Technology Recruiting
Job Seeker? Contact our technical recruiters to get started!
Employer? Hiring managers can request talent for hire now!
We use a proprietary blend of technologies, trends, and market data to automatically find, tag, and follow top tech talent around online. Our smarter recruiting technology & omnichannel marketing approach enables us to spend less time on traditional efforts and more time focused on qualifying job applicants for our clients. Most of our time is spent building relationships and then presenting both employers & job seekers with best case matches. The extra time spent together creates a noticeable impact on the talent acquisition process, including the quality of matches & placements our recruiters are able to make. In addition to having great communication skills, our staff continuously explores, tests, and implements cutting edge talent acquisition methods to find top tech talent.
Recruiting technology candidates 👨💻 👩💻 and IT talent is extremely challenging because they are usually hiding behind their laptop screens 💻, under their headphones 🎧, and can even be nomadic between local coffee shops ☕. We have created digital recruitment solutions that infiltrate their screens, capitalize on hip trends, and follow them - reminding them of us regardless of their location!
Not only do we understand where to source qualified technology savvy employees, but we also know how to grab their attention 🛎️and hold it because we can actually speak their language(s) 📣. We are fellow techies, gurus, and hackers. We are full stack recruiters, if you get us!
If not, that's okay too! We will hold off on any other technology vocabulary or tech lingo. Just know that we are here to simplify the technology recruiting and hiring process for those not as technology inclined.
Our tech forward approach is what sets us apart from any other recruiting, staffing, HR, or employment agency currently in existence. We are technology industry veterans, using talent intelligence to target technology candidates with tech, and helping place them locally into great careers & job opportunities. If you are struggling with the technology recruitment process, outsourcing to an experienced agency focused on technology recruiting is a great option!
Want to know something funny about local job boards? Candidates, employers, and recruiters all use the same exact sites to find each other! Candidates want jobs, employers need candidates, and recruiters want to connect them both before they find each other independently.
For recruiters, it's often a race to make first contact in order to get "credit" in this professional love triangle of placement. This is why so many people have had a poor experience with an agency and don't see the value of working with tech recruiters. You don't typically pay people to do what you can already do - or do you?
While local job boards are arguably the best source of qualified workers, top performing recruiters always have alternative sources for hires. Imagine if job board dependency could be diminished or entirely eliminated! We are developing, testing, and proving new talent acquisition techniques against this thesis everyday!
Yes, we still use job boards to find tech talent, and will continue to until they are no longer fruitful. However, we also see the opportunity to break away from them and have started to diversify with other internet marketing and advertising technology, as well as technology recruitment software, to locate new recruits and produce better matches. We believe in deploying experimental, contra-competitive techniques in addition to more traditional efforts. Rest assured, we won't be delivering you the exact same potential hires you already found on your own or that another agency has delivered with their technology recruiting efforts.
Recruiting is all about building relationships and identifying opportunities for the employer hiring and candidates starting a job search.
On average it takes eight (8) touchpoints to close a deal with a prospect in sales. Recruiting top performing individuals is no different! Most recruitment firms don't have the necessary recruitment technology or time saving processes in place, let alone the dedication from their human recruiters to actually follow through and follow up.
Our technology recruiting team is constantly trying to find ways to increase the number of quality interactions we have, as well as the amount of time spent with each individual. Regular conversations keep the recruitment feedback loop honest and fosters shorter response times compared to the way other staffing agencies operate.
We place better people faster because we have more conversations and build stronger relationships. We go out of our way to understand what both the potential hire and employer need to create synergy in the workplace. It's not just skills, experience, compensation, and benefits. Fitting personalities into culture is a very unique challenge. This is why we offer a custom staffing solution designed for tech companies and any other business with specific and critical needs.
Sometimes a workstation or workplace is within a factory building or production facility and may have strange odors or smells. Or sometimes a position requires traveling to trade shows every month. We discover all of the objections or hesitations a potential hire may have and explain the caveats, issues, or concerns honestly and upfront. Establishing trust is a top priority and we never want anyone to feel blindsided in a new work environment. Be prepared for our team to ask lots of questions throughout the recruitment process to understand candidate experience and job requirements. Every hypothetical we play and every data point we collect about your needs enables us to target top talent, long-term employees for positions with tech companies that will be the best fit for them.
We work on behalf of our candidate pool and our employer brands hiring tech talent from it! We understand how important core values, culture fit, and brand integrity are in creating an ideal workplace match. Whatever values your organization cherishes, you can rest assured that we will relay your messaging crystal clear. In some cases, we even produce lead generating assets that take on the branding of your organization.
Our recruiters act as your brand ambassadors. For this reason, we won't work with just anyone. We need to truly know, understand, believe, and be ready to champion for anyone desiring to work with us. We continuously curate our talent selections and will never blindly make recommendations to make a quota. We carefully consider personality & compatibility for every single employment opportunity above and beyond the desired hard skills and soft skills.
