How specialized tech recruiters actually find senior engineers (not LinkedIn spam)

Unlocking the Secrets of Successful Senior Engineering Talent Acquisition: Beyond LinkedIn Spam

In the realm of tech recruitment, the contrast between effective hiring professionals and those who rely on ineffective mass messaging is striking. Seasoned recruiters who excel at sourcing senior engineering talent possess a fundamentally different approach—one rooted in genuine engagement and deep understanding rather than mere outreach.

The Difference Between Reactive and Strategic Sourcing

While many recruiters resort to broadcasting generic messages across platforms like LinkedIn, the most proficient ones adopt a proactive and relationship-oriented strategy. They recognize that attracting top-tier senior engineers requires more than just sending connection requests or job notices; it demands authentic interaction and community involvement.

Immersed in Technical Communities

Successful recruiters invest significant time participating in technical forums and communities. They are active members of platforms such as Discord channels dedicated to specific technologies, Reddit groups focused on programming topics, and open source projects. This active participation allows them to stay current with industry trends, understand the challenges faced by engineers, and foster trust within these communities.

Deep Technical Understanding

Beyond community involvement, these recruiters possess a genuine knowledge of the technologies they’re recruiting for. They can hold meaningful conversations about software development practices, innovative tools, and industry challenges—not just recite job descriptions. This technical fluency helps them discern candidates who are not only skilled but also culturally and technically aligned with the roles they seek to fill.

Building Genuine Relationships

The most effective recruiters prioritize relationship-building over cold outreach. Instead of mass messaging everyone with a particular job title, they take the time to cultivate connections with promising candidates. When outreach occurs, it’s based on an established understanding that the individual is a good fit—making the conversation more personal, authentic, and likely to yield successful placements.

The Power of Presence and Engagement

Presence in industry-specific communities and continuous engagement are crucial strategies employed by top tech recruiters. By contributing to open source projects, offering valuable insights in discussion forums, and establishing a presence in developer circles, they build credibility and trust—key factors in attracting senior engineers who are often highly sought after and discerning.

Conclusion

Effective talent acquisition for senior engineering roles transcends traditional recruiting tactics. It requires a dedicated, community-focused approach rooted in genuine relationships and technical understanding. Recruiters who embrace this strategy are not only more successful in sourcing talented engineers but also foster long-term connections that benefit both candidates and organizations alike.

If you’re looking to improve your hiring process, consider whether your approach aligns with these principles. Building

Money in uk Recruitment now

Current Trends in Recruitment Compensation Structures in the UK

As the UK recruitment industry continues to evolve, many professionals are observing notable shifts in compensation structures and commission models. Recruiters and hiring agencies alike are curious about prevailing practices and how they compare across the sector.

In recent discussions within the recruitment community, a common query has emerged: What are current salary ranges and commission percentages that recruiters are experiencing? Sharing transparent salary data and fee structures can provide valuable insights into industry standards, especially amidst changing economic conditions.

One trend that has garnered attention is the reduction in overall commission percentages across firms. Some recruitment agencies have reported broad decreases in their fee allowances, with company-wide percentage cuts becoming more commonplace. This phenomenon raises questions about the typicality and sustainability of such adjustments in the current market landscape.

Understanding these shifts is crucial for both recruiters seeking fair compensation and clients aiming to engage with agencies effectively. Transparency and benchmarking are key to navigating these industry changes.

Is a reduction in commission percentages a normal development?
While some fluctuations are expected due to market demands and economic factors, significant or widespread reductions may indicate broader industry adjustments. It’s important for professionals to stay informed about prevailing practices and to openly share insights about compensation trends.

Conclusion
The recruitment sector in the UK is experiencing a period of change, particularly concerning compensation and fee structures. Engaging in open dialogue and sharing industry experiences can help professionals better understand the current landscape, adapt their strategies, and make informed decisions moving forward.

Stay connected with ongoing industry developments by following reputable sources and participating in professional networks.

Are we just rejecting great candidates because they didn’t use the ‘right’ keywords?

Are We Overlooking Great Talent Due to Rigid Keyword Filtering?

