The Front Lines of Tech Recruiting

In a recent conversation with a sales candidate about his job search he mentioned – boasted, actually – that he had spoken with 23 companies in the last couple weeks about potential roles. Now, as a recruiter, that sort of conversational red-flag would generally mean finding a cordial way to end the call for a number of obvious reasons. But he caught me in a good mood so I decided to hang in there and hear his story.

He told me that he had so many opportunities on his plate that he needed a spreadsheet to track his calls, meetings, and observations on each company. He then confided that he had several offers over the last month or so, all of which he declined for some reason or another, and was currently reviewing two additional offers.?His fixation on compensation – tossing out numbers that far exceeded his skill level – was troubling. I asked the obvious recruiter question: “With such a cascade of interest in your extraordinary talents from countless potential employers, why did you take my call today?”

“Oh, you never know, that once-in-a-lifetime Unicorn might be just around the corner,” he said. I sheepishly confessed that I hadn’t seen any of those lately so I probably wouldn’t be the best resource for him.?????????????????????

In over 20 years of technology sales recruiting, I’ve not seen a hiring market as crazy as this, with such a massive imbalance between supply and demand. Tons of jobs and too few candidates - we’re all a bit cray-cray. Having seen the market through many cycles since the late nineties, some employer-driven and some like our current environment where candidates are king/queen, I wanted to share some observations to those who may be considering making a career move.

First, don’t be the person I described above. That approach to the job search serves no one and wastes precious time. There is no commitment. No skin in the game. As a recruiter, it tells me you’re more interested in tire-kicking and inflating your sales ego than in authentically finding a new opportunity. Of course, you want to make an informed and intelligent decision about how to navigate your career, but a shotgun approach is generally not the best plan. Plus, if you’ve recently interviewed with 23 companies and declined several offers, something’s not right.

Next, start by identifying the primary reasons you’re even considering making a move. What’s happening or not happening where you are that has you looking elsewhere? I begin every conversation with a new candidate with this kind of question. Take time to clarify the top 3 or 4 things you really want (and maybe a couple things you don’t) in your next job. This will likely be some mix of people/culture, compensation, product, specific market segment, and ability to learn and grow your career.

Research companies and speak with colleagues to help refine exactly what it is you’re looking for. Do your homework. The clearer you are, the more productive your search will be. Of course, the search really comes alive once you start to interview and speak with potential employers. But your preparation is immensely important in terms of prioritizing your “must haves” and setting the stage for how best to navigate the whitewater of this current hiring market. Wisdom tells us that “fortune favors the prepared mind.”

Next, be realistic about money. Job markets like this can create rather grandiose compensation expectations so please be aware of that trap. You’re smart - and presumably have a very good idea of what your skills and experience are worth in this environment. Generally speaking, comp plans within a given industry and region will be in the same ball park. If you find yourself speaking with a company who is dangling crazy dollar figures in front of you, listen closely for your Beware Bells. They should be ringing.

I’ve heard my share of stories in which candidates were dazzled by fantastic comp plans only to discover 6 months down the road that the new company was all sizzle and no steak. Oops! For sure, everyone’s looking for a realistic “bump” up, but don’t go off the rails expecting a 50% increase to where you are now!

Lastly, in your pursuit of the “next great opportunity”, don’t miss the forest for the trees. Meaning, remember the Big Picture. As always, there will be success and there will be failure. Win some, lose some. And relax, technology hiring is not going away. There will always be another shiny something around the corner - tomorrow, next week, next quarter. As I see it, the job search – from start to finish – is a great opportunity to practice and refine so many of the important building blocks required to be a Good Human. Integrity, respect, communication, confidence, resiliency, humor, doing the right thing – everything is at play here. And this is one opportunity that you can control, so don’t miss it!

Here's to a great 2022 and don’t hesitate to contact me if you’re considering making a move or if you need help growing a sales team.

Gyani