The Secret To Recruiting Great Engineers

The Candidate Experience Is Everything

Speed Is A Competitive Advantage

Referrals Are Gold

  • the candidate is pre-screened for capabilities
  • the candidate is much more likely to respond and show interest than cold contacting them
  • even if they are not interested initially, the connection to their friend will leave you higher up the list of companies to consider when the time is right

Persistence

Be Opportunistic

Understand Your Funnel

  • # reachouts (email/LinkedIn)
  • # recruiter screens
  • # tech phone screens
  • # on-sites
  • # offers
  • # accepts
  • understand the cold realities of how many people you’ll need to screen/interview to get to a hire, and see whether your hiring plan is realistic (can you realistically hire 20 people by the end of the quarter?)
  • hypothesize about areas of the recruiting process that might be improved
  • see if there are changes in the funnel over time that need to be understood
  • see if changes you make to any part of the funnel are having an effect

But wait!

  • out of desperation to beat the hiring slog (totally empathize!)
  • out of self-conceit that these are really differentiators for their company (is your eng blog content truly unique? — would someone who looks at your blog be likely to share one of your blog posts, or subscribe to it?)
  • so you can show you are ‘doing something’ when you have pressure to hire

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Engineering leader for startups — 4 exits and counting. Fascinated with startups, software, and the people around them. A 2 minute read every 2 weeks.

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Chris Norris

Chris Norris

Engineering leader for startups — 4 exits and counting. Fascinated with startups, software, and the people around them. A 2 minute read every 2 weeks.

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