Samuel Isaac 🕵🏽‍♂️’s Post

Since engineering positions have the slowest hiring timeline, interviewing candidates is very time-consuming. It becomes costly when a top talent drops out of your pipeline or rejects your offer after all the effort you've invested. Here's how to build an interview process that attracts top Engineers: https://lnkd.in/gEr4mYS2 #EngineeringInterviewProcess #InterviewingEngineers #EngineeringStaffing #CaliforniaStaffing

Since engineering positions have the slowest hiring timeline, interviewing candidates is very time-consuming. It becomes costly when a top talent drops out of your pipeline or rejects your offer after all the effort you've invested. Here's how to build an interview process that attracts top Engineers: https://lnkd.in/gEr4mYS2 #EngineeringInterviewProcess #InterviewingEngineers #EngineeringStaffing #EngineeringStaffing #MidWestStaffing

When to outsource technical assessments to an external company? But first, why would I ever want to do this? Let's talk about hiring. When the process is right and the resources are there, hiring tech people is quick. But what happens when it is not? Why would it not be? There can be several reasons for that ❌ earliest interview time slot available is in two or more weeks ❌ there are not many people o the team who are skilled enough to conduct interviews ❌ we wait for all candidates to reach the same stage in the interview process before proceeding But could we have those instead? ✅ the interview can be scheduled within the next 48 hours ✅ a former CTO with tons of experience in interviewing will lead the interview ✅ candidates flow through the interview process at their own pace Yes, we can, and a company (this is what we do) can provide all of those. 𝗦𝗼, 𝘄𝗵𝗲𝗻 𝘁𝗼 𝗼𝘂𝘁𝘀𝗼𝘂𝗿𝗰𝗲 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀 𝘁𝗼 𝗮𝗻 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝗼𝗺𝗽𝗮𝗻𝘆? 🧑💻 you don't want to pull your best people out of project work 👥👥👥👥 you are hiring new company members in the tens and hundreds 💰 it is cheaper to outsource the technical assessments than to do them in-house 🗺️ you start hiring across different geographies and want to vet the best candidates in 🏢 you are creating a new department and don't have the skills you need in the team, yet Have a question about that? Book a 15-min chat and ask me. I will be happy to answer 😉 #assessdev #technical interview #techassessment #techhiring

From Engineer to Engineer: Rethinking the Hiring Process As a technical professional, I'm a big believer in efficiency and clear communication. However, the current state of hiring can feel like the opposite. Here are four things we can do better right now: 1. 5+ Interviews? Let's streamline the process. Multiple rounds are valuable, but excessive interviews waste everyone's time. 2. Monopoly by Managers? Interview panels should be balanced. Hearing solely from managers can lead to a narrow view of the role. 3. The Black Box of HR? Communication is key! Unreasonable delays after interviews leave candidates frustrated and in the dark. 4. Adversarial Interviewing? Let's focus on fit, not gotcha questions. Minimizing a candidate's experience is counterproductive. Great engineers deserve a great hiring experience. Let's improve the process for everyone involved. #engineering #hiring #recruiting

Hiring engineers? Show respect—compensate for take-home tasks! 💵 💶 Finding good engineers to interview is hard. Assesing them correctly is even harder. Do you think the solution is crafting a take-home assesment of ~8 hours and say "invest as much time as your consider neccesary"? Even if you are one of those top companies everyone want to work for, your are cheaping out. If you want top-talent, show that you care and pay for it using the salary rate of the position. If you are not willing to pay, do custom live-coding challenges and train your interviewers to detect top talent.

‼️ Engineering friends: I need your help ‼️ I'm writing a long-form guide to technical interviews, and I want to talk to engineering managers (or above!) about their hiring process. Specifically, I want to know: - What is *the most important thing* in the hiring process for engineers? And what doesn't really matter? - How do you recognize outstanding talent? What do these folks do or say in an interview or application that sets them apart? - How do you decide which engineers to hire based on the stage of your business? - What should you prioritize when it comes to hard AND soft skills? - What do you look for in an IC versus a future leader? And vice versa? - What's something unique you add to your recruitment and interview process that makes candidates interested in you and your product? Know someone who would be great to interview? Please tag them or DM me. Trying to talk to a diverse crowd!

