Rants and thoughts on tech recruitment.
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When hiring a subject-matter tech expert, it is important to have evidence of proven professional skills. This is a story of how Tech-Recruiter.org agency was able to find several candidates for an architect role on DevScanr.
An inspirational story of an open-minded recruiter who managed to find a senior DevOps for a Gamedev company on the first day of using DevScanr.
Every tech job demands some min. level of experience with certain skill(s). In order to account for it, recruiters find “similar jobs” and sum up their durations across work history. It’s boring, time-consuming and error-prone as skills can be forgotten or don’t match reality in different ways. DevScanr makes it possible to know candidates’ years of experience with each hard skill without counting and guessing.
DevScanr’s team is creating a system to detect signals of hireability. The system discovers talent that consider a job change – sometimes months before it becomes public knowledge. We’ve analyzed a lot of data to be sure it’s indeed predictable, and we will share a lot of examples along with conclusions in this article.
When we ask recruiters what issues they want to solve with automation, the list of “collected and verified contacts” is always in TOP-3 of popular answers. With this update DevScanr extends the list of resumes, messengers, professional communities, and social accounts up to 50 (fifty!) sources. Now you have more time to evaluate candidates and less boring tasks to perform.
Another set of frequently requested features for your convenience. The platform now supports multiple locations in talent search filters. There’s also an option to exclude multiple locations, perfectly combinable with the previous. DevScanr strives for uncompromised search performance, as always 🚀
Today we would like to share two huge and important updates that have been recently added to DevScanr. The first of them concerns new platform/admin functionality and the second is about our database.
This is a practical tutorial, inspired by a video lesson from Michal Juhas who searched for a “Backend JavaScript Developer” position in Romania. Michal used LinkedIn and we are going to use DevScanr to search for the same position. At the end we’ll compare our approaches and results.
DevScanr is a new tech talent search and analytics platform. It’s designed for tech recruiters and CTOs / leads who occasionally hire. To help you decide if this tool matches your requirements, we’ve conducted a detailed comparison between it and well known LI Recruiter Lite. An experience with neither platform is necessary to understand the article.
Most recruiters match vacancies and resumes by titles and work history. The idea is that a candidate would be able to transition to a similar title and/or industry more easily. It works, it is time-tested, but it is not the only approach possible. LinkedIn and other resume platforms are undoubtedly an industry standard. But all standards have their limits worth exploring. In this article we’d like to compare good old Resume-based and emerging Skills-first approaches.
Every now and then each recruiter gets negative feedback on candidate’s abilities. It happens after a technical interview, and goes like “The candidate is not Senior, he doesn’t even know the framework!” Then you recheck his perfect resume with Senior React words in title, questioning what went wrong...
When sourcing tech talent on GitHub, it is important to understand how relevant the profile information is. Especially when it comes to location or development experience. There are a couple of tricks recruiters can use to ensure data accuracy.
Many recruiters use GitHub to find developers with proven tech skills, especially when searching for popular technologies such as React. Despite limitations of search functionality, the large pool of candidates makes is an appealing resource. Here’s the basic formula for finding engineers on GitHub...
GitHub was never designed for recruitment. But it’s one of the largest databases of tech talent, so it’s not a surprise that many recruiters use it for their purposes. And sometimes with great results. What if we told you that many GitHub users are non-discoverable via search and that even with elaborate queries you see an insignificant minority of relevant profiles?