Don’t use Recruiters to hire Engineers
A job or two ago, I was under pressure to hire up a team of engineers, but the CEO wouldn’t let me use a recruiter. While there was some short term pain associated with that directive, it was the best move in the long term. Once I learned to recruit on my own, I found better candidates and I found plenty of them. My CEO was right. He made me break my recruiter-habit and I’ll never look back.
Recruiters cost too much.
Recruiters for a software engineering opening will charge your company 15-25% of your new hire’s annual salary. If the new hire is at your company after 3 months, even if doesn’t stay at your company after that, you still have to pay. How much of your time is worth an extra $20k in burn? Even the best paid founders would have to spend 200 hours recruiting a single engineer to match a recruiter fee for that engineer.
Recruiters don’t add value on their own.
I’ve never worked with a recruiter who has given me more than 1 qualified candidate for every 3 resumes they send me. Most of the time, a recruiters ‘network’ is just doing keyword-based searches on LinkedIn. And worse, they are shopping each candidate around to multiple companies — limiting the amount of resources they spend on your opening. For a recruiter, candidate flow is a numbers game and not a quality game.
Recruiters dilute your brand.
As a potential employee, would you rather get an intro message from a Director at a hot-startup, or from a dime-a-dozen recruiter that doesn’t understand (or mention) the position or company or why you’d be a fit. The best recruiters I know get a 20% response rate on their LinkedIn messages, at my peak I was getting a 55% response rate.
Recruiters are mercenaries.
Even the best recruiters out there don’t have a deep understanding of what you do. The worst ones will try to steal your current employees. For someone who actually is going to spend-time with a new hire, getting them on-boarded, oriented in the culture, managing them, hiring is a game of quality. For a recruiter, it’s a numbers-game.
Building team culture is a long-game.
There are many posts out there that confirm it; Team culture is one of the most important parts of building a successful team. If you outsource your brand and the sourcing of the individuals who will join your team, how can you maintain a tight grip on the knobs controlling your team culture?
If you don’t know how to recruit, take the time to learn. Your team will be better in the long term.