🌟 A Tribute to Candidate Preparation: Recognizing the Effort Behind Every Interview 🌟 As we navigate the dynamic landscape of tech recruitment, it's crucial to remember the immense time and effort candidates invest in preparing for interviews. Whether you're a seasoned hiring manager or just resuming your hiring activities, here’s a reminder of the dedication our candidates demonstrate: 🔹 Research & Learning: Candidates dive deep into our companies, understanding our mission, values, and products. They spend hours learning about our culture to ensure they are the right fit. 🔹 Skill Refinement: From coding challenges to system design mockups, candidates sharpen their technical skills, often spending weeks or even months in preparation. 🔹 Emotional Investment: Beyond the technicalities, candidates invest emotionally, dreaming of how they can contribute and grow with us. They envision themselves as part of our journey. When we go to market with roles for vacancies within your businesses, it's imperative to: - Define Your Recruitment Process: Clearly outline the steps and expectations. Transparency is key. - Respect Their Time: Keep communication timely and provide feedback. Every interaction matters. - Show Empathy: Understand the pressures candidates face and appreciate their efforts. Remember, a well-defined recruitment process not only respects the candidate’s time but also elevates our brand. #TechRecruitment #Hiring #CandidateExperience #RespectAndEmpathy #RecruitmentProcess Would love to hear your thoughts and experiences. How do you ensure a seamless recruitment process? 🤝

The quality of technical interviews seems to be declining over time. If you’re not skilled at conducting interviews, please stop wasting candidates’ time. A recent story from a friend reminded me of an experience I had last year while interviewing for a Senior Azure Engineer position at a well-known company. One of the questions asked was about optimizing database queries. I provided a detailed response, but later received the feedback that I wasn’t selected. Honestly, my reaction was, “Good for you—I’m glad I didn’t get into a company with such a flawed interview process.” I even shared my dissatisfaction with the HR team, pointing out the poor quality of the interview. It’s a reminder to candidates: if you feel an interview process is subpar, don’t hesitate to share constructive feedback with HR. It’s time we hold companies accountable for ensuring their hiring processes are professional and fair.

Let me tell you something. Every fourth hire lacks the necessary skills. Sad but true. Why? Often, interviewers can’t accurately assess technical abilities. The Solution? Our Technical Interview Service. We screen candidates’ skills without disrupting your engineers, boosting job offer conversions by 40% (based on my experience). When do you need this? 📌Unproductive Interviews: Endless interviews slow down your team. 📌Probation Failures: New hires fail due to poor initial screening. 📌Lack of Expertise: No in-house experts for tech checks. 📌Scalability Issues: Rapid growth overwhelms your hiring process. 📌Incompatible Candidates: External recruiters send unverified candidates. How does it work? 1. Discuss with the service provider to understand how it works. 2. Share your project details and expectations. 3. Receive vetted candidates with tailored evaluation forms. 4. Conduct the final interview to ensure a good fit. By doing this, you’ll interview far fewer unqualified candidates. We cut the load on your in-house staff by filtering candidates so only those who are truly qualified reach the final stage. Using Technical Interview-as-a-Service can streamline the hiring process, ensuring fairness and equality while saving costs and time. It could definitely elevate your project.

A client recently came to me after struggling to find an IT Engineer, the role was vacant for close to 4 months! Within just 1 week, I managed to find their perfect candidate. Here's how I did it: ✅ Briefing call with the hiring manager to deep dive into what was needed and where other candidates went wrong. Along with providing local market insights ✅ Next I scanned my database and created a shortlist of pre-qualified engineers who met all the niche requirements (including location) ✅ Further filtering and qualifying calls took us to a shortlist from 10 to 4 ✅ The final 4 lead to 3 interviews ✅ Ending up in 1 offer To be honest, this wasn't an easy role to fill as it was very competitive and each candidate had multiple processes ongoing with other companies. Combine with being on-site 5 days a week & able to drive across two office for cover. Both client and candidate worked quickly to make everything as efficient as possible when going through the interview process. Here's a quick breakdown if you can't be bothered to read 😅