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,In Part 1, I shared a story about a CEO who wanted to 2× his output without 2× headcount and realized his real constraint wasn’t talent. It was infrastructure. So now let’s get tactical. If you’re responsible for: Revenue Rep productivity Tech adoption and how work actually flows through your business …this is the part that matters. 1. Are you even AI/Automation-ready? Before you buy anything, ask yourself: Do we have clear workflows in place? Do we know where time is leaking every...
Reader, If you’re still manually sourcing talent and building sales call sheets in 2026...you’re behind. Not because you’re bad at your job.But because tech is changing options for better operations. I see this every week with staffing leaders who are trying to grow revenue using workflows built for 2021. Now is the time to assess. Example: Last week I met with a CEO of a consulting firm focused on engineering hiring.Sharp guy. Strong foundation. Great delivery instincts. His goal? 2× his...
Reader, At the bottom of today's email is the rubric I used with the hiring manager during discovery and interview debriefs. It was developed with a senior engineer in the organization who conducted a one-time discovery session with me and the client manager to understand the department’s initiatives and requirements. This approach immediately created a level of trust and shared accountability with the decision-maker and provided a clear framework for me to surface gaps and misalignment...