6 Sources for Recruiting Tech Talent

February 18, 2013

The job market for engineering talent is H-O-T. Boiling, really.

It’s super competitive and with engineers receiving a high volume of inquiries from recruiters and hiring managers, how can you set yourself apart and find talent that’s not already getting an email every hour? First things first, if you are recruiting tech talent, you need to be thorough. Do not send out a generic blast. Instead, do a bit of detective work before your outreach. Dig in and read what the candidate has posted/shared socially — you will most likely be able to get a sense of their interests and can therefore contact them with an appropriate request. But that’s a tip for outreach. How do you find these top tech candidates in the first place?  This is what is great about top tech talent — they contribute. Whether it’s tweeting on Twitter, sharing open source code on GitHub, or posting questions on their own or community blogs, technical talent loves to contribute. You need to go beyond LinkedIn. Check out a few examples of where to find tech talent:

  1. Industry specific blogs: Don’t just do your research on hot topics, check out the comments section to find hidden gems.
  2. Twitter: Twitter has amped up their search capabilities that make it easier to source top talent. Engineers are tweeting, so take advantage. If you are looking for engineers with specific framework or language experience — or engineers who are interested in a particular language — start with a hashtag search to see who is talking about it. For instance, type in the search bar any of the following: c++; #solr; #scheme; #python; #RoR; #hadoop. To focus a search even more, use Twitter’s advanced search where you can target more specific details such as location, topics, hashtags, etc. Additionally, use Twitter to drive traffic and interest in your job description. Post a link to it with specific tags attached so users contributing in these forums can see it.
  3. GitHub: GitHub is awesome because you can actually look at work that someone has shared, as opposed to simply looking at a profile or resume.  Additionally, engineers may contribute and use technologies on the side that they are not using professionally to learn on their own. Many will share this work within their GitHub accounts. This will also provide you with a place to post the job description within a specified community.
  4. Host codeathons, workshops, meetups, and internships: Engage those who are using the technologies/skills you need by hosting one of these events. If you can’t do an onsite event you can create an online one that’s more convenient.
  5. Boolean searches: Use Google, Bing, Yahoo and other search engines to run specific Boolean searches. Engineers have websites, blogs, and other presence in social media platforms that can provide you with a glimpse into their interests and experience.
  6. Create an outside referral program: use all of the above to advertise it.

These are just a few examples and I encourage you to take advantage. Trying new tactics will go a long way towards creating new opportunities in your ongoing search.

Where have you had success recruiting tech talent?

Director of Talent

<strong>Carlie Smith</strong> was the Senior Talent Manager, Sales & Marketing at OpenView. She worked directly with hiring managers and key stakeholders within OpenView and its portfolio to lead vital searches and provided process guidance on recruitment strategy, including talent identification, strategic sourcing, relationship building, and competitive intelligence. Currently, Carlie is the Director of <a href="https://www.circle.com/en">Circle</a>.