Bachelors in Finance
Finance degree -> technical sales -> agency recruiting -> internal recruiting
This is what a typical day looks like when an engineering team is looking to hire additional people. I meet with the hiring manager who is often the lead engineer, director of engineering, CTO, or CEO. Find out the details of the project they are working on, including, but not limited to: Technical stack, team on project, timeline, priority of hire, what this new hire will do within the project & beyond, targeted universities & companies, education level, experience level, acceptable technology that the candidate has that could transition to the companies tech stack, who they will be working closely with/report to, targeted/budgeted salary and equity range, relocation package, expected start date, accepted visa status. Then a job and project profile is written out for the hiring manager to approve and recruiting team to reference. Post the job on LinkedIn, Angelist, and other job boards. Manage incoming candidates from organic website applications and job boards. Set up and interview promising candidates and evaluate if they have the technical ability and be a good culture fit. If satisfactory, I will set up an interview with one of the senior engineers for a technical assessment. If all goes well, then schedule an onsite to meet with 2-3 senior engineers, hiring manager, CTO, and CEO. There is a round table discussion with everyone involved in the interview process to decide whether or not to extend the offer. I work with the hiring manager and CEO to confirm salary, equity, start date, etc. If needed, I work with the recruiting and legal team to figure out relocation details and visa issues.
Only about 1% of hired candidates come from the website and job board applications, so the main challenge of the job is finding passive candidates elsewhere. Using LinkedIn, Github, StackOverflow, social media, employee & candidate referrals, events, and networking, you must find the right candidates and find creative ways to reach out to them and pitch them to leave their current company for a new position.
Progressing your career and finding a new job is one of the biggest life events. Having a direct effect on people's career, well-being, and financial stability is very rewarding.
Pretty much on par with all tech companies in San Francisco. Catered lunch and dinner, flexible work hours, plenty of PTO, casual dress, monthly company outings, high tech gear & office, etc.
Recruiting is challenging and fast-paced at high-growth tech companies. The bar for engineering candidates is so high that many times only a handful of people will fit the bill. Hence, getting these people to join requires technical understanding, industry knowledge, negotiation tactics, and sales/people skills.
$38-$45k + some commission at an agency starting out, $50-$70k + better commission for mid/senior-level agency recruiters/consultants, $60-$275k for in-house recruiters depending on experience and industry.
Note: Successful agency recruiters/consultants can make $300k+ with a no ceiling commission structure.
Start at a recruiting agency or become a recruiting coordinator to learn the fundamentals and best practices.
Make hires and build a network.
AI helps recruiters out immensely by automating menial tasks, but the human element will always be needed in some aspect of recruiting. Founders are hiring recruiters much earlier in the company development than before because they realize having the right engineering team is the most important thing for launching a successful product.