Each organization is going to do things differently obviously. To clarify, a hiring manager within my context is the person that's responsible for the process o

Each organization is going to do things differently obviously. To clarify, a hiring manager within my context is the person that's responsible for the process of hiring for a specific role. We almost always have individual technical contributors act as hiring managers. They set the technical bar, design interview plans, and act as a consistent point of contact for the candidate. Team managers are distinct from that, although they may be the ones pushing to hire to fill a role for their team. In my experience, relying on recruiters to filter out candidates into a "high quality" pile isn't effective. That's where the resume bias tends to slip in. Individual contributors spending time recruiting is also organization specific. I'm probably considered the highest value software engineer on my team. Part of that is because I actively work to make sure I'm replaceable. Most projects I've worked on are documented and tested enough that other engineers can step in and take over as needed. I also often turn down fun projects in favor of mentoring more junior coworkers to do them. On the hiring side, we maintain a high bar and hire for long term success. As a result, I trust everyone on the team to keep the ship on course.