[zvitez]

Why do you think it's not scalable? Think there always has to be a level of attention on an individual level? What BS are you referring to btw? The usual, "This guy knows Java. He'll probably interested in this Javascript position!"?

[lazyant]

Just to keep ranting, this is a typical process that has been happening to me:

  - Get unsolicited email by recruiter. I ignore if it's generic but if it looks like they've read something about me I answer (now I demand company name & salary range upfront to save everybody's time)

  - Recruiter follows up asking for resume or call. I have linkedin complete public profile, blog, twitter, Stackoverflow, Github etc, with all linked to each other, almost never they notice.
  - If somehow I'm still interested and I can't get out of the call ("my favorite call hours is email"), I schedule for a short call. I always write short, clear polite emails.
  - Already here the communication stops sometimes. If there's a call they invariably want to qualify me with the salary question. I've used both the "won't say at this stage" and "inflated salary" strategies.
  - Next if there's a first company phone interview (basic screening/basic tech) I always pass it, tech questions seem too basic, we schedule remote tech interview
  - In the remote tech interview I tend to fulfill the objectives but maybe I'm too slow or I'm not good at communicating or something. They say they'll call me for the next interview.
  - Then they stop communicating.

This cycle has happened to me several times recently, with several of the HN's "Who's hiring" companies. Only company which replied with a result was Facebook (wasn't a perfect match in any case) and a company in Idaho, it seems people in SV can't be bothered.

[lazyant]

The recruiting game makes my blood boil, so I'll just point to some issues but the main thing is that tech recruiters are clueless about tech and don't bother reading about you or the target company before wasting your time, and I'm not even getting at having someone really look out for you actively trying to find a good match.

General issues or "Top 10 Mistakes Technical Recruiters Make":

  - Not selling their company (or the position)  
  - Not looking into the prospect’s web presence  
  - Sending “cold call” vague email  
  - Not understanding basic technology  
  - Not disclosing basic information (an idea of salary, company)  
  - Using buzzwords, offering silly perks  
  - Not asking relevant questions  
  - Radio silence, not being responsive  
  - Not being clear on the process, what to expect  
  - Not understanding what motivates people beyond money

I think a good recruiter is not scalable in principle since it would need someone to get to know you a bit.

[pcbo]

Very nice list of top ten mistakes! You should write about it.

Can you please tell me what motivates you more beyond money? Challenge? Co-workers?

I did a similar list but focused on companies top ten mistakes when hiring tech professionals: https://www.linkedin.com/pulse/article/20140924112230-224359...

[lazyant]

the most important thing for me is the team, the people I'm surrounded with, also like everybody else, autonomy, mastery, purpose http://www.youtube.com/watch?v=wdzHgN7_Hs8

[zvitez]

To have someone actively look for a job for you is indeed not scalable, at least not affordably. What about having people that know you, personal and professionaly tell you about jobs you might like? Do you think they would do a better job than the average recruiter? That's a nasty list by the way. The thing is most of those issues can be avoided with just a little bit of effort and care...

[lazyant]

I'm not expecting to have someone doing everything for me handholding, but I still haven't found a recruiter that hasn't lied to me or stopped sending emails or skipping appointments or is not completely clueless technically about the job position or me, and I'm pretty sure this is all across the board, I'm nobody special.

Like you said, with a bit of effort it will be great. The issue imho is that recruiters have no barriers of entry, so it's like realtors or financial advisors, a few good people in a sea of weasels, unfortunately while I found good people in those professions, not in the recruiting area.