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Great story. Instead of looking as recruiting as a cost center, make it a marketing investment. Spend hours with someone, give them a good experience, make them

Great story. Instead of looking as recruiting as a cost center, make it a marketing investment. Spend hours with someone, give them a good experience, make them an ambassador for your brand and an external sourcer for their friends and their future self. Use them as practice for your staff to get better as communicators, mentors, code reviewers.

kamyarg 7y ago
Yes, exactly. This is also a double-edged sword, if the experience is horrible, you can be sure none of their classmates will apply to you or even their school if you blew it exceptionally. There is an article by Joel Spolsky about Hiring great engineers that touches on this point also: https://www.joelonsoftware.com/2006/09/06/finding-great-developers-2/ https://www.joelonsoftware.com/2006/09/06/finding-great-deve... > Even though only about one in three applicants who make it to the in-person interview stage passes all our interviews, it’s really important that the ones that do pass have a positive experience. Even the ones that don’t make it go back to campus thinking we’re a classy employer and tell all their friends how much fun they had staying in a luxury hotel in the Big Apple, which makes their friends apply for an internship the next summer, if only for the chance at the trip.