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Recruiter Disruption Rant

116 points by jimeh 14y ago

tocomment 14y ago
One angle on the idea of disrupting the industry; It seems like a lot of programmers would be in a good position to do recruiting on the side for a few hours a week. They already know a lot of other people in the field. And they obviously are able to recognize technical skills and filter people. Could a startup make a setup where anyone can sign up and become a part time recruiter? Maybe you set up a real recruiting company to handle the paper work and billing, and let programmers sign on to be your staff. Then give them a big cut of any fees they make. Anyone interested in helping me flush out this idea? It might be a viable startup, no?
- tocomment 14y ago
  Another twist on this is that many big companies will pay their employees say a free ipod if they recruit someone to join the company, but will pay a recruiter 20K or more. That never seemed fair to me. I wonder if a twist on this is that the employee can refer his friend to the recruiter and then go to his employer and say I have a friend perfect for this job. He's represented by recruiter X. Then recruiter X splits the fee with the employee.
  - fecak 14y ago
    That always seemed a bit odd to me as well, though I had a client a few years ago that had a points system where different referrals had points value (director = 10, sr engineer = 7, etc.) which they could use to get cars, cash, etc. It seemed to work well but didn't distract employees.
  - dllthomas 14y ago
    They don't want to pay enough that it distracts too much from people doing what they were really hired for.
  - YokoZar 14y ago
    One possible (but not great) excuse is that there is a perverse incentive going on if the employee has any say over potential hires. If I get 20k every time one of my friends gets hired (and "lose" 20k each time a normal candidate gets hired) I have a huge incentive to not give a fully honest opinion about how good someone was during an interview. Big companies can use their size as a workaround (ie, only let you refer candidates to other departments), but in startup land this incentive will probably be very real.
- Peroni 14y ago
  Short answer: it's not viable. There are laws and liabilities to consider. Also, recruiters are essentially sales people. They need to have a degree of sales ability. You need to be able to sell the benefits of a job to a candidate and the benefits of a candidate to a hiring manager. Also, decent recruiters spend a huge amount of time on the phone. Not just calling every and any candidate that looks remotely decent but simply trying to get through to a select few people takes a crazy amount of time.
- antonwinter 14y ago
  hard to say if the ctos/dev managers would "elevate" a potential candidate if the recruiter was a programmer, or if the cv would be in the pile with the rest of them.
klous 14y ago
For many of these staffing firms, it's really a numbers game for them. They throw everything against the wall and see what sticks. On perm roles, when you are getting $15-20,000 just for making an "introduction", there is heavy competition and incentive to try to "win" as many placements as possible. In the contract IT space, fake resumes are the norm. There are some firms that just train up people in a technology, build them a fake resume with 4 years experience, then hope they perform on a phone interview and last past the first week or two of the contract and have learned enough to fulfill the contract. For disruption, I like what Developer Auction[1] is doing. Where the companies bid on each person they wish to employ and drive up the salary / signing bonus. Seems to be a better model than what is currently out there. [1] http://developerauction.com/ http://developerauction.com/
- Peroni 14y ago
  Certainly a useful alternative but I can't imagine it will make a dent on the industry. Ultimately there are a huge number of companies that require average developers and can't be bothered to invest their own time into finding them so instead they pay a recruiter a lump sum to do it on their behalf.
  - klous 14y ago
    I agree, but I think developer auction could make a dent in less average, "higher-end recruiting", like in highly competitive companies and locations who snipe talent from each other in SV.
- silverbax88 14y ago
  I like the idea - except I don't care for the short list of companies they have devs from. From my personal experience I wouldn't hire anyone from Facebook, Twitter or Zynga unless they could really show me something. But the overall concept is interesting.
  - Matt_Mickiewicz 14y ago
    We're a bit more open than the homepage of DeveloperAuction suggestion - for example, we'll accept select senior developers from Yahoo, Microsoft, Yelp, LinkedIn, Apple, Intuit, Groupon, Salesforce, Etsy, Gilte Groupe, Meetup, Amazon, etc. It's just a rudimentary filter for the time being.
Peroni 14y ago
Here we go again with the recruiter bashing. I'm a former tech recruiter. A few of you know that already. I hear these recruiter rants more than most. Most of it is justified however it's all noise and no feasible solutions. That great little spiel the author mentioned at the end? The one where he said he would shout my name from the rooftops if I took that approach? How, exactly, does that fit in with I certainly don't want cold-calls or cold emails, ever. If I can't introduce myself to the guy, how am I ever meant to prove I'm not one of the many useless bottom-feeders he deals with on a daily basis? I've blogged extensively about the problem: http://hackerjobs.co.uk/blog/2012/6/15/all-that-is-wrong-with-the-recruitment-industry http://hackerjobs.co.uk/blog/2012/6/15/all-that-is-wrong-wit... The facts are simple, regardless of the fact that most recruiters can't even spell PHP, the industry is worth hundreds of billions globally and isn't going anywhere fast and it's certainly not innovating any time soon. Sure their marketing methods are improving and their sales pitches becoming sleaker but ultimately, you are paying a ridiculous sum of money to get a guy with no clue about tech to spend a week or two on the phone harassing every developer that comes even close to some of the tricky but cool sounding words on your job spec. My prediction: more and more tech companies adopt internal recruitment teams and someone will actually create a useful, multipurpose, recruiter free (cough print: http://hackerjobs.co.uk http://hackerjobs.co.uk cough) job site or web service that eliminates, crowd sources or automates the leg work that you are paying an incompetent human thousands of dollars to do on your behalf.
- sarhus 14y ago
  What could a job listing do or implement other than listing the job description? I run a similar website to hackerjobs.co.uk (http://roundabout.io/about http://roundabout.io/about) and I'm starting to realise that's not the way forward.
  - Peroni 14y ago
    Job listings are the MVP. Take a look at any of the major job boards. They are used by millions daily and turn over a very real profit. Problem the majority of them have is that they primarily cater to recruiters. We're taking a slightly different approach by eliminating recruiter listings, blogging about relevant topics and interviewing people who hire developers on a regular basis to help job seekers get an insight into what does and does not work.
debacle 14y ago
Here's why it, at its heart, is wrong. A good recruiter is good on both sides - people want to have their resume in the recruiter's portfolio, and companies want that recruiter's card on their hiring manager's desk. Because of this, technology has only made recruiting more empowering for good recruiters - they can manage more clients on both ends, can schedule easier, and are more agile. I've got two particular recruiters in mind, but I know that with either of them, if I quit my job on a Friday both my employer (who works with one of them) and myself would have interviews lined up on Monday if that's what we were looking for. Just because there are a lot of bad recruiters out there (for the same reason there are a lot of bad realtors, or marketers, or hair stylists), doesn't mean there isn't immense value in the good recruiters. This rant is just a rant, probably the result of one too many recruiter emails in the inbox on a Friday morning.
- tocomment 14y ago
  I'm curious what makes the good recruiters you have in mind, special? (I actually didn't know they existed) Also any tips on locating a good recruiter next time I'm looking?
  - elemeno 14y ago