In the dynamic landscape of modern recruitment, many hiring professionals rely heavily on automated screening tools to streamline the talent acquisition process. While these systems are efficient at filtering large volumes of applications, there’s growing concern that they may inadvertently exclude highly qualified candidates—especially those who don’t perfectly fit within predefined keyword parameters.

The Strengths and Limitations of Automated Screening

Automated applicant tracking systems (ATS) are adept at identifying candidates from well-known companies or those whose resumes contain specific keywords aligned with the job description. This capability allows recruiters to quickly narrow down a pool of applicants and focus their attention on the most obvious matches. However, this strength can also become a limitation.

Hidden Gems in the Candidate Pool

Consider a candidate with 15 years of experience in a niche, non-corporate setting—perhaps someone who has excelled in freelance or entrepreneurial roles. Their resume might not feature the “standard” keywords employers expect, yet their skills and experience could be an outstanding fit for the position. Similarly, a candidate with exceptional soft skills—such as adaptability, creativity, or leadership—may not highlight these qualities using the words that ATS algorithms prioritize.

The Risk of Over-Reliance on Keywords

The industry’s ongoing conversation often centers around the false positives — applicants who slip through automated filters despite being unsuitable. However, less discussed is the risk of false negatives: capable candidates who get filtered out because their resumes don’t contain the right keywords or terminologies. This inadvertent exclusion can lead to missed opportunities for discovering diverse, talented individuals who could bring unique value to an organization.

Bridging the Gap: Combining Automation with Human Insight

To mitigate this risk, forward-thinking organizations are increasingly emphasizing the importance of human review in the hiring process. By dedicating time to manually evaluate applications flagged as “low match” or “exclude,” recruiters can uncover hidden talent that automated systems miss. Additionally, refining keyword strategies to include broader, more inclusive language can help ensure that qualified candidates are not prematurely eliminated.

Conclusion

While automation plays a vital role in managing large applicant pools, it should complement, not replace, human judgment. Recognizing the limitations of keyword-based screening and adopting a balanced approach can enable organizations to tap into a broader talent spectrum—one that values potential, soft skills, and diverse experiences alongside traditional qualifications.

**Are you leveraging both technology and human insight in your hiring process? How do you ensure you’re not missing out

Is recruitment on the verge of extinction

Is the Future of Recruitment Facing Obsolescence? An Industry Perspective

The recruitment industry has long been regarded as a vital bridge between job seekers and employers, facilitating employment connections that fuel economic growth. However, recent experiences and industry trends prompt a critical question: is recruitment on the verge of extinction?

Having accumulated approximately two years of professional experience in both internal corporate and agency recruitment roles, I recently made the decision to step away from this path. My intention was to forge a long-term career within the field, yet repeated efforts to secure a lasting position have proven unsuccessful. This disconnect led me to reflect on the true nature of recruitment as I experienced it firsthand.

Initially, I believed that recruitment was fundamentally about helping people find meaningful employment—an aspect that resonated deeply with my values. Unfortunately, I discovered that many organizations prioritize financial gains over candidate well-being. Companies often focus on relentless targets and frequently adjust their corporate values to appear more appealing, sometimes at the expense of genuine employee support. Furthermore, the industry appears to normalize excessive workloads, including unpaid overtime, which is often considered an accepted, if not expected, aspect of a recruiter’s role. This environment often marginalizes the importance of work-life balance, making the act of securing suitable employment for individuals a secondary concern.

Amidst the backdrop of the UK’s ongoing cost of living crisis, these industry dynamics raise questions about the sustainability and relevance of traditional recruitment services, especially agencies and consultancies. Are they still necessary in an evolving job market that increasingly demands transparency, respect for work-life boundaries, and genuine candidate care?

Looking ahead, the future of recruitment may depend on how well the industry adapts to these shifting expectations. Innovations in technology, such as AI-driven candidate matching, and a renewed focus on ethical practices could redefine traditional recruitment models. Companies that prioritize transparency, candidate well-being, and sustainable work practices may not only survive but thrive in this new landscape.

In conclusion, while traditional recruitment faces significant challenges, especially in light of economic pressures and changing employer priorities, it is not necessarily on its path to extinction. Instead, it must evolve—placing human-centered practices at its core to remain relevant and effective in a world that values authenticity and balance.

