> we haven't even managed to backfill a retirement from six months ago Ok. OP, can you please define "senior" and "junior" for the assembled audience? There se

> we haven't even managed to backfill a retirement from six months ago Ok. OP, can you please define "senior" and "junior" for the assembled audience? There seems to be some ambiguity concerning those terms. On one hand they can refer to a level of experience in a specific field, specialty or toolset; or, they can refer to levels of experience in life (and "senior" in this context doesn't mean "senescence" although they are admittedly correlated). Given the foregoing, how junior or senior is the recruiter? What does the funnel look like (somebody else mentioned this too)? Have you considered consulting your marketing people on your pitch? Over 20 years ago I was "fix the ship" Director of Tech for a small software company. I managed dev and support personnel and recruitment; when I was ready to throw up my hands I recruited my own replacement (actually I recruited a lead engineer who got along with the president, and promoted the dev with a minor in accounting into my role). The conversation which needs to occur is not appropriate for HN. You should be able to find me and reach out and we can have a telephone / zoom chat; professional courtesy, no obligations. You want 4 hour technical assessments, you should be able to stalk people at least a little bit. It's a zen thing.