Kevin

  Hands down over the course of 7 months that I’ve been involved in Technology hiring, all my closures, that equates to more than 25, in the past 7 months were through Instahyre. Aditya Rajgarhia has made it super easy for us recruiters to reach the right talent related to technology hiring. Here’s how the platform works -  Publish the job post, with descriptive Responsibilities keep it as crisp and transparent as possible.  The skillset for example frontend, backend, Java, PHP, React, and Angular, mention the skills. Keep it as relevant as possible.  Let the algorithm do the magic.  Correct me if I’m wrong, but Instahyre’s algorithm works magic. Your job post may have 4 active applications. Still, the way the segment on the UI is bifurcated for employers/recruiters to view Active, Passive candidates the recommendation gives you the right match, almost all the time. A set of Active candidates gives you an edge to meet the right talent at the right time, since th...

Now, we all know how Engineers are paid too damn well these days. Some may say overpaid, but not me. I’ve been told for every penny they’re paid it’s worth it because on a hard day it is the coders that save a tech company when the servers crash, when there’s a bug in a particular code, when production issues occur, or maybe more. I’m not a core Tech Recruiter, as my blog already outlays that but I’ve had my fair bit of help and research done on the internet that helped me survive my early Tech Recruitment days. It helped me understand the basics, it helped me stay afloat.  I’ll list a very helpful Youtube channel that I discovered via Coursera (I don’t remember how don’t ask). Now this Content Creator makes it very simple to understand and comply with multiple jargon that I’ve come across during my journey. For example; LLD, Azure, Monolith Architecture, Cloud, Microservices, APIs, Backend, and Frontend. I learned, listened, made mental notes, and helped myself prepare and underst...