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Alpha’s recruiter and engineering team found themselves in a familiar position. As a tech startup, they had to quickly find top full-stack engineering talent and therefore invested heavily in sourcing platforms like Glassdoor, Hired, and Vettery. Despite not having a technical background, Alpha’s recruiter was on the hook for verifying which candidates actually possessed the coding skills on their résumés and which were exaggerating. As any recruiter can appreciate, that isn’t an easy task these days.
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Insights at the intersection of tech and talent
Technical recruiters have an incredibly difficult job today. Their employers are growing rapidly and eagerly seeking technical candidates to fuel ambitious product development schedules. But so are many other companies across industries, so labor markets are tight, sourcing channels have dried up, and software developer salaries are skyrocketing. Forward-thinking talent acquisition teams are changing their tactics to gain an advantage in the war for talent.
In 2019, we surveyed 200+ stakeholders in technical recruiting and gathered feedback on tools and popular methodologies for how to efficiently screen and recruit engineering candidates. We published our results in this report and created a list of the top technical assessment platforms alongside it.
In Japan, Nulab has achieved meteoric success as a workflow and communication platform used by companies like Adobe and Softbank. Their three products elegantly and seamlessly combine functionality that many American firms currently splintering workflows across Slack, Atlassian, and Lucidchart would be amazed by. That’s why Nulab is so excited about their entrance into the American market, and why they’re taking a smarter approach to tech hiring.
At Coderbyte, we’re thrilled to introduce our first annual report on The State of Technical Recruiting. Our objective with this initial foray is to continue leveling up the very difficult task of hiring great programmers in 2019.
If you don’t have a technical background, it may seem as if there’s a barrier to becoming an elite technical recruiter. How in the world are you supposed to ask the right questions and evaluate technical skill-sets, not to mention effectively communicate with the type of candidates who frequently express discomfort speaking with non-technical people? Fortunately, you don’t need a CS degree from Stanford to be an elite technical recruiter.