How Canva doubled it’s engineering growth rate in 6 months

Driving Rapid Engineering Growth: Canva’s Strategic Recruitment Approach

In today’s fast-paced digital landscape, a company’s capacity to release innovative products hinges significantly on its talent acquisition strategies. For technology companies experiencing rapid growth and ambitious development plans, securing the right engineering talent becomes a critical challenge—especially amidst widespread talent shortages.

Recently, Canva, a leading online design platform, demonstrated how targeted adjustments to recruitment processes can dramatically accelerate team expansion. Rick Goodfellow, Head of Talent Acquisition at Canva, shared insights into the strategic initiatives that enabled the company to double its engineering growth rate within just six months.

Addressing Talent Shortages with Strategic Recruitment Innovation

Faced with high demand for new engineering talent and limited available candidates, Canva’s talent acquisition team embarked on a refined approach to sourcing and engaging potential hires. Recognizing that traditional recruitment methods alone were insufficient to meet their aggressive growth targets, the team introduced several key changes designed to optimize their hiring pipeline.

Key Strategies Implemented at Canva

1. Streamlined Candidate Experience: Simplifying the application process to reduce barriers and encourage more qualified candidates to engage with Canva’s opportunities.

2. Enhanced Employer Branding: Highlighting Canva’s innovative culture and growth prospects through targeted outreach to attract top-tier engineers.

3. Data-Driven Hiring Decisions: Leveraging analytics to identify bottlenecks in the recruitment funnel and tailor outreach efforts accordingly.

4. Refined Assessment Processes: Incorporating practical assessment techniques to better evaluate technical skills and cultural fit early in the process.

5. Building a Talent Community: Establishing a pool of passive candidates and nurturing ongoing relationships to ensure a steady flow of potential hires.

Results and Implications

By adopting these targeted strategies, Canva managed to significantly accelerate its hiring rate, effectively doubling its engineering team within six months. This remarkable achievement underscores how a proactive and adaptable recruitment function can overcome talent shortages and support aggressive product development goals.

Conclusion

Canva’s experience offers valuable lessons for other technology organizations facing similar challenges. Strategic enhancements to recruitment processes—centered around candidate experience, branding, data utilization, and relationship-building—can lead to substantial growth in engineering capacity. As the digital landscape continues to evolve, companies that prioritize innovative talent acquisition will be better positioned to drive sustained innovation and competitive advantage.

For more insights, read Canva’s detailed approach in their recent publication here.

Crosspost from r/Human Resources, but how many REQs is too much

Balancing High Recruitment Demands: When Is Too Much Too Much?

In the fast-paced world of human resources and talent acquisition, recruiters often find themselves navigating a complex landscape of job openings, candidate sourcing, and organizational priorities. Recently, a recruiter’s experience shed light on the challenge of managing an overwhelming workload — specifically, the impact of handling an excessive number of requisitions (REQs).

The Challenge of High REQ Volumes

Imagine being the sole recruiter responsible for over 30 active roles, including both new requisitions and replacement positions for employees who have quit or been terminated. While this might seem like a standard challenge in staffing, the reality is that handling such volume can quickly become a source of significant stress and burnout.

Recruiting for general labor roles already demands considerable effort — sourcing suitable candidates, coordinating interviews, and managing expectations. When multiplied across numerous requisitions, these tasks can become daunting, especially for a single individual. The pressure amplifies when organizational leadership pushes for more openings, while the support structure remains stagnant or under-resourced.

The Impact on Recruiter Well-Being

In one candid reflection, a recruiter shared feelings of being overwhelmed and exhausted. The weight of managing so many positions led to anxiety, to the point where mornings began with a sense of dread, physical discomfort, and emotional fatigue. This highlights an important aspect of talent acquisition: the health and well-being of recruiters are vital to sustained organizational success.

Strategies for Managing Workload and Preventing Burnout

While the post underscores a common challenge, it also prompts a broader conversation about sustainable recruiting practices:

• Prioritization and Workflow Management: It’s essential to assess and prioritize requisitions based on urgency and business impact. Implementing structured workflows can help manage overload effectively.

• Resource Allocation: Organizations should evaluate whether current staffing levels and support systems align with demand. When the workload surpasses capacity, consider advocating for additional help or process improvements.

• Technology and Automation: Utilizing applicant tracking systems, automated outreach, and other recruiting tools can significantly reduce manual effort, allowing recruiters to focus on high-value activities.

• Open Communication: Regular check-ins with management to communicate workload challenges can lead to better resource planning and prevent burnout.

