If you’re a hiring manager in the technology industry, odds are that you’ve heard of “technical recruiters.” But what does a technical recruiter do? Technical recruiters work to identify and attract qualified candidates with the right skills for your open positions. Working closely with their software engineering partners, they help engineer new strategies to find talent and grow your team.
What Does A Technical Recruiter Do?
Table of Contents
- What Does A Technical Recruiter Do?
- What is the difference between a recruiter and a technical recruiter?
- What challenges does a Technical Recruiter face?
- What kind of individual is well suited for this profession?
- Technical Recruiter’s Responsibilities
- Technical Recruiter’s Skills
- How Much Do Technical Recruiters Make?
The role of a technical recruiter is full of variety and can be extremely challenging.
A technical recruiter is in charge of locating, screening, scheduling interviews with candidates that are suitable for tech positions — software engineering, data analysis, and other IT-related jobs.
They spend their days calling candidates, updating job boards with company openings, prepping for interviews (including sending out interview requests), performing reference checks, assessing candidate skillset potential fit, negotiating compensation packages, and more! Technical recruiters are never idle.
If you’re working closely with one to fill an open technical position on your team consider these tips:
- Ask them what they need from you in order to find the best talent quickly – it could be as simple as providing regular updates or feedback on current assessments if hiring managers aren’t involved throughout the process
- Provide timely responses so that recruiting time isn’t wasted
- If you’re not involved with the interview process, make sure your technical recruiter has access to all candidates they need before the selection meeting
- Have a list of questions ready for hiring managers so that there is no question about what skills are needed or how the candidate fits into their team. It can also help if an interviewer shares past examples where they have worked together successfully!
What is the difference between a recruiter and a technical recruiter?
The main difference between a Technical Recruiter and an ordinary one is that the former focuses on interviewing and assessing developers, while the latter has to do with recruiting in general.
A Technical Recruiter’s job involves making sure all your company’s needs are met when recruiting for technical open positions; they must also be able to meet specific requirements of each position within their means. They should have extensive knowledge about what skills different roles demand so as not to miss out on crucial data or information.
On top of this, great recruiters will always keep you informed throughout the process, ensuring there’s no wasted time!
What challenges does a Technical Recruiter face?
Candidates for these technical jobs are sometimes difficult to come by since they are in high demand. Those with security testing expertise (engineer), for example, might receive up to five or six headhunting calls per day; being the technical recruiter that stands out is quite difficult. Clients will also want you to have a thorough knowledge of their roles and company, so there’s a lot to learn about your sector.
What kind of individual is well suited for this profession?
If you have a high emotional IQ, you’ll be successful. In comparison to other industries, some technical customers or applicants are known for being introverted. You’ll have to alter your manner of approaching individuals. You don’t need to enjoy technology to do this job well; however, it will certainly assist you in having an aptitude for it. To stay up with the market and maintain a little enthusiasm goes a long way.
Technical Recruiter’s Responsibilities
Technical recruiters, as their name implies, assist organizations in finding the best individuals for particular technical roles. They do this by conducting comprehensive background checks on potential employees and matchmaking candidates with open positions. The following are some of the primary responsibilities that a technical recruiter has:
- Collaborates with hiring managers to understand the requirements and responsibilities to be filled; examines job descriptions for vacant positions.
- Assists in the creation and revision of specifications and job descriptions for selected jobs.
- Identifies the most successful recruitment approaches.
- Drafts recruitment advertisements; postings, as needed, in different digital and/or print media for open positions.
- Selects one or more recruiting firms to assist with the recruitment process.
- A thorough evaluation of resumes, interviews, and other job-related materials finds qualified individuals and assesses their abilities.
- Connects qualified candidates with hiring managers.
- Keeps in touch with applicants to keep them informed about the status of their applications.
- Examine potential employees’ credentials.
- Provides advice to hiring managers on salary talks with the final candidates.
- Facilitates contact by establishing and maintaining a presence in the technical/industry community and marketplace.
- Attends job fairs and industry conferences; runs company booths at job fairs.
Technical Recruiter’s Skills
A technical recruiter is in charge of orchestrating all elements of a company’s tech job openings. The following are the skills required to execute the task successfully.
- Communication, interpersonal, and networking skills are all required.
- When faced with shifting priorities, critical thinking and flexibility are important. A good technical recruiter understands how to approach a problem from different angles and will offer up as many solutions as possible.
- For the position being filled, technical understanding is essential.
- Experience with different sourcing methods (such as social media, internal recruiting, recommendations) is necessary.
- Project management experience is a plus.
- Proven experience working with the tools and technologies that will be evaluated is necessary or preferable.
- Experience with a variety of sourcing strategies (e.g., social media, internal recruitment, references).
- Ability to stay on top of the latest industry standards, concerns, and risks.
- Ability to understand relevant labor regulations and best practices.
- Experience with recruiting and applicant tracking technologies as well as HR databases.
- Proven expertise in managing recruitment projects Ability to create a database of candidates .
- Project management abilities (for HR/recruitment leadership positions).
- Experience using recruiting and applicant tracking applications as well as HR databases.
- The ability to assess individuals for each role based on their skills.
- Stakeholder management, recruiter coaching, and interview loop construction.
- Ability to deliver a seamless candidate experience from start to finish.
- Active involvement and promotion of diversity and inclusion hiring methods.
- Interested in becoming an ambassador for the brand and promoting the organization during a candidate’s initial interactions with the business.
- They should have at least 3 years of technical expertise.
- Negotiation skills are desirable.
How Much Do Technical Recruiters Make?
In the United States, a Technical Recruiter’s median yearly salary is $84,221. In the United States, a Technical Recruiter makes an average of $15,653 in additional cash compensation.
The typical total compensation for a Technical Recruiter in the United States is $99,874. Salaries for Technical Recruiters are determined based on data provided by Built IN from anonymous TechRecruiter professionals working in the US.
Does A Technical Recruiter Have To Know Tech?
Not everyone is destined to be a technical recruiter. It is a role that requires patience and understanding. The best technical recruiters have an in-depth knowledge of the industry, both from a technical perspective as well as from company culture standpoints.
Technical Recruiters must be able to speak for their engineering teams when it comes to what they need in order to make an offer on candidates – but also act with enough independence so that critical decisions are not made without them having input or approval first.
This makes recruiting for tech talent one of the more challenging jobs out there today, but our guide should give you some insight into how your experience works throughout the process!
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