What are your thoughts on the future of recruitment in today’s economic and social climate? Will agencies adapt to meet new expectations, or is a fundamental industry transformation on the horizon? Share your perspectives below.

I recently spoke to a sharp candidate.

The Limitations of Rigid Hiring Criteria: A Closer Look at Experience vs. Formal Education

In today’s competitive and rapidly evolving job market, the emphasis on traditional credentials sometimes overshadow genuine skill and proven performance. Recently, I had an enlightening conversation with a highly talented candidate applying for a senior role within a niche industry. His background exemplifies the challenges many experienced professionals face when hiring practices rely heavily on formal education credentials rather than actual capability.

A Candidate’s Profile: Deep Expertise and Proven Success

This candidate brought over a decade of direct, hands-on experience in a specialized field—an in-demand skillset that few possess. His track record included consistent performance, strong references, and a comprehensive portfolio of relevant work. Despite his clear qualifications and demonstrated competence, the company he interviewed with chose to pass on his application.

The Dilemma: Overreliance on Formal Degrees

Why was a candidate with such an impressive professional background overlooked? The reason cited was his lack of a four-year degree, despite the fact that he had already completed three years of his studies before leaving due to family responsibilities and personal circumstances. Life intervened, as it often does, and he transitioned away from traditional educational pathways without losing touch with his core skills.

Rethinking Traditional Hiring Benchmarks

This scenario underscores a critical issue: many organizations still cling to outdated hiring standards, such as requiring a four-year degree, even when it doesn’t correlate directly with job performance. In specialized fields, practical experience and demonstrated skill often outweigh formal education—yet many employers continue to filter out talented candidates based solely on their academic background.

Why This Matters

Organizations that prioritize credentials over relevant experience risk missing out on high performers who could bring immense value to their teams. In this case, the employer’s decision represents a missed opportunity, as another employer will recognize and secure this candidate’s true potential.

Advice for Skilled Professionals Navigating the Job Market

If you are a highly experienced professional trying to land your next role, it’s essential to:

• Articulate Your Value Clearly: Craft a compelling, tailored resume that highlights your specific achievements and the problems you solve.

• Optimize Your Online Presence: Ensure your LinkedIn profile reflects your expertise and the tangible benefits you’ve provided to past employers.

• Network Strategically: Engage with industry contacts and targeted communities to increase your visibility.

• Be Persistent and Focused: If one opportunity doesn’t recognize your value, move swiftly to the

You’re highly mistaken if you think WFH is easy

The Hidden Challenges of Working From Home: Why It’s Not as Easy as It Seems

In recent years, remote work has become a preferred arrangement for many professionals worldwide. The ability to avoid lengthy commutes and work comfortably in casual attire offers undeniable perks. However, beneath these advantages lies a set of challenges that often go unnoticed or underestimated.

While working from home provides flexibility, it can also blur the boundaries between professional and personal life. Many remote employees find themselves feeling as though work responsibilities are omnipresent—continuously following them beyond traditional office hours. The familiar experience of endless emails, lingering meetings, and real-time task management can create a sense of always being “on,” making it difficult to truly disconnect.

Furthermore, the perception that remote work is effortless may overlook the nuanced difficulties it introduces. Managing productivity without direct supervision requires discipline, and maintaining work-life balance demands deliberate effort. Additionally, the lack of physical separation from the workspace can lead to burnout if boundaries aren’t clearly established.

It’s important to recognize that working from home, while convenient, is not inherently easier. It demands a different set of skills, discipline, and boundaries to be truly effective and sustainable. Employers and employees alike should acknowledge these complexities to foster healthier, more productive remote working environments.

In conclusion, while remote work offers flexibility and comfort, it’s essential to appreciate the subtle difficulties that come with it. Recognizing these challenges allows us to develop strategies for maintaining productivity without sacrificing well-being, ultimately leading to a more balanced and fulfilling remote work experience.

Ghosting candidates to become illegal in Ontario.