Searching with the Indeed advanced resume search can only produce so many results. Your company needs more diverse acquisition methods. We continuously expand our candidate pool of tech talent and use recruitment technology to parse resume data for new recruitment matches.
We use a combination of job boards, job fairs, trade associations, networking events, SEO, PPC, SMM, recruitment software, retargeting, emails, text messages, and phone call follow ups. We leave no place to hide - no stone unturned. It takes an omnichannel approach to get the amount of attention required to make a great placement happen. We create attention by using many of the popular social platforms and trending sites in unique ways to find best fit opportunities. Great people congregate online - it just takes discovering the existing congregations of tech talent and engaging with them in a valuable way. Our in-house marketing & advertising team handles this initiative. In our recruitment process, outsourcing is not used to achieve these results.
Headhunters and staffing agencies all collect as many resumes as they can, but ask them how they use the candidate data and their answers may be lacking. Can they describe ways they target new hires to add to their technical talent pool or create new audiences to engage with? If your staffing agency isn't segmenting data, or using data to target, or able to launch campaigns to help fill very specific roles in demand, then they probably are not experienced with technology recruiting!
Resume parsing takes every element on the page, catalogs it, and makes it indexable to be searched. Sifting and filtering through resume datasets enables head hunters to identify unique sequences of attributes, patterns, and combinations that make up compatible personas.
If we can digitize an analog process, we always try to without removing or losing the human touch! Anything we can do to save time for those involved in the search process is our goal. The world is a fast moving place and we don't just need to keep up - we have to pivot quickly and stay ahead. We do this by creating time with new tech and marketing tools that save us time on the front end! We will continue to streamline our onboarding systems using the best recruitment technology and recruitment software. A digital solution to the recruitment process and screening process ensures it is easier, faster, and more effective to work with us and to track return on investment (ROI).
Here are some of the recruiting technologies you will find us using:
Text messages are not some new innovation or solution! Texts are how most people privately communicate to each other all day long. If you look around local job boards and the recruiting industry as a whole, companies are ignoring this intimate and rapid form of communication. Everyone is glued to their smart phones - heads down, thumbs scrolling!
Plus, nothing is more awkward or risky for a potential hire than when a hiring manager is calling them at their current office. By texting, we eliminate a lot of wasted time on voicemail phone tag, back and forth, and avoid company HR hiccups or other undesired communication with supervisors.
Our technology recruiters are comfortable texting both the job seeker and the hiring company or HR managers with regular and often real-time updates & feedback. Faster communication leads to faster placements and faster results for our companies hiring talent. Texts greatly increase response rate as well as new temporary employee start rates, and texting helps with overall future employee performance & satisfaction.
Whether you are one of our clients or in search of work, rest assured we use our people in conjunction with our technologies to follow up, maintain relationships, fill, and maintain all our job roles. Don't be surprised if we LOL 🤣 with you too!
Much like the customer journey when buying something online, the digital candidate journey must also be well designed, engaging, and mobile friendly. We spend the time to plan and implement a digital sales funnel. Think of this "funnel" as the digital steps that lead the user to take the ultimate action we want them to perform online. We study conversion optimization & maximize the flow of visitors to increase their participation rate and enhance our ever-growing pool of technical talent.
Simultaneously to phone screening, interviewing, and texting we also engage with drip campaigns. These email sequences are carefully timed email marketing triggers which act as both preventative measures to keep them on track and to keep them proactively engaged with us. Reminders help us all a lot and we want to keep discovering opportunities together.
Relationship building takes effort, which means re-engagement, follow-ups, and continuously pushing progress throughout the journey. We don't stop (unless asked) until both the talent and the client are in a mutually beneficial employment contract together!
With millions of jobs and job candidates out there, finding a great match can feel impossible! The more data points we collect, the more overlap and matching combinations are possible. Superior data based recruitment technology is the only way an agency can ensure they have qualified talent and personalities to fill an open role.
Visitors who upload their resume or create a job order is stored on our cloud computing & matching system. Our team continuously curates, tracks, and pitches the best candidates from our pool for your company.
If we don't currently have anyone meeting your criteria, we create custom campaigns to drive traffic, engagement, and qualified talent. This is an entirely in-house effort, we are not dependent on agencies or outside contracted help.
If we don't have enough open job positions for our talent, we also create custom campaigns to drive traffic, engagement, and qualified companies looking to hire in our direction.
By marketing to both unique personas and their counterpart positions, we are able to control the entire employment ecosystem around a particular role, skillset, or geolocation. We can tighten and loosen the targeting scope as needed and we can flood the market for maximum exposure for time-sensitive hires.
