21–30 of 30 posts
Speaking from personal experience, dev jobs that use recruiters are often some of the worst places I've worked vs the ones that hire direct.
Absolutely true, at least for now. The techniques presented afterwards are straight-up inside sales prospecting 101 I predict that HMs will build up thick firewalls as desperation increases and these techniques become more widely known.
I got the impression that recruiters miss the ability to read. But he says that recruiters actually do try to parse the CV for 31s. There's probably the explanation: parsing VS reading.
we (developers) used to gatekeep recruiters, and now recruiters gatekeep us. where did we go wrong...
Management people do not want to deal with awkward, weird, introvert developers/academics. Instead, they get lower-level people as recruiters and administrators that are like themselves, but willing to deal with developers and such.
Meaning, we did it to ourselves by not knowing how to deal with people.
A good article. And then below it? Links to the usual leetcode-style questions that have little to do with job performance: invert a left-handed negative tree, etc. How about: figure out why that critical cloud function silently fails 0.1% of the time?
I got the impression that recruiters miss the ability to read. But he says that recruiters actually do try to parse the CV for 31s. There's probably the explanation: parsing VS reading.
we (developers) used to gatekeep recruiters, and now recruiters gatekeep us. where did we go wrong...
Developers like to treat all problems as technical problems. And human problems with incompatible incentives typically don't have a technical solution.
Failure to understand this and to develop relevant soft skills is what's causing frustration for a lot of (very talented otherwise) devs.
I'm verging on writing a long post on it, but came across this article as it included some simplified data/research on the topic (there isn't much around!).
A lot of (or the vast majority) of recruiters have little concept of the true value that sits behind a resume/CV - they don't even have the capacity to understand/interpret the content at times, but there are a few that aren't as bad as the rest. A hat-tip to them!
I've had to work with a lot of recruiters at times in tech leadership roles and not by choice. I dislike working with them and generally because most of time, they don't really care about fit - they're simply looking to hit their monthly, quarterly or annual target numbers. I've also seen actions by recruiters that verge on slander/defamation and horrors I don't want to see ever again.
Where CV's are concerned, it's a crap shoot and I'll happily admit that I hate writing my own...
In the comments, someone mentioned "hiring direct". Now there's a method that truly does work. I've hired more than 150 devs personally and the vast majority have been through direct hires via network and events.
Whilst it's super important to hire for skills, hire for attitude first. Skills can be improved (and taught if needed). Attitude is everything!
we (developers) used to gatekeep recruiters, and now recruiters gatekeep us. where did we go wrong...
Same thing that happened to universities. Management people do not want to deal with awkward, weird, introvert developers/academics. Instead, they get lower-level people as recruiters and administrators that are like themselves, but willing to deal with developers and such. Meaning, we did it to ourselves by not knowing how to deal with people.