[hunglee2]

"You can’t just send random bullshit and expect meaningful results"

Unfortunately, this is entirely incorrect. The reason random bullshit occurs at all is precisely because it CAN produce meaningful results. The fact that it more often does compared to any other method is the reason why it is characteristic of tech recruiter behaviour.

It is matter of energy conservation.

Think of it like this: Recruiters can go one of two paths.

A)Carefully read resumes / profiles, up-level on tech know-how, even do a bit of programming as OP recommended. This is a ton of up front cost and therefore only those who can afford to risk the energy would do it.

or

B) Send lots of random shit, with low up front cost, accept low ratio return and only deal with the positives that come back.

The risk is front loaded in Option A, which is why it rarely happens. The recruiters that do do this, will basically be popular for the short time, but not last long as they get outcompeted by recruiters doing Option B.

It's not ideal but neither is global warming

[rendall]

A moment of empathizing will make it clear that option A is not an option. If I were a recruiter following that method, I would take 5-10 minutes to read someone's Github and only then send them a carefully crafted email that takes another 10 minutes, which will be ignored by all but 1 in 100?

I'm fine with ignoring unsolicited emails and politely declining phone calls.

[krageon]

That means you would hit someone you know is relevant once every workweek (at least) and because you took some time to figure out whether or not they were a match, you can be reasonably certain you can get 1-3 relevant candidates for a position every month. Having known recruiters, these figures are almost unthinkably high. Clearly this is a viable strategy.

[rendall]

Ok. Let's assume it is a viable strategy. Recruiters, the people who actually make their living at this - who must make sure their children's teeth are fixed, their houses' leaks are fixed - have an incentive to use the best strategy available.

Why then are recruiters not using this strategy, do you think?

[krageon]

There are plenty of recruiters that do use this strategy.

[mateo411]

I think there is a possibility of doing something in between A and B.

  1. Select good candidates based on relevant criteria. 
  2. Spend 1 or 2 minutes reviewing each candidate with the Technical Hiring Manager who needs to fill a role. 
  3. Send the filtered candidates a templated message asking if they are interested.

[pjbk]

"You can’t just send random bullshit and expect meaningful results"

Huh, isn't that the way nature works?

My thoughts precisely.

[kedikedi]

This sounds very similar to how one can do online dating

[dnissley]

"You can’t just send a msg saying 'hey' and expect meaningful results"

Oh, but you can, if you do it enough!

[hunglee2]

yep - first contact is a low percentage activity for the outreacher. You can't over invest in it