    From my experience (financial technology, very hard to find finance jobs in London without going through recruiters), the main qualities that a good recruiter has is that they're willing to take time to get to know you, they're willing to admit when they don't understand something in the spec they've got and will ask you about it rather than trying to bluf, and that they still take your calls and take time to talk to you when interviews they've set up haven't panned out. A good recruiter is interested in a long term relationship - they know that people tend to change jobs every 18 months to 2 years (in my industry at least) and they want to be the first person you'll call each time you get itchy feet and because they know you, you're easy for them to sell to your next employer and they know what type of company you'll be happy working for. The three best recruiter's I've used have all done one simple thing that got the relationship off to a good start - spending a solid hour or so sitting down and getting to know me over a coffee or drink within a week or two of first contacting me. This is a far cry from the recruiters who call me on an almost daily basis who 'chat' for five minutes and then I never hear from again.
fecak 14y ago
15 years recruiting software engineers, and I agree that the industry needs some major changes. The problem you mention about candidates being used unknowingly to bait potential new customers has been around for a while, and many recruiters are not providing the proper value for the price. I've started using a different model with my clients. I don't want to go into too much detail, but my clients pay me a smaller up front fee to initiate a search, and then a fee upon hire. The combined fees (front and back end) per candidate end up being much lower than the industry standards, perhaps even half what others are charging. Why would I provide my service at approximately half the cost of other companies? For one, when a client pays me up front, it guarantees my fee and reduces my risk. Contingency recruiters take on 100% of the risk, whereas in a retained relationship the hiring entity assumes 100% of the risk. My model spreads that risk. I'm willing to take a lower fee, so long as my fee is guaranteed. My model will surely not be popular with contingency firms that have hundreds of recruiters that they can burn through (pay them peanuts + commission until they burn out), but I think if more small boutique firms used this model regionally, many small software firms would jump at the chance to work with one small firm that is going to produce with a minimal number of candidates (usually 2-3 per search for my clients). Having the up front payment allows me to be more selective to find the right fit, instead of just trying to find ANY fit.
zeemonkee2 14y ago
I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc. and the recruiter has to be happy I'm not going to screw them over with that info. My Twitter account is anonymous. My Facebook account is for friends and family. You're welcome to look at my LinkedIn and Github profiles, otherwise you can eff off, it's none of your business and I'll walk right out the door if you ask for them.
deleted 14y ago
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codegeek 14y ago
"I can go onto LinkedIn myself and harvest profiles (as agency recs have to). I can "touch base" with 100+ developers myself if I need to. If that's all the agency recs are doing, they're not adding value" Exactly. I still don't understand (after 9 years of being in industry and consulting the last 5) why it is too much for a hiring manager to spend some time himeself to vet a candidate esepcially if they will be critical to the team,project and company's success. As much as I hate to work with thetse agency recruiters, the underlying issue is not them. The issue is the employers who depend on these recruiters even though they rant about how bad the quality is etc. Employers: it is simple. To hire the best, you need to do a lot more than asking agency/vendors to send u resumes/cvs. Interview your recruiter first. Test them if they know and understand what and who you really need. Just saying "PHP developer" doesn't cut it. Provide more specifics. Any good candidate will be more inclined to talk to you.
thingicantsay 14y ago
"Twitter and Facebook pages full of photos from barbaric rituals and poems about killing penguins?" Right, because that's so relevant compared to photos indicating that the candidate is pregnant, black, or of a religion the CTO hates passionately. This sort of thing is either an irrational fear or a cover for excluding the sort of person he's not allowed to say he doesn't want. It's not that I want to force him to hire penguin murderers; it's that I find myself wondering how likely it is that some crazy will find their way into a technical interview process.
- neverm0re 14y ago
  The fact he's being so flippant about what it is he exactly wants with the details of someone's internet social life has me thinking he could not actually admit what his real agenda and biases are. That should be worrying.
  - PaulRobinson 14y ago
    Hello, I'm Paul the author of the original piece. Pleased to meet you. Thanks for taking a few hundred words I wrote over a lunch break and extracting from them a warped inference that I must be a racist, misogynistic bigot. I actually have no such biases. I'm a leftist-liberal who reads The Guardian, I've worked in the public sector for many years which in the UK means having to know employment law inside out, and have specifically worked out of my recruitment process anything that could impede somebody getting a job in my team that other employers would secretly harbour as an excuse. My hiring strategy is a bit like Valve software's: T-shaped skillsets are gold, and I ask the three questions: What would happen if this person were to become my boss? Would I learn a significant amount from them? How would I feel if they went to work for a competitor? I just like to understand candidate's beyond a single sheet CV before they come into interview. They might spend 10 hours a day playing Minecraft. Cool, let's talk about that, and how they like to hack around with it a little. They might spend their weekends canoeing. I hate physical exertion, but cool, let's talk about the challenges canoeing provides and how they deal with them. They might be a devout Scientologist. OK, I don't get Scientology personally, but I know employment law well enough to know that's no barrier to you getting the job - I've heard Scientology is really big on clarity of communication through "auditing", so let's talk about how that's helped the candidate in the workplace, 'k? I am not a white male bigot who hires people like me. I work with women, non-white, non-atheist, non-Christian, non-liberal, non-leftist, non-English (I'm British), people all day, every day and have done so for many years. The fact you assume a potential employer who is betting a substantial amount of money on you is interested in your personal life for any other reason than to understand you better and to make sure you're going to be a great fit, is cynical, naive and misguided. It might be rooted in a truth with some employers, but I don't think those employers live in the world of technology - particularly startups. Perhaps that's naive of me. Perhaps that is a problem. So let's talk about the wider issuer of "worst-case scenario" - if somebody on discovering who you really are is prejudiced against you, wouldn't you rather they hadn't hired you - especially in a start-up environment where your legal recourse is highly limited - than for them to find out a week into employment when you've moved across a continent and now you're fucked? If somebody is a penguin-murderer, why would I want to know that as an employer other than to rule them out immediately? Because somebody who enjoys torturing animals probably has an interesting approach to teamwork that isn't going to fit into the way I like to run my teams. I'd want to spend some time in interview understanding that a little more, precisely because I don't want them turning up on day one and it being a disaster. Yes, I was being flippant, but there's an important point there, somewhere. Asserting that my "real agenda and biases" are hidden from view is wrong, and the assertion that this is therefore worrying is flawed. Hope that clears things up for you.
scrrr 14y ago
I sometimes think I could eventually go into recruiting. As a freelancer I have met many many developers, I try to stay in touch with many of them, and I know what they can do, what they dislike to do, and so forth. And I know the technology. But so far the engineering itself is making me happy. However, one day perhaps..