As we discover new top tech talent, we tag them, follow them, and try to get them to engage or take an action with us such as uploading their resume. From the moment they self-identify as an applicant or give us any other identifying feedback, we try to recruit them into our database of high potentials. We are using interest targeting & behavioral monitoring within the various advertising platforms up until the point when they take action.
Once they have submitted their resume and are converted, they are safely stored within our database. Recruiters then begin tracking each individual applicant's current status. The applicant tracking process is attune to project management or product management. We do regular outreach as well as monitor, record, and update the status of all our warm & hot prospects.
We also are able to reach back out to those we have helped in previous years (cold leads) and update them on new openings, offerings, and even subscribe them to a helpful local employment newsletter. New hires are typically too wrapped up in their new job and forget to keep in touch with their recruiters for future openings. Maintaining communication helps with quality control, longevity, & satisfaction in the workplace, and we can continue to help them advance their salaries & careers over time as they gain experience. If they have valuable tech, production, or skilled labor experience, we will always champion & fight to get them what they deserve and position them for advancement!
You wrote a job posting.
You posted that listing on a job site or local job board.
Now what?
If you didn't use the right keywords or optimize your titles & job description, there is a good chance you won't rank organically, generate views, or create any interest at all. Unless you wrote a truly amazing headline, it will probably get buried under the everyday feed and "new position" buzz. In order to combat this, you must boost and optimize your want ads so scrapers, crawlers, and bots can republish the information on their own sites and networks more easily.
A great job description is essential for a new job listing. The gold standard is now including your primary job title and primary keywords multiple times in order to reinforce specifically what you are after, although this is just one factor of many for getting found via search.
The design / layout and the visual hierarchy of the headings & text together, can make or break a new listing's performance. Enlarge your headings, enhance your position title, and promptly display a publishing date to make it easier for the robots to understand, scrape, copy, and advertise them more accurately - without your own self-publishing efforts.
We pay specific attention to how searches happen and we analyze top ranking results to find what our own descriptions are missing. Using correlative analysis tools, we can identify content gaps and missing words that help our listings perform better, regardless of the platform or algorithm. We use themes, concepts, synonyms, latent semantic indexing (LSI) keywords, Google's Natural Language Processing (NLP) API, AI guided writing, and sentiment analysis to create perfectly optimized job descriptions. Optimization is the catalyst to rising in a crowded industry and to capture more attention.
The number of times a keyword, position title, or unique industry word appears in your description can also make or break your impressions. No matter what you post or where you post it online, it requires research to master the positioning of it. Keyword research is an essential part of identifying what is actually being searched and what the searcher's intent is. Keyword research also gives us the chance to decide if we go after a larger audience with less intent or a very niche individual.
Once your keywords are researched, you can also generate powerful combinations of keywords with keyword clustering tools. This innovation has only recently launched in internet marketing. Keyword clustering is a technique that helps you reverse engineer specific industries & competitors and then design an optimized site architecture or written text that ranks better than it would by itself.
Have you ever posted a job to an online job board yourself? If so, you probably understand how important keywords are for being found by the best candidates. Did you know that it's not only the keywords you use, but the visual formatting of the job description itself that matters for being found?
Most of the popular job boards like Indeed, ZipRecruiter, and Monster have their own scraper robots that will automatically post job listings from your company's website for free. The problem is, most companies don't know they can actually help the robots find jobs and read them better.
Without proper job post formatting, they miss out on the FREE marketing these bots do - spreading your job want ad for you. We optimize every job posting to ensure maximum exposure for our clients' positions.
Pay Per Click advertising increases our candidate pool and helps us identify the right candidates - ready to work now! We boost our regular and free job listings with laser targeted, precision advertising, backed by research & data. By hiring our technical staffing agency, you get access to veteran recruiters and our in-house internet marketing team who supports their efforts to recruit the best candidates. We go above and beyond and actually advertise your positions to candidates.
Google's Display Network is not commonly used in service based businesses like recruiting. Display ads are more popular for e-commerce and internet stores. Pro tip: Display ads cost less, are seen more, and help strengthen brand in addition to your ad message.
We believe in custom recruiting solutions and provide a more personalized experience with consistent outreach. One way we personalize content, improve the candidate experience, and build a stronger connection is through video advertising & video blogging (vlog). It's far more effective, interesting, and engaging to watch or get an update with a video. YouTube, Instagram, Facebook, Snap, TikTok, and many more platforms have strong native video storytelling tools. We highly recommend building out video learning libraries to educate at scale and give you a competitive edge.
Social websites and networking platforms an extremely powerful HR & recruiting technology. The sheer amount of time spent on these platforms paired with the number of elements they collect about users makes targeting the skilled workers we all need much easier than ever before. It is said that when a product is free, you are the product. This couldn't be more true! We don't just "post" a lot on social networks like everyone else. We use behavioral triggers & site visitor data to enhance the candidate experience. Consistent messaging and employer branding ensures we can fill a job and be your preferred agency for recruitment.
