George Fironov’s Post

I've made it my goal to make sure that NO applicant is left in the dark. Many applicants never hear anything back at all from the recruiter. Why?? Having been a candidate myself, I simply find it quite depressing and frustrating. Whether or not an application is successful, responding to them all is not only good practice but also morally required, in my opinion. Candidates give their applications a great deal of time and attention. They should have their efforts recognised! A good hiring process can improve your branding even with those who are not chosen. We had 429 applications in our most recent hiring for a backend developer. I personally made sure every applicant got a response. It creates goodwill among possible future hires. We want it to be pleasant and interesting. It establishes the standard for future contacts. How can we improve communication in recruitment, in your opinion?

How to Hire Developers Who Want to Be Hired Hiring great developers isn't just about finding talent; it's about attracting people ready and excited to join your team. So, how do you hire developers who genuinely want to be hired? 1. Clear Job Descriptions A vague or overly technical job description can turn developers on track. Be clear about the role entails the technologies they’ll work with and their impact on the team. Show them the bigger picture, and how their work fits into the company's mission. 2. Offer Growth Opportunities Developers want more than a paycheck; they want growth. Highlight the skills they’ll develop and the challenges they’ll solve. Make it clear that your company is a place where they can advance their career, learn new tech, and take ownership of meaningful projects. 3. Be Transparent About Culture Developers care about the work environment. Are you encouraging collaboration or a "lone wolf" mentality? Share insights about your team dynamics and company culture. People want to feel connected to the workplace in which they’ll spend so much time. 4. Share Your Vision Developers want to be part of something that matters. Talk about your company’s vision and how technology plays a role in achieving it. Let them know they’ll be contributing to something larger than just code. 5. Quick & Respectful Hiring Process No one likes a long, drawn-out interview process. Keep it efficient, be respectful of their time, and communicate promptly. It’s a great way to show that you value them from day one. 6. Use the Right Platform A key to attracting developers who want to be hired is using a recruitment platform that understands their needs. Platforms like Gigson make the process easier by connecting you with developers actively looking for opportunities that align with their skills and career goals. Hiring developers who want to be hired means thinking beyond the paycheck, it's about offering clarity, culture, growth, and purpose, and using tools like Gigson to streamline the process. That’s how you attract the best talent and build a team that is excited to work with you. Are you looking for developers who are eager to join your team? Head over to Gigson and find developers who want to be hired today! Find them here: https://bit.ly/3KWjVN5 #Gigson #hiringprocess #developers #hiring

📣 Calling all #remote #professionals! The perfect role is waiting for you... GoGoGrandparent (YC S16) Is Hiring Back End and Full-Stack Engineers https://ift.tt/qd1Xb6k Don't lose sight of the top 3 tips while on the search: 1. #Research Companies: Understand the company’s #mission, #culture, and recent #developments. Tailor your #application and #interview responses accordingly. 2. Stay #Positive: Job searching can be challenging. Keep a positive #mindset, and don’t be discouraged by #rejections—they’re just steps on the way to success. 3. Leverage #LinkedIn: Keep your #profile #updated, #connect with industry professionals, and engage with content to increase visibility. ----------------------------------------------------- Looking for an edge in your #search for a new role? Book a #coaching session through the link below: https://ift.tt/LvNVGnd * New Resumes * #Interview #Preparation * #Networking Guidance * Job #Search #Strategy * #Executive #Coaching * #Leadership Coaching * #LinkedIn #Optimization * #Application Support

Don’t wait until 2025 to start hiring—by then, it could be too late. Learn how starting NOW gives you the edge for the best developers. 🚀 Act before your competitors do! Read the full blog here: https://lnkd.in/eADpU2j8 #Hiring2025 #TechTalent

False: All teams know how to hire juniors. Fact: Hiring junior software engineers is an ethos. You need a team that knows how to support juniors and provides runway to grow. Some teams lean in the wave while others sit idle on the sidelines. Find companies that embed juniors in their culture and beat down their door for a spot. If you like this tip, there’s 6 more here 👇🏻👇🏻👇🏻 https://lnkd.in/ejUbzdHK

📣 Calling all #remote #professionals! The perfect role is waiting for you... GoGoGrandparent (YC S16) Is Hiring Back End and Full-Stack Engineers https://ift.tt/QSoXdx8 Don't lose sight of the top 3 tips while on the search: 1. #Research Companies: Understand the company’s #mission, #culture, and recent #developments. Tailor your #application and #interview responses accordingly. 2. Stay #Positive: Job searching can be challenging. Keep a positive #mindset, and don’t be discouraged by #rejections—they’re just steps on the way to success. 3. Leverage #LinkedIn: Keep your #profile #updated, #connect with industry professionals, and engage with content to increase visibility. ----------------------------------------------------- Looking for an edge in your #search for a new role? Book a #coaching session through the link below: https://ift.tt/7lvzQ6j * New Resumes * #Interview #Preparation * #Networking Guidance * Job #Search #Strategy * #Executive #Coaching * #Leadership Coaching * #LinkedIn #Optimization * #Application Support