tarr11 14y ago
The problem is not that recruiting as an industry is obsolete. The problem is that you can't find a good recruiter based on your needs (price, specialty, experience level, etc). The quality of recruiters is variable, but the need for them is constant. I appreciate more systems to post jobs and review candidates directly, but after LinkedIn and Craigslist, the value diminishes. I've also worked with recruiters who are highly qualified and present good candidates. A solution would be a system to help you find a better recruiter and create more transparency in that industry. I can envision a system whereby you can rate your interactions with recruiters (ie., Yelp for recruiting). "I used [recruiter] and they found me [x] candidates in [y] days. The quality of the candidates was [z] and I [hired/didnt hire] someone that they presented. I [would/wouldn't] work with them again. They charged [x] per [candidate/hour/placement]" When a recruiter contacts you, and knows nothing about your [Technology/Industry/Company], you can look them up on a site and rate them. You would rate them on these vectors, and then you could build a search tool that helps you find the right recruiter. ("Find me a BioTech Recruiter in Seattle who works with Genentech on a flat fee" etc) This would also have a benefit keep recruiters more honest. The good recruiters would rise to the top, and potentially get more leads. You wouldn't have to waste as much time with poor recruiters since they would be outed pretty quickly. Frustration levels (as evinced by this thread) are pretty high when incompetent recruiters waste your time.
lifeisstillgood 14y ago
I think there is a insight hanging around here. This thread reminded me of the thread on 99designs, and the attitude of (some) designers towards a fairly "robust" contest format. The idea that a recruiter will "get to know you" and "deeply understand your needs" whilst still being on commission at another company is foolish. I think the OP is a bit confused - he seems to want things both ways - the faceless contest approach (where he sees the Twitter feeds and linkediN pages early) and some how also have the deep and meaningful (where the recruiter says you should meet this guy, and without looking at a twitter feed you trust the recrtuiter and set up the interview Either bring recruitment in house, and see it as long term nuturing of talent, or turn on a beauty parade and expect to do a lot of the weeding out of bad candidates yourself. Now, if I was paying a few hundred a month for the beauty parade, I suspect that would be fine. If I am paying 20K / hire I want the recrutier to send over Mr and Mrs right. Its that fact that recruiters are lining up beauty parades but charging for deep and meaningful that gets the ire of the OP up
oesmith 14y ago
... and that's why I unsubscribed from LRUG this afternoon. There's more discussion about recruiters than ANYTHING ELSE.
- PaulRobinson 14y ago
  I feel your pain, which is why I wanted to address it to some extent, and why I wrote that post. I hope that thread dies, and the discussion moves here. Can you not see however, that the recruiters are all over the list, hitting reply-all, and not really helping the list at all, and it's because of that, that we need to make it clear why they're not wanted, why they shouldn't be on the list in the first place, and why we want our list back? Don't be part of the problem (leaving the list so making the recruiter/coder ratio even worse), be part of the solution. Re-join the list, and let's start some interesting tech discussions. I'll start. Check the list in 20 minutes.
tlogan 14y ago
Recruiting is like dating. The problem is still not solved - but I also think it will never be solved. The nature of process requires involvement on both parties and that can be outsourced only to a very small extend. So in dating you have guys saying: "I want to date supermodel. Lets go this dating site ... after a couple of months... oh online dating sucks it needs disruption".
- fellars 14y ago
  agree, except that with recruiting anyone you want to date is almost always in an existing relationship so you have to first convince them to break up before you can start dating, thus making it even more complicated. We actually took many principles from online dating services to form betacave.com and think we have a solution that can suffice the needs of both parties (the site is up and functional but not quite ready for primetime; I'll do a formal Show HN next week, but was too relevant to this thread to not share).
ig1 14y ago
The fundamental problem is that scammy tactics is the value most recruiters add. You as a company can't cold call developers at your competitor and convince them to work for you, you can however pay a recruiter who does it at an arms length. At any point of time the vast majority of good developers are off the market, they need to be cold-sold on a job before they even consider looking. Unless you've got an alternative that has a proven track record of reaching developers who aren't actively job hunting, you're not going to replace recruiters. I ran a job board that did go after this group by heavily targeting through passive ads (i.e. display ads, facebook, dating sites), and even though it was successful in reaching that group once I'd convinced a developer that job hunting was a good idea they'd often go and use other job boards, recruiters, etc. in addition to my own one. So not only do you have to capture non-active job seekers, once you've got them you've got to close them almost immediately otherwise they'll convert to becoming an "active job seeker" and using other options for job hunting destroying your advantage. Hence "capture-and-close" are the dynamics of the market, and recruiters are perfectly suited to those dynamics. I've yet to see a truly viable alternative. Almost all recruitment startups focus on active job seekers, but that's not where most of the value in the market is.
- chao- 14y ago
  >You as a company can't cold call developers at your competitor and convince them to work for you, you can however pay a recruiter who does it at an arms length. Aside from just getting a bad reputation, is there some legal reason why you couldn't do precisely that? If this question seems a little naive, it's because I absolutely am (naive, and asking is how I learn).
  - fecak 14y ago
    There is nothing illegal about poaching talent from your competitors, either directly or through a recruiter. I've had clients (recruiter here) tell me what companies have the talent they are seeking. I wouldn't say it is even unethical to try and get talent from other companies directly - it's just business, the same way you want to attract your competitor's customers.
  - SatvikBeri 14y ago
l_coontz 14y ago
I think it is interesting that the author mentions, "I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc." I found TalentBin.com comes the closest to solving this need. This is a screenshot that shows all the profile information accessible on a TB profile- http://screencast.com/t/DgePgGRj http://screencast.com/t/DgePgGRj Not only do you get access to what they are tweeting about, but you also can see their personal blogs, google+, Meetup, and Stackoverflow? http://screencast.com/t/SfFqIMXWIzlg http://screencast.com/t/SfFqIMXWIzlg So far nothing comes close to Talentbin in terms of information quantity and quality. And if that isn't enough- TalentBin.com recently added the entire patent database. Soon will come the day where we hire by looking at only implicit web information and resumes are long forgotten.
droithomme 14y ago
It's interesting he starts with the claim he needs to find talented people with technical skills and then immediately starts talking about his need to cyberstalk the personal lives of candidates in order to disqualify those whose beliefs and hobbies he disagrees with.
- PaulRobinson 14y ago
  I'm the original poster. I don't want to cyberstalk anybody. I want to see what projects they're interested in, what technologies they're loving, what they're hating. My twitter feed has large amounts of swearing at Jenkins. Says a lot about me and my attitude to code (I love CI, I hate configuring Tomcat, etc.). If there's nothing there of tech interest, and there's lots of poems to the candidate's other half, that tells me something far more interesting than a CV can. And my point is that the recruiters will never let me see that. They'll never let me get an understanding beyond one side of A4 with all personal information removed. How do you connect to an individual in 2012 without some inkling of them online? What value is the recruiter really adding by deliberately blocking my access to that info?
