Recruiting suggestions?

Question

Some of my friends at an LA-based startup have asked me for referrals for software engineer hires. It’s a mid sized startup, but not a well known name. I’ve reached out to a few of my friends but have gotten limited interest; they all say they are very happy at there current jobs. How do you get good software engineers to consider another company? Does the offer have to be extremely high? Do you need to see compensation bands within the first message?

kfc · Accepted Answer

Probably some combination of growth, opportunity, people they respect, culture, and compensation.

Personally, I feel like the best way to convince engineers to join a company is hyper-growth. You don't ask them to join, rather your company just has to have that magnetic pull. People should come ask you for a referral. A lot of people are passively looking, but they aren't very interested in being pitched – most great senior level engineers are eyeing the spots they want to be at, and are trying to craft their route there.

AlwaysRock · Answer

Having interesting work and roles is a good way to get a leg up. Most engineers are not looking but if you show them something interesting they may consiter it. Are you doing  crud app work? That is probably not going to entice a strong CA based engineer. But if that is what the work is then you can probably find someone outside of CA who will happily do the job.

Comp in the first message helps that for sure. But selling the growth, interesting work/role are going to be your best bets. Otherwise make lasting connections with engineers. Don't write someone off because they say no. Keep in touch. The person who says no today might be your lead in a year or two when the role is more appealing.

19g6xktswztas · Answer

Recruiting is a lot more work than just reaching out to candidates. Your company might need to do a bit more branding or brand awareness.

Typically, engineers want to have an idea about the company's project/initiatives. So maybe a bit of a peak into current project can get the conversation going.

19g6vkvllmyk3 · Answer

In addition to feedback from others, know that no matter what recruiting is a numbers game -- you're never going to achieve 100% hire from the candidate pool.  It's fairly common to have a funnel include more than 100 candidates/referrals per hired employee.  There are many, many reasons why someone may not be interested in leaving their current job, or may not be interested in that specific company, etc.  Relationships are key -- but also respect when someone says "not right now".

19g6xkvsrq7dx · Answer

It kind of depends on what the people you are trying to reach are interested in. As others have pointed out, a lot of engineers are motivated by growth and excitement. That's hard to establish, but makes recruitment easier for sure. If you're not a well known company, I'd focus on highlighting the compensation (assuming it's competitive), or highlight the great work life balance (that needs to exist if you want to recruit and aren't super well known).

Recruiting suggestions?

About

Software Engineer

Members