Cindavi

"Hard skills get you in the door, but soft skills keep you in the room." 💼➡️🚪 Many hiring managers focus heavily on technical credentials—years of coding, experience with specific software, or certifications. But here’s what often gets overlooked: the “invisible” skills like communication 🗣️, adaptability 🔄, and teamwork 🤝 that make or break a project’s success. Ignoring soft skills is a mistake that can lead to mismatched hires and high turnover. Here’s how to assess them alongside hard skills: 👉 Ask for specific examples of past teamwork and collaboration. 👉 Introduce real-life scenarios that call for communication and empathy. 👉 Get feedback from other team members to get a full picture of a candidate’s fit. Hiring for hard skills alone may fill seats 🪑, but hiring for soft skills is what builds strong, resilient teams 💪. How do you balance hard and soft skills in hiring? #HiringTips #SoftSkills #TeamBuilding

3,000+ conversations with engineers “not looking” taught me one undeniable truth… 𝗣𝗲𝗼𝗽𝗹𝗲 𝘀𝘁𝗮𝘆 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝘁𝗵𝗲𝘆 𝗯𝗲𝗹𝗼𝗻𝗴. Competitive pay is a plus, but it’s culture that keeps engineers loyal. When they feel aligned with their team and purpose, turnover fades. Want to build something that truly lasts? Don’t just hire talent. Foster a culture they’ll never want to leave.

“Why should I pick your company over one of the big guys?” If this question feels like a punch to the gut, you’re not alone. After speaking with hundreds of hiring managers in the past year, I know that competing for talent as a lesser-known company can feel impossible! But here’s the good news: Smaller companies have what candidates want: growth, autonomy, and purpose. But here’s the catch: If you’re waiting for candidates to come to you, you’re already behind. A job posting alone won’t cut it in today’s market. You need to advertise what makes you unique and reach out directly to the talent you want. The best candidates aren’t always looking—but they’re always listening. So, what’s your story, and how are you telling it?

"Why should we hire you?" 🤦♂️ Maybe because I haven’t walked out yet after hearing questions like this. 🙄 The goal of any interview? 🤔 Assess if a candidate can handle the unique challenges of the job—especially in technical roles where problem-solving is front and center. But too often, we rely on bad questions (like... "Describe yourself in three words." Ready to leave!) that don’t reveal a person’s abilities. Here’s how to transform bad questions into good ones that reveal a candidate's problem-solving abilities: 🚫 Instead of: “Why should we hire you?” ✅ Try: “What do you see as a problem our team faces, and what strengths can you bring to help tackle that challenge?” 🚫 Instead of: “What’s your biggest weakness?” ✅ Try: “What’s a skill you’re actively working to improve, and what’s your approach to making progress?” 🚫 Instead of: “Describe yourself in three words.” ✅ Try: “What’s one trait that has made you successful in problem-solving, and how has that helped you overcome obstacles?” 🚫 Instead of: “Tell me about a time you went above and beyond.” ✅ Try: “Walk me through a challenging project, the roadblocks you encountered, and how you adjusted.” Ditch the outdated questions and ask the ones that make a candidate’s real skills shine through. After all, assessing problem-solving is the goal—don’t let poor questions get in the way. What’s one interview question you’d love to see retired? #InterviewTips #HiringBetter #ProblemSolving

Struggling to fill niche engineering roles? You’re not alone—but there’s a solution you might be overlooking… External recruiters. That said, not all firms deliver on their promises. I’ve seen it myself in my 5+ years in staffing—some overpromise and underdeliver. But here’s the good news: with most recruiting firms working on a pay-only-on-results basis, the risk is minimal—the investment is in time and partnership. To make the most of these collaborations, here are five proven strategies: 1️⃣ 𝗕𝗲 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 – Share clear details about the role, skills, and culture to ensure the right fit. 2️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗢𝗽𝗲𝗻𝗹𝘆 – Regular feedback keeps everyone aligned. 3️⃣ 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 – Use recruiters’ insights into market trends and compensation. 4️⃣ 𝗕𝗲 𝗣𝗮𝘁𝗶𝗲𝗻𝘁 – Finding top talent for niche roles takes time. 5️⃣ 𝗙𝗼𝘀𝘁𝗲𝗿 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 – Long-term partnerships yield better results. What strategies have worked for you when working with recruiters? Let’s share ideas below!

3,000+ conversations with engineers “not looking” taught me one undeniable truth… 𝗣𝗲𝗼𝗽𝗹𝗲 𝘀𝘁𝗮𝘆 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝘁𝗵𝗲𝘆 𝗯𝗲𝗹𝗼𝗻𝗴. Competitive pay is a plus, but it’s culture that keeps engineers loyal. When they feel aligned with their team and purpose, turnover fades. Want to build something that truly lasts? Don’t just hire talent. Foster a culture they’ll never want to leave.

⏳ You’ve got 6 weeks. That’s all the time you get before the best candidates disappear from the job pool. With 2,200+ placements at hundreds of companies under my belt, I can tell you: speed wins. But here’s the kicker: many companies have a 2-3 step interview process that drags on longer than that! And by the time most resumes finally get reviewed… the best candidates are already gone. 🔴 There’s no room for delay. When a top-tier candidate shows interest in your company, speed is your best competitive advantage. Every extra day in the hiring process risks losing them to a faster-moving competitor.   What’s the cost of hesitation? ❌ Missed opportunities ❌ Delayed projects ❌ Lost revenue Don’t let great talent slip through your fingers. Streamline your hiring process and secure the talent your company needs to grow. 👉 What have you implemented to make your hiring process quicker? Let’s hear what’s working for you!

🚨 "I'm not looking for an engineer who wants to sit behind a screen all day." 🚨 In building a top-tier team, it takes more than technical expertise. Sure, I want those inch-wide, mile-deep doers who eat complex code for breakfast! 🥓 But here's the truth: technical mastery isn't enough. You also need the jack-of-all-trade pros who can speak the language of both engineers and execs, R&D and sales. These folks bridge the gap, ensuring no critical insight gets lost in translation. 🌉 👷♂️⚙️ We’re not here to create siloed operators but dynamic teams that engage, adapt, and connect. Building a versatile team? It’s not an option—it's a necessity. 🤝💡 #TeamBuilding #Hiring #Engineering

Think your salary offers are competitive without thorough benchmarking? It’s a gamble you can’t afford. 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘁𝗵𝗶𝘀... After hours of interviewing, aligning with your team, and drafting the perfect offer, you finally present it to an ideal candidate. Then, reality hits—the offer isn’t even close to what they expected. All the signs were positive. The candidate was engaged, your team was excited, but when they saw the offer, disappointment set in. The damage? Done. Even if you adjust the offer later, trust is compromised. The truth? Low-ball offers not only cost you the candidate but harm your employer brand. Benchmark, validate, and leverage industry data. Consult market experts and use compensation tools to ensure you stay competitive. It’s the difference between securing top talent and seeing them join your better-prepared competitor. Stay proactive or get left behind. What’s your strategy for staying sharp in a competitive market? Let me know in the comments.

Interviewing while managing a full plate? It feels like a paradox. Managers face a common dilemma: so much to do, so little time. I’ve heard it about a dozen times in the last month alone! End-of-year pressures, planning new initiatives, and ongoing projects consume every hour. As a result, hiring, though necessary, is postponed. It’s easy to push hiring aside when every minute feels accounted for. But here’s the reality—delaying hiring perpetuates the overload. The best way to create time and ease your workload? Hire the help you need. Prioritize now so you can thrive later. If you don’t find time to hire, your life won’t get easier.