Recruiting top-tier talent is critical for any company’s success, but especially for startups navigating rapid growth in competitive markets. Unsurprisingly, some of the hardest talent to recruit is technical talent. No matter the job market landscape, technical talent remain in high demand. And thanks to the AI arms race, there’s a growing bottleneck for highly specialized AI and ML talent.
Recently, Kathy Cardozo from Cardozo Consultants joined our founders to offer insights and guidance on hiring and retaining this essential talent pool. Drawing from her experience working with companies like Google, as well as startups including Eikon Therapeutics and Machina Labs, to name a few, Kathy laid out a roadmap for building a high-performing engineering recruiting engine to help companies achieve their hiring goals — and ultimately — scale effectively.
We’ve compiled her insights below. They may come in handy for your next hiring sprint.
The technology job market is in flux and is still rocked with volatility. Corporate layoffs are opening the talent pool for startups, but due to this volatility, top engineering talent can also be wary of taking a career risk to join a small startup. AI, ML, and cloud computing roles remain in high demand. And the competition for A+ top talent is fierce. Therefore, engineers with highly specialized skills in AI and ML are able to be more selective with their roles or prioritize a fast-tracked interview process.
The recruiting landscape is competitive, so it’s essential to understand the broader market conditions and tailor your approach to engage with top-tier talent.
Recruiting should be approached with the same strategic rigor as product development. Just as you would create detailed plans for building a product, your recruiters should design a process that ensures alignment between short-term hiring needs and long-term company vision.
Avoid common pitfalls such as:
Invest time upfront to create a well-defined recruiting strategy. A thoughtful approach will prevent costly missteps and help you attract the right talent efficiently.
Job descriptions aren’t just about outlining roles — they’re a marketing tool. A well-crafted job description not only clarifies what your company is looking for but also sells your vision, culture, and values. It tells a story.
For example, while Kathy was at Google, job descriptions were less focused on the technical requirements of a role and were more about joining the exciting journey the company was on.
Remember that your job descriptions should be engaging and reflect the broader mission and culture of your company. They should entice candidates to become a part of your journey, not just fill a role.
Sourcing talent is about quality over quantity
One of the biggest mistakes companies make is relying on junior team members for sourcing. When hiring for technical talent, make sure you lean on senior recruiters who better understand the industry and tech stack. They should lead this process to ensure higher quality candidates make it into the pipeline from the start.
Always prioritize having senior recruiters manage sourcing, whether that’s internal or external led. It’s more effective to interview fewer, more qualified candidates than to waste time sifting through unqualified resumes.
The recruitment process should invest in candidates from day one. You should always personalize your outreach, communicate consistently, and address concerns early in the process rather than waiting until negotiations.
Why? Because personalized outreach, especially from leadership, can significantly increase candidate engagement. You want to sell the company and its mission at every stage of the recruitment process, and continuous communication keeps candidates excited about the opportunity.
The recruitment process is an ongoing sales pitch. Start early, be transparent, and keep candidates engaged to improve your chances of landing top talent.
Ensuring that your interview team is aligned is crucial. Therefore, you should hold a kickoff meeting with the hiring and recruiting team to discuss biases, specific requirements, and goals for the role. Each interviewer should also be assigned a specific area of focus to prioritize during the interview process. This ensures that all criteria are properly assessed and will ensure that each team member knows their role in assessing candidates. This structured approach will lead to more effective and cohesive hiring decisions.
Candidates referred through networks tend to perform better and adapt faster than those sourced through other channels.Companies that tap into their internal and external networks, including partners and venture capitalists (hint, hint), are more likely to uncover great talent.
Build a robust referral network and leverage your company’s broader connections to find top-tier candidates who are more likely to align with your company’s culture and mission.
When recruiting engineering leaders, the process is similar to recruiting individual contributors, but with an added focus on career alignment, passion for the company’s mission, and cultural fit with the executive team. Leaders need to feel ownership of their role and confidence in their ability to influence company direction.
Target engineering leaders whose career goals align with your company’s stage and mission, and who are eager to grow alongside your team. These brilliant minds stand to shape your product, visions, and so much more.
Building a strong recruiting engine requires thoughtful planning, personalized engagement, and a team that is aligned with your company’s long-term vision. Recruiting, especially in today’s competitive job market, is more than just filling positions — it’s about building a strategic process that attracts and engages the right talent to grow your company.
Whether you’re hiring a software engineer or an executive leader, following these strategies will help ensure you are not only finding great talent but also positioning your company as a top destination for curious thinkers who are driven to solve technical problems.
If you’re ready to build your recruiting engine, we encourage you to reach out to Kathy Cardozo for further guidance.
