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Technical Recruiting: The One Thing You SHOULD Micromanage by Aline Lerner

Posted Nov 26, 2020 | Views 473
# ELC Annual 2020
# Recruiting
# Scaling
# Hypergrowth
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SPEAKER
Aline Lerner
Aline Lerner
Aline Lerner
Founder and CEO @ interviewing.io

Aline Lerner is the founder and CEO of interviewing.io, an anonymous technical recruiting platform where companies like Facebook, Uber, Dropbox, and Quora have hired great software engineers. Before starting interviewing.io, she spent time on all sides of the hiring table: engineer, eng manager, head of talent, and founder of a successful Bay Area recruiting firm. Aline's writing about technical recruiting has appeared in dozens of publications, including Forbes, the Wall Street Journal, Business Insider, and Fast Company, and her data-driven blog posts about the pitfalls of technical recruiting have been read by millions of people.

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Aline Lerner is the founder and CEO of interviewing.io, an anonymous technical recruiting platform where companies like Facebook, Uber, Dropbox, and Quora have hired great software engineers. Before starting interviewing.io, she spent time on all sides of the hiring table: engineer, eng manager, head of talent, and founder of a successful Bay Area recruiting firm. Aline's writing about technical recruiting has appeared in dozens of publications, including Forbes, the Wall Street Journal, Business Insider, and Fast Company, and her data-driven blog posts about the pitfalls of technical recruiting have been read by millions of people.

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SUMMARY

Hiring is often touted as the biggest priority of an engineering leader, but in practice, both high-level strategy and day-to-day tactics are usually handled by the recruiting team. Is this the right approach? What do the numbers tell us?

In this talk, Aline will dig deep into hiring funnel data to quantify the opportunity cost of engineering leaders taking a backseat in hiring and outline the best way to maximize ROI on very limited time and resources -- as an engineering leader how do you best allocate these to maximize hires while minimizing interruptions, lost engineering time and productivity, and bad decisions? Should engineers actually do sourcing? How can just a few hours of involvement from engineering leadership drastically increase close rates? How do you build an actually productive relationship with your recruiting team where you each play to your strengths? Aline has been on all sides of the hiring table (engineer, engineering manager, head of talent) and will leverage both my experience and industry hiring funnel data to lay out exactly what role engineering leadership should play in recruiting and how engineering leadership can build the best hiring process for their org from day one.

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