Helping tech recruiters vet client requirements and job candidates for technical roles by blending 20+ years of Engineering & Recruiting experience.
*Sold Out* and Next Cohort Signup
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Yo. I didn't think I'd have to send this email for at least a few more days, but here we are. Social QA Bootcamp is full. Sold out. Last seat was taken at 7:06 AM CT today. That said, you better believe I'm already thinking about the relaunch 🔥 If you tried to buy the course after 7:06 AM today, you were met with a waitlist signup page. I just updated it to include information about what's next. >>> Sign up for the next cohort tldr; I'm adding API test automation and test data management with Playwright Not this month, not even next month or the month after. We're talking April or May 2025 for the relaunch. Haven't nailed down a date yet, because honestly, I'll mostly be focused on helping students and losing weight during the next couple of months. Anything I build is going to be for fun. Just wanted to give you a heads-up, though. Sorry if you didn't make the cut this round, but there will be another chance when the 2nd cohort launches. Til then, you've got my emails and whatever other content I decide to cook up. Cheers, Steven |
The Better Vetter Letter
Helping tech recruiters vet client requirements and job candidates for technical roles by blending 20+ years of Engineering & Recruiting experience.
Reader, On Monday we covered who to contact and when. You did the work, found the right recruiter and team. Now what? Let’s talk about the message itself. I read a lot of outreach. And I'll be direct: most of it sounds the same. Not because the people sending it are bad candidates, but because they're following an outdated professional template that signals "I didn't really think about this." I’m guilty of it myself. I have looked back and read outreach for sales activity I’ve done and...
Reader, The generic "apply and pray" approach doesn't do anything. It sends you straight to the bottom of a pile that a recruiter may never actually touch. As someone who works in technical recruiting, I want to pull back the curtain a bit. Because the people who actually hear back are playing the game smarter. And it all starts with who to contact. Step 1: Find the Right Recruiter What you want is a recruiter who is actively working in your space, ideally the one listed directly on the job...
Reader, Part 2: Decide Fast, Apply Smart. So you've read the posting.You've done your self-assessment. Now comes the part that most people get wrong: They either spend three hours crafting the perfect application for a role they were never going to get without trying other channels, or they do nothing at all because it feels overwhelming and just submit the sample resume “as-is”. Here's the rule I give every candidate I work with: If you're going to apply, don't spend more than 10 to 15...