Notice: Trying to access array offset on value of type null in /home/skillz/public_html/wp-content/plugins/really-simple-facebook-twitter-share-buttons/really-simple-facebook-twitter-share-buttons.php on line 318
Warning: count(): Parameter must be an array or an object that implements Countable in /home/skillz/public_html/wp-content/plugins/really-simple-facebook-twitter-share-buttons/really-simple-facebook-twitter-share-buttons.php on line 514
Follow
The competition is intense for great tech talent, and it’s even harder to find the most qualified people who are also the right fit for your company
This article shares some practical processes that you can add to your human resources function in order to accelerate the programmer pipeline, based on the years I have spent as a hiring focused software engineer at growing startups and now running my own recruiting firm.
Our recruiting strategy is surprisingly simple, and boils down to optimizing various segments of the sourcing funnel: awareness, pageviews, and application submits.
What ties these tactics together, though, is you, your company, what you’re offering, and how you approach the people you want to hire. If you want to build a strong, diverse team, you need to develop a thoughtful, empathetic and proactive approach before you can optimize.
Within the article we cover:
- The mixed value of tech meetups
- Cold outreach
- Deciding who you’re targeting
- Prospecting through developer sites like Github
- Channels
- LinkedIn (yes) and LinkedIn ads (probably not)
- Reddit ads (yes)
- Craigslist (really, yes)
- Alumni networking
- Techniques for improving conversion rates
In the article’s appendix, I also provide our company’s 2019 checklist process — eighteen steps that we delegate to manage our sourcing process.
Leave a Reply