Anthony Ettinger’s Post

I actively hire for tech & non-tech roles for top US companies I have to scrutinize 100s of resumes every day. Loads & loads of talented candidates compete against a smaller pool of jobs. How do you even stand out in the crowd? My pro tip? Build your network. - → Ask for referrals - → Attend relevant industry events - → Connect with recruiters/HR’s on LinkedIn But it doesn't stop there. Make sure your LinkedIn profile is optimized - → Complete every section - → Showcase your achievements. Customize your resume for each job application → Highlight the skills that match the job description. And always, always follow up after applying. Persistence, combined with a strategic approach, is key. Remember, the job market is like a buffet—those who know how to navigate it best get the tastiest picks. 🍽️ So, dig in, network smart, and stand out! 🌟 #recruitment #hiring

🚀 Calling all technical recruiters! 🚀 Tired of sifting through endless resumes on traditional job sites? It's time to level up your recruitment game with L4Jobs! Our platform offers a streamlined approach to finding top-tier tech talent. Here's how we stack up against traditional job sites: 🔍 Quality Candidates: Say goodbye to the resume black hole! With L4Jobs, you'll find a curated pool of highly qualified candidates, saving you time and effort in the hiring process. 💼 Targeted Job Listings: Unlike traditional job sites, we specialize in tech roles, ensuring that your job listings reach the right audience of skilled professionals. 💡 Innovative Features: From advanced search filters to AI-powered matching algorithms, our platform is equipped with cutting-edge tools to enhance your recruitment efforts. Don't settle for mediocre hires. Join L4Jobs today and discover a better way to recruit top tech talent! #techrecruitment #L4Jobs #techtalent #openfornewopportunities #opening #techcareers #techcommunity #recruitment #jobboards

What makes you a technical recruiter? The title "technical recruiter" is not enough. If only it were that simple. Then we probably wouldn't talk about the low barriers to entry in recruiting, or about recruiters who don’t really understand the roles they are hiring for. So, what does a real-deal, candidate-friendly Technical Recruiter look like? -Someone who can spot what's missing in job descriptions from a mile away; -Someone who knows how to highlight the technical strengths of a project and can explain it to a developer; -Someone who uses precise keywords in their search queries because they know one tech skill usually brings a suite of others; -Someone who understands how projects are developed, how tech stacks are chosen, the stages of development, and the ultimate goal of the hire. What did I miss? #techrecruitment #techhiring

Navigating the Evolving Landscape of IT Recruitment As an IT Recruiter, here are essential tips to help you attract top talent: 1. Understand the Tech: Get familiar with the tools and technologies relevant to the roles you're hiring for. 2. Build Connections: Nurture relationships with candidates for future opportunities. 3. Market Awareness: Stay updated on industry trends and salary benchmarks. 4. Craft Compelling Job Descriptions: Highlight technical skills and your company’s culture. 5. Diversify Your Sourcing: Use LinkedIn, GitHub, and niche boards to find candidates. 6. Simplify the Application Process: Make it easy for candidates to apply. 7. Evaluate Soft Skills: Don’t overlook the importance of communication and teamwork. 8. Engage Passive Talent: Reach out to those not actively seeking jobs. 9. Gather Feedback: Learn from candidates and hiring managers to improve your process. 10. Build a Talent Pipeline: Maintain relationships for future hiring needs. Let’s enhance our recruitment strategies to build exceptional IT teams! What strategies have worked for you? #ITRecruitment #TalentAcquisition #HiringTips #TechTalent #TechnicalHiring #LinkedIn #GitHub #Sourcing #Recruitment

Why Your Next Tech Recruiter Should Have A Background In Sales? 1. Sales-experienced professionals facilitate understanding and trust between tech candidates and companies, bridging the gap effectively. 2. Drawing on sales skills, they adeptly navigate objections, tailor offers, and foster meaningful dialogue with tech talent. 3. Sales-trained recruiters optimize recruitment processes through data-driven approaches, ensuring efficient candidate selection and successful hiring outcomes. More insights in the article: https://lnkd.in/deRtv5NQ