• Self-Care and Boundaries: Recruiters should be encouraged to set boundaries, take breaks, and seek support when needed to maintain mental and emotional health.

Conclusion

The experience shared by this dedicated recruiter underscores a critical reality in human resources: maintaining

Is it a red flag if your employer has been struggling with hiring people for the past year?

Assessing Leadership and Stability: What Prolonged Hiring Difficulties Say About a Company

In today’s competitive job market, a company’s ability to effectively attract and onboard talent is often seen as a reflection of its stability and organizational health. When an organization faces persistent challenges in recruiting over an extended period—say, a year—it naturally raises questions about underlying issues. As professionals, understanding whether these hiring difficulties indicate deeper problems is crucial for making informed career decisions.

The Significance of Persistent Hiring Struggles

A prolonged recruitment process, especially one spanning several months, can be a red flag. For example, extended interview timelines—taking three to five months—might suggest internal inefficiencies or a lack of clear hiring strategies. Coupled with opaque policies, such as revealing salaries only upon extending an offer, these practices can indicate broader issues related to transparency and organizational culture.

Impact on Employee Morale and Organizational Outlook

Choosing to accept an offer at a company that struggles with staffing can sometimes be driven by immediate circumstances—convenience, low cost of living, or limited alternatives. However, such decisions should be weighed against the potential risks. A protracted hiring process might lead to uncertainty, delays in project execution, or overburdened staff, which over time can affect morale and productivity.

Industry Context and Expectations

In sectors where demand for skilled professionals is high, difficulties in recruitment often point to factors beyond market conditions. These could include outdated processes, management concerns, or cultural issues that deter potential candidates. Recognizing these signs early allows for more strategic career moves and negotiations.

Is It a Red Flag?

While not every hiring delay signifies serious trouble, consistent challenges in attracting talent over a substantial period warrant careful consideration. Potential red flags include:

• Lack of transparency in compensation and role expectations
• Inefficient or disorganized hiring process
• Signs of cultural or managerial issues
• High turnover or difficulty in retaining staff

Making Informed Career Decisions

Before committing long-term to an organization with such challenges, it’s advisable to:

• Conduct thorough research about the company’s stability and reputation
• Seek feedback from current or former employees
• Assess your own career priorities and whether the company’s situation aligns with your aspirations

Conclusion

Persistent difficulties in hiring are more than just inconvenience—they can serve as indicators of deeper organizational issues. While they don’t necessarily spell disaster, approaching such situations with due diligence can save you from potential setbacks down the road. Ultimately, aligning your career move with

So excited, got an interview as a trainee recruitment consultant

Exciting Career Opportunity: Preparing for Your Trainee Recruitment Consultant Interview

Embarking on a new career journey is an exhilarating milestone, and I’m thrilled to share that I have secured an interview for a trainee recruitment consultant position. This opportunity marks a significant step towards my professional aspirations, and I am eager to make a strong impression.

Pursuit of a Passionate Career in Recruitment

My interest in recruitment has been cultivated over time, fueled by a desire to connect talented individuals with organizations that match their skills and ambitions. My recent academic achievement—a bachelor’s degree in business management—has provided me with a solid foundation to understand business dynamics, human resources, and client relations, all of which are vital in the recruitment industry.

Balancing Education and Work Experience

Throughout my academic journey, I balanced full-time employment alongside my studies, demonstrating resilience and dedication. Notably, for nine months, I managed two jobs simultaneously, working seven days a week without a day off. This intense period taught me invaluable lessons in time management, perseverance, and working under pressure—skills that I believe will serve me well in recruitment.

Seeking Advice to Stand Out

While I’ve conducted preliminary research on interview preparations and industry insights, I am keen to gather additional advice on how to differentiate myself during the interview process. What qualities or experiences should I emphasize? Are there specific questions I should be prepared to answer? Any tips on showcasing my strengths effectively?

Professional Attire and Presentation

Regarding interview attire, I want to ensure I present myself professionally. Would a formal outfit—such as trousers, a shirt, and a tie or even a full suit—be appropriate? I aim to strike the right balance of professionalism and approachability to make a positive impression.

Conclusion

This upcoming interview is a pivotal step toward my goal of establishing a career in recruitment. I am excited about the possibilities ahead and eager to demonstrate my enthusiasm, work ethic, and suitability for the role. Any insights or guidance from experienced professionals or those who have been through similar processes would be immensely appreciated.

Thank you for your support and encouragement as I prepare for this important opportunity!

