Fractional Talent Consultant helping early stage and ambitious tech companies hire great people across Product / Engineering / Design throughout the UK & EU.
Hiring Software Engineers right now? I bet all you want is a curated shortlist of great people. Preferably somewhere between 5-10 candidates with the right skills and experience. Vetted, qualified, and aligned to your expectations and vision. But It’s probably taking you hours to get to that point. Trawling job ads, compromising on expectations and getting half way through the process before having to start again. It’s the same problem you faced 2 years ago. It’s a battle - supply vs demand. Getting to the right people, with the right alignment at the right time. That’s not an easy task. And if you’re not fortunate enough to have a dedicated talent team on standby to help, chances are it’s impacting all the other work you have to commit to. Want to talk about how you can get the result you need without the hefty price tag that’s become all too familiar with hiring?
Tim Rowe
4mo
I 100% disagree with this that it's a difficult problem to screen. Companies are both lazy, and unwilling to invest the time to curate an efficient process for them and the candidate, and lack the skills. Here's just one simple idea that's not arduous and benefits the company, needs minimal investment, and doesn't treat the candidate with a lack of respect: For all the resumes your HR person rejects, take the next 20 they were on the fence about. Tell those candidates, but give them the option to speak to on of your junior candidates (say, a pool of 10). Each of them are going to do 4 interviews in pairs of 2 (different pairs each time) with those 'rejected' candidates, and just stack-rank the ones they talk to in a 1hr interview. Have a short list of topics, the aim is simple: wow them. Convince them they should get an interview by demonstrating experience and wisdom. That's it. It's that simple. The juniors invest 4 hours, and hopefully learn something from external people. And you might find a great hire you overlooked. And don't tell me juniors don't have the experience to decide - these were people you would have already rejected - it's not like you're rejecting candidates. That's how they *get* experience.
ex-CTO who leads the 1st round tech interview for recruitment agencies & tech companies | Hired tech people for Volkswagen | Google for Startups
4moMakes sense! Getting 5 shortlisted by a recruiter candidates is the sweet spot everyone is dreaming of. We can go 1 step further here and introduce only 2 of those good-fit candidates to the hiring manager to save her time. How? Vet the other ones out by going though a live technical assessment with a former CTO.