I’m not entirely sure what the author thinks precisely is wrong with recruiting but I definitely see the frustration with engineers being consistently lowballed on salary and other scummy deceptive tactics and the overimportance of a person’s existing network. One can really see her experience dealing with this system.
There’s something seriously wrong with the incentive scheme here, is my non-expert guess as to what’s wrong. Recruiters are supposed to bring in the most monetary value in the form of good engineers for their clients on a consistent basis, and once a person sees their job from that lens they might make some serious missteps in terms of other considerations. Discrimination isn’t protected against when the possible candidate is one of a multitude of options that the recruiter sees online, for example.
What alternative recruiting strategies have we seen that might be more equitable to the candidate? Things like TripleByte?
How does one get into the ‘network’ to have work to put out to the ‘network’ enabling them to become someone a recruiter could even ‘do their homework’ on? It’s a vicious cycle that let’s a very small number of POC in.
Well, the point of having a network of friends/colleagues is 1/ to skip recruiters, and 2/ about perpetuating an existing culture and friendship: of course it is exclusive to the extent that having a group of friends is by definition exclusive. But, it can very well be inclusive (open to minority and under-represented groups in tech) if your network’s not just white tech bros.
I’m not entirely sure what the author thinks precisely is wrong with recruiting but I definitely see the frustration with engineers being consistently lowballed on salary and other scummy deceptive tactics and the overimportance of a person’s existing network. One can really see her experience dealing with this system.
There’s something seriously wrong with the incentive scheme here, is my non-expert guess as to what’s wrong. Recruiters are supposed to bring in the most monetary value in the form of good engineers for their clients on a consistent basis, and once a person sees their job from that lens they might make some serious missteps in terms of other considerations. Discrimination isn’t protected against when the possible candidate is one of a multitude of options that the recruiter sees online, for example.
What alternative recruiting strategies have we seen that might be more equitable to the candidate? Things like TripleByte?
Well, the point of having a network of friends/colleagues is 1/ to skip recruiters, and 2/ about perpetuating an existing culture and friendship: of course it is exclusive to the extent that having a group of friends is by definition exclusive. But, it can very well be inclusive (open to minority and under-represented groups in tech) if your network’s not just white tech bros.