Extremely dodgy recruitment firm (UK)…

Warning: Potential Scam Alert from Blue Chip Recruitments – A Cautionary Tale for Job Seekers

In the increasingly digital landscape of recruitment, job seekers must exercise caution when engaging with unfamiliar agencies. Recently, I encountered a situation that underscores the importance of vigilance, especially when something about an agency feels off. Here, I share my experience with “Blue Chip Recruitments,” a UK-based recruitment firm that, upon closer inspection, appeared highly suspect.

How the Interaction Began

I received an unsolicited email from a contact at Blue Chip Recruitments, indicating that they had come across my CV online and believed I might be suitable for an upcoming vacancy. Given my current career transition—searching for roles outside the recruitment industry into project management—this was appealing. The email requested that I register on their platform to be considered for their job listings, which is standard practice in the recruitment sector.

However, as I scrutinized their request, several red flags emerged, prompting me to investigate further.

The Red Flags

1. Unusual Registration Requirements
The registration page asked for my National Insurance number upfront. In the UK, most recruitment agencies do not request such sensitive information during initial sign-up, reserving it for later stages or after a job offer is made.

2. Company Name Anomaly
The company’s official name is “Blue Chip Recruitments” with an emphasis on the plural “Recruitments.” Such a naming convention is unusual and not typical of established firms, raising suspicion.

3. Term and Conditions Favor Data Retention
Reviewing their website’s T&Cs revealed clauses that heavily favor the company’s ownership of submitted data, including CVs. This implies they could use or store your personal information for purposes beyond your knowledge or consent.

4. Discrepancies in Company Age and Activity
According to Companies House, the company was only registered on September 11th of the current year. Yet, their website claims to have over 1,600 active vacancies. This is highly improbable for a newly established agency.

5. Lack of Online Presence
A search for the company’s staff or directors on LinkedIn yielded no results. In today’s digital age, reputable recruitment firms typically have an active presence on professional networks like LinkedIn.

Conducting Due Diligence: Making the Call

To verify these concerns, I contacted their Midlands office. The representative, “Paul,” claimed the recruiter who reached out was about to go

5 Recruiting Blogs You Need To Read

Essential Reading: Top Five Recruiting Blogs Every Talent Acquisition Professional Should Follow

In the dynamic realm of talent acquisition, staying informed about the latest industry trends, innovative sourcing techniques, and evolving best practices is crucial for success. Recruitment is a multifaceted field that demands a nuanced understanding of various stakeholder needs—from current employees and executive leadership to prospective candidates, IT teams, and marketing professionals. As the popular adage goes, “Your company is only as good as your best employees,” making the role of HR and talent acquisition teams vital in securing top talent.

To navigate this ever-changing landscape, continuous learning and industry insight are essential. Here, we highlight five influential recruiting blogs that serve as invaluable resources for HR professionals, recruiters, and anyone interested in the future of talent acquisition.

1. ERE Recruiting Intelligence
   Recognized as a leader in recruitment media, ERE Media offers the Recruiting Intelligence blog—a hub of insightful content dedicated to innovative talent sourcing and industry challenges. This blog has established itself as a comprehensive resource, covering a broad spectrum of topics relevant to recruitment professionals. Whether you’re seeking the latest sourcing strategies, industry analysis, or practical advice, ERE’s content consistently delivers depth and expertise. For those attending the annual ERE Recruiting Conference, leveraging the Recruitment ADvisor discount code ‘ERE16RM20’ can provide significant savings.

2. HR Bartender
   Founded by Sharlyn Lauby, HR Bartender is a welcoming platform that fosters open discussion about various HR-related issues beyond just recruiting. What sets this blog apart is the clarity and authenticity of Sharlyn’s insights—a seasoned HR veteran whose approachable tone makes complex topics accessible. Whether you’re a seasoned professional or new to HR, HR Bartender offers relevant, digestible content that prompts thoughtful reflection on current practices and workplace culture.

3. Blogging4Jobs
   Curated by Jessica Miller-Merrell, Blogging4Jobs is renowned for its innovative approach and timely insights into recruiting and HR trends. The blog excels in providing fresh perspectives on pressing issues such as diversity, millennial workforce engagement, or veteran recruitment—often connecting them to broader societal conversations. Its broad coverage avoids being overly technical, making it an excellent resource for quick reads that inform strategy and inspire creativity in talent acquisition efforts.

4. SHRM Blog
   As the official blog of the Society for Human Resource Management, the SHRM Blog is a cornerstone in HR literature. While it leans more toward strategic ‘think’ pieces rather

Deciding between two recruitment roles. How should I think about this?