  - fecak 14y ago
    How is the recruiter deliberately blocking access to public info? By having candidates remove the info from their resumes or something?
    - aidenn0 14y ago
      Often by modifying the candidates resume without asking. [edit] Example: I have a friend with lots of industry experience, who also happens to have a PhD. A recruiter removed the PhD info from his resume and submitted it to a company. After flying out and going through a half-day interview process a certain topic came up and he said "Oh, my Thesis topic was related to that" To which the manager said "Oh, we don't hire people with PhDs" and the interview was over. Obviously there is plenty of stupidity to go around here, but recruiters regularly remove (or move to a 2nd page) things from resumes that they know would immediately disqualify a candidate and they do so without the candidates knowledge.
at-fates-hands 14y ago
Two points. "I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc." This is the very reason I keep all my social network to myself and not under my name. Unless I tell you what my Twitter page and Facebook page are, you'll never find them and I do this on purpose. I agree this industry needs some help. A company I was recently working for developed an application for the pharmaceutical sales industry which assigns a score to each sales person based on various criteria, which is then tracked by employers looking hire the best talent. As soon as I saw it, I thought it could just as easily be used in tech field for developers or any other technical position. This is just a start, but at least its something that's gaining traction in a industry that is similar in size and revenue generation.
- dpritchett 14y ago
  That sounds like my buddies' startup Work For Pie: http://workforpie.com/dpritchett http://workforpie.com/dpritchett The single-score approach is a bit heavy handed but it's still interesting information.
dschiptsov 14y ago
What you're expecting from a recruiter who are trying to catch good writers by checking their spelling, punctuation and knowledge (but not the meaning) of long words?) Writer could be measured only by (the value of) his texts. It is not about the knowledge of grammar, even if it is a relevant knowledge. And, of course, appearance and manners of a potential writer have almost nothing to do with his talent.
mechanical_fish 14y ago
I can go onto LinkedIn myself and harvest profiles (as agency recs have to). I can "touch base" with 100+ developers myself if I need to. I doubt you can. Not easily, anyway. Think about the social implications for a minute. If you do this in the most efficient way - grab profiles with a simple algorithm, then send the same pitch email to everyone using blind-carbon-copy - you're cold-calling. The problem with cold-calling is that it doesn't enhance your reputation. Do you really want your name and email address filed in the spam filter along with the clumsiest of recruiters? Do you really want to experience the indignity of being unfriended on LinkedIn? Just wait until your amateur spam-o-rama accidentally hits four employees and a hiring manager at another company. They will talk to each other, and figure out that you're attempting to "poach" their employees in the clumsiest possible way, and now your name is mud, twice over. Cold-calling does work, though. (There's no shortage of evidence.) Most of the best candidates don't surf job listings for entertainment, and those few who do are window-shoppers, who have trained themselves to read but not to act. But they might respond to a little poke, when it happens to arrive at the right time. But: You can't be doing that nagging yourself. Frankly, you need a scapegoat. A third party. Perhaps someone whose job description protects their reputation a bit: Everyone knows that recruiters gotta recruit, or be fired. Alternatively, to be kind to your colleagues, you can screen profiles more carefully, making sure not to email people who are obviously not a fit, and making sure not to target the employees of companies run by your friends, and making sure to write lovingly personalized emails to each person, asking about their dog and their kids and then oh-so-discreetly suggesting, as if by accident, that maybe they'd like a new job? This strategy works to some degree - it is, in fact, what most of us do as we wander down the hall at a conference - but it doesn't scale. We call it networking, but when you have to do it with 100+ developers it is a full-time job called recruiting. Perhaps you should consider outsourcing it? And now we're back to square one.
- PaulRobinson 14y ago
  OP here. I've done the LinkedIn and Facebook approach, and it works, but I don't do it algorithmically. I send them personal emails. "I see you've been working a lot recently with JRuby, that's kinda interesting to me. Want to schedule a chat some time" kind of material, etc.
lifeisstillgood 14y ago
We have robots.txt, humans.txt, business.txt so whats wrong with jobs.txt Parseable, searchable, uptodate (one assumes, and can easily be deprecated) and simple to throw up a cottage industry around.
- abulman 14y ago
  That's a really good idea. So I made this: http://jobstxt.org/ http://jobstxt.org/ and http://jobstxt.org/jobs.txt http://jobstxt.org/jobs.txt
RileyJames 14y ago
Curation, Transparency, Quality & NO CONTACTS. 100% agree, I think this rant perfectly sums up how this industry could work. A great user experience and reasonable rates for finding quality people, that's a service people will happily pay for... and they are. Which is why we build Dragonfly (http://dragonflylist.com http://dragonflylist.com) but we're not the only ones that have realised this. Its a big market, plenty of room for other niche/geo specific recruitment solutions.
- eli_gottlieb 14y ago
  If I were you, I'd drop the "Dragonfly IS $YOURCOUNTRY Freelancers." It's fairly confusing, given that your firm is in Melbourne and almost inevitably will not find freelancing clients outside the Anglosphere.
ChristianMarks 14y ago
In the two decades I have been consulting, I notice that in the past few years, many of the job shop calls I receive sound as though they come from offshore call centers (I am attempting to put this delicately). I invariably ignore these, for several reasons. The first is that they tend to act put upon if one asks for a job description that goes beyond a few acronyms or "Mathematica and Ph.D. required," as if I were being uncooperative to ask for something more informative than the few matching keywords they have in front of them. They seem to be interested in receiving the goahead to send a resume somewhere on the basis of a keyword search. Asking for details eats into their time. Secondly, they tend to offer lowball rates and seem as if they go in and out of business.
startupstella 14y ago
as i've been talking more and more to developers, i keep hearing these same complaints about recruiters. I'm finally trying to make a difference by launching matchist.com, which will be a different kind of recruiting. we'll be catering to freelance developers by vetting projects they want to work on. we think the process is simple: tell us what projects you want to work on, what kinds of clients you'd like, and we'll send them your way.
fecak 14y ago
I wrote a response to this at my blog jobtipsforgeeks.com. For all of you that want to see what actions can be taken to disrupt recruiting, (hiring an agent, flat fees, etc.) check it out. http://news.ycombinator.com/item?id=4535547 http://news.ycombinator.com/item?id=4535547
deleted 14y ago
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andrewstuart 14y ago
I recruit technical people. Our clients seem to like working with us. We try to treat job seekers with respect. We take an ethical approach to everything we do. But like any business, we do of course go to market to sell our services directly to the target clients, and we go directly to the people we wish to sell. No apologies to anyone for that. The reason recruitment exists is because employers pay money for it. If anyone has an issue with recruiters then stop whining about it and instead make sure your company stops using them. People who whine about recruiters but still get jobs through them or work for a company that hires from recruiters are like people who criticise the oil industry but are happy to drive a car and consume the thousands of oil derived products. Hypocrites.

