Recruiters, Developers, Good Cheer
summary
A six-month recruitment process for Android roles is quantified: about 300 CVs lead to ~50 screening calls, ~30 coding tests, ~15 technical interviews, 4 offers and 3 hires. Recommendations include coordinating with HR, using short practical coding tests, setting salary bands before outreach, moving from CV to offer within a week, using recruitment agencies to speed the funnel, and emphasizing concrete perks like 10% R&D time to adjust for telework-driven salary expectations.
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chapters (17)
- 0:00Welcome
- 0:41Recruitment failure story
- 2:05Mobile developer shortage
- 3:52Competing for talent
- 4:33Collaborate with HR
- 5:16Write job post
- 8:26Recruitment funnel
- 10:34Tech tests motivation
- 11:56Reduce failures speed
- 12:17Salary in offer
- 14:02Stand out vs big corps
- 15:47Remote work leverage
- 16:08Fast process crucial
- 16:50CV limits tests
- 17:32Break salary grids
- 17:52Recruitment agencies?
- 19:55Conclusion embrace failure
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