(The RealReal : 9/16-9/17)
In the absence of a dedicated internal HR resource for technical recruiting, I led the initiative to attract Senior and Lead full-stack software engineers while carrying my multiple other responsbilities.
I turned to Hired, Indeed Prime, Hacker News, LinkedIn, Workable and third-party recruiters to source 100s of candidates. Given the sheer volume, I developed a keen eye to quickly screen and asess candidates for possible tech and culture fit (e.g. current/former titles, size of current org, number of years of experience, tech stack, etc.)
I developed code challenges for the roles, emphasizing frontend or full-stack skills as appropriate, and performed the initial phone screen (partly cultural fit, partly technical.) I then handed off to a Senior engineer for a further technical phone screen and if the candidate passed that, s/he was brought in for a full-day onsite with the team.
I coordinated the day’s pre-brief (who would ask about which topic area) and the de-brief (where the team would vote to move forward or not.) If there was consenus, I would begin the background check process while also working with HR and the CTO to determine the apporopriate amount of compensation and equity and get an offer letter drafted.
Lastly, I faciliated the team’s continual improvement around the interview process.
Results
- Morphed generic job reqs into team-specific roles to attract candidates fitting tech stack and company culture; got to offer with six, closed one Sr. and one Lead Rails engineer, and kept team’s morale high when candidates declined.