116 points by jimeh 14y ago

One angle on the idea of disrupting the industry; It seems like a lot of programmers would be in a good position to do recruiting on the side for a few hours a week. They already know a lot of other people in the field. And they obviously are able to recognize technical skills and filter people. Could a startup make a setup where anyone can sign up and become a part time recruiter? Maybe you set up a real recruiting company to handle the paper work and billing, and let programmers sign on to be your staff. Then give them a big cut of any fees they make. Anyone interested in helping me flush out this idea? It might be a viable startup, no?

tocomment 14y ago
Another twist on this is that many big companies will pay their employees say a free ipod if they recruit someone to join the company, but will pay a recruiter 20K or more. That never seemed fair to me. I wonder if a twist on this is that the employee can refer his friend to the recruiter and then go to his employer and say I have a friend perfect for this job. He's represented by recruiter X. Then recruiter X splits the fee with the employee.
- fecak 14y ago
  That always seemed a bit odd to me as well, though I had a client a few years ago that had a points system where different referrals had points value (director = 10, sr engineer = 7, etc.) which they could use to get cars, cash, etc. It seemed to work well but didn't distract employees.
- dllthomas 14y ago
  They don't want to pay enough that it distracts too much from people doing what they were really hired for.
- YokoZar 14y ago
  One possible (but not great) excuse is that there is a perverse incentive going on if the employee has any say over potential hires. If I get 20k every time one of my friends gets hired (and "lose" 20k each time a normal candidate gets hired) I have a huge incentive to not give a fully honest opinion about how good someone was during an interview. Big companies can use their size as a workaround (ie, only let you refer candidates to other departments), but in startup land this incentive will probably be very real.
Peroni 14y ago
Short answer: it's not viable. There are laws and liabilities to consider. Also, recruiters are essentially sales people. They need to have a degree of sales ability. You need to be able to sell the benefits of a job to a candidate and the benefits of a candidate to a hiring manager. Also, decent recruiters spend a huge amount of time on the phone. Not just calling every and any candidate that looks remotely decent but simply trying to get through to a select few people takes a crazy amount of time.
antonwinter 14y ago
hard to say if the ctos/dev managers would "elevate" a potential candidate if the recruiter was a programmer, or if the cv would be in the pile with the rest of them.

klous 14y ago

For many of these staffing firms, it's really a numbers game for them. They throw everything against the wall and see what sticks. On perm roles, when you are getting $15-20,000 just for making an "introduction", there is heavy competition and incentive to try to "win" as many placements as possible. In the contract IT space, fake resumes are the norm. There are some firms that just train up people in a technology, build them a fake resume with 4 years experience, then hope they perform on a phone interview and last past the first week or two of the contract and have learned enough to fulfill the contract. For disruption, I like what Developer Auction[1] is doing. Where the companies bid on each person they wish to employ and drive up the salary / signing bonus. Seems to be a better model than what is currently out there. [1] http://developerauction.com/ http://developerauction.com/

Peroni 14y ago
Certainly a useful alternative but I can't imagine it will make a dent on the industry. Ultimately there are a huge number of companies that require average developers and can't be bothered to invest their own time into finding them so instead they pay a recruiter a lump sum to do it on their behalf.
- klous 14y ago
  I agree, but I think developer auction could make a dent in less average, "higher-end recruiting", like in highly competitive companies and locations who snipe talent from each other in SV.
silverbax88 14y ago
I like the idea - except I don't care for the short list of companies they have devs from. From my personal experience I wouldn't hire anyone from Facebook, Twitter or Zynga unless they could really show me something. But the overall concept is interesting.
- Matt_Mickiewicz 14y ago
  We're a bit more open than the homepage of DeveloperAuction suggestion - for example, we'll accept select senior developers from Yahoo, Microsoft, Yelp, LinkedIn, Apple, Intuit, Groupon, Salesforce, Etsy, Gilte Groupe, Meetup, Amazon, etc. It's just a rudimentary filter for the time being.

Peroni 14y ago

Here we go again with the recruiter bashing. I'm a former tech recruiter. A few of you know that already. I hear these recruiter rants more than most. Most of it is justified however it's all noise and no feasible solutions. That great little spiel the author mentioned at the end? The one where he said he would shout my name from the rooftops if I took that approach? How, exactly, does that fit in with I certainly don't want cold-calls or cold emails, ever. If I can't introduce myself to the guy, how am I ever meant to prove I'm not one of the many useless bottom-feeders he deals with on a daily basis? I've blogged extensively about the problem: http://hackerjobs.co.uk/blog/2012/6/15/all-that-is-wrong-with-the-recruitment-industry http://hackerjobs.co.uk/blog/2012/6/15/all-that-is-wrong-wit... The facts are simple, regardless of the fact that most recruiters can't even spell PHP, the industry is worth hundreds of billions globally and isn't going anywhere fast and it's certainly not innovating any time soon. Sure their marketing methods are improving and their sales pitches becoming sleaker but ultimately, you are paying a ridiculous sum of money to get a guy with no clue about tech to spend a week or two on the phone harassing every developer that comes even close to some of the tricky but cool sounding words on your job spec. My prediction: more and more tech companies adopt internal recruitment teams and someone will actually create a useful, multipurpose, recruiter free (cough print: http://hackerjobs.co.uk http://hackerjobs.co.uk cough) job site or web service that eliminates, crowd sources or automates the leg work that you are paying an incompetent human thousands of dollars to do on your behalf.

sarhus 14y ago
What could a job listing do or implement other than listing the job description? I run a similar website to hackerjobs.co.uk (http://roundabout.io/about http://roundabout.io/about) and I'm starting to realise that's not the way forward.
- Peroni 14y ago
  Job listings are the MVP. Take a look at any of the major job boards. They are used by millions daily and turn over a very real profit. Problem the majority of them have is that they primarily cater to recruiters. We're taking a slightly different approach by eliminating recruiter listings, blogging about relevant topics and interviewing people who hire developers on a regular basis to help job seekers get an insight into what does and does not work.

debacle 14y ago

Here's why it, at its heart, is wrong. A good recruiter is good on both sides - people want to have their resume in the recruiter's portfolio, and companies want that recruiter's card on their hiring manager's desk. Because of this, technology has only made recruiting more empowering for good recruiters - they can manage more clients on both ends, can schedule easier, and are more agile. I've got two particular recruiters in mind, but I know that with either of them, if I quit my job on a Friday both my employer (who works with one of them) and myself would have interviews lined up on Monday if that's what we were looking for. Just because there are a lot of bad recruiters out there (for the same reason there are a lot of bad realtors, or marketers, or hair stylists), doesn't mean there isn't immense value in the good recruiters. This rant is just a rant, probably the result of one too many recruiter emails in the inbox on a Friday morning.

