Cindavi

3,000+ conversations with engineers “not looking” taught me one undeniable truth… 𝗣𝗲𝗼𝗽𝗹𝗲 𝘀𝘁𝗮𝘆 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝘁𝗵𝗲𝘆 𝗯𝗲𝗹𝗼𝗻𝗴. Competitive pay is a plus, but it’s culture that keeps engineers loyal. When they feel aligned with their team and purpose, turnover fades. Want to build something that truly lasts? Don’t just hire talent. Foster a culture they’ll never want to leave.

⏳ You’ve got 6 weeks. That’s all the time you get before the best candidates disappear from the job pool. With 2,200+ placements at hundreds of companies under my belt, I can tell you: speed wins. But here’s the kicker: many companies have a 2-3 step interview process that drags on longer than that! And by the time most resumes finally get reviewed… the best candidates are already gone. 🔴 There’s no room for delay. When a top-tier candidate shows interest in your company, speed is your best competitive advantage. Every extra day in the hiring process risks losing them to a faster-moving competitor.   What’s the cost of hesitation? ❌ Missed opportunities ❌ Delayed projects ❌ Lost revenue Don’t let great talent slip through your fingers. Streamline your hiring process and secure the talent your company needs to grow. 👉 What have you implemented to make your hiring process quicker? Let’s hear what’s working for you!

🚨 "I'm not looking for an engineer who wants to sit behind a screen all day." 🚨 In building a top-tier team, it takes more than technical expertise. Sure, I want those inch-wide, mile-deep doers who eat complex code for breakfast! 🥓 But here's the truth: technical mastery isn't enough. You also need the jack-of-all-trade pros who can speak the language of both engineers and execs, R&D and sales. These folks bridge the gap, ensuring no critical insight gets lost in translation. 🌉 👷♂️⚙️ We’re not here to create siloed operators but dynamic teams that engage, adapt, and connect. Building a versatile team? It’s not an option—it's a necessity. 🤝💡 #TeamBuilding #Hiring #Engineering

Think your salary offers are competitive without thorough benchmarking? It’s a gamble you can’t afford. 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘁𝗵𝗶𝘀... After hours of interviewing, aligning with your team, and drafting the perfect offer, you finally present it to an ideal candidate. Then, reality hits—the offer isn’t even close to what they expected. All the signs were positive. The candidate was engaged, your team was excited, but when they saw the offer, disappointment set in. The damage? Done. Even if you adjust the offer later, trust is compromised. The truth? Low-ball offers not only cost you the candidate but harm your employer brand. Benchmark, validate, and leverage industry data. Consult market experts and use compensation tools to ensure you stay competitive. It’s the difference between securing top talent and seeing them join your better-prepared competitor. Stay proactive or get left behind. What’s your strategy for staying sharp in a competitive market? Let me know in the comments.

Interviewing while managing a full plate? It feels like a paradox. Managers face a common dilemma: so much to do, so little time. I’ve heard it about a dozen times in the last month alone! End-of-year pressures, planning new initiatives, and ongoing projects consume every hour. As a result, hiring, though necessary, is postponed. It’s easy to push hiring aside when every minute feels accounted for. But here’s the reality—delaying hiring perpetuates the overload. The best way to create time and ease your workload? Hire the help you need. Prioritize now so you can thrive later. If you don’t find time to hire, your life won’t get easier.

Amazon upholds a “2 & 5 promise” in recruiting: candidates who complete a phone interview receive feedback within two business days, while those who go through a panel or final interview hear back within five business days. Why? Because they understand that speed is crucial in attracting top talent. This approach doesn’t mean rushing decisions. Instead, Amazon prioritizes timely next steps while the interview is still fresh, keeping both candidates and hiring managers fully engaged in the process. Providing prompt feedback respects candidates’ time and helps Amazon secure the best talent before the competition even has a chance.

