When it comes to hiring tech talent, resumes are often packed with programming languages, certifications, and experience with specific platforms. But ask nearly half of today’s IT leaders what really matters during the hiring process, and they’ll point to something much less technical: emotional intelligence.
According to a recent Lumenalta survey of over 900 IT professionals, 46% of hiring managers now say emotional intelligence (EQ) is a top priority when evaluating candidates — sometimes even more than technical skill. That number reflects a major shift in how small businesses, startups, and scaling teams think about what makes a great developer or team member.
So what exactly is EQ, and why is it climbing the ranks in importance?
Emotional Intelligence 101
At its core, EQ is the ability to understand, manage, and express one’s emotions — and recognize those same cues in others. It shows up in how people handle feedback, navigate conflict, collaborate with teammates, and respond to pressure.
For small business owners, this can make or break a hire. The best developer in the world won’t do much good if they can’t communicate clearly, accept constructive criticism, or adapt to a shifting project brief.
As one Lumenalta developer put it, “Technical expertise is only half the equation. Presenting ideas well, managing moods, and building trust — those are the things that keep a team moving forward.”
Why EQ Matters More in Smaller Teams
In big corporations, you can sometimes hide behind layers of management or processes. In a small business? Every hire matters — and every voice counts. That’s why soft skills aren’t just “nice to have.” They’re a competitive edge.
A single team member with low EQ can stall projects, frustrate clients, or disrupt team morale. Conversely, someone with strong emotional intelligence can help smooth tensions, deliver feedback productively, and build client relationships that keep business flowing.
According to the Lumenalta survey, 87% of IT leaders said high EQ improves client satisfaction, and 81% said it makes tech adoption smoother. Both are critical wins for businesses trying to stay lean and agile.
Hiring for EQ Without Losing the Tech Edge
Of course, no one’s saying technical skills don’t matter — they absolutely do. But the real magic happens when hard skills and soft skills work together.
The challenge is figuring out how to hire for both.
Some tips for small business owners:
- Ask behavior-based questions. Instead of just asking about past projects, dig into how candidates handle conflict, feedback, or stressful situations. (“Tell me about a time you disagreed with a teammate and how you worked through it.”)
- Watch how they talk about others. Candidates who show empathy — even toward clients or coworkers they’ve clashed with — tend to score higher in emotional intelligence.
- Consider trial projects. A short-term contract or test task can reveal how someone works under pressure and communicates in real time.
And don’t overlook your own role in setting the tone. A culture that values emotional intelligence — where feedback is handled respectfully and vulnerability is allowed — attracts candidates who share those values.
The Coaching Factor
Interestingly, Lumenalta doesn’t just preach EQ. They build it into their teams. Every developer works with a coach, not just on performance, but on communication, emotional awareness, and collaboration.
One developer recalled learning to recognize frustration in themselves before it boiled over into team conflict. That kind of self-awareness, developed through intentional coaching, became the foundation for stronger teamwork and smoother client interactions.
While most small businesses can’t afford in-house coaches, the takeaway is clear: Investing in EQ pays off. Whether that’s through mentorship, regular 1:1s, or just making space for honest conversations, you’re building a team that’s better equipped to adapt, solve problems, and thrive together.
EQ Isn’t a Trend — It’s a Strategy
For small businesses, the margin for error is small. You can’t afford toxic hires, siloed thinkers, or communication breakdowns. That’s why EQ matters.
It’s not about replacing tech skills — it’s about enhancing them. In the end, emotionally intelligent teams deliver better work, faster — and with fewer fires to put out along the way.
So the next time you’re reviewing resumes, don’t just look for clean code. Look for clear communication. Look for empathy. Look for adaptability.
Because as the data shows, EQ isn’t soft at all. It’s one of the strongest hiring tools in your toolbox.
