If you're looking to hire a talented employee to your tech team or division, chances are you know that is more difficult than it sounds. Especially in the Seattle area, where we are leading the pack in employing software talent, across a vast variety of industries including retail, manufacturing, banking, and more. Headcount growth is a good thing, but it can be also be a burden to those managers or team leads who already have a heavy workload to handle.

Lucky for you, there are a few different routes to take to help you find the best tech talent for your open position(s):

1) REFERRALS. Reach out to your personal network.
2) JOB BOARDS. Advertise the position on a career site or job board.
3) PARTNER. Use a staffing or consulting company.

Wondering what's the best option for you? Ask yourself these questions to narrow down your choices:

1)  How quickly do you need someone to start?
2)  How robust is your current recruiting team and structure?
3)  If there is no recruitment team, do you have time in your current schedule to source talent, review applications and schedule interviews?
4)  How niche is the position you are trying to fill?

If you're not on a tight timeline and already have a robust recruiting team in place, asking your network (and your team's network) for referrals is a great place to start.
From there, it's time to hit the job boards. While using career sites like Monster and Indeed, be prepared for all kinds of application submissions - the good, the bad, and the ugly. Some candidates will be overqualified, some underqualified, but posting your position on a career site will help you cast a wide net in order to hopefully snag a few of the "just right" candidates.

Still haven't found who you are looking for? It may be time to call in the experts. A recruiting firm can help you lock in that tech talent in the following ways:
1)  Advise on how to optimize your job postings to better attract the qualified talent you are searching for.
2)  Utilize their extensive global network to access top candidates in the industry.
3)  Outsource your entire organization's recruitment process (think no more sourcing, reviewing applications, scheduling interviews, onboarding paperwork, etc.)

With so many options to choose from, it's a great idea to sit down with your team and weigh all the different options before starting your search. Finding the right candidate is a time commitment, but it's not something you want to rush. Of course, if you do need help right now, we can help identify, qualify, and deliver high caliber candidates. Just click the orange button below and we will get right to work!

Let's Talk Recruiting!

Topics: Staffing & Hiring

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ABOUT Britta Jones

Britta works as a part of the Marketing Team at Xtreme Consulting, focusing on brand strategy, designing new campaigns and programs, and strategic planning. Outside of Marketing, Britta enjoys snowboarding, watching football (Go Huskies & Hawks!), and spoiling her two golden retrievers.
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