Helping tech recruiters vet client requirements and job candidates for technical roles by blending 20+ years of Engineering & Recruiting experience.
Womp womp (I jinxed it lmao)
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Hey so....yeah, that workshop? Turns out, her audience wanted a virtual workshop so she moved it to Tuesday. Why can't I do Tuesday, you ask? I'm doing my own live workshop for my students in Social QA Bootcamp. Showing them how to do API test automation with Playwright. And I'm picking my wife up from work halfway into the workshop so.... ...yeah. Priorities 😉 Nothing says I can't still hop on a call with the marketing coach/musician when we both have a spare moment, but it seems it won't be in the super-near future. Stay tuned for more on that (eventually). In other news, I'm getting more and more excited about the relaunch in May. I know, it's a long ways a way, but...I've got a lot of new Playwright content coming your way:
And I'm locking it all inside Social QA Bootcamp. By the end of the year, this bootcamp will contain most of what I know about Playwright. And that's a decent amount at this point. I know y'all said you want more Python Playwright content and I aim to deliver that to you this year, too. Maybe in a smaller format like a self-guided course or a live workshop. You tell me which sounds more appealing:
Have a fun weekend, 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 Not because the people sending it are bad candidates, but because they're following an outdated professional template that signals "I didn't really think about this."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...