As a recruiter, I would be very interested to hear what engineers have to say here. One thing I believe that makes a good recruiter is not only the ability to

As a recruiter, I would be very interested to hear what engineers have to say here. One thing I believe that makes a good recruiter is not only the ability to find good talent, connecting w/ people who have the right experience but also to remember this is a human experience. I transitioned from QA engineering into recruiting because a) I was tired of QA and couldn't code to save my life and b) because a lot of the recruiters who reached out to me where just horrible and just treated me as a number - not even know what I did - and not even caring. What I discovered upon transitioning is how frantic it can be. I'm going to use a 3 round process for this example - To get 1 engineering hire, recruiters could need to have 2-4 candidates make it to final round, which means realistically there should be 6-12 onsite interviews, which means 18-35+ phone screens, which means a recruiter would have to have to 50-100+ engineers willing to talk to them w/ regards to the role. Meaning they'd have to reach out to 150-300+ engineers. Obviously I'm picking an arbitrary 3x multiplier as some recruiters are better than others and may not need to reach out to that many, or some might even need more. If a recruiter has multiple positions they're trying to fill (which happens all the time) that means they really don't have a lot of time to put onto each position and less time if they need to spend time working w/ candidates currently in process and Hiring managers. Creating software that might help a recruiter make more accurate assessments of candidates skill sets really only work if engineers are forthcoming and totally accurate w/ their skill sets. However even then the best algorithms can be fooled. Sites like Linkedin, Bright or Whitetruffle (just pulling from the top of my head) can have poor matching because of how a descriptions/requirements on both the candidates and the company's side are misrepresented. The other thing to remember; software can never properly replace "high touch" human interaction - which, at it's core is what recruiting is often about. Thoughts?