
- They’ve stopped checking job boards.
- They ignore LinkedIn.
- They scroll past social recruiting ads without a second thought.
Why? Because those channels are full of the exact things they’re trying to escape:
- Buzzwords
- Shiny-but-soulless job descriptions
- Culture theater (“fun startup vibes”, “make an impact”, "cool fancy company events" etc.)
So even if your company is the perfect fit, they’ll never see you — or worse, scroll past you.
And no one realizes this is the core issue.
My Simple 4-Steps to Hire Data Scientists (Proven by 100+ Small Teams)
Smart small companies aren’t trying harder. They’ve just completely ditched traditional recruiting and adapted.
"That’s how we're hiring better people than ever — with no effort, no cost, same salary."
Step 1 – Understand the Unique Hiring Challenge
Not all Data Scientists are the same. That’s the core issue.
You need to get ultra clear and define the one type of data scientist you can actually win.
Without that, you’re wasting time and money trying to appeal to everyone — convincing no one.
Step 2 – Use The Real Talent Magnet (It’s Not What You Think)
Forget perks, purpose-driven work, work-life balance, “mover and shaper”, “have impact”, flexible hours bullshit.
Your target audience hates this as much as you do!
There’s only one talent magnet. One reason great Data Scientists want to work in small companies.
Every small company has it, but no one recognizes or uses it.
The ones that do? Instantly in high demand. No effort. No changes.
Step 3 – Write Pattern-Breaking Job Posts
Common job posts don’t convert. They’re boring, unconvincing, and forgettable.
Smart small companies use simple pattern-breaking messages that grab these types of Data Scientists instantly — and trigger a behavior train making them apply now, not later.
Step 4 – Ditch Traditional Channels
LinkedIn, job boards, social ads — they’re expensive, noisy, and only reach people who want to work in large corporate environments chasing higher paychecks.
It’s a dead end for smaller companies. Your kind of Data Scientist isn’t there. And they never will be.
Smart small companies use platforms that allow you to instantly reach the candidates who are actively looking for the adventure small companies bring — just an instant, reliable, and consistent way — with zero cost that the mainstream does not know about.
Overcomplicate it, add fluff, or try to tweak it — the effect breaks.
What Happens to Small Companies That Don’t Adapt?
They keep doing what they have always been doing and will:
- Waste 3–6 months on traditional recruiting channels
- Burn time on interviews with the wrong people
- Lose great ambitious people to scrappier teams who figured this out
Traditional recruiting is a dead end for small companies.
If you don’t adapt, you will just be wasting more time, money and effort.
My Final Thoughts on Hiring Data Scientists in 2025
Smart small companies already adapted. These are the ones hiring great ambitious Data Scientists — faster, with zero effort or recruiting cost.
Want to see how it actually works? Who it targets? Why it works so well?
Or waste 3 more months again wondering why no one's applying this time.
👉 Watch the 5-minute breakdown now →