We spoke to Adam Rabinovitch, Global Technical Recruiting Lead and Evangelist at Beamery about how to do meaningful employer branding, how to be a successful recruiter in 2020 and how sometimes you do not hire a candidate, but might end-up teaching them something new.
Tell us a bit about yourself and your position at beamery.
I’ve always been really passionate about technology and recruitment in my career. I didn’t choose recruitment. I fell into it.
I am the Global Technical Recruiting Lead & Evangelist for Beamery’s Engineering, Product and Design (EPD) functions. I maintain direct relationships with our CTO, CPO, President and VPs, as well as all EPD hiring managers. I am also the subject matter expert for the local and global engineering talent market.
I am a senior individual contributor within the team, and accountable for our hiring success, reporting, and high-level strategy on everything relating to Engineering, Product and Design recruiting. I help with their on-boarding and assist with ongoing engagement and success in their roles through collaboration with Beamery’s leadership and the broader People team.
Since Beamery is the leading Talent Operating System in the market, I am heavily involved in evangelizing that as a subject matter expert. I am a guardian of Beamery culture and our more specific Engineering discipline, culture and brand and I take pride in demonstrating Beamery’s values to our own team and to the wider world. I take incredibly proud to be a master power user of our own product.
What makes a good recruiter in 2020?
A great recruiter needs to be utilizing not just the normal tools that are in the market but to go beyond. You can find a number of candidates via slack, github, meetups and user groups to secure the best candidate on the market. I’m very geeky in the recruitment side because I love playing with technology and I’ve done a few courses myself, learning the basics of building a website and a few udacity courses. And I’ve built a few websites in my time, and I run a number of different communities.
A lot of people have different views about recruiters and what they do and how they do things. And I think this is where people need to be passionate about what they do and build those relationships with, whether it’s candidates, clients, companies, businesses, internal. As a recruiter you need to be able to think critically about the requirements of the open positions and make a hiring decision free of bias or preconceived notions. You need to be able to actually take ownership and bring your authenticity to your workplace. Recruitment market is changing so much now. And I think if you’re not using the data correctly and adding that own flair or bringing your own authenticity to your job you aren’t really showcasing how passionate you are. I pride myself on my unparalleled, dedicated service and believe that the right understanding and technological edge can lead companies and candidates towards a successful future.
Which roles are the hardest for you to fill?
Every position is difficult because there’s so much competition out there. So it’s all about really promoting your culture, and the tech you are working with, and making a name for yourself as an employer and a group of passionate and like-minded people.
How are you making yourself known as a company?
I think you need to give back to the community as well as talk about what you are building. So we hosted our first node.js meetup at our office recently and had about 80 attendees. We’re looking at doing an event every month and in partnership with a variety of different communities. We also share content around how we work, because this technical content is what gets people’s attention. Benefits are nice, but developers care a lot about the work and the environment. So an article about how our front-end team works got the most traffic. We even get inbound applications, that’ll read something like “Hey I just read your article about micro-front ends.”
This really needs a good relationship between HR and engineering. How do you motivate them?
Writing a piece like the above mentioned helps as branding for us, but is also going to benefit an engineer in their career in the long run. They start to be seen as an influencer in that industry or that technology. So it’s all about the right communication and teamwork with them. You need to build this relationship. The key is to reach out to them about something they already love working on. “Hey, we noticed that you have a passion for this.” And then once they’ve written up the engineering standards of it, we can then work with marketing and branding to give it the Beamery touch.
So it helps the engagement of the existing developers as well?
Absolutely. I think a big mistake people are making when they want to work on their employer brand or culture, is to focus on external stuff. You need to focus on the individual. Are they happy?
I have the luxury of working closely with the engineers once they are on board and I show them how we use the product they are building as an end user.
“What are you doing in your current project? How are things going? Are you enjoying it? What project are you currently working on? How do you see this project going? What’re the interesting tools and skills that you’re using on this project?” And then it’s a small step to showcasing the great work we are doing and we might ask. “Would you be interested in writing an article about it to showcase the problems you faced or how you faced them?”
What is the most rewarding part of your job?
Recruiting is about relationships. In every scenario you want to make sure that you’re communicating in the right manner for each and every single candidate that you get in the process, whether it’s a yes or a no. I remember a candidate who did not get the job, who said to me “You know what, I really learned something today.” So I know they are going to go away and explore a new technology, and push their development path in a different direction. And that means making it worthwhile even for the candidates you might have to turn down.
Read all about Beamery’s success in the Stack Overflow Case Study >>