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The Recruiter Honeypot

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Re: The Recruiter Honeypot

#91

Post by untog »

peterwwillis wrote: post #78

"Lesson 1: Recruiters rely exclusively upon LinkedIn". You might be thinking, “Really? This is obvious!” Uh... No, I wasn't thinking that, since there's a ton of places for recruiters to find candidates and LinkedIn is only one of them. Is this some kind of viral marketing piece for LinkedIn or something? I have gotten maybe 6 recruiting messages on LinkedIn in my life. I finally deleted my account after the password…

Then you must be in a tiny minority. I get an LinkedIn message every other day, pretty much. I closed my Monster account years ago after getting e-mails of insanely inaccurate matches in cities thousands of miles away.

Re: The Recruiter Honeypot

#92

Post by haberman »

bobbles wrote: post #48

I wish there was a job search website where to actually advertise a position there were mandatory requirements like the company name and salary being displayed as part of the ad. Whats the reasoning behind posting completely vague job descriptions (sometimes the location isn't even provided!). I Would say 90% of the job postings I see online don't even give me enough information to want to contact them.

Sort of like this? http://careers.joelonsoftware.com/jobs

Doesn't show salaries, but in many cases it's probably highly negotiable and dependent on experience.

Re: The Recruiter Honeypot

#93

Post by altay »

greghinch wrote: post #14
TamDenholm wrote: post #2

This is really interesting. I'm a contractor so i deal with recruiters a hell of a lot. I've never come across a good recruiter to work with, 90% of them are an annoyance but harmless and 10% are outright scumbags. Its really interesting to see this honeypot information. I think recruiting is an industry thats ripe for disruption, especially for tech contractors and i've got a theory on how to do it, one day i'll wri…

I've often thought the same thing since becoming a full time freelancer, the talent agency model. The problem to overcome is that, much like most recruiters I've dealt with, it's hard to find someone who isn't a technical developer to understand how to fill a technical developer role. There's a lot more complexity to understanding the work from the outside than there is understanding the work of say an actor. I no mo…

This is what we're doing at 10x Management (http://10xmanagement.com). I'm a YC alum and experienced web dev freelancer. I also play a lot of music so, through serendipitous connections in that world, met some music managers, and realized what they do for their music clients would be really useful for me as a freelance programmer.

So we started with them representing me -- taking care of the business end of my freelancing -- and it worked out so well that we've partnered to create 10x Management, to expand the model. I bring the tech experience, and they bring the talent agency experience.

Re: The Recruiter Honeypot

#94

Post by koide »

angelbob wrote: post #80
koide wrote: post #28

This only emphazises how different the world for programmers is in the USA (especially in the SF area) compared to the rest of the world. I only get three or four emails a year on linkedin, of them one's from Facebook, the other from Google, and the others are from local companies. This kind of make me envious and wanting to be there for a while., to experience how's it like to be valued and sought after.

If you envy our level of spam, change the address on your LinkedIn profile and/or make a new honeypot one. Like the original article, you can actually find out empirically! Then write a blog post about it.

Only in how it shows the level of opportunities. But it's a good idea to experience it for myself.

Re: The Recruiter Honeypot

#95

Post by simonw »

phillmv wrote: post #90
emmett wrote: post #77

Earlier quoted context omitted.

No poaching agreements are not bullshit - you are giving them privileged information (who your best people are) and in exchange you're expecting them to use that information only for the purpose directed. It's similar to an NDA. Nothing bullshit about it.

> you are giving them privileged information (who your best people are) Between linked in, google, your company's about page, github and twitter accounts, you can already figure this out in ten minutes flat. You don't even need to know that in order to recruit people. -- I feel that NDAs are kind of bullshit too, but they're typically not as expressly oppressive. Unless they stretch into noncompetes, which are incred…

"Between linked in, google, your company's about page, github and twitter accounts, you can already figure this out in ten minutes flat"

I don't think that's true at all. Some of the best engineers I've worked with have had very small online footprints (they're too busy building awesome things at their company to spend much time on Twitter etc). Now that I'm responsible for hiring, I consider knowledge of that kind of person to be incredibly important.

Re: The Recruiter Honeypot

#97

Post by JamesLeonis »

dennisgorelik wrote: post #56

--- http://www.meebo.com/jobs/ Meebo.com will be shutting down on July 11, 2012. Meebo has been acquired by Google! --- So Meebo was a recruiting operation for Google. It puts that article in a new light.

It used to be a cool web based IM client. I used it on the fly when I wasn't at my computer but still wanted to talk online with friends.

Re: The Recruiter Honeypot

#98

Post by forrestthewoods »

radley wrote: post #63
forrestthewoods wrote: post #7

What is the contractual result for breaking a no-poach clause? Should companies inform their employees of no-poach agreements and request to be told when anyone is contacted by a recruiter from Company X? There is an on-going anti-trust lawsuit about no poach policies involving Google, Apple, Intel, Pixar, and more. How does that play into things?

Actually "no poach" aka "non-compete" clauses are void in California: http://en.wikipedia.org/wiki/Non-compete_clause#Exceptions_-... So she really had no grounds to demand and expect it.

Wait, it doesn't seem like a no poach contract with a recruiter would fall under the same laws. In California an employee is almost always free to quit and work for a direct competitor if that's what they want. However, if a recruiter signs a no poach contract stating they won't contact employees with other job opportunities for 18 months that's an entirely separate issue and doesn't seem like it would be covered by the same law.

Re: The Recruiter Honeypot

#99

Post by nl »

jonmrodriguez wrote: post #89
nl wrote: post #74

Earlier quoted context omitted.

His other well known paper ( Decoupling IPv7 from Replication in Link-Level Acknowledgements ) is available from MIT[1] [1] http://apps.pdos.lcs.mit.edu/scicache/867/scimakelatex.58686...

Haha, figure 1 is just awesome.

I liked "we deployed 00 Commodore 64s across the 10-node network, and tested our kernels accordingly"

Re: The Recruiter Honeypot

#100

Post by RileyJames »

dools wrote: post #68
Rodeoclash wrote: post #25

We're attempting to fix the way freelancers are recruited at agencies / startups by changing the pricing model. At the moment with recruiters, the incentive is to place as many people as quickly as possible as you get a commission for each placement. By changing the model to a subscription you can then open the market place up and make it very transparent. No more hiding peoples contact details from the employee, no…

Have you guys checked out recruitloop.com.au? They're on the same road: ie. changing the industry by changing the incentives (their's is an hourly pay model).

Yea we've seen recruitloop. Anyone attempting to solve recruitment problems is a friend of ours. We're primarily looking at the needs of freelancers in creative and digital industries at this point.

Keen to meet the recruitloop team, we'll be in Sydney at the end of next month, do you know them?

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