Navigating Career Decisions: Choosing Between Two Recruitment Roles

Making a significant career decision can often feel overwhelming, especially when faced with two compelling but distinctly different opportunities. Recently, I found myself at such a crossroads, contemplating two recruitment roles that each offer unique experiences and challenges. I’d like to share my thought process and explore how to evaluate such choices thoughtfully.

The Options

• Company 1: This organization proposes an entry into their business through candidate sourcing and placement. The role is more foundational, allowing me to build familiarity with their operations gradually. It’s a strategic pathway to understanding the company’s ecosystem before potentially taking on broader responsibilities.

• Company 2: This firm is offering a business development role focused on prospecting new clients—business owners—right from the start. While I have five years of experience in cold canvassing, I would be venturing into an industry and product line that are unfamiliar to me. The prospecting aspect aligns well with my strengths, but the industry knowledge gap raises questions.

Gut Feelings and Rational Considerations

My instincts suggest caution. Jumping into business development within an industry I know little about, selling a product I’m not yet familiar with, could be risky. This approach may lead to challenges in establishing credibility and building effective client relationships initially.

However, my enthusiasm for prospecting is evident—I enjoy engaging with potential clients and thrive in outbound sales environments. Additionally, my ego tells me that stepping into business development could accelerate my growth, expand my network, and allow me to leverage my strengths fully.

Balancing Emotions and Logic

When weighing such options, it’s crucial to balance emotional impulses with practical considerations:

1. Industry and Product Knowledge: Do I have the resources or time to learn and adapt quickly? Is the industry stable and aligned with my long-term career goals?

2. Role Complexity and Support: Does the company provide training, mentorship, or resources to help new hires succeed in a role that’s outside their comfort zone?

3. Career Growth Trajectory: Which position offers better prospects for skill development, advancement, and alignment with my passions?

4. Risk Tolerance: Am I comfortable with the uncertainty of jumping into a new industry, or do I prefer a more measured approach that mitigates risks?

5. Cultural Fit and Values: Which company’s values and culture resonate more with my professional mindset and work style?

Additional Factors to Consider

Beyond these core considerations, reflecting

How would you learn business development?

Effective Strategies for Business Development: Insights from Industry Professionals

Embarking on a new role in business development can be both exciting and challenging, especially when transitioning from a resource-focused position to a comprehensive 360-degree role. This is particularly true when joining a small boutique firm that lacks formal training programs, relying instead on observational learning. If you’re navigating similar circumstances or simply looking to sharpen your approach, understanding proven strategies for acquiring new business is essential.

Understanding the Landscape of Business Development

At its core, business development involves establishing and nurturing relationships that lead to new opportunities for growth. While the foundational concept—making calls and initiating conversations—is universal, the specifics of whom to contact, how to approach them, and handling common objections vary based on industry, company size, and regional nuances.

Targeting the Right Contacts

One of the initial challenges in business development is identifying the appropriate decision-makers within potential client organizations. For small to medium enterprises (SMEs), this often means reaching out directly to senior managers or directors who have the authority to engage new suppliers or services. In larger organizations, the process can be more complex, involving multiple stakeholders from procurement, IT, finance, and operations.

Tailoring Your Approach Based on Organization Size

• Small to Medium Businesses: These organizations typically have flatter hierarchies, allowing you to directly engage with key decision-makers such as IT managers, owners, or founders. Building rapport and demonstrating personalized value can be highly effective.

• Larger Corporations: Here, understanding the procurement process and navigating the multiple layers of approval are crucial. Engaging with procurement officers or category managers can facilitate introductions to relevant departments.

Initiating the Conversation

Breaking the ice requires a strategic approach. Start by researching the organization’s current needs, pain points, and existing supplier arrangements. This knowledge allows you to craft a compelling value proposition tailored to their specific context. When initiating contact, be concise, respectful of their time, and clearly articulate the benefits your business can offer.

Handling Common Objections

A frequent challenge is overcoming the assertion, “We have a panel of suppliers we already use.” To address this:

• Emphasize your unique value proposition: Highlight what differentiates your offerings—be it better pricing, superior service, innovative solutions, or niche expertise.

• Focus on building relationships: Even if they are committed to existing suppliers, positioning yourself as a trusted resource can open doors for future opportunities or referrals.

