We've just launched plato for individuals

🔥

login


Google Sign inLinkedIn Sign in

Don't have an account? 

Hiring Engineering Talent in a Highly Competitive Market

Leadership
Hiring
Scaling Team

14 August, 2018

Ron Pragides shares the strategy he used to spot and hire engineering talents in a highly competitive technical market.

Problem

I was hired and tasked to establish the company's new office location in San Francisco. This meant I had to build the engineering team from scratch in a highly competitive market for hiring technical talent.

Actions taken

I used five methods to find the talents I needed. The first method was to leverage social networks - Twitter, Facebook, and LinkedIn - to create awareness of our brand and inform the communities that we were hiring. I talked about our company, the job openings, and the opportunities we have for them. The strategy was to hire local in San Francisco to leverage the people and the existing network. The second method was to use a new hiring tool like Hired.com. Being new, I was able to leverage what they can offer targeted at the particular skill set I was looking to hire. My next step was to go to boot camps and coding camps which were definitely good sources of engineering candidates. Then I scouted on technology meet-up and similar gatherings where I checked on the list of attendees and speakers for possible prospects. It was in one of these events where I was able to hire one of the speakers as head of architecture. Finally, we did street hops to launch our recruitment marketing campaign. We approached technology personnel waiting for their buses, offered them free breakfast and coffee, asked them to look up our company in Google, and basically talked to them about the opportunities in our company. There were a couple more techniques that helped us achieve our goal to hire sixty people in roughly 6 months. These were to leverage the networks of the new hires and to get the newly hired engineering manager to help as well in the staff hiring.

Lessons learned

When mass hiring is required specifically to establish a new group and capability, the question to ask yourself is: are you hiring for speed or hiring for accuracy? If you must hire fast, you have limited time to choose the best fit and will likely hire at the door. You must then be ready to make adjustments along the way and be confident to correct hiring mistakes quickly. When hiring for accuracy, you have long screening process and you can choose the best candidate but hiring will take a longer time. Also keep in mind when a company is scaling up rapidly, it's crucial to acknowledge that the new hires have different backgrounds and have come from various companies with different cultures. It is imperative they are given time to understand and assimilate into the new community and its culture so they can perform effectively.


Related stories

Looking for a PM Job During the Covid-19 Pandemics
12 October

Prabha Matta, Senior Product Manager at SquareTrade, talks about her personal experience of looking for a PM job during the Covid-19 pandemics and how the changed circumstances affected her job search and interviewing process.

Hiring
Product
Managing Expectations
Prabha Matta

Prabha Matta

Senior Product Manager at Square Trade

How to Improve Your Hiring Process
27 September

Himanshu Gahlot, Director of Engineering at Lambda School, explains how he improved the hiring process at his new company by applying the knowledge he acquired working on different teams with different hiring processes in place.

Hiring
Himanshu Gahlot

Himanshu Gahlot

Director of Engineering at Lambda School

What Will Make You a Great Engineering Leader
27 September

Pete Murray, Principal Software Engineer at Electronic Arts, discusses what makes one a great engineering leader and singles out creating opportunities and motivating engineers as two key characteristics.

Leadership
Personal growth
Coaching / Training / Mentorship
Pete Murray

Pete Murray

Principal Software Engineer at Electronic Arts

Changing of a Guard
24 September

Adam Bauman, Engineering Manager at Quizlet, shares how he had to find his way through when the company he was working at transitioned from one stage to another leaving many people redundant.

Managing Up
Managing Expectations
Legitimacy
Leadership
Reorganization
Adam Bauman

Adam Bauman

Engineering Manager at Quizlet

Hiring En Masse
31 August

Mason Mclead, CTO at Software.com, highlights all the advantages of hiring at once a group of people who have already worked together.

Hiring
Mason Mclead

Mason Mclead

CTO at Software.com

You're a great engineer.
Become a great engineering leader.

Plato (platohq.com) is the world's biggest mentorship platform for engineering managers & product managers. We've curated a community of mentors who are the tech industry's best engineering & product leaders from companies like Facebook, Lyft, Slack, Airbnb, Gusto, and more.