Taking the Pain Out of Tech Recruitment, Part One

by Techtonic
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In life, certain things are inevitable. If the first two that come to mind are death and taxes, the challenge of tech recruiting is a close third. This problem has persisted for so long that corporate HR departments have come up with a number of work-arounds. But work-arounds always have the same inoperable flaw – they are work-arounds! By definition, these are intended to address issues that compromise productivity, quality, or both. Unfortunately, the world is a small place – tech companies that don’t deliver will pay the price through higher costs and/or buggy products. Let’s take a deeper dive into these problems and our proposed solutions.

First Things First – Where to Find Talent

Finding tech talent has traditionally been akin to searching for cheese in a mouse factory – the pickings are slim and if something is available, you have to wonder why. Sure, it’s easy to say just find a good source for your development staffing needs, but how does this occur? Usually a successful tech pipeline is only found after months (or years) of looking, and really, how many companies have the money to keep making the same hiring mistakes again and again? This trial and error process will cost tens of thousands of dollars with no guarantee of success. Even worse, this is “caveat emptor” in its purest form – hoping the next expensive recruit is “the one” is not a sustainable strategy. 

The S  L  O  W Hiring Process 

But let’s say a recruiter seems to have the goods and has just presented you with a new prospect who looks promising on paper. Now this person needs to be vetted and all credentials confirmed. Here we go again – after finishing the endless search for a candidate, we must embark on yet another long process to be sure the person is legit. So be prepared for a bunch of emails, missed phone calls, and discrepancies which will need explanation. If the candidate is not a U.S. citizen, this process could take even longer. Even if everything eventually checks out, interviews need to be scheduled at mutually agreeable times, terms have to be negotiated, and often the new hire needs two or more weeks to wrap up current obligations. It’s no wonder that in a recent iCIMS report, the average length of time needed to hire a developer has reached 80 days, triple the time needed for many other professions

Three months later…

After three months, thousands of dollars in expenses, tens of thousands in recruiter fees and possibly the same in opportunity costs, you’re basically rolling the dice and hoping this newbie is right for the position. Don’t play craps with your company’s future – we have rewritten the recruitment rules of tech.

How? We’re glad you asked.

The Techtonic Pledge of Satisfaction

At Techtonic, we solve the challenge of tech recruiting and have a 100% job placement rate for graduates of our apprenticeship program. This DOL-certified training consists of 12 weeks in the classroom followed by 40 weeks on the dev floor, solving software problems for actual clients. This training program is so unique and in-demand that we only admit about 10% of applicants – clients get the best of the best. And because apprentices are paid during their time on the floor (classroom training is free), we are able to obtain applicants with widely varied skill sets and experience. We carefully screen all applicants prior to enrollment so you don’t have to, and all are trained on the latest languages and platforms. We will even implement custom-tailored training at client request – goodbye learning curve! Clients are welcome to hire any number of our apprentices (either while training or after graduation) at any time, and we make this pledge – within the first two weeks of placement, if a company is not satisfied with any of our software developers, we will replace them (no questions asked) or refund your money. 

We rewrote the rules of the game for finding tech talent. By assuming the risk and up-front work, we allow you to enjoy the ease and predictability of filling development needs on-demand. Stay tuned for part two in this series – there are a lot more old traditions we want to blow up.