Bethany was a great help in finding my current job. She listened carefully to what I was looking for and found for me a really interesting position. She provided thorough information before each interview and clear and honest feedback afterwards. Also I really like the job description she provided. Definitely recommend Talent Point services.
Alejandro, PHP Developer
Talent Point supported us in breaking down roles over months and years then re-planning them with hiring managers to remove “buzz word” skills that were preventing us hiring within budget. This planning process reduced CVs from somewhere around 60 before my arrival to an average of three under Talent Point. It helped build confidence within the team and showed an immediate change for the better under my leadership.
– PJ Jassal, CTO, Encore Tickets
Since starting my first IT Director role I’ve found Talent Point very helpful in designing the vacancies needed to deliver on our objectives. They provide a lot of information about how roles are typically structured in other businesses that I wouldn’t otherwise be able to access. We’ve filled seven roles in three months for which I’ve never seen more than three applicants, often it’s less, and I’ve appointed from the first round of interviews.
– Scott Millett, IT Director, Iglu.com
Talent Point achieved a three-interview to one-hire ratio across 92 roles, saving us considerable time in defining roles, reviewing CVs and conducting interviews, and ensuring we retained appointed staff for longer. I would strongly recommend them for all types of tech hiring - particularly for high-growth businesses
– Christian Berthelsen, CTO, Fourth
"During the whole process I felt that I was cared for, my needs were considered and I was treated as a human being.
Working with them was the best recruitment experience I have ever had, therefore I highly recommend to work with Sabrina and Ben when you try to find the job and company that fits with your career plan."
– Borbala, UX Designer
“…you guys are not a typical recruitment agency, in a very positive way from where I am sitting.”
– Marc, Global Head of Technology
Every full stack .NET engineer who knows React and can build deployment pipelines for Azure, didn’t know these things in the not too distant past. When recruiting, it’s critical that we acknowledge this and build it into the career goals of those we wish to hire. To do this successfully though, we must screen on something recruiters don’t – potential. Potential in engineering terms is usually measured by proactive learning or involvement in communities.
In Part 1, we spoke about some of the extravagant interview processes tech giants go through to secure top talent. It works, they still have great engineers knocking at their door. However, are lesser known companies always going to lose out to the “Big Boys” for the best tech talent?
Rapidly scaling start-ups can sometimes be (mis)guided by following the mentality of hiring like the big tech giants – think Facebook, Google, Amazon. Their convoluted, seemingly cunning and lengthy interview process can be a real inhibitor to scaling and growing a company.
The only way technology start-ups can scale teams ahead of the competition is by creating their own unicorns and learning from the experience of failing to do so. Obsessive interview processes around an impossible to fill requirement will either kill most technology start-ups dead or at least ensure they fail to compete for talent.
Make your Technical test an enabler to show off a developer’s talent, not an inhibitor! A growing number of companies are using technical coding tests as a key part of interviewing new developers. However, in our experience the number of developers that fail these tests greatly outweigh the number who pass them... but does this make them bad developers?
Ruby on Rails was never marketed as a performance-first framework, it was marketed as a framework you chose when you wanted to get shit done and as quickly as possible. There is no denying that Rails delivered on that promise.