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Understanding Geeks Made Simple

technical recruiter training
28 October
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How Developers Scan Job Descriptions: SDE

Quality_EngineeringSoftware Development Engineer (Seattle)

Previously, Geekology interviewed an iOS Mobile Developer and an QA Engineer to learn how potential technical candidates feel about the job descriptions they would run into. In this installment in our series, we set to find out more by interviewing an experienced SDE currently working at a leading technology company. You will soon see from the candidate’s perspective on how he approaches the application process. Please note: the following analyses only reflects the opinion of the specific interviewee.

Please give us your career summary.

I’m a software engineer with 4 years of experience – 2 years at startups and 2 at a corporate level company. My key skills include:

  • C++
  • iOS Development
  • Parallel Computing
  • Computer graphics

If you were to get a new job today, what would it be? Read more…

08 April
6Comments

Decoding Microsoft’s SDE Titles and Levels

MicrosoftTechnical recruiters unavoidably will run into current or former Microsoft engineers, especially on the West Coast.  Software development engineers (SDE) at Microsoft are grouped based on an internal title and level system.  Here is a quick walk-through of how Microsoft ranks their software engineers (technical individual contributors).

SDE band:

  • Level 59 – Straight out of school with an undergraduate degree.
  • Level 60 – Straight out of school with a master’s degree or college grads with some experience. Read more…
08 March
2Comments

Developer Mind Reading 101

What Developers Look for in a Job

Developer Mind Reading 101If you’re a technical recruiter, knowing what’s on your candidate’s mind helps tremendously at every step of your interaction with them. The better you know what the most important considerations are on their mind, the better chance you have to successfully recruit them. Here is a list of super power you’ll get when you can “read mind” –

  • Having developers return your email or phone call during your initial reach out
  • Sustaining your candidate’s interest level while going through all the testing, qualifying, and interviewing
  • Reaching a win-win outcome during the offer negotiation to bring them on board

Read more…