tocomment 14y ago
I'm curious what makes the good recruiters you have in mind, special? (I actually didn't know they existed) Also any tips on locating a good recruiter next time I'm looking?
- elemeno 14y ago
  From my experience (financial technology, very hard to find finance jobs in London without going through recruiters), the main qualities that a good recruiter has is that they're willing to take time to get to know you, they're willing to admit when they don't understand something in the spec they've got and will ask you about it rather than trying to bluf, and that they still take your calls and take time to talk to you when interviews they've set up haven't panned out. A good recruiter is interested in a long term relationship - they know that people tend to change jobs every 18 months to 2 years (in my industry at least) and they want to be the first person you'll call each time you get itchy feet and because they know you, you're easy for them to sell to your next employer and they know what type of company you'll be happy working for. The three best recruiter's I've used have all done one simple thing that got the relationship off to a good start - spending a solid hour or so sitting down and getting to know me over a coffee or drink within a week or two of first contacting me. This is a far cry from the recruiters who call me on an almost daily basis who 'chat' for five minutes and then I never hear from again.

fecak 14y ago

15 years recruiting software engineers, and I agree that the industry needs some major changes. The problem you mention about candidates being used unknowingly to bait potential new customers has been around for a while, and many recruiters are not providing the proper value for the price. I've started using a different model with my clients. I don't want to go into too much detail, but my clients pay me a smaller up front fee to initiate a search, and then a fee upon hire. The combined fees (front and back end) per candidate end up being much lower than the industry standards, perhaps even half what others are charging. Why would I provide my service at approximately half the cost of other companies? For one, when a client pays me up front, it guarantees my fee and reduces my risk. Contingency recruiters take on 100% of the risk, whereas in a retained relationship the hiring entity assumes 100% of the risk. My model spreads that risk. I'm willing to take a lower fee, so long as my fee is guaranteed. My model will surely not be popular with contingency firms that have hundreds of recruiters that they can burn through (pay them peanuts + commission until they burn out), but I think if more small boutique firms used this model regionally, many small software firms would jump at the chance to work with one small firm that is going to produce with a minimal number of candidates (usually 2-3 per search for my clients). Having the up front payment allows me to be more selective to find the right fit, instead of just trying to find ANY fit.

zeemonkee2 14y ago

I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc. and the recruiter has to be happy I'm not going to screw them over with that info. My Twitter account is anonymous. My Facebook account is for friends and family. You're welcome to look at my LinkedIn and Github profiles, otherwise you can eff off, it's none of your business and I'll walk right out the door if you ask for them.

deleted 14y ago

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codegeek 14y ago

"I can go onto LinkedIn myself and harvest profiles (as agency recs have to). I can "touch base" with 100+ developers myself if I need to. If that's all the agency recs are doing, they're not adding value" Exactly. I still don't understand (after 9 years of being in industry and consulting the last 5) why it is too much for a hiring manager to spend some time himeself to vet a candidate esepcially if they will be critical to the team,project and company's success. As much as I hate to work with thetse agency recruiters, the underlying issue is not them. The issue is the employers who depend on these recruiters even though they rant about how bad the quality is etc. Employers: it is simple. To hire the best, you need to do a lot more than asking agency/vendors to send u resumes/cvs. Interview your recruiter first. Test them if they know and understand what and who you really need. Just saying "PHP developer" doesn't cut it. Provide more specifics. Any good candidate will be more inclined to talk to you.

thingicantsay 14y ago

"Twitter and Facebook pages full of photos from barbaric rituals and poems about killing penguins?" Right, because that's so relevant compared to photos indicating that the candidate is pregnant, black, or of a religion the CTO hates passionately. This sort of thing is either an irrational fear or a cover for excluding the sort of person he's not allowed to say he doesn't want. It's not that I want to force him to hire penguin murderers; it's that I find myself wondering how likely it is that some crazy will find their way into a technical interview process.

neverm0re 14y ago
The fact he's being so flippant about what it is he exactly wants with the details of someone's internet social life has me thinking he could not actually admit what his real agenda and biases are. That should be worrying.
- PaulRobinson 14y ago
  Hello, I'm Paul the author of the original piece. Pleased to meet you. Thanks for taking a few hundred words I wrote over a lunch break and extracting from them a warped inference that I must be a racist, misogynistic bigot. I actually have no such biases. I'm a leftist-liberal who reads The Guardian, I've worked in the public sector for many years which in the UK means having to know employment law inside out, and have specifically worked out of my recruitment process anything that could impede somebody getting a job in my team that other employers would secretly harbour as an excuse. My hiring strategy is a bit like Valve software's: T-shaped skillsets are gold, and I ask the three questions: What would happen if this person were to become my boss? Would I learn a significant amount from them? How would I feel if they went to work for a competitor? I just like to understand candidate's beyond a single sheet CV before they come into interview. They might spend 10 hours a day playing Minecraft. Cool, let's talk about that, and how they like to hack around with it a little. They might spend their weekends canoeing. I hate physical exertion, but cool, let's talk about the challenges canoeing provides and how they deal with them. They might be a devout Scientologist. OK, I don't get Scientology personally, but I know employment law well enough to know that's no barrier to you getting the job - I've heard Scientology is really big on clarity of communication through "auditing", so let's talk about how that's helped the candidate in the workplace, 'k? I am not a white male bigot who hires people like me. I work with women, non-white, non-atheist, non-Christian, non-liberal, non-leftist, non-English (I'm British), people all day, every day and have done so for many years. The fact you assume a potential employer who is betting a substantial amount of money on you is interested in your personal life for any other reason than to understand you better and to make sure you're going to be a great fit, is cynical, naive and misguided. It might be rooted in a truth with some employers, but I don't think those employers live in the world of technology - particularly startups. Perhaps that's naive of me. Perhaps that is a problem. So let's talk about the wider issuer of "worst-case scenario" - if somebody on discovering who you really are is prejudiced against you, wouldn't you rather they hadn't hired you - especially in a start-up environment where your legal recourse is highly limited - than for them to find out a week into employment when you've moved across a continent and now you're fucked? If somebody is a penguin-murderer, why would I want to know that as an employer other than to rule them out immediately? Because somebody who enjoys torturing animals probably has an interesting approach to teamwork that isn't going to fit into the way I like to run my teams. I'd want to spend some time in interview understanding that a little more, precisely because I don't want them turning up on day one and it being a disaster. Yes, I was being flippant, but there's an important point there, somewhere. Asserting that my "real agenda and biases" are hidden from view is wrong, and the assertion that this is therefore worrying is flawed. Hope that clears things up for you.

scrrr 14y ago

I sometimes think I could eventually go into recruiting. As a freelancer I have met many many developers, I try to stay in touch with many of them, and I know what they can do, what they dislike to do, and so forth. And I know the technology. But so far the engineering itself is making me happy. However, one day perhaps..

