"Refactoring is a controlled technique for improving the design of an existing code base. Its essence is applying a series of small behavior-preserving transformations, each of which is 'too small to be worth doing.' However the cumulative effect of each of these transformations is quite significant." –Martin Fowler
Recruiting isn't rocket science, but it takes thoughtfulness to do it well. The "behavior-preserving transformations" Fowler mentions are key: I never get short-sighted and focus on "closing a deal" and I believe that injecting sales tactics into an already delicate process is always harmful. Whichever side of the hiring/interviewing equation you're on, you face risk. The task of an ethical, effective recruiter is to mitigate risk, keep all parties reasonable and communicative, provide accurate and useful information, and to leave the ultimate decision to the candidate and the hiring team.
We do this job because we believe the engineering community is a bunch of very smart, optimistic, giving people building great things that benefit us all. We love the imparted learning and shared wins that come from framework and community driven development. Unfortunately, this cohort of good people doing good things is subject to a terrible process: stale, sales-driven tech recruiting. We think we have an alternative.
REMAKING technology RECRUITING FOR MODERN WORK
Recruiting isn't rocket science, but it takes common sense and good intentions to do it well. We 'remake' technology recruiting by focusing on two things:
We vet and test a curated roster of opportunities, coach folks through the interview timeline, offer our candidates tools to make thoughtful decision on offers, and help negotiate those offers, too!
Too often in hiringland, folks get things wrong: they act like they’re doing you, a candidate for their job, a favor by talking to you at all! Traditional agency recruiters aren’t innocent of the attitude either; many treat their candidates like a commodity. We started Re-factor because we recognize this misstep as where recruiting goes off the rails. For us, the candidate is the client, and helping them is what we do.
Our approach to Candidate Experience is informed by a few strongly held beliefs: 1) our own self-interests matter very little in the scheme of things and the focus should always be finding the best possible job for the person we're working for 2) we best serve our hiring partners by, first, ensuring a great landing for our candidates 3) for candidates, starting a job search only makes sense if there's a career-problem to solve. 4) Timing is yours to decide: we'll help you search whenever it makes sense for you, not us.
Well, you don't unless you know someone we've helped before or you've talked with us. Give us a shot. We're happy to prove it to you ;)
We do, however, make several fundamental promises to everyone we work with:
We bring 30 + years of experience building tech companies and cultivating strong relationships to quickly and seamlessly hire the best fits for your team and org. We can “see around corners” and share what we have learned through our experience navigating the ambiguity inherent in building and shipping software products in high growth start-ups.
An entire recruiting team without the overhead.
Recruiting Challenges From Seed To Series G
Benchmarking & Hiring Strategy
Receive compensation benchmarking, hiring strategy alignment, and best practices based on years of real placement data and execution
Not ready to invest in recruiting tools? We have the tools, subscriptions, software and systems for effective hiring
Attract Quality Candidates Via a Decades-in-Development Network
Year over year, 60-70% of our placements are referrals so we likely already know folks you’d be interested in hiring
List Building, Sourcing & Initial Screening
We do all the list building, sourcing and initial screening to augment our network and to minimize diversion of important resources from your team
Pre-screened Qualified Candidates
Save time by only speaking to pre-screened qualified candidates
Submittal to Start Candidate Follow and Beyond
We’ll be in touch with your hiring team with helpful context around candidate interviews and activity from the submittal all the way through to their successful onboarding within your team.
Seniors to Principals to C-levels in the following tech org verticals: