Many of our clients are staffing and recruiting firms, and because of this we have a unique perspective on the industry. So when it comes to our own hiring processes, we try to glean best practices from industry leaders, but we also try things our own way. As we iterate and refine our methods, we thought it might be interesting to share what we’ve learned.
A little background to start. InsightSquared is located in Cambridge, Massachusetts, but for all intents and purposes we are a Boston-based startup, and that means we are in a competitive city for hiring. Yes, the overall Massachusetts economy has slowed as of late, but the technology startup sector is red-hot. In fact, all across the country, some small/medium tech businesses have increased payroll by almost fivefold, and are having a tough time hiring quick enough. Not only are startups competing against each other, but large companies like Apple and Google have increased their workforce size by 50% in the last two years, snatching up a lot of talent. Either way, tech recruiting is an area of growth and we can tell that recruiters are acutely aware of it.
What Recruiters Should Know
If you ask a tech startup whether it’s hiring, you usually get this response: “For the right candidate,” meaning that they are never done hiring. In a field where speed and talent wins, if a stellar developer even comes within the vicinity of the office, he/she will be snatched up faster than an intern can be stuffed in the server room to make space.
We’re over the gimmicky interview logic puzzles as many startups seem to be. Real-world coding questions are given to developers during interviews, most from actual problems we have faced in the company. Thinking on one’s feet quickly is giving way to being able to think through coding problems carefully and thoroughly.