Is this your company or process?

In today’s fast-paced job market, top companies are losing out on talented candidates due to poorly executed interviews—often led by inexperienced internal recruiters who struggle to even spell “technology.” These young recruiters frequently lack the skills necessary to conduct insightful interviews, turning off?high-quality candidates with irrelevant or silly questions. Also you have not trained these recruiters to answer simple questions about the company or position. I have worked with some amazing internal recruiters and to this day we have a great relationships. They know what they are doing and use Searchcast for that extra help.

In a year where attracting top talent is more crucial than ever, the industry is moving backward with outdated approaches. VPs are often limited to interviewing candidates they personally know, those who respond on LinkedIn (where only 1 out of 99 are actually in the industry), or relying on internal referrals. What’s confusing to me is why companies refuse to consider resumes on a contingency basis—it’s free to interview candidates unless they’re hired.

Why not take the opportunity to compare your internal candidates with those presented by a recruiter who’s been in your industry for 10–20 years? There's a good chance they can deliver a better fit than what LinkedIn might offer.

It’s no longer just about candidates selling themselves—especially in fields like software and cybersecurity. Employers need to sell their company, demonstrating why it’s a great place to work and offering a clear view of their culture. Candidates care about more than just the job; they want to know if they’ll be respected during the hiring process and if they’ll be successful?in the company’s environment.

Leadership must step up and take responsibility. It's your quota, your numbers, and ultimately your job on the line if your team isn’t performing. Too often, Vice Presidents and other decision-makers fail to effectively communicate the company’s processes and vision during interviews. Delayed follow-ups, like waiting three weeks for a second interview after telling a candidate they’re a great fit, can make even the most exciting opportunities feel not so great This lack of communication leads to disengaged candidates who lose interest and walk away.

Ask yourself – If you have a bad process or culture and?candidate still wants to join are they only the best that you can attract. A players are walking away to your competitor.

In the tech industry, sales reps are burning out like I have never seen before , the conversation and stories I am hearing are pretty humorous and kinda scary. Many say that salary is no longer the top priority; instead, they want to work for companies where they genuinely enjoy their day-to-day job. Companies that fail to address these concerns risk missing out on "A players" and may end up either filling roles with less qualified candidates or leaving key positions open for many months—all to avoid paying a recruiter fee.?

But it's not just about saving on fees; it’s about making a long-term investment in a recruitment process that attracts top-tier talent. Partner with recruiters who know your industry, maintain open communication with them, and be responsive when they have questions. These small actions will pay off many times over. A trusted recruiter will approach the market with the intention of finding the best fit for your company, not just filling an empty seat. If the Recruiter is not treated well I bet they are not very excited to present your firm to the market.

Don’t get me wront – there are some very bad external recruiters out there – choose wisely , check references and if local have a cup of coffee or a beer.?

With just one quarter left to get the right people onboard, now is the time to refine your interview process. Ensure that candidates are treated respectfully and leave with a positive impression of your company after that first interview—this is how you secure the talent that will drive success.

If you would like to discuss a process, have a question or want to partner up- just message me I will respond

David Santacroce

Owner of Searchcast?