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Embedded developers with niche skills are like gold dust.
If you find one, don’t hesitate... hire them quickly.
I see over and over that these specialists are often snapped up by companies that understand their value.
That means your hiring process needs to be not just fast, but also enticing.
Competitive salaries, interesting projects, and a clear path for career growth are essential if you want to attract and retain this top talent.
Speed and flexibility in hiring can make all the difference 🙏
The companies that adapt their recruitment strategies to move quickly are the ones that will come out on top.
How long does it REALLY take to hire developers?
To answer this question, you need to look into 2 metrics: Time-to-Hire and Time-to-Fill, which get mixed up all the time.
⏳ Time-to-Fill: The entire process. From opening the role to when it’s filled. This includes sourcing, screening, and onboarding — everything!
⚡ Time-to-Hire: The candidate's journey. From the moment they apply (or you reach out) to when they say yes to your offer.
The numbers vary by location and industry.
For example, the longest time to fill is in Europe and the shortest is in Australia. Why? It’s all about market competition, talent availability, and more complex hiring process.
But that's not all. You should also track:
▪️ how many candidates make it from sourcing to screening,
▪️ how many get selected for interviews,
▪️ and how many finally receive an offer.
Check out our new article where we cover this and more: https://lnkd.in/dAwqUEGp
TurnKey’s powerhouse recruiting team connects with dozens of candidates each day in order to handpick developers that are a perfect fit for each of our clients’ unique needs 😎
Here are some pro tips we can give job seekers who want to stand out to our TurnKey recruiters:
1️⃣ Write a comprehensive resume. List the programming languages, frameworks, libraries, and tools you are proficient with, and organize this section logically — either categorically by technology type (e.g., Frontend, Backend, Database Technologies) or by proficiency level.
2️⃣ Communicate your teamwork and problem-solving skills. During the interview, showcase examples where you had to collaborate in order to overcome a challenge.
3️⃣ Demonstrate cultural fit through company research and thoughtful questions.Understand our client’s values, mission, and work culture. During the interview, ask questions that show your interest in how the client’s dev team operates and how you can contribute to its success.
4️⃣ Practice common interview questions and coding problems. Prepare for both behavioral and technical questions so you can stand out.
5️⃣ Identify Areas for Improvement. Based on your reflection and any feedback received, identify specific areas for improvement that you can tell our recruiters. This could be technical knowledge, communication skills, or handling pressure. Honesty is a winning trait—not a losing one.
Landing a job in today's tech job market can be challenging, but TurnKey’s mission is to help amazing development talent create amazing careers at amazing software companies 🤍
Check out our latest job opportunities – let us connect you with top U.S.-based tech companies and help you land your dream job! https://lnkd.in/dV7eDSym
The $25,000 lesson I learned from ignoring my recruiter's intuition.
After a candidate withdrew from an offer for a software developer role,
I quickly found the Government employer a replacement.
Red flags appeared.
The candidate repeatedly delayed onboarding.
Every day the candidate told me that they had issues completing it, that it would be done "tomorrow".
I remained hopeful, despite my gut feeling.
I didn't voice my concerns to my Commonwealth government client.
After 3 weeks of delays, the offer was pulled along with my exclusivity to work on this role.
This didn't just cost me the revenue from the placement.
It cost me a long-term relationship with this client.
What did I learn?
1️⃣ Always stay in close contact with candidates between offer acceptance and start date.
2️⃣ Trust your instincts—if something feels off, it probably is.
3️⃣ Communicate concerns to hiring managers, and candidates, promptly and constructively.
4️⃣ Know when to cut losses and move on.
5️⃣ Recruitment is not about the immediate outcome, it's a long-term game.
What's your biggest professional failure and what did it teach you?
Comment below 👇🏽
#recruitment#federalgovernment#technology#ICT#contracting
Boom 💥 HackerRank’s October Release is here!
✅Better candidate experiences
✅ Better user experiences
🤖 Augmenting these experiences with AI
📊 More data
🔐 A continued focus on assessment integrity
…what should we build next!?
Introducing our October 2024 release! 🎉
This release sets the stage for the future of both hiring and upskilling, giving recruiters the tools they need to identify top talent efficiently and effectively. We also know that great hiring starts with an exceptional candidate experience, which is why we’ve introduced features to help developers practice, improve, and upskill—ensuring they have the best experience every step of the way.
Check the first comment for all the details!
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📎 See the link in the first comment 👇
It is not a redirection at this point. At this point it is betrayal. Candidates to software developers positions are expected to lie during interview. Lie about their experience and their expectations. Candidates in tech are not expected to tell the truth and what they really want. ☺️ Software developers are expected to pretend in order to pander to employer and hr and managers. HR and managers are not willing to listen to the candidates they hire for their expertise - they expect them to “fit” to their irrationally bloated expectations. This race came to the point when developers are being hired to be burned out so that later when they are drained and exhausted - to lay them off and hire next “pack” of developers. ☺️ I wonder when it will be spoken about publicly instead of keeping it “behind the curtains” and pretending as if everything is alright.
Indeed, IT recruitment goes beyond keyword matching—it’s about understanding the language of technology. The “For IT, by IT” approach truly encapsulates this. It’s refreshing to see a deep dive into the essence of successful IT recruitment. Looking forward to more insightful articles! 🖥️🌟
Here’s a refined version:
Subject: Accelerate Your Hiring with Tech ASSIST
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Rapid Deployment: Quickly fill roles to keep your projects on schedule.
Personalized Support: Receive expert guidance throughout the hiring process.
Elevate your hiring strategy with Tech ASSIST and experience unmatched efficiency.
