You’re reading an excerpt of The Holloway Guide to Technical Recruiting and Hiring, a book by Osman (Ozzie) Osman and over 45 other contributors. It is the most authoritative resource on growing software engineering teams effectively, written by and for hiring managers, recruiters, interviewers, and candidates. Purchase the book to support the author and the ad-free Holloway reading experience. You get instant digital access, over 800 links and references, commentary and future updates, and a high-quality PDF download.
Given the current hiring market for technical roles, it’s essential to consider early on whether a candidate is reasonably likely to be interested in your company, and leave their current role. Switching to a selling rather than a vetting mindset might include prioritizing their interest in your space (have they blogged about something relevant, do they have relevant work on GitHub?) over their pedigree. This is also an excellent opportunity for arbitrage—if you can spot something in prospective candidates that others cannot, your odds of closing them will be much higher, because those candidates won’t be bombarded by requests from the open market. In other words, if you can spot grit and passion in lieu of traditional markers like pedigree, you’ll wind up making much more efficient use of your limited time.
If you found this post worthwhile, please share!