An IT Tech’s Blueprint For Hiring Talent Like Him

How does a team of technical co-founders recruit a top notch designer?

Maybe they realized it; maybe not. But whoever posted that question to Quora asked what every recruiter on the planet has wondered at one time or another: How can I recruit the best candidate for my job?

It’s a simple question, yet one to which there is neither a simple answer nor even consensus about just what combination of characteristics, background, skills, experience, personal traits, and so on make someone “the best candidate” or even a “top notch” candidate.

Yet right there on Quora, amidst the predictable suggestions about searching GitHub and hitting the networking circuits, is a blueprint for building a recruiting program to attract not only a coder-designer. but an entire team of tech talent.

Some of designer Colm Tuite’s advice is specific to corporate recruiting programs, but for search professionals, he offers insight into the heart and soul of a tech. How much of what he — and others like him — value in an employer can be found at the company whose job order you’re filling?

Writes Tuite:

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It’s very important to me that my goals are aligned with the goals of the company I work for. Salaries and perks like fancy office chairs and travel expenses change from year to year and can be worked out over time but if our goals are not aligned, then it may never work out.

Don’t say what everyone else says, he counsels. Don’t be imitative. Be honest. Be clear and specific.

In the end, different people have different goals and interests. No single offer will entice everyone. So just try to accurately portray who you are and what your mission is. Stay away from all the cliches and sweeping promises. Be honest, speak in a human tone. Use concise text, lots of images and short videos to explain who you are, who you are looking for and why you want them.

His complete response to the question is here. It is well worth reading.

John Zappe is the editor of and a contributing editor of John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.


6 Comments on “An IT Tech’s Blueprint For Hiring Talent Like Him

  1. I was with the author, until he cited CircleCI’s career website as a great example of how employers should attract talent. What a bunch of elitist trash. The website states “We’re mostly interested in seeing proof that you’re brilliant. This might include great projects you’ve worked on, a portfolio, open source you’ve contributed to, your grades at MIT, that you got hired by Google, or anything that hints that you might be particularly brilliant”.
    The best employees are not ‘brilliant’, or ‘really, really smart’, they are hard workers that are conscientious, reliable, analytical, good communicators, and have the core technical skills required by the job. Great grades at MIT have never been proven to be related to strong performers.

  2. @ Phil. Well-said. This company should see what kind of people it REALISTICALLY can get ( before going on like that….

    In re: what Colin said: how many companies actually have something significantly different, and what is the likelihood that if they do, it will coincide with what you want? If you want to be “on a Mission from God”: join the Blues Brothers…

  3. @ Stephen: I’ll agree about “reliable”, but not about driven- you don’t need to be a Type-A, workaholic to be the best employee. It has been my experience that a lot of driven people may accomplish a great deal, but not handle the people around them (either at work or in their outside relationships) as well.


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