Retargeting those who visit our website and/or our physical office lets us keep in touch and foster new relationship over time. Don't be fooled - it isn't all about likes, shares, and engagements. Those are nice to have, but not necessary to be effective in your recruitment marketing campaign. Paid advertising specifically retargeting campaigns let us follow candidates and hiring managers around on the web. Continuing the conversation online increases our conversion rates and keeps those ready to work and waiting warm in our bullpen. Great recruitment marketing requires engaging at every stage of the candidate’s journey or sales funnel.
Persona targeting: we get the right message, to the right person, at the right time! We grow our talent pool digitally by geofencing local areas with recruitment and want ad style advertisements. This enables us to build custom audiences who visit specific retail stores, suppliers, distributors, competitors, similar businesses, networking events, job fairs, venues, local colleges, universities, and even unemployment & government agency offices. Locations are a powerful way to start a conversation and make a relevant introduction.
Beyond SEO, PPC, SMM/A - we are well versed in the ever changing algorithms of the internet as well as new innovations in machine learning and artificial intelligence (AI) technology.
For SEO, we pay attention to Google's Natural Language Processing (NLP), BERT Algorithm, and are aware of and anticipating future search algorithm changes like SMITH and MUM coming down the pipeline adding to the lineup of machine learning in their arsenal of algorithms.
For PPC, we continuously monitor Quality Score (QS) and Click Through Rate (CTR) to get the most money out of every campaign spent on behalf of our clients.
For Social Media, we stay omnipresent by reminding those who have engaged with our site, office, or team to keep in touch over time. As our audience gets colder and colder, not engaging with us, we push them out and eventually remove them from our messaging campaigns. This ensures our talent pool stays fresh and filled with warm & hot workforce who are engaged in the technology recruiting process.
Mobile friendly interactive forms simplify the interviewing process and create a workflow for our recruiters to follow. We collect a lot of different elements and analyze them before we make our first screening call.
We fact check everything! More importantly, by doing a verbal follow-up & phone walkthrough we are able to pin all of the genuinely awesome & authentic personalities. Skills are only half the battle in technology talent acquisition. Personalities can be lacking, dull, difficult, or eccentric.
Most IT, networking, and tech positions require a background check or security clearance, and rest assured we take it very seriously. We could use a mass screening service like an ADP, but we work with a more specialized full-service security firm who can dig deeper and provide advanced background checks and social media screening. Some clients like the Department of Defense (DOD) require more extensive background checks that look deep into someone's history, often back to the day they were born.
Some of the most underutilized techniques in recruiting are investigating and fact checking. Whether it is reference checking or verifying past employment experience, we perform extensive research and do our due diligence. Not only is this vital to understanding more about candidate experience, but it often results in new potential hires & more positions to fill at companies we didn't know about prior.
Work from home and remote working opportunities are becoming widely accepted and sometimes even preferred - especially in software development & tech companies. The COVID-19 pandemic has left its mark on the world and disrupted the traditional workplace setting. Companies are ditching their expensive HQ office buildings in favor of letting employees work remote. Employers are finding they get more hours out of each tech employee vs. when they commute. This is a major shift towards lifestyle careers vs. set hours for the existing labor market.
We are prepared to interact with both candidates and companies in any communication form they prefer and are comfortable with. The technology recruiting and hiring process may include remote interviews & video teleconferencing via Zoom, GoToMeeting, Join.me, Skype, Facetime, etc.
Executive search firms are hard to find, because placing executive talent is the most challenging placement type. Finding a firm with c-level experience in technology is like asking for a unicorn. If you are a unicorn hunter and are willing to spend extra budget to locate IT executives, corporate officers, directors, and visionary department leads, then our recruitment technology might be able to help!
We deploy nationwide (USA) IT executive recruiting services. Using behavioral advertising and interest targeting, we build c-level personas. As an information technology recruiter and technology staffing agency, the only way to grab these busy professionals’ attention is to laser target them at precise hangouts, hobbies, brands, and geolocations.
Ready to move your business forward or advance your career?
redShift recruiting is your premier technology staffing agency located in New York and serving surrounding states: VT, PA, MA, CT, NH, New England, and the Northeast USA.
Regardless of industries, whatever your hiring needs or business needs are we will cater custom staffing solutions & campaign solutions specifically targeting top talent professionals that fit your criteria.
It's a simple, tech based, talent acquisition method that makes us superior technical recruiters.
For tech, by tech, with tech! ℠
Recruitment Marketing Offices located in Albany, NY and Syracuse, NY.
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Job Seeker? Contact our technical recruiters to get started!
Employer? Hiring managers can request talent for hire now!