tarr11 14y ago

The problem is not that recruiting as an industry is obsolete. The problem is that you can't find a good recruiter based on your needs (price, specialty, experience level, etc). The quality of recruiters is variable, but the need for them is constant. I appreciate more systems to post jobs and review candidates directly, but after LinkedIn and Craigslist, the value diminishes. I've also worked with recruiters who are highly qualified and present good candidates. A solution would be a system to help you find a better recruiter and create more transparency in that industry. I can envision a system whereby you can rate your interactions with recruiters (ie., Yelp for recruiting). "I used [recruiter] and they found me [x] candidates in [y] days. The quality of the candidates was [z] and I [hired/didnt hire] someone that they presented. I [would/wouldn't] work with them again. They charged [x] per [candidate/hour/placement]" When a recruiter contacts you, and knows nothing about your [Technology/Industry/Company], you can look them up on a site and rate them. You would rate them on these vectors, and then you could build a search tool that helps you find the right recruiter. ("Find me a BioTech Recruiter in Seattle who works with Genentech on a flat fee" etc) This would also have a benefit keep recruiters more honest. The good recruiters would rise to the top, and potentially get more leads. You wouldn't have to waste as much time with poor recruiters since they would be outed pretty quickly. Frustration levels (as evinced by this thread) are pretty high when incompetent recruiters waste your time.

lifeisstillgood 14y ago

I think there is a insight hanging around here. This thread reminded me of the thread on 99designs, and the attitude of (some) designers towards a fairly "robust" contest format. The idea that a recruiter will "get to know you" and "deeply understand your needs" whilst still being on commission at another company is foolish. I think the OP is a bit confused - he seems to want things both ways - the faceless contest approach (where he sees the Twitter feeds and linkediN pages early) and some how also have the deep and meaningful (where the recruiter says you should meet this guy, and without looking at a twitter feed you trust the recrtuiter and set up the interview Either bring recruitment in house, and see it as long term nuturing of talent, or turn on a beauty parade and expect to do a lot of the weeding out of bad candidates yourself. Now, if I was paying a few hundred a month for the beauty parade, I suspect that would be fine. If I am paying 20K / hire I want the recrutier to send over Mr and Mrs right. Its that fact that recruiters are lining up beauty parades but charging for deep and meaningful that gets the ire of the OP up

oesmith 14y ago

... and that's why I unsubscribed from LRUG this afternoon. There's more discussion about recruiters than ANYTHING ELSE.

PaulRobinson 14y ago
I feel your pain, which is why I wanted to address it to some extent, and why I wrote that post. I hope that thread dies, and the discussion moves here. Can you not see however, that the recruiters are all over the list, hitting reply-all, and not really helping the list at all, and it's because of that, that we need to make it clear why they're not wanted, why they shouldn't be on the list in the first place, and why we want our list back? Don't be part of the problem (leaving the list so making the recruiter/coder ratio even worse), be part of the solution. Re-join the list, and let's start some interesting tech discussions. I'll start. Check the list in 20 minutes.

tlogan 14y ago

Recruiting is like dating. The problem is still not solved - but I also think it will never be solved. The nature of process requires involvement on both parties and that can be outsourced only to a very small extend. So in dating you have guys saying: "I want to date supermodel. Lets go this dating site ... after a couple of months... oh online dating sucks it needs disruption".

fellars 14y ago
agree, except that with recruiting anyone you want to date is almost always in an existing relationship so you have to first convince them to break up before you can start dating, thus making it even more complicated. We actually took many principles from online dating services to form betacave.com and think we have a solution that can suffice the needs of both parties (the site is up and functional but not quite ready for primetime; I'll do a formal Show HN next week, but was too relevant to this thread to not share).

ig1 14y ago

The fundamental problem is that scammy tactics is the value most recruiters add. You as a company can't cold call developers at your competitor and convince them to work for you, you can however pay a recruiter who does it at an arms length. At any point of time the vast majority of good developers are off the market, they need to be cold-sold on a job before they even consider looking. Unless you've got an alternative that has a proven track record of reaching developers who aren't actively job hunting, you're not going to replace recruiters. I ran a job board that did go after this group by heavily targeting through passive ads (i.e. display ads, facebook, dating sites), and even though it was successful in reaching that group once I'd convinced a developer that job hunting was a good idea they'd often go and use other job boards, recruiters, etc. in addition to my own one. So not only do you have to capture non-active job seekers, once you've got them you've got to close them almost immediately otherwise they'll convert to becoming an "active job seeker" and using other options for job hunting destroying your advantage. Hence "capture-and-close" are the dynamics of the market, and recruiters are perfectly suited to those dynamics. I've yet to see a truly viable alternative. Almost all recruitment startups focus on active job seekers, but that's not where most of the value in the market is.

chao- 14y ago
>You as a company can't cold call developers at your competitor and convince them to work for you, you can however pay a recruiter who does it at an arms length. Aside from just getting a bad reputation, is there some legal reason why you couldn't do precisely that? If this question seems a little naive, it's because I absolutely am (naive, and asking is how I learn).
- fecak 14y ago
  There is nothing illegal about poaching talent from your competitors, either directly or through a recruiter. I've had clients (recruiter here) tell me what companies have the talent they are seeking. I wouldn't say it is even unethical to try and get talent from other companies directly - it's just business, the same way you want to attract your competitor's customers.
- SatvikBeri 14y ago

l_coontz 14y ago

I think it is interesting that the author mentions, "I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc." I found TalentBin.com comes the closest to solving this need. This is a screenshot that shows all the profile information accessible on a TB profile- http://screencast.com/t/DgePgGRj http://screencast.com/t/DgePgGRj Not only do you get access to what they are tweeting about, but you also can see their personal blogs, google+, Meetup, and Stackoverflow? http://screencast.com/t/SfFqIMXWIzlg http://screencast.com/t/SfFqIMXWIzlg So far nothing comes close to Talentbin in terms of information quantity and quality. And if that isn't enough- TalentBin.com recently added the entire patent database. Soon will come the day where we hire by looking at only implicit web information and resumes are long forgotten.

droithomme 14y ago

It's interesting he starts with the claim he needs to find talented people with technical skills and then immediately starts talking about his need to cyberstalk the personal lives of candidates in order to disqualify those whose beliefs and hobbies he disagrees with.

