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I appreciate the insight, and I should probably add that I've been recruiting for almost 20 years so my question is more geared towards helping those in the ind

by fecak 11y ago

I appreciate the insight, and I should probably add that I've been recruiting for almost 20 years so my question is more geared towards helping those in the industry improve and not for my personal use. Shaming recruiters is so easy and trite. The telemarketer comparison is interesting, but telemarketers aren't generally offering things that change someone's life. Being "offered" a job is significantly different than being offered pet insurance. It's hard to determine how a job will help your career until we learn more about you. I don't know if it will pay more money until I know what you make. I agree that most people don't want to hear about the nonsense that you've listed. But the things you want to hear about, or at least a couple of the things you listed here ($, leadership, help your career), are almost impossible to determine via a GitHub, LinkedIn, and even a short conversation.

thwarted 11y ago
Being "offered" a job is significantly different than being offered pet insurance. Not in a sellers' market, which tech hiring is right now. The email/messages from recruiters at issue are the ones that are obviously the result of lame mailmerges and/or show a complete lack of time or effort to understand the person being recruited. Additionally, a job offer from someone you know, and who knows you, is much more valuable than a job offer from someone contacting you out of the blue who is working to bring people in. A job offer from some who knows you, is a peer, and who is recruiting for the company they work for is even more valuable (because by working there, they are vouching for the company).
redblacktree 11y ago
You may not know what I make, but you know what the salary range is on the position you're recruiting for. Why not share that up front?
- fecak 11y ago
  I'll give ranges when applicable. The challenge is getting the candidate to understand that there is a high and low end of the range, and the high end is reserved for a certain level of candidate. Some candidates assume the high end of a range is their true market rate, and consider any offer below that to be a snub (even if the offer is above their market value.

by fecak 11y ago

thwarted 11y ago

Being "offered" a job is significantly different than being offered pet insurance. Not in a sellers' market, which tech hiring is right now. The email/messages from recruiters at issue are the ones that are obviously the result of lame mailmerges and/or show a complete lack of time or effort to understand the person being recruited. Additionally, a job offer from someone you know, and who knows you, is much more valuable than a job offer from someone contacting you out of the blue who is working to bring people in. A job offer from some who knows you, is a peer, and who is recruiting for the company they work for is even more valuable (because by working there, they are vouching for the company).

redblacktree 11y ago

You may not know what I make, but you know what the salary range is on the position you're recruiting for. Why not share that up front?

fecak 11y ago
I'll give ranges when applicable. The challenge is getting the candidate to understand that there is a high and low end of the range, and the high end is reserved for a certain level of candidate. Some candidates assume the high end of a range is their true market rate, and consider any offer below that to be a snub (even if the offer is above their market value.