What is Technical Recruiting?

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By Nikki


To be honest... I'm still trying to figure it out. The dictionary definition of a Technical Recruiter is: 
a position that falls under the umbrella of Human Resource Specialist – is a Recruiter who specializes in finding candidates to fill technical jobs, such as jobs in information technology and engineering. Technical Recruiters are a unique breed of recruiter. -Job Hero


But I have found that there are so many different aspects to learn as it pertains to technical recruiting. 

Let me rewind. I started my career as a Recruiting Coordinator for the Engineering Recruiting team. I was responsible for scheduling, greeting and hosting candidates when they made it to the "onsite stage" of the interview. At my company, this stage includes a technical presentation and 5-6 1:1 technical interviews with the team members. I had to ensure that the logistics of the day went smoothly. But this gave me a really unique look into the business - I got to see the recruiting process, and specifically the technical recruiting process across all types of disciplines. Software, hardware, firmware, and everything in between. It also allowed me to work with different areas of HR, like travel and legal, as well as other coordinators who supported different areas of the business (Sales and Service, Delivery, etc.)

When I decided to go the technical recruiting route, it was because I really liked the team I supported, and it always seemed like they had fun challenges they were constantly overcoming. Boy was I right! 

I've been a technical recruiter for about 8 months now. This is my version and philosophy of what technical recruiting is: 
a position that allows me to help people obtain their dream job relating to the software fields, and help the company obtain the top talent that will help them better the products they work on. -Nikki

Here are some takeaways I've learned from being on the job: 

  1. While you don't have to know everything about technology, I've found it was something I was able to learn as I interacted and built relationships with the hiring managers and candidates. Now I feel comfortable talking about most of the technical terms that candidates would need to know or understand to be successful on the team they are interviewing for. 
  2. I also found that there was a lot of similarities between what hiring managers looked for in the candidates, with maybe minor differences here and there. But because the candidates are all similar in profiles, they have the ability to cross over if they like a different team better - this allows them to be the most happy in their jobs, and will hopefully get them to sign with the company at the end of the process. 
  3. You have to stay positive. There are good days, there are bad days, there are good weeks and bad weeks where candidates either work or don't. It's a cyclical process, but know that your next "win" is right around the corner and the chance to make someone's dream come true makes those bad days/weeks all worth it in the end. 

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