Sometimes, I laugh when I hear so much chatter these days about skills-based hiring. People react to it like it’s some new flashy concept – an edgy and brand new idea. But, the reality is that hiring people to do jobs based on the skills they have – not where they work, what school they went to, who their dad is, or what sport they played – is not new news. In fact, trades like carpentry have been dated back to 5000 BC making skills-based hiring a very, very OLD concept. So why in recent years and with white collar jobs, in particular, have we lost sight of the importance of putting skills before anything else in the hiring and vetting process? How many times are hiring managers looking for someone who was an athlete in college and then worked at Google? It’s shocking to me that in today’s day and age there are hundreds of processes and companies that can help hiring managers to quickly and accurately assess candidates’ skills - yet skills assessments happen so infrequently. In my mind, the primary reason we have put skills to the wayside in favor of other criteria is bias and a fear of a manager’s ability to assess someone. Put in straightforward terms – people like to hire and feel more comfortable hiring people that look like them or fit a stereotype – even if those people are less qualified. And hiring managers don’t take the time to really think through the skills and how they would know if someone had those skills. When these fears of hiring the stay-at-home dad turned self-taught app developer who has never worked in a software engineering role before but crushes all of his technical assessments and interviews creep in, I ask you to pause. Pause and remember that skills-based hiring has been around for tens of thousands of years for a reason - it works and it makes more sense than looking at logos and degrees. It scales and it helps companies and employees to be successful. So, take the leap. Hire based on skills - not resumes. Make a commitment to do for your next role. If CoderPad can help, I am here to chat.

Avoid making these 7 mistakes and you will never regret hiring. Hiring a developer can make or break your business, especially in the early stages. Here are 7 common mistakes every entrepreneur should avoid to ensure you bring the best talent on board: ❌ Ignoring Cultural Fit: Skills matter, but so does how well a developer fits into your company's culture. Misalignment can lead to conflicts and reduced productivity. ❌ Overlooking Soft Skills: Communication, teamwork, and problem-solving abilities are crucial. A technically skilled developer without these can hinder project progress. ❌Focusing Solely on Cost: Going for the cheapest option can be costly in the long run. Invest in quality talent that can deliver strong and scalable solutions. ❌Skipping the Technical Test: Don’t rely solely on resumes and interviews. Always include a technical test or coding challenge to evaluate their practical skills. ❌Not Checking References: Previous work experiences and recommendations can provide valuable insights into a developer’s reliability and work ethic. ❌Lack of Clear Requirements: Without clear project requirements and expectations, even the best developers can’t deliver what you need. Ensure you have a well-defined scope. ❌ Neglecting Long-Term Potential: Hire developers who are not only good for the current project but also have the potential to grow with your company and take on future challenges. Avoiding these mistakes can save you time, money, and stress. Make informed hiring decisions and build a strong foundation for your business’s success. Ready to find the perfect software developer for your team? Let’s connect and discuss how to make it happen. #Hiring #softwaredevelopers #Techtalent #remotedevelopers #hiredevelopers #GraffersID

From 50 Resumes to 1 Perfect Hire: How I Make It Happen Hiring top talent isn’t easy. Sorting through 50 resumes to find the one can feel overwhelming. But with the right approach, it doesn’t have to be. Here’s how I streamline the process to save time and find the perfect fit every time: 1️⃣ Start with the Right Job Description A great hire starts with a great job description. Here’s how: Actionable Step: Use the "SMART" method—clearly define Skills, Metrics, Attitudes, Roles, and Tools needed for success. Example: Instead of "seeking a developer," specify: "Looking for a React Developer with 3+ years of experience, expertise in scalable APIs, and a track record of meeting agile sprint deadlines." 2️⃣ Screen Smart, Not Hard Time is precious, so I focus on what matters. Actionable Step: Use keyword-based filters to match resumes against core job requirements. Example: For an Infrastructure Engineer, I immediately look for certifications like AWS or CCNA, along with experience in high-availability environments. 3️⃣ Ask the Right Questions The first conversation can reveal so much. Actionable Step: Ask scenario-based questions to test problem-solving and thought processes. Example: "Tell me about a time you handled a high-pressure deadline. How did you prioritize tasks and ensure success?" This uncovers their approach to challenges. 4️⃣ Assess for Culture Fit Skills are teachable, but fit drives long-term success. Actionable Step: Use a “Values in Action” framework—test how their values align with the company's in real situations. Example: For a collaborative team, I ask: "How do you involve others when making decisions on a tight timeline?" This gauges teamwork and communication. 5️⃣ Keep Everyone in the Loop Great hiring is a team sport. Actionable Step: Establish checkpoints to align with stakeholders at every stage. Example: Send hiring managers regular updates: “We’ve narrowed it to three candidates; here are their strengths and areas to explore in the next round.” The result? One perfect hire who doesn’t just fill a role but drives success. 🔗 Want to know how I can do this for your team? Let’s connect! PS: Hiring doesn’t have to be a headache. With the right partner, it’s a game-changer.

It’s time to measure talent by proficiency, not experience. Years don’t always equal skill. Time doesn’t always equal talent. My son’s 14-year-old friend hacked the school’s computer system. How many years of experience could he possibly have had? But it’s written right into job posts: -> “10+ years required” -> “Minimum of 5 years’ experience” The truth? Proficiency is within someone’s control. -They can learn. -They can train. -They can level up. But they can’t speed up time. They can’t fast-forward through a decade just to meet a job posting requirement. Hiring for proficiency means opening the door to driven people who bring real skills and real impact to the table. So, the next time you post a job, or review a candidate, ask yourself: Would you rather hire someone who’s mastered the skills you need? Or just someone who’s clocked in the years? What’s your take? Is it time to rethink our “years of experience” mindset? Drop a comment—I’d love to hear! ♻️Repost if you know someone who needs to see this. 🔔 Follow me for more on hiring and getting hired.