View from the build — How we hired & trained a cohort of new tech recruiters

1. Deciding to Build.

When it’s tough to hire, plenty of teams consider how to build rather than buy the skills they need.

That’s not our full story here. It is hard to hire recruiters but we have also worked with some incredible senior recruiters. We know we could continue to do so.

But if we’re being honest (and this view of the Buildery is intended to be exactly that — honest!) it’s taken us way too many interviews amongst experienced (and talented!) recruiters to find those who share both our process and our pace. A lot of recruiters out there love to hit send on 100 InMails at once as most of us were taught to do. They’re content to match keywords. They’re content to think in terms of weeks rather than days.

That’s not us. That’s not Newance. And I don’t want a strategy that relies on matching with 1 out of every 100 recruiters in order to scale.

So, we’re going to build a cohort of tech recruiters. And we’re going to do it in public. Consider this my journal of the experience.

If you’re anything like me, you don’t care about bland blogs about best practices. I only pay attention to personal shit, transparent shit, impressive shit.

Here, I can promise you personal and transparent. My hopes are up for impressive.

How I’m feeling at this step: optimistic

The next step: initial framework decisions like budget, investment & timing. Read on here: https://amanda-daering.medium.com/view-from-the-build-how-we-built-a-cohort-of-tech-recruiters-budget-plans-2c31c1e8e39b

See the view from our cohort the Builders: https://www.tiktok.com/@thebuildery.