PaulRobinson 14y ago
I'm the original poster. I don't want to cyberstalk anybody. I want to see what projects they're interested in, what technologies they're loving, what they're hating. My twitter feed has large amounts of swearing at Jenkins. Says a lot about me and my attitude to code (I love CI, I hate configuring Tomcat, etc.). If there's nothing there of tech interest, and there's lots of poems to the candidate's other half, that tells me something far more interesting than a CV can. And my point is that the recruiters will never let me see that. They'll never let me get an understanding beyond one side of A4 with all personal information removed. How do you connect to an individual in 2012 without some inkling of them online? What value is the recruiter really adding by deliberately blocking my access to that info?
- fecak 14y ago
  How is the recruiter deliberately blocking access to public info? By having candidates remove the info from their resumes or something?
  - aidenn0 14y ago
    Often by modifying the candidates resume without asking. [edit] Example: I have a friend with lots of industry experience, who also happens to have a PhD. A recruiter removed the PhD info from his resume and submitted it to a company. After flying out and going through a half-day interview process a certain topic came up and he said "Oh, my Thesis topic was related to that" To which the manager said "Oh, we don't hire people with PhDs" and the interview was over. Obviously there is plenty of stupidity to go around here, but recruiters regularly remove (or move to a 2nd page) things from resumes that they know would immediately disqualify a candidate and they do so without the candidates knowledge.

at-fates-hands 14y ago

Two points. "I want to see the candidate's twitter feeds, Facebook pages, LinkedIn profiles, activity on mailing lists and github, etc." This is the very reason I keep all my social network to myself and not under my name. Unless I tell you what my Twitter page and Facebook page are, you'll never find them and I do this on purpose. I agree this industry needs some help. A company I was recently working for developed an application for the pharmaceutical sales industry which assigns a score to each sales person based on various criteria, which is then tracked by employers looking hire the best talent. As soon as I saw it, I thought it could just as easily be used in tech field for developers or any other technical position. This is just a start, but at least its something that's gaining traction in a industry that is similar in size and revenue generation.

dpritchett 14y ago
That sounds like my buddies' startup Work For Pie: http://workforpie.com/dpritchett http://workforpie.com/dpritchett The single-score approach is a bit heavy handed but it's still interesting information.

dschiptsov 14y ago

What you're expecting from a recruiter who are trying to catch good writers by checking their spelling, punctuation and knowledge (but not the meaning) of long words?) Writer could be measured only by (the value of) his texts. It is not about the knowledge of grammar, even if it is a relevant knowledge. And, of course, appearance and manners of a potential writer have almost nothing to do with his talent.

mechanical_fish 14y ago

I can go onto LinkedIn myself and harvest profiles (as agency recs have to). I can "touch base" with 100+ developers myself if I need to. I doubt you can. Not easily, anyway. Think about the social implications for a minute. If you do this in the most efficient way - grab profiles with a simple algorithm, then send the same pitch email to everyone using blind-carbon-copy - you're cold-calling. The problem with cold-calling is that it doesn't enhance your reputation. Do you really want your name and email address filed in the spam filter along with the clumsiest of recruiters? Do you really want to experience the indignity of being unfriended on LinkedIn? Just wait until your amateur spam-o-rama accidentally hits four employees and a hiring manager at another company. They will talk to each other, and figure out that you're attempting to "poach" their employees in the clumsiest possible way, and now your name is mud, twice over. Cold-calling does work, though. (There's no shortage of evidence.) Most of the best candidates don't surf job listings for entertainment, and those few who do are window-shoppers, who have trained themselves to read but not to act. But they might respond to a little poke, when it happens to arrive at the right time. But: You can't be doing that nagging yourself. Frankly, you need a scapegoat. A third party. Perhaps someone whose job description protects their reputation a bit: Everyone knows that recruiters gotta recruit, or be fired. Alternatively, to be kind to your colleagues, you can screen profiles more carefully, making sure not to email people who are obviously not a fit, and making sure not to target the employees of companies run by your friends, and making sure to write lovingly personalized emails to each person, asking about their dog and their kids and then oh-so-discreetly suggesting, as if by accident, that maybe they'd like a new job? This strategy works to some degree - it is, in fact, what most of us do as we wander down the hall at a conference - but it doesn't scale. We call it networking, but when you have to do it with 100+ developers it is a full-time job called recruiting. Perhaps you should consider outsourcing it? And now we're back to square one.

PaulRobinson 14y ago
OP here. I've done the LinkedIn and Facebook approach, and it works, but I don't do it algorithmically. I send them personal emails. "I see you've been working a lot recently with JRuby, that's kinda interesting to me. Want to schedule a chat some time" kind of material, etc.

lifeisstillgood 14y ago

We have robots.txt, humans.txt, business.txt so whats wrong with jobs.txt Parseable, searchable, uptodate (one assumes, and can easily be deprecated) and simple to throw up a cottage industry around.

abulman 14y ago
That's a really good idea. So I made this: http://jobstxt.org/ http://jobstxt.org/ and http://jobstxt.org/jobs.txt http://jobstxt.org/jobs.txt

RileyJames 14y ago

Curation, Transparency, Quality & NO CONTACTS. 100% agree, I think this rant perfectly sums up how this industry could work. A great user experience and reasonable rates for finding quality people, that's a service people will happily pay for... and they are. Which is why we build Dragonfly (http://dragonflylist.com http://dragonflylist.com) but we're not the only ones that have realised this. Its a big market, plenty of room for other niche/geo specific recruitment solutions.

eli_gottlieb 14y ago
If I were you, I'd drop the "Dragonfly IS $YOURCOUNTRY Freelancers." It's fairly confusing, given that your firm is in Melbourne and almost inevitably will not find freelancing clients outside the Anglosphere.

ChristianMarks 14y ago

In the two decades I have been consulting, I notice that in the past few years, many of the job shop calls I receive sound as though they come from offshore call centers (I am attempting to put this delicately). I invariably ignore these, for several reasons. The first is that they tend to act put upon if one asks for a job description that goes beyond a few acronyms or "Mathematica and Ph.D. required," as if I were being uncooperative to ask for something more informative than the few matching keywords they have in front of them. They seem to be interested in receiving the goahead to send a resume somewhere on the basis of a keyword search. Asking for details eats into their time. Secondly, they tend to offer lowball rates and seem as if they go in and out of business.

startupstella 14y ago

as i've been talking more and more to developers, i keep hearing these same complaints about recruiters. I'm finally trying to make a difference by launching matchist.com, which will be a different kind of recruiting. we'll be catering to freelance developers by vetting projects they want to work on. we think the process is simple: tell us what projects you want to work on, what kinds of clients you'd like, and we'll send them your way.

fecak 14y ago

I wrote a response to this at my blog jobtipsforgeeks.com. For all of you that want to see what actions can be taken to disrupt recruiting, (hiring an agent, flat fees, etc.) check it out. http://news.ycombinator.com/item?id=4535547 http://news.ycombinator.com/item?id=4535547

deleted 14y ago

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andrewstuart 14y ago

I recruit technical people. Our clients seem to like working with us. We try to treat job seekers with respect. We take an ethical approach to everything we do. But like any business, we do of course go to market to sell our services directly to the target clients, and we go directly to the people we wish to sell. No apologies to anyone for that. The reason recruitment exists is because employers pay money for it. If anyone has an issue with recruiters then stop whining about it and instead make sure your company stops using them. People who whine about recruiters but still get jobs through them or work for a company that hires from recruiters are like people who criticise the oil industry but are happy to drive a car and consume the thousands of oil derived products. Hypocrites.