Ontario Set to Make Ghosting Candidates Illegal: New Legislation Promotes Transparency in Recruitment

Starting in January 2026, Ontario will implement a groundbreaking legal measure aimed at fostering transparency and accountability in the hiring process. Under the province’s new pay transparency legislation, employers who fail to communicate the outcome of a job interview within 45 days may face significant fines, marking a notable shift in employment standards.

Key Provisions of the Legislation

One of the most notable aspects of this legislation is its stance against “ghosting” candidates—an increasingly common phenomenon where employers leave applicants without feedback or closure after interviews. Effective from January 2026, organizations that neglect to inform candidates about their application status within the stipulated 45-day window can be fined up to CAD $5,000 for first offenses. Repeat violations could lead to fines reaching as high as CAD $100,000, signaling Ontario’s serious commitment to promoting respectful and transparent recruitment practices.

Enhanced Transparency in Job Postings

In addition to addressing candidate communication, the legislation mandates that job postings include specific information to improve candidate awareness. Employers will be required to disclose the expected compensation or a compensation range, providing greater clarity and enabling applicants to make informed decisions. Furthermore, organizations must now disclose whether they intend to use artificial intelligence (AI) in the recruitment process, ensuring transparency around new and emerging screening technologies.

Implications for Employers and Candidates

This legislative shift underscores Ontario’s dedication to fair employment practices and candidate rights. For employers, compliance will necessitate updates to recruitment policies, improved communication protocols, and transparent job advertisements. For candidates, the legislation aims to foster a more respectful application experience, reducing uncertainty and promoting trust in the hiring process.

Looking Ahead

Ontario’s move to criminalize ghosting and enhance transparency signals a broader trend toward ethical recruitment standards and technological accountability. Organizations operating in Ontario should proactively review and adjust their hiring practices to align with these upcoming legal requirements, ensuring they remain compliant and uphold their reputation as fair, transparent employers.

Conclusion

As the January 2026 deadline approaches, it’s essential for businesses to understand and prepare for these new standards. By prioritizing transparent communication and honest disclosures, employers can build stronger relationships with candidates, foster trust, and avoid legal repercussions—all while contributing to a more equitable and respectful recruitment landscape in Ontario.

Client asked us to reduce our rate by 50% – should we just stonewall and be willing to walk?

Navigating Client Fee Reductions: Strategies for Maintaining Profitability and Relationships

In the landscape of client relationships, negotiations over service rates can be complex and delicate. Recently, a longstanding client, employing approximately 50 temporary staff through our agency, requested a substantial rate reduction—50%. This situation raises important questions about how best to respond to such demands while safeguarding both your profitability and professional integrity.

Background
Our partnership with this client has been longstanding, built on consistent service delivery and mutual trust. Due to the volume and stability of the contract, we have offered very competitive rates, primarily benefitting from the scale of the arrangement. However, recent developments have challenged this equilibrium.

The Request
A few weeks ago, the client’s internal consultants approached us with a proposal to halve our current rates. They asked us to provide a detailed breakdown of our existing charges and submit a revised rate proposal. The proposed new rate, upon review, appears to leave no room for profitability, indicating that accepting such terms would threaten the viability of our services.

This approach seems indicative of a broader effort to diminish costs, potentially at our expense. The onsite management team, however, has expressed a desire to retain our services and is hopeful that we can find a creative solution to continue the partnership under more sustainable financial terms.

Key Considerations
When faced with such a significant rate reduction request, several strategic questions arise:
– Should we simply refuse to negotiate and stand firm, potentially risking the loss of the client?
– Might there be alternative approaches that preserve the relationship while maintaining acceptable margins?
– How can we communicate our value effectively without undervaluing our services?

Strategic Approaches
1. Transparent Negotiation: Clearly articulate the costs involved in providing quality staffing services. Explain how substantial rate reductions could impact service quality and staff retention.
2. Creative Solutions: Consider offering alternative value-added services or flexible staffing arrangements that could meet the client’s cost-saving objectives without outright reducing rates.
3. Tiered Service Models: Propose different service levels or packages that align with reduced rates but still ensure operational viability.
4. Phased Adjustments: Suggest a gradual rate reduction over time, allowing both parties to adjust and evaluate the impact.
5. Maintaining Professional Boundaries: If the rate reduction compromises sustainability or quality, it’s acceptable to stand firm. Sometimes, walking away is the best option for long-term business health.

