The dreaded decline of the offer usually comes before accepting the offer, oh no, not on this one. Relocation assistance approved and sign on bonus all in place, even 3 weeks paid in a hotel to help transition.  As a recruiter you have already visualized the check coming in the mail and your off on to your next biggest and most important search.  

Although, instead of being happy and feeling good about all the hard work you did that goes into recruiting the hard-to-fill unicorn all…

When we approach most Talent Acquisition and HR people that need to update or fill gaps in the company's computer science and information technology systems, they don't normally look at products and services offered by start-ups. Even after most offer trial runs and beg for beta testers to try out their shiny new software companies will reluctantly just stay with the same old traditional tools they have been using for last 15 years.

As if the software that a team just spent most of…

Hmmm, where do I begin. Let's first start off by saying that most companies now pre-recession all employ a team of recruiters and some have dedicated sourcers. Our biggest customer has 10 technical recruiters, notice I said technical recruiters, so this means they have dedicated resources/recruiters for all the other positions in the company. Along with 10 technical recruiters they also employ 5 sourcers. And on average with this company and other companies each recruiter is currently…

Starting TechHiring.com we were continually asked what differentiated us from the pack. There are lots of tools on the market and most do the fundamental job of connecting recruiters with jobseekers. Some better than the others. Recruiters use tools that they can get an nice return on investment. A recruiting tool needs to drive incremental results. One way we do things differently is make the website more useful to job seekers. We offer professionals in Computer Science ways to showcase…

With all the extremely difficult jobs you have to fill, you also have to work with either outdated tools or the new tools that don't work and everything in between. The candidates you could source from CareerBuilder and Monster you would still have to pay the excessive fees and long contracts to source for candidates that wouldn't do your client any good or your recruiting business any good either? Why you ask?

Well people haven't been back to monster or careerbuilder or even worse…