Recruitment Game Backend Dev

Position Available: Game Backend Developer

We are seeking a skilled Game Backend C# Developer to join our team. In this role, you will be crucial in designing, developing, and maintaining the backend architecture for our games. You will collaborate closely with front-end developers, game designers, and other team members to create an engaging and seamless experience for our players.

Key Responsibilities:
– Design and implement robust and scalable backend systems using C# and .NET.
– Develop and maintain APIs that enhance game features and functionalities.
– Work together with front-end developers to connect backend services with game clients.
– Optimize backend performance to manage high traffic and ensure smooth gameplay.
– Implement security measures to safeguard player data and prevent cheating.
– Quickly troubleshoot and resolve any backend issues.
– Engage in code reviews and actively contribute to the continuous improvement of our development processes.
– Stay informed about industry trends and emerging technologies.

Qualifications:
– Proven experience in backend development with C# and .NET.
– Knowledge of database design and management (SQL, NoSQL).
– Familiarity with cloud services (AWS, Azure, Google Cloud) and scalable architectures.
– Understanding of networking protocols and multiplayer game server architecture.
– Strong problem-solving abilities and great attention to detail.
– Excellent collaboration skills and the ability to thrive in a team environment.
– Strong communication skills and a proactive mindset.

Bonus Skills:
– Experience with game development frameworks (e.g., Unity).
– Knowledge of DevOps practices and tools (Docker, Kubernetes, CI/CD).
– A passion for gaming and a solid understanding of game mechanics.

If your skills and experience meet the requirements for this position, we would love to hear from you. Please send us your CV for consideration. If you have a portfolio or examples of previous projects, please include those as well. We’re excited to review your qualifications and look forward to the possibility of working together soon!

We look forward to hearing from you!

Hard to fill roles

Challenging Recruitment Roles in Healthcare

As someone new to HR recruitment in healthcare, I’ve been assigned the task of filling several positions that have remained vacant for months. Two roles in particular—Radiation Therapist and Audiologist—are proving to be especially difficult due to the lack of local training programs.

I’m looking for effective strategies to fill these hard-to-recruit roles. What approaches have you found successful? (Please note: I’ve already been advised against using an agency.)

To provide some additional context, I’ve taken several steps including posting job ads, utilizing multiple job boards, reaching out to candidates through resume databases that I purchased, and I’m planning to attend upcoming job fairs at universities. Any other suggestions would be greatly appreciated!

Help with conducting phone interviews (Aus)

Seeking Advice on Phone Interviews (Australia)

Hi everyone! I’ve recently begun conducting phone interviews for work and would love to hear any tips or interesting experiences you might have related to this process.

Your insights on how to conduct effective phone interviews would be greatly appreciated!

Thanks so much! 😊

How to conduct phone interviews? [Aus]

Tips for Conducting Phone Interviews

Hey everyone! I’ve recently begun conducting phone interviews for work and would love to hear your advice or any interesting experiences you’ve had during the process.

I appreciate any tips you can share to help make my interviews more effective!

Thanks so much! 😊

High-Volume interview booking software recs?

Looking for Recommendations for High-Volume Interview Booking Software

Hello everyone!

I’m currently on the hunt for interview booking software that can handle our high volume of interviews. I’ve been looking into options like Zoom Scheduler, MS Bookings, Calendly, and HubSpot (which we use as our CRM and makeshift ATS), but so far, I haven’t found the perfect fit. I would greatly appreciate any recommendations, along with any pros and cons based on your experiences, to help us automate our scheduling process.

A little context:

• We conduct between 700-950 interviews annually, averaging 10-60 interviews each week over 38 weeks.
• Our interviews are scheduled flexibly, without a set rota, and the interview panels (typically 2 members) vary from day to day and hour to hour. Team members are selected based on their expertise and knowledge for specific candidates, and the HR support representative can change frequently throughout the day due to our small team and overlapping roles.

Last year, I manually scheduled 750 interviews, and I’m eager to reclaim that time this cycle. Ideally, I want to be able to send out a booking page with specific available time slots on certain days, allowing me to either assign interview panels by day and time or to add them as interviews are booked (though I prefer not to do it this way). From what I’ve seen so far, platforms like Bookings and Calendly require a consistent team setup or scheduling on a rota, which doesn’t suit our needs.

Is there a tool (whether one I’ve mentioned or something else) that allows candidates to book their own time slots while also enabling me to adjust the interview panel as needed? I appreciate any guidance you can provide! Thank you!

How to not being annoying when marketing to target clients.

Tips for Effectively Marketing to Your Target Clients Without Being Annoying

How can you market to your target clients without coming across as annoying? What contact frequency do you find effective when sending marketing communications?

Additionally, how do you overcome the apprehension of feeling “pushy” while pursuing new business opportunities?

Education vacancy newsletter central london

Subject: Seeking Education Newsletter Recommendations for SLT Roles in Central London

Hello everyone,

I’m currently recruiting for several Senior Leadership Team positions in London and would love to know if there are any teaching or education newsletters where I could post our job advertisements. Any insider tips or recommendations would be greatly appreciated! Thank you in advance for your help! 🙏

What Are Good Metrics for Recruiters and Sales in a Staffing Agency?

Seeking Advice on Performance Metrics for Recruiters and Sales in a Staffing Agency

Hello everyone,

I’m reaching out for some guidance on establishing performance metrics for our recruiters and sales representatives in our staffing agency. Currently, our recruiters are submitting about 3-4 resumes daily, but we want to ensure our goals are both realistic and impactful as we move forward.

We also have a Sales Development Representative joining us next week. Previously, our sales strategy has been rather informal, without specific metrics in place, operating on a sort of “see what comes in” basis.

As we expand, we are eager to implement structured metrics for both roles. For those experienced in the staffing industry, what would you consider to be effective KPIs for:

• Recruiters (such as submissions, placements, etc.)
• Sales representatives (like meetings booked, deals closed, etc.)

Any insights or tips on how to effectively measure and enhance performance would be greatly appreciated!

Thank you in advance!

I tried to negotiate a $21 job offer but they said the salary range was only $17-20, but the job posting clearly said $20-$25

I applied for a job that listed an hourly pay of $20-$25 and received an offer of $21. I was hoping for something closer to $25, so I tried to negotiate. However, they informed me that the salary range was actually $17-$20, claiming they offered me a higher amount because I was a strong candidate.

When I pointed out that the job posting stated $20-$25, the person I spoke to seemed confused, but I have a screenshot as proof. This situation took me by surprise, and I feel misled. I could really use some advice on how to handle this without coming off as difficult, as I’m worried that bringing it up again may risk losing the job offer.

Fake Profiles

Fake Profiles Alert

I’ve noticed a concerning trend lately: we’ve encountered profiles that don’t quite match up with reality. Specifically, we’ve seen Polish candidates with Polish names who, when interviewed over the phone, sound more like they’re from China.

Some of these individuals have managed to secure interviews, and it’s become evident that they’re searching for answers to technical questions online during the process.

I’m curious if anyone else has experienced this. What could their motive be? Even if they were to receive a job offer, they wouldn’t have the legal right to work, rendering the opportunity useless. What drives them to pursue this?