takrupp

Hired is basically a team of recruiters (well, at least there are a good 10 of us coming from various flavors of recruiting) and even we have a need for external recruiters and internal interview coordinator.

The external recruiters we use are in markets we don't know a lot about (like Marketing - which we are hiring for big time right now). The internal coordinator helps keep onsites organized and managing the huge amount of interview flow through the organization so that key stakeholders still have some time to do their jobs.

The low-end contingency recruiting agencies have given the whole profession in San Francisco a bad name, when in reality there are great people (like Oliver, from the post) who do great work and are incredibly valuable to a fast growing organization.

I've found that start up founders try to rely on themselves too much for recruiting (really sourcing) and marketing. Just hire someone and take it off your plate - you are more useful raising money, building product and getting users. Recruiting is important but can by very time intensive.

Define clear goals, values and process and then Hire someone to do it. Let them fill the funnel through boards, social media, recruiters or other marketplaces (cough Hired.com cough). You and your team can then evaluate and hire.

Developer Auction - San Francisco - Full Time / Onsite only 2 Roles: Full Stack Rails, Developer Advocate

Developer Auction is the talent market place. We make it easy and transparent for top engineers to find top companies. We raised 2.7MM from places like GV, Sierra, and NEA. Currently we have 7 developers, and looking to add an 8th. Our stack is ruby of rails, but mostly just looking for good generalists that can ship.

We are also looking for a Developer Advocate. Our marketplace is about people as much as it is about technology, and we need a few friendly, organized folks who like helping people through the marketplace. We have a junior and a senior role, and will look at anyone coming from a technical background, technical recruiting, internal HR, or growth hacking.

Email me at [email protected]

Its more than just base and stock - employers can also offer a bonus (sign-on, relocation, or end of year guarantee) and it does describe the benefits (vacation, health, etc) for each employer. The offer is as complex as the employer needs it to be in order to attract talent.

Technical recruiting is hard, but I think good technical recruiters approach things differently than this. Its not as black and white, everything lives in the nuances:

We are looking for some sort of external validation: A really popular module on CPAN? Graduated with a 4.0? Graduated from Stanford? Hired full time by Google? That is all external validation, and it is something that shows me that other people / organizations think you are good. I really need just one piece of solid validation for me to speak with a candidate and this can take on a lot of forms. In lieu of this, we can administer a coding test if someone is on the cusp.

The second thing I look for is passion: Is this person a 9 to 5 code monkey in it for the solid and consistent paycheck? Or do they love the work they do and constantly push themselves to further their craft? You can almost always get to the bottom of this question on the phone. Journeymen programmers are fine for a lot of jobs, but not for the jobs we are talking about here.

If both of those line up then the candidate is good, and we will represent them. We can't promise a placement, but I would be surprised if someone with both of those boxes checked didn't get at least one offer. They are really hard to find.

Dang. We were a paying customer of Greplin and loved it. What do we do now? Can I buy / whitelabel the IP?

Email address in profile.

Constitution Group - Quant Trading Recruitment Firm Remote / New York / Contract or Full Time

We are looking for a C++ developer to help us source and vet candidates. We would be open to either a contract / hourly basis or a full time hire with commission. There is definite partnership / equity potential as well, if interested.

We are a recruitment firm focused on the quant trading market. We work with many of the systematic prop trading firms, hedge funds and banks to hire top development, quant and trading talent. Our firm was started in 2009, and is small, very candidate focused and technology forward.

We have an office in NY, but would be open to someone working remotely (Ill be working out of the Dominican Republic next year, for fun).

Great opportunity for someone personable who likes reviewing code more than writing code, but would still want to pull in over $100k per year with a lot of life flexibility. If interested, email [email protected]

tl;dr: Use smaller agencies or solo recruiters, ignore the big firms.

Just another prospective (from a high-end recruiter): You get what you pay for.

10% on a developer making $60-100k means that you need to push a ton of paper to make out a decent living at an agency. Its like the difference between Apartment Brokers vs Real Estate Brokers: The Apartment Brokers are jokers, because they need to deal with 1000's of people to make the 30-40 fees a year that make up a decent living. A Real Estate Broker can do a tenth of the deals and make twice as much. The quality of service is a lot higher.

Likewise, in high paying industry with top tier compensation the recruiters are much higher quality. I only need to make 5 placements a year to make six-figures, where as the jokers at Selby Jennings or those other massive paper houses need to make 15-20 placements to even get close to that.

I can afford to treat candidates with respect, protect their information, and tailor their search. Most technical recruiters can't.

My advice, if you don't make over $100k and want to use a recruiter, go with someone working at a really small firm or by themselves. They take service much more seriously than the well known spam-a-lot agencies.

PS: We're hiring, and work in a very cool, niche high tech space.

Jersey City, NJ - High Frequency Trading Firm - No remote: We have a position at a high frequency trading firm looking for a strong perl applications developer. Less web side, more client-server type applications. No prior finance background needed. Firm will pay for relocation, has top pay (much higher than in the Valley) and great benefits. While its technically a finance firm, they pride themselves on working like a software firm. Email me at [email protected] for details.