engineers hiring engineers
you will spend more hiring yourself
Services$ 2500 /month per role + 25% base on placement
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Sourcing
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Interviewing
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Coding Tests
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Culture
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Closing
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Weekly Status Updates
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No Risk (Free Replacements)
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Services$ 2500 /month per role + 25% base on placement
$
|
|
Sourcing
|
|
Interviewing
|
|
Coding Tests
|
|
Culture
|
|
Closing
|
|
Weekly Status Updates
|
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No Risk (Free Replacements)
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My LinkedIn job post has over 200 *unqualified* applicants. Help me.
Get in touch with us today:
Founders often ask, "Why is hiring great engineers so hard?"
Here's why startups struggle to hire top engineers:
1️⃣ Top engineers are rarely on the market. They’re either building amazing things or being treated exceptionally well by their current employer.
2️⃣ Generic job descriptions don’t excite them. Engineers want to solve challenging problems—not just write code.
3️⃣ The interview process is broken. Long, tedious loops and irrelevant questions drive the best talent away.
💡 The solution? Treat hiring like sales:
👉 Sell your vision and culture
👉 Make the process engaging and respectful
👉 Focus on their growth opportunities
Resumes tell you what someone has done. But hiring is about discovering what someone can do for your company:
👉 A GitHub repo reveals more than a polished CV
👉 A LinkedIn profile with relevant skills unveils the big picture
👉 A take-home project uncovers potential and problem-solving skills
👉 A conversation about goals and challenges can inspire alignment
Let’s stop filtering great candidates out because of “perfect” resumes.
The recent tech layoffs didn’t just affect the engineers they let go—they reshaped the market.
Here’s how:
1️⃣ Talented engineers flood the market, but only briefly. They’re snapped up fast.
2️⃣ Remaining employees are demoralized and begin job hunting quietly.
3️⃣ Smart companies seize the moment to upgrade their teams.
If you’re hiring engineers, now’s the time to act. The best talent isn’t waiting around—they’re moving to companies that value them.
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