Here are some tips for recruiting software developers. We hope they help you!

1. How to Suck Less at Recruiting
Software Developers
Monday, March 4, 13
Most companies suck pretty bad at recruiting software developers. Here are some tips to help
you not suck as bad as they do.

2. Monday, March 4, 13
We’re Work for Pie. We help software developers connect, compete, and show off their best
work. We also help them discover great companies. If your company is great, you can set up a
company page for free (and post up to two jobs for free too) at https://workforpie.com/
companies/join
We’ve advised companies in the past, and thought we’d share some of our tips with you.
Feedback is always welcome. Reach out to info@workforpie.com. We hope you like it!

3. Some Fun Facts
Monday, March 4, 13
Here are some fun facts...
...and maybe a few tips to go along with them.

4. Fact 1:
The “careers” page is usually the second most
visited page of a company’s website.
Monday, March 4, 13

5. So if yours looks like this:
you’re doin’ it wrong...
Monday, March 4, 13
Your careers page is selling your company to the outside world. If it’s nothing but a list of
available jobs, with no information about the team, the environment, the culture, or anything
else, you’re doin’ it wrong.

6. Tip 1:
Build (at the very least) a basic careers site
that shows off your team and environment. Give
folks something to see when they come looking.
Monday, March 4, 13

7. Fact 2:
Fewer people know who you are than you think.
Monday, March 4, 13

8. You want to be here:
but you’re not...
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9. Tip 2:
Optimize your careers and individual
jobs pages for SEO.
Monday, March 4, 13
All the job boards optimize for SEO, which is why they hit the front page when someone
searches for “keyword” + job(s) + “city.”
But you can optimize too! Put your jobs on individual pages and tag them with the
appropriate keywords. That’s a good start to building the exposure you need.

10. Fact 3:
Most people read about 150 words per minute.
That’s close to the amount of time an average
candidate will spend reading your job listing.
Monday, March 4, 13

11. Really?
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The full description here is 866 words. Read it all. I dare you.

12. Tip 3:
Keep your job descriptions short and to the point.
A competent applicant will know what he or she is
getting into in well under 200 words.
Monday, March 4, 13
(hint: short job listings also help to establish the fact that you’re not an organization run by
committee)

13. Fact 4:
Job descriptions are sales documents, not
technical documents.
Monday, March 4, 13

14. Exhibit A:
The Software Engineering Development Manager is responsible for leading major
applications software development efforts beginning with the concept definition and
concluding with sustaining. The Manager manages a team of technical staff
members and leads a project’s development efforts for all areas within product
development by establishing development objectives and project timelines,
determining and obtaining resources, assigning work, monitoring progress and
results, and providing technical leadership. The Manager provides leadership within
the department and is accountable for product delivery and introducing new
technologies and methodologies into the Exhibit A product development function.
This is a seasoned, accomplished engineering manager position.
Green = what a candidate gets out of the job
Red = what is expected of the candidate
Monday, March 4, 13

15. Facebook:
Want to create products that more than 1 billion people around the world use? Want
to build new features and improve existing products like Photos, Video, Places,
NewsFeed, Search, Mobile and Messaging? Want to solve unique, large scale, highly
complex technical problems? Facebook is seeking an experienced Software
Engineer to join the Products team. You can help build the next-generation systems
behind Facebook's products, create web applications that reach millions of people,
build high volume servers and be a part of a team that’s working to help people
connect with each other around the globe. Join us! This position is full-time and is
based in our Menlo Park office.
Green = what a candidate gets out of the job
Red = what is expected of the candidate
Monday, March 4, 13

16. Tip 4:
Make the job description about what the candidate
gets out of the experience, not so much about
what’s required.
Monday, March 4, 13
The Facebook job description above is almost all about what you’ll get out of working at
Facebook. The Exhibit A description is all about what you’ll have to do when you go to work
for the company. The difference is significant.

17. Fact 5:
Most candidates will not apply to your position
when they first discover it.
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Changing jobs is a big deal, so most candidates (the good ones anyway) do their research.

18. This never happens the first time around
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19. So give candidates an alternative that requires less commitment
Monday, March 4, 13

20. Tip 5:
Your careers page is the second most visited page
on your website, but your conversions are nowhere
near the number of visitors. Give candidates a way
to stay in touch that isn’t actually applying for a job,
and the conversion rate will increase.
Monday, March 4, 13
The number of applicants/the number of unique visitors to your careers site is your
conversion rate. You can increase it by making requiring less commitment up front.
Recruiting is sales.

21. The End
cliff@workforpie.com
www.workforpie.com
@workforpie
Monday, March 4, 13

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