Guide to scaling engineering organizations

Re:Guide to scaling engineering organizations by nosrednAhsoJ on Wednesday December 05, 2018 @11:38AM (#18609838)

I found that investing time in educating the recruiter on what you look for, and the why behind that criteria is key. A primary source of that investment is quick, direct feedback to the recruiter on why someone you just turned away is not a good fit. Helping them figure out how to deliver well-qualified candidates to you is not magic. It takes LOTS of effort.

Once you develop that working relationship with a recruiter, never let go! I have a handful of recruiters that I work with because they quickly absorb the feedback I give and I never see another candidate with that missing requirement again. If a recruiter shows they can't adjust/learn from your feedback, find one that does.

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Re:Guide to scaling engineering organizations by PopeDotNinja on Wednesday December 05, 2018 @11:49PM (#18615498)

I mentioned in another comment, but I filtered recruiters based on their ability to filter resumes. If they couldn't use their own time efficiently, I was gonna have a hard time. And yes, recruiters can be trained, and yes it is expensive training.

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