Conclusion
Deciding whether to accept a significant rate reduction or to stand firm requires weighing the importance of the client relationship against

This Friday, I interviewed someone who hadn’t interviewed in 8 years.

The Power of a Supportive Interview: Insights from a Recruiter on Creating a Comfortable Hiring Experience

Recruitment is often perceived as a high-stakes, nerve-wracking process—both for the interviewer and the interviewee. Recently, I had the opportunity to witness this firsthand when I interviewed a candidate who hadn’t been in the hot seat for over eight years. Interestingly, while he had spent a considerable amount of time interviewing others, this was his first experience being on the receiving end of an interview in nearly a decade.

Understanding the natural tension that can accompany such moments, I chose to approach our conversation differently. Instead of sticking to a conventional question-and-answer format, I created a relaxed, conversational environment. The goal was to help him shed any initial discomfort and to allow his genuine strengths to emerge organically.

Throughout the discussion, I offered insights into common interviewing practices from a hiring manager’s perspective, including typical question patterns and expectations. As a recruiter, I view my role as more than just evaluating candidates; it’s about crafting an interview process that encourages candidates to showcase their authentic selves. When candidates feel supported and at ease, they are far more likely to demonstrate their true potential.

This experience reinforced an essential lesson: not everyone interviews frequently, but that doesn’t diminish their skills, knowledge, or capabilities. As professionals involved in recruitment, our focus should be on creating an environment where individuals feel safe and valued. If we aim solely for “perfect answers,” we risk overlooking genuine talent and potential, ultimately doing a disservice to both the candidate and our own professional responsibilities.

In conclusion, a supportive and empathetic approach to interviewing not only benefits the candidate but also enriches the hiring process as a whole. It reminds us that at the heart of recruitment is the human element—one that, when nurtured, leads to better outcomes for everyone involved.

I don’t understand why managers feel like micromanagement will get them better results

Rethinking Leadership: Why Micromanagement Undermines Workplace Effectiveness

In many organizations, it’s common to observe managers adopting a highly controlling approach to their teams—often labeled as micromanagement. This behavior manifests as constant oversight, excessive involvement in tasks, and a lack of autonomy granted to employees. While some managers believe that this style drives better results, contemporary workforce dynamics and research suggest otherwise.

Is Micromanagement a Genuine Leadership Style or an Office Persona?

A pertinent question is whether micromanagement stems from authentic leadership beliefs or if it’s simply a façade managers adopt within office environments. Sometimes, managers may act this way as a display of authority or control, which they might carry into their personal lives consciously or unconsciously. Understanding the root causes behind such behavior is essential for fostering healthier workplace cultures.

Implications Beyond the Office

Another layer worth exploring is whether this attitude is confined to the workplace or if it influences managers’ personal lives. Does the need for control seep into their daily interactions outside work? Recognizing these patterns can help organizations and individuals address underlying issues related to stress, insecurity, or misaligned leadership styles.

Who Truly Benefits from Micromanagement?

It is often assumed that micromanagement results in improved productivity and quality. However, evidence and employee feedback consistently highlight that such approaches tend to diminish morale, reduce trust, and hinder innovation. If the goal is to nurture motivated, autonomous, and engaged teams, then the benefits of micromanagement are questionable at best. Who, then, gains from this approach? Frequently, it’s the manager’s need for reassurance or control, not the organization’s or employees’ long-term success.

Adapting to a New Generation of Workforce

This traditional managerial style may have been more effective in the past, but the contemporary workplace—particularly with the rise of Generation Z employees—demands a different approach. Gen Z values transparency, autonomy, and meaningful engagement. This demographic’s preferences challenge outdated management tactics and call for more flexible, trust-based leadership strategies.

The Importance of Workplace Wellbeing

Creating a workplace environment where employees feel secure and valued is fundamental to organizational success. Micromanagement and outward displays of anger can erode this sense of safety and diminish productivity. Emphasizing trust, empowerment, and open communication leads to healthier, more resilient teams.

Conclusion

In conclusion, effective leadership in today’s work environment requires a shift away from controlling, micromanaging behaviors toward fostering