With the demand for technical talent these days I wonder why, after completing many rounds of interviews and deciding to hire a candidate, it takes more than three days to come out with an offer. Why wait? You lose momentum from the last interview with every minute that goes by. Take advantage of the moment and make the offer you intend to make within 24 hours of the candidate’s final interview. Otherwise you run the risk of stunting the momentum you’ve worked so hard to create and souring the… Continue

The technical recruiting world in the last few months has been eye opening. The truth is that the current job market, at least in technology, is as competitive as ever.  If you haven’t hired this year yet you need to read this article because things have drastically changed.

Across the country, different markets typically have very different market trends for a similar type of skill set. As an example, it might be much easier to find a C++ embedded candidate in San Jose than it would…

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When you’re managing a successful team you know it. You see and hear it happening to other people but it hasn’t happened to you - yet. You’ve even done it to other teams whether you know it or not in order to build your existing team. The better your team is, the more likely they will get recruited or leave for something that’s better for them. At least they think it’s better.



Face it, one of the prime characteristics a successful employee possesses is to think bigger about things… Continue

You did it! You successfully found someone you want to extend an offer to. The hard part is over… Or is it?

I’ve been working in the recruiting field for some time now, and I’ve found that the average hiring manager takes his foot off the gas right before extending an offer, sometimes messing up the entire process by explaining sloppily that they want the candidate to join the team.

Here are some pointers to remember once you’ve identified the right candidate for the job, to…

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