How not to write recruiting emails | Hacker News Reader

How not to write recruiting emails

blog.alexmaccaw.com

22 pointsropiku9 comments

Agree mostly, but I do take issue with the idea that "an active GitHub account should be enough for most programming jobs." Recruiter or otherwise, that kind of assumption is a good way to miss out on talent.

At my current job I have a very active github account - but about 95% of that activity is in private repos.

I am just now starting to work more on contributing to github hosted OSS Projects but -- when I even had time previously -- those projects were often not hosted on github.

For my personal projects, I use my own git repos over ssh. I probably will decide to put them on github when and if I am ready to share them -- but that's not a given.

In my previous job, we didn't use github. Everything was closed source and internal.

Just because one service is the current fad (and don't get me wrong, I generally think github kicks ass) doesn't mean it's valid to assume that your next candidate is using it.

I think what the OP is arguing is that if he has an active github profile: 1. the recruiter should have done the work to check that out before emailing him. 2. his/her profile should be enough to warrant arranging a meeting/interview, and a resume would add little extra information.

If you don't have an active public place where your work is showcased, then certainly a resume is a good (more) private way to provide a potential employer your skillset. Though certainly not the only other way.

Fair point, re-reading the original context I can see it was likely intended that way.

I also take issue with the idea that "an active GitHub account should be enough for most programming jobs" but for different reasons. Good programmers do more than just 'programming' or 'coding to a spec'.

What industry verticals has the programmer worked in? A good programmer can add valuable domain expertise and they know the right questions to ask. How have they contributed to the businesses and products they have worked on? To what extent have they mentored and led other programmers? Have they got non-programming experience that could be potentially useful? What methodologies are they experienced with?

Unfortunately most of the recruiters tend to rely on scale aka spam method instead of very targeted approach. The quality of this kind of work is mediocre at best. They are wasting everybody's time - candidates, employers and their own.

I don't think "a language I don't use" is a big concern in these email, just like I don't think I should be tested on a specific language in job interviews. It's always a plus if I know the technical / implementation details of the platform, but if I know how to code and I know how to learn languages it's mostly moot, IMO. However I definitely hate it when people pitch me a job that's a "perfect match" for my background and they clearly have no idea what my background is. Don't be disingenuous. If you think it might be up my alley, just tell me about it.

I actually got a recruiting email not too long ago from an agent that used AoL CaPs LiKe ThIs in his subject line.

I laughed. And then I deleted it.

I guess most people don't like to be invited to jobs in a different country or where a different country is used?

I typically dwell on these offers more in actuality. My time studying, living, and working abroad were some of the best, even if the pay was substantially lower.

There is a project on github that is very similar to the authors intentions -- https://github.com/rowanmanning/joblint

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