Engineer-to-Engineer Recruiting
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Engineer-to-Engineer Recruiting
1–10 of 33 posts
Re: Engineer-to-Engineer Recruiting
#2I think the article raises / highlights a great point. When you're trying to hire the most talented folks out there, making that effort of integrating the team, be it the CEO, VP R&D or any of the engineers in the process makes a strong statement in my mind that a company is really interested in you and that you're not being carpet bombed by email. That in itself creates a slightly stronger sense of good moral obligation from the side of the candidate to respond, as he feels that there's a "real" person on the other end, but also that this company is making a real effort. The fact that they incorporate engineers into this, is also something to would send a strong signal (at least to me) that this is a company worth checking. My two cents at least.
Re: Engineer-to-Engineer Recruiting
#3What's really frustrating is when I get a seemingly personalized email, and then six of my coworkers say that they got the same email. Do recruiters really think we don't talk to each other?
Re: Engineer-to-Engineer Recruiting
#4I think spam is spam no matter who sends it (engineer or recruiter). If I send or receive a random message, it'll be just that: a random message in an inbox. Such messages are usually ignored. While recruiting for my startup, I've had the most success through introductions rather than sending random messages to people.
Re: Engineer-to-Engineer Recruiting
#5If a recruiter is open to telling you the company name, I usually respond. If not, they're much more likely to be ignored.
Re: Engineer-to-Engineer Recruiting
#6I think spam is spam no matter who sends it (engineer or recruiter). If I send or receive a random message, it'll be just that: a random message in an inbox. Such messages are usually ignored. While recruiting for my startup, I've had the most success through introductions rather than sending random messages to people.
Interesting, I think you highlight the point that the more personal the contact is, the more fruitful it will hopefully be (see purereason's reply). While you consider all recruitment email to be spam, it seems that not all do (according the results of the experiment shown...)
Re: Engineer-to-Engineer Recruiting
#7I think spam is spam no matter who sends it (engineer or recruiter). If I send or receive a random message, it'll be just that: a random message in an inbox. Such messages are usually ignored. While recruiting for my startup, I've had the most success through introductions rather than sending random messages to people.
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Re: Engineer-to-Engineer Recruiting
#8I think spam is spam no matter who sends it (engineer or recruiter). If I send or receive a random message, it'll be just that: a random message in an inbox. Such messages are usually ignored. While recruiting for my startup, I've had the most success through introductions rather than sending random messages to people.
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Not if every new hire wants to bring on more people.
Re: Engineer-to-Engineer Recruiting
#9What's really frustrating is when I get a seemingly personalized email, and then six of my coworkers say that they got the same email. Do recruiters really think we don't talk to each other?
I try not to take it out on recruiters because from people I know who've done it, their bosses are constantly on their asses to make quota/reach a certain # of "connections" a day. The personal touch and relationship kind of goes out the window.
Re: Engineer-to-Engineer Recruiting
#10I hear a lot about this, but never had any recruiter emails at all. I'm 20 years old so I suppose my name is just not known in the programmer world (?), but then how does that work? How do you get your name known? Day after day you hear about unemployment in the news, yet here everyone is complaining about receiving too many "please come work for us" emails?
It's not that I don't believe that many developers receive so much spam, but I don't understand why or how. How'd they even know if you're any good? According to some internship places, >50% of the developers is incompetent. Do recruiters just pull as many people as possible in for interviews and check everyone out, is that the goal? Or is it mostly just because the company wants to expand, or to compensate leaving/older people?