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Comment by noitpmeder | Hacker News Reader

This model is still alive and (trying to) thrive in the tech space adjacent to finance/hft. Not sure what it's like for other mid-to-senior engineers in non-finance-adjacent tech shops.

IMO the cold calls (or, these days, linkedin messages, god help you if you ever give any one of them your number, you'll never want to answer an unknown call again) are a bit insane.

They feel like used car salesmen. Incentives are definitely misaligned with the employee -- from what I understand they're usually paid a percentage of first year salary, so they just want to move as many people as possible for the most money.

Not that candidates don't also benefit from a drive to increase offers, but I get the feeling people are pushed into taking jobs they might otherwise would not have.

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>They feel like used car salesmen. Incentives are definitely misaligned with the employee

A lot are spray and pray, and because of those bad eggs, these people overrepresent the field. Poor fit jobs throughout, they don't vet you until you reply. Gives the whole vocation a bad reputation.

I will entertain a very thoughtful, personal message that shows they chose ME specifically as a good fit. Generally these people are more honest matchmakers who will warn you, for example, if it's a rough work culture. Tough to say if a spray and pray recruiter will start using AI to emulate this, would be sad

> This model is still alive and (trying to) thrive in the tech space adjacent to finance/hft

Any ones you can recommend? I seem to have exhausted the potential of my current network of recruiters.

Heh I think we'd all looking for the mythical diamond in the haystack. I'm not sure any of them are worth recommending, really.

Full disclosure, I haven't switched jobs in a while, but I got the impression I could "get to the interview" for any of these companies even just reaching out directly to the in-house recruiters listed on LinkedIn. At that point I'm not sure what a head hunter provides in terms of value-add (for me) -- maybe they know more secrets about salary negotiations or conducting bidding wars? But on the whole it seems my application would be less attractive coming through a head hunter since now the company is shelling out an extra 30% to the HH just for forwarding on my resume.

I'd be interested to know what you mean by "exhausted the potential" -- have you applied and not found a fit with any of the gamut your current LinkedIn recruiter spam would recommend?

I get the impression that 95% of external agency recruiters are all shopping some slice of the same openings from the same ~10-15~ firms.

> I got the impression I could "get to the interview" for any of these companies

In my case I feel like most big name companies I can find wouldn't be that great of a fit. Also, due to spam and fraud epidemic currently happening (on both sides of the process) I feel like even if the job ad wasn't fraudulent, it's unlikely a human would even see/consider my resume under all the spam.

Ideally I'm looking for headhunters who would bridge the gap towards an unknown, smaller company (that I wouldn't have heard of myself - and ideally also one that isn't spammed to death by fraudulent applicant), where I could have a lot more impact than at a big name.

> I'd be interested to know what you mean by "exhausted the potential"

My current network is mostly tech recruitment agencies operating around EU/UK slinging your average "staff augmentation" roles - often no different to an FTE software developer. While they've been paying the bills fine, I feel like I'm stagnating and no longer learning anything, so looking to go upmarket, with either a bit of management or a deeper technical role, and those recruiters just don't have anything in that area.

> Ideally a headhunter would bridge the gap towards an unknown, smaller company (that I wouldn't have heard of myself - and ideally also one that isn't spammed to death by fraudulent applicant), where I could have a lot more impact than at a big name.

That's exactly what happened with me.

In my case, the name was quite big, but the company was very small, and quite exclusive.

It was a good fit.

On the hiring side, Motion Recruitment had good communication and good results for me. The agent tremendously improves the signal/noise ratio in the beginning of the hiring funnel.

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