How Startups Can Win Top Talent – Part 1

Last month, our Founder and CEO, Mei Lu, gave a talk on the “How Startups Can Win Top Talent” panel during Seattle Startup Week, hosted by Mikaela Kiner of uniquelyHR, along with four other panelists: Matt Cholerton, Jennie Ellis, Shauna Swerland and Meagan Sylvester. Mei shared tips on how startups can win top talent using …

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Personalization in Recruiting Process

Software developers today know their worth, understand the competitive landscape and see opportunities just about anywhere. If an employer takes too long to respond or has a complicated application process, it is easy for their target talent to quickly pass them up and move on to the next. Therefore, it is extremely important that companies …

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Career Levels for Software Developers at Consulting Firms

It’s not surprising to know that tech companies and IT organizations are always recruiting for software developers. However, consulting firms, such as Accenture, Congnizant, and Slalom are also constantly looking for software talent. Since the nature of software development work at consulting firms is different from work at internal software or IT teams, we’d like to …

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Passive Candidate Engagement using Persona – iOS Mobile App Developer Case Study

In our previous passive candidate engagement discussion, we talked about the most important information recruiters need to know is how your open position would be a desirable career progression for the candidate. To establish this, we need to collect intelligence about our candidates in addition to understanding the position itself.  Assuming you’ll work with the …

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#1 Must-Know When Engaging Passive Candidates

The candidate engagement problem Proactively sourcing for passive candidates is an important part of technical recruiting, even for companies with strong brands among developers, such as Google or Facebook, which seem to have plenty of active candidates to choose from.  (It was reported that Google has a job application acceptance rate of 0.2% – 25 …

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Making Sense of “Number of Years of Experience” in Technical Recruitment

“3+ years experience with Ruby on Rails or similar web frameworks (i.e. Django)” “5-10 years of experience in software development, framework architecture and design” “7 years of experience in a full stack environment, building large scale consumer web applications” There are endless examples of these requirements listed on typical job descriptions.  Many people, including job …

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Career Paths for Sourcers in Technical Recruitment

Sourcing is an important part of any recruiting, but particularly so for technical recruiting.  Many people started their career in technical recruiting as a sourcer.  We’d like to take a look at some possible career paths in technical recruiting for sourcers. Today, we’re very lucky to have a chance to sit down with Amybeth Quinn, …

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Let’s Build a New Image for Technical Recruiting

What‘s the first organic search result in Google when you type in “technical recruiting?” Since Google personalizes search results, for me, the answer was a blog titled, “Why are technical recruiters so clueless?”, by none other than the creator of Ruby on Rails web development framework – David Heinemeier Hansson of Basecamp, known in the software …

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