>Many seniors (actual seniors, not 3-years-of-experience seniors) have a network and can say "hey I'm looking" and instantly have multiple options that won't ha

>Many seniors (actual seniors, not 3-years-of-experience seniors) have a network and can say "hey I'm looking" and instantly have multiple options that won't have them do more than talk to the team and manager for an hour or two. If that. I couldn't point to this more. The recruiting circus is so bad and has been for decades, I don't even bother talking to recruiters anymore. If by some chance I actually did, I'd pass on the 4h test unless I was absolutely desperate. I haven't been absolutely desperate since the dot bomb, and a recruiter hosed me over by inviting me for an interview for a job he didn't really have. He might not be fucked, but he's probably fucked. It's not so much his doing (albeit the 4h test is a deal breaker for most seniors), it's just the landscape has been so bad for so long, and seniors already have a network, unless he knows somebody who knows somebody, he's probably SOL. The only thing I can think of is offer and post a salary that is 20%-50% above market and hope for the best. You'll be attracting and filtering out a bunch of bad candidates though. An alternative to that is find the best junior/mid you got, make him team lead and give him some motivational speeches. If you're lucky, they'll rise up to the task. For what it's worth, back in the day when I started, it was typically a 10m phone call, 1 hour in person interview, then yay or nay. If the candidate wasn't working out, they'd let him go.