Have you noticed 99% of your applicants aren’t qualified? 🤔 That’s because your best talent isn’t applying—they’re passive job seekers, and right now, they’re working somewhere else. 🛠️ So how do you tap into this massive pool of candidates? Here’s how: Create a Great Brand: 🌟 Share stories of innovation, growth, and real impact. Make sure your company looks like the career move they didn’t know they wanted. Be Consistent and Visible: 👀 Passive candidates aren’t browsing job boards—they’re watching the industry. Share insights and company updates that keep your brand on their radar. Showcase Growth Opportunities: 📈 The best engineers are lifelong learners. Make it clear that your team offers mentorship, skill-building, and a roadmap to making a difference. You might not see them applying, but they’re out there. It’s time to build a brand that catches their eye. 💥✨ #PassiveTalent #Hiring #Engineering

“𝗝𝗼𝗵𝗻 𝗶𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝘄𝗲’𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿, 𝗯𝘂𝘁 𝘄𝗲’𝗿𝗲 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝗽𝗮𝘀𝘀.” Wait—what? How does that make sense? Five years ago, a hiring manager turned down one of my candidates, John, who checked every box on their list... …except one. Personality. John was sharp, articulate, and experienced—a perfect fit for the role on paper. But he didn’t fit the company’s culture, and his values didn’t align with theirs. As a new recruiter, I thought the hiring manager was making a huge mistake, missing out on the “best” candidate they’d find. Looking back, I was dead wrong. Instead, they offered the role to a “less qualified” candidate whose values matched the company’s culture. Today, that candidate has been promoted twice and has become a game-changer for the team. Values matter. Skills can be taught; values can’t.

“𝑰 𝒉𝒊𝒓𝒆𝒅 𝒕𝒉𝒆 𝒘𝒓𝒐𝒏𝒈 𝒑𝒆𝒓𝒔𝒐𝒏 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝒘𝒆 𝒅𝒊𝒅𝒏’𝒕 𝒈𝒆𝒕 𝒕𝒉𝒆 𝒓𝒊𝒈𝒉𝒕 𝒕𝒚𝒑𝒆 𝒐𝒇 𝒂𝒑𝒑𝒍𝒊𝒄𝒂𝒏𝒕𝒔 𝒂𝒏𝒅 𝒏𝒐𝒘 𝒘𝒆 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒇𝒊𝒏𝒅 𝒂 𝒃𝒂𝒄𝒌𝒇𝒊𝒍𝒍,” says an engineering hiring manager. Sounds familiar, doesn’t it? After hundreds of conversations with hiring managers who have faced the challenge of replacing a poor hire, I’ve pinpointed the main culprits: • 𝐒𝐜𝐚𝐫𝐜𝐞 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐧𝐭 𝐏𝐨𝐨𝐥: Forced to choose from a limited selection. • 𝐈𝐧𝐚𝐝𝐞𝐪𝐮𝐚𝐭𝐞 𝐒𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠: A few surface discussions to gauge true alignment. • 𝐔𝐫𝐠𝐞𝐧𝐜𝐲 𝐚𝐧𝐝 𝐎𝐯𝐞𝐫𝐥𝐨𝐚𝐝: Desperate for immediate help, settled for the first available candidate. Any one of these issues, let alone a combination, can result in a mismatched hire. The cost of a wrong hire goes beyond their salary—it includes the time, energy, and resources spent on training and development, plus the productivity lost with the wrong person in the role. While it’s critical to fill positions promptly, making hiring decisions from a position of strength and clear insight can significantly enhance the chances of finding the right fit. Hire not just quickly, but wisely. Your team’s future depends on it.

Happy 4th from us at Cindavi! 🎆 We hope you were able to spend the day with loved ones celebrating our freedoms and embracing our independence 🗽. For those who have young kids 👶, skittish dogs 🐾🐕, or simply prefer a quieter celebration 🔇, we hope you're able to avoid the noise of fireworks! 🧘♂️ #FourthOfJuly #Happy4th #IndependenceDay