In a fast-growing Scale-up, when is it the right time to hire an internal Recruiter? It's arguably the biggest "elephant in the room" for most Scale-Ups we recruit for. Having been an in-house recruiter, here are 3 milestones I think you need to have reached in your Scale-up before hiring an internal recruiter: 🔥 30+ Open Roles (Average run-rate) 🔥 3+ C-Levels with minimum 18-month average tenure 🔥 £10k p.a. budget to invest in Recruitment Tech stack (Linkedin Recruiter | Job Boards | ATS | Lusha | SalesQL | Apollo | etc.) #scaleup #recruitment

What makes you a technical recruiter? The title "technical recruiter" is not enough. If only it were that simple. Then we probably wouldn't talk about the low barriers to entry in recruiting, or about recruiters who don’t really understand the roles they are hiring for. So, what does a real-deal, candidate-friendly Technical Recruiter look like? -Someone who can spot what's missing in job descriptions from a mile away; -Someone who knows how to highlight the technical strengths of a project and can explain it to a developer; -Someone who uses precise keywords in their search queries because they know one tech skill usually brings a suite of others; -Someone who understands how projects are developed, how tech stacks are chosen, the stages of development, and the ultimate goal of the hire. What did I miss? #recruiting #hiring #sourcing #dontpanic #recruitment

Calling all tech recruiters... 1. What tools (other than LI) do you use for sourcing your candidates? Do you rate them? and; 2. How do you evaluate your candidates? How do you decide / know they're a fit for the vacancy, especially if you're not from a technical background yourself? Comment below and share your practices & thoughts! #techrecruiting #talentacquisition #recruiting

❓❓Why do so many companies from SME's to Global organisations trust Peel Technical to help grow their technical and commercial teams? It's certainly not from our LinkedIn Holiday/Bikini pics so we must be doing something right... (probably not my banter either) 1 - We have a dedicated consultant working across all areas who specialises solely within their market. Whether that be Passive Fire, Fire & Security, Lifts & Entrance Systems, Telecoms or M&E, you will only ever speak to your dedicated consultant. 2 - We have combined 30+ years recruitment experience within the office, with that along with our internal data base comes a very niche network of top talent across our markets. 3 - We will consult on your recruitment process to help you help us work efficiently. We have a "no bullshit" approach when making any introductions for both parties, so that both client and candidate will know everything possibly needed to know in order for a smooth & prompt recruitment process. (Some times that means clients need a kick up the arse too!) 4 - We spend time on our technical knowledge. We won't ever speak to you about a role that we don't understand and we have a genuine interest in all things construction & engineering. 5 - We have a dedicated marketing team that focus on market trends to help us advise on candidates next move and prepare for our clients needs in their next project stage. 6 - We will work with you on specific recruitment strategies. Whether you're looking for a bulk hire due to project starts, temporary work, specialist skills or head hunting we can work around your needs If you'd like to have a chat regarding temporary, contract or permanent recruitment solutions across any of our specialist markets, please drop me a message to arrange a call or meeting on the details below in the comments #technicalrecruitment #liftrecruitment #passivefire #fireandsecurity #fireengineering #

I screened 20,000+ resumes without using an applicant tracking system (ATS). I have closed 90% of roles internally, reducing agency fees by 95%. How did I do it? ⬅ Leveraged on niche job boards Non-tech roles ↘ Linkedin Tech roles ↘ Octohunt ↘Wellfound ↘Stackoverflow ⬅ Joined communities ↘ Linkedin Groups ↘ Developer channels ⬅ Launched a referral program ↘ Incentivize of course 😅 Tracked and analyzed the recruitment metrics for every role to make informed decisions. 📉 No two roles are the same, but data validates the approach. 📊 PS: What approach do you adopt to fill open positions? #recruitment #recruitmentmetric #techhiring