Get People Excited to Switch Jobs—the Recruiter’s Role in an Age of Depression and Anxiety in Tech

There’s a lot of uncertainty that comes with the terrain of switching jobs. For instance, let’s say that—for whatever reason—you’re not a fit with your manager or new employer.  Or maybe, the fast-growing startup didn’t end up being as fast-growing as it appeared on the surface. Talented, passionate, and creative engineers know that in the innovation economy, what the World Economic Forum (WEF) calls the Fourth Industrial Revolution. There are an abundance of jobs: read more

Want to Find Awesome People Online? Try these Search and Outreach Tips

That perfect hire is out there—and as a recruiter, it’s your job to find them. But how?

For the first time in human history, every person has the ability to connect with anyone else in the world. That means talent pools—and the companies seeking people to fill key technical roles—are expanding. The basic economic concept of supply and demand has shifted into a reality of intersectional orbits. Are you part of a recruiting team, in London, that wants to hire an engineering director in San Francisco’s deep technology community? You may not have met that person yet. But they’re out there. They have no idea that you’re seeking them out, which makes it easier to ignore your outreach. read more

How to Write Emails (and Follow-Ups) Software Developers Want to Read

Software Developer roles are becoming increasingly harder to fill, but if you’ve been recruiting in tech for a minute – this is old news. Not only are there more roles than people to fill them, (there are 223,000 open roles in the US, 91% of them being outside of Silicon Valley) but folks in tech are also getting increasingly hard to get a hold of. Hard stop. If we can’t pique the interest of the person we want to chat with, how can we grow our team? read more

Round-Up Recruiter Emails: Let’s-Be-Real-People | May Edition

Our team gets a lot of requests for help with writing effective emails for sourcing and recruitment.

So, we thought: why not share real emails that actually worked?!

Our customers have shared great examples of emails that have sparked interesting dialogue and yielded great results. So we’ll be sharing these personality-filled emails with you for inspiration on a monthly basis going forward. read more

Recruiting is Broken

I hear all too often that recruiting is a mindless job and I’d take offense to it except it’s not a false statement when talking about today’s average recruiter. Recruiting has turned into a button-clicking job that doesn’t take a lot of thought, problem-solving, or consideration for the craft that it used to be. Put simply, recruiting is broken.

Before Monster, LinkedIn, and all other software that opened the recruiting floodgates, recruiting was a craft that required strategy, interpersonal skills, and a lot of industry-specific knowledge of your vertical. Today’s recruiter is off-putting not only because they spam a bunch of people at once for the same job, but because modern recruiters also don’t take the time to learn their respective industry. Recruiters lack the vocabulary to truly communicate with the person they’re recruiting and fail to invest time to wrap their heads around the skills, tools, and responsibilities of these positions. Instead, they put a couple acronyms into a search and send an “okay” email that is broad enough to use on repeat to everyone that matches their buzzword bingo.

Recruiting is about building relationships with other humans. At the core of good recruiting you’ll find human relationships combined with being an industry analyst. Recruiters that still specialize in the =&0=& of recruiting know the good, the bad, the challenges, and all that goes into the job they’re recruiting for. These recruiters take time to know the people that develop and hone the skills to do the jobs. These recruiters pay attention to what is happening in the industry with new technologies, demands, pivots, company trends, layoffs, and a lot of times know before the general public.

The craft is dying.

Many recruiters today aren’t really recruiting. Instead, it’s an administrative process management job of managing email campaigns and ATS reports — making it such a mindless career. Don’t get me wrong, I’m not saying social media and email are bad tools for recruiters to use because they can be great to show “I’m a human that you can connect with!” instead of “I’m a robot that forwarded you several phrases from a job description.” The key is that human authenticity is what inspires people to connect, not blanket emails or spam. One of the most important qualities in a recruiter is trust, and the growing number of bad recruiters breaks the system.

How do you ensure that your team and company are employing good practices? Here are some quality solutions:

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  • Instead of trying to hack recruiting with Google and LinkedIn by researching everyone with Java in their profile and then emailing all of them with the same or similar emails, use better tools to solve problems. Hacks should be around things that don’t require relationships. Research is great. Dig deeper though. Not sure what I mean? Check out these posts: Resist the Spam or Intentional Recruiting for Diversity. There are some great research tips in there.
  • Let’s hack which humans you should take time to send a message to, but not the message itself. Don’t send a mass email. Your outreach should be a very personable thing. Remember that you are helping someone invest in their future and know that they’ll be spending a large amount of their daily, weekly, and annual hours at work. That’s a lot of responsibility and opportunity to impact someone’s life. It’s not something that should be done by someone that knows nothing about the job or the company they’re recruiting for.
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    Construct your talent brand around an influencer

    We all seem to dislike the tech recruiting approach of most technical recruiters. This isn’t a new or groundbreaking thought though, it’s a common thread amongst developer jokes. Check out the “shit recruiters say” Twitter feed if further proof is needed. So then why hasn’t there been a push for drastic change by the vast majority of technical leaders? read more

    The Art of Prioritizing Your Network for Tech Recruiting

    Tech recruiting is tough. You have a huge field to narrow and intense competition for the best people. Prioritizing your network can help.

    Tech recruiting is tough. You have a huge field to narrow and intense competition for the best people. Prioritizing your network can help.

    Tech Recruiting Outreach: How to Talk to Someone Who Doesn’t Want to Talk to You

    It’s not easy attracting top tech talent. The “war” is real and the best people are being bombarded. How do you get their attention?

    It’s not easy attracting top tech talent. The “war” is real and the best people are being bombarded. How do you get their attention?