• Ask insightful questions: Understanding their current

Why and How to recruit programmers on GitHub

Unlocking the Power of GitHub for Tech Talent Acquisition: A Comprehensive Guide

In the rapidly evolving landscape of technology recruitment, finding the right developers can be a daunting task. Traditional platforms like LinkedIn and Stack Overflow offer valuable insights, but nuanced talent pools often remain elusive. Enter GitHub — the world’s premier platform for developers to showcase, collaborate, and innovate. With over 25 million repositories and a vibrant community of more than 10 million developers, GitHub has cemented itself as an indispensable resource for recruiters aiming to tap into the best technical talent worldwide.

Why GitHub Is a Goldmine for Recruiters

GitHub’s core value lies in its role as a collaborative hub where developers host their projects — from university assignments and internships to full-fledged open-source initiatives. Unlike other platforms, GitHub emphasizes practical coding work, providing an authentic glimpse into a developer’s skills, interests, and collaborative ability. This makes it an ideal hunting ground for recruiters seeking genuine technical expertise.

Furthermore, the platform’s openness — particularly in public repositories — allows recruiters to access a diverse array of talent beyond traditional channels. While many developers use private repositories for proprietary work, a significant subset actively maintains public profiles, displaying their ongoing projects and contributions.

Effective Strategies for Sourcing Developers on GitHub

There are primarily two powerful methods for recruiters to identify and connect with top-tier developer talent on GitHub: leveraging advanced search features and utilizing sophisticated Google-based searches (X-ray search). Additionally, exploring developers actively seeking new opportunities can expand your candidate pool.

1. Utilizing GitHub’s Advanced Search Functionality

GitHub offers a robust advanced search interface designed to refine your search according to specific criteria. You can access this feature directly at GitHub Advanced Search.

By navigating to the search page and scrolling to the end of the interface, you can filter developers based on key parameters:

• Location: Target candidates in specific regions or cities.
• Programming Language: Find developers skilled in particular technologies such as Python, JavaScript, or Java.
• Number of Followers: Gauge influence and community engagement.
• Number of Public Repositories: Assess productivity and experience.

Practical Application: Suppose you are recruiting a Python developer based in San Francisco with a notable contribution record—set these filters accordingly to narrow down your search efficiently.

2. Conducting X-ray Searches for GitHub Profiles

For recruiters less familiar with technical search syntax, X

Got a meeting for a job in recruitment, need advice.

Certainly! Here’s a professional and polished blog article based on the provided Reddit post:

Preparing for Your Recruitment Industry Interview: A Guide for Aspiring Trainees

Embarking on a career transition can be both exciting and challenging, especially when stepping into a new industry. If you’re gearing up for an interview in the recruitment sector—particularly for a trainee recruitment consultant role—it’s crucial to prepare thoroughly to make a strong impression.

Understanding the Opportunity

Recently, a professional with a background primarily in hospitality shared their experience of securing an interview for a traineeship in recruitment. At 26 years old and driven, they recognized the importance of leveraging their proactive approach—sending a follow-up call after applying, and requesting an in-person meeting to discuss the role. Their motivation is clear, and now, the next step is to prepare effectively for this pivotal discussion.

Industry Research: The Foundation of Your Preparation

One of the key requests from the prospective employer is to research the digital industry—specifically, segments such as programming, marketing, and related fields. Gaining a solid understanding of these sectors will enable you to speak confidently about the industry’s landscape, challenges, and opportunities. Delve into recent industry trends, skill demands, and notable companies within these fields. This knowledge demonstrates your genuine interest and commitment.

Company Examination

Beyond industry insights, familiarize yourself with the recruitment agency’s operations, mission, and client portfolio. Visit their website, review their case studies, and understand their core value propositions. This tailored research shows initiative and ensures you’re well-equipped to discuss how you can contribute to their team.

Showcasing Your Drive and Motivation

Your eagerness and determination are evident, but also consider preparing specific examples that highlight your transferable skills—such as communication, resilience, and adaptability—that are valuable in recruitment. Be ready to articulate why you’re passionate about transitioning into this industry and how your previous experiences can add value.

Additional Tips to Stand Out

• Prepare Questions: Demonstrate curiosity by preparing insightful questions about the company’s culture, client relationships, and expectations for trainees.
• Present Your Learning Plan: Outline how you intend to deepen your industry knowledge and develop relevant skills, emphasizing your proactive attitude.
• Practice Your Pitch: Rehearse how you’ll introduce yourself, your motivation for the role, and your relevant strengths.

Final Thoughts

Securing a trainee position in recruitment can be a significant step in your professional journey. By investing time in thorough research, reflecting on your