Recruiting the best and the brightest developers in the business is hard work – especially when you’re not an expert in their domain.
We’ve gathered tools that will give you a technological edge in helping you build a better technical recruiting process. From staying in the know, to reaching hard-to-get candidates, to employee engagement, we traced the hiring process from start to finish to bring you the most time saving, industry-changing solutions for each stage of the process.
Based on a combination of user base size, social feedback, and reviews, we’ve incorporated both established high tech recruiting solutions, as well as some up and coming options for the adventurous. Though most of these solutions listed here are paid platforms, we’ve done our best to point out free (or nearly free) alternatives wherever possible.
So without further ado, let’s get started:
These tools and resources help keep tabs on the news and trends that matter most in the tech talent community.
Keeping tabs on relevant tech news and articles can be incredibly time-consuming. Newsprompt monitors your article browsing activity to automatically suggest articles you might want to read, and then compiles them into one space. It focuses on fairly high-level news but is an easy way to keep in the loop with minimum effort.
For example, if you spend a lot of time reading through cybersecurity news in VentureBeat’s Dev channel, Newsprompt might suggest an article from another news outlet about the WannaCrypt ransomware outbreak. It plugs right into your Google Chrome browser, and just launched in August 2016.
Where developers notoriously hangout. It’s the Facebook for developers. The ultimate ear to the ground when you’re trying to keep in sync with the tech talent community.
HackerNews is run by Y Combinator, the Silicon Valley-based accelerator that’s helped to propel the likes of DoorDash, Zenefits, Optimizely, and Airbnb to success. The Reddit-style site lets the community upvote the content they like most, propelling the most popular stories to the top of the list. You’ll find posts on everything from “MNIST for Machine Learning Beginners”, to breaking news on tech acquisition deals – really, whatever web content the tech talent community is talking about at any given moment.
Slashdot is the TL;DR version of most tech news sites. It compiles the most popular tech and developer-centered news articles into easy to digest executive summaries. Though on any given day, it shares a good deal of content with HackerNews, each entry contains only an article title and a roughly 200-word synopsis, making it perfect for quick, high-level overviews.
This set of tools helps simplify the process of finding new potential candidates through automation and innovative communication tools.
InMail response rates low? Lusha leverages a database of “billions of contacts” to help you find direct phone numbers and emails for potential candidates. With the Chrome extension, you simply navigate to a candidate’s LinkedIn profile, and Lusha will automatically serve up any contact information it has on that candidate so that you can reach out directly.
The most basic subscription plan is free, but you’ll need to invest in a paid plan if you want to do more than a few searches per month.
Free alternative: Clearbit Connect
A must-have for particularly hard-to-reach technical candidates. Now in the process of joining forces with FullContact, Conspire is a Chrome plugin that uses LinkedIn to find your “best path” to a target candidate via mutual LinkedIn connections. You choose your target candidate, and Conspire offers a series of potential personal “paths” to that candidate for you to pursue. It makes educated guesses as to how well you know each of your connections, suggesting introductions only through those connections you know best.
RocketBolt uses a combination of email and website tracking to keep tabs on potential candidates’ interactions with your brand. Though it was designed with salespeople in mind, it can be equally useful in tracking brand touchpoints with a potential candidate.
Once a candidate fills out a form on your website or clicks on a RocketBolt-tracked lead, the platform will keep track of their email opens and website visits from there on out. The website tracking feature is a real standout here – it not only lets you know if a candidate has visited your site, also when they visited, and how many times they’ve come back, so you can get a clear view of their engagement and interest level, and better time potential follow-ups.
Most mail tracking platforms let you see who has read, opened, or clicked links within an email. Mixmax goes above and beyond, with advanced email tracking, plus a calendar scheduling feature, customizable email templates, and scalable personalized emails. It even has built-in ATS integration options.
The beauty of Mixmax is that it’s truly “account-based”. It tracks email interactions with candidates as they go through the stages of interaction you’ve defined, and even goes so far as to automatically trigger email personalized sequences based on their activity.
Free alternative: Mailtrack for tracking + Gorgias for email templates
Crowded is like LinkedIn specifically for tech job seekers and employers. Job seekers create free profiles to get matched with relevant hiring employers, and employers receive a weekly list of candidate matches for their posted roles.
Once you’re signed up as an employer, you can post any open jobs on the platform. From there, Crowded’s in-house sourcing team will work to provide a curated list of interested candidates on a weekly basis. They also provide a chatbot service to help get in touch with candidates and ask them any qualifying questions you want to kick off with.
These tools help screen promising candidates to determine which will be the best skill, team, and company fit.
Skill fit doesn’t always equal personal fit. pymetrics [sic] aims to build candidate cognitive profiles based on a series of neuroscience-based games. Candidates are given a series of 12 games to determine where they fall in the spectrum of qualities like planning efficiency, attention control, and willingness to take risks.
Once a candidate completes pymetrics’ games, the algorithm matches them suitable job openings, based on those that employers have posted within the platform. The result is an unbiased, inclusive method of seeking out cognitive and emotional fit for any given role.
According to The Predictive Index, cognitive and behavioral traits are among the biggest predictors of on-the-job performance. That’s why The Predictive Index utilizes behavioral assessments to determine the cognitive traits required for any given job and then matches candidates based on how well they meet the ideal traits for the job.
Potential managers and stakeholders take a job assessment test, which in turn generates a behavioral and cognitive target for the job at hand. Candidates are screened using the target data, allowing you to compare their measured traits side by side to see which will fit your needs best. The Predictive Index even assigns a workplace behavioral expert to every account to ease the process.
You probably saw this one coming. HackerRank is a multi-point technical recruiting platform aimed at sourcing, screening, and hiring effective developers through skills-based assessment. The crown jewel of the platform, however, is its CodeChallenges, which can be used to easily test and assess candidates on specific technical skill-sets. You can either create your own custom tests or use a pre-made one.
Either way, there’s no manual code review on your part, so you’ll be able to accurately assess a candidate’s technical skill set without the time sink of a line by line evaluation.
These tools ease the process of encouraging employee engagement to decrease turnover for in-demand tech talent.
Previously AnyPerk, Fond is a one-stop shop for increasing employee engagement. The platform can not only coordinate corporate discounts and perks but also offers an employee recognition program managed independently by a Fond CSM. It also offers free employee engagement surveys to help gauge general employee sentiment within your company.
One particularly cool feature of Fond is its Employee Rewards program, which allows managers to send out points-based rewards whenever an employee has accomplished something truly stellar. In turn, employees can redeem those points in the Fond rewards platform for things like gift cards, movie tickets, and more.
If perks and monetary incentive programs are the traditional route to employee engagement, Braavoo is anything but.
Instead of focusing on corporate discounts or free stuff, Braavoo focuses on sending narrative feedback as a sort of verbal pat on the back to performing team members and peers. Whenever a peer does something you appreciate, you can send them a badge or thank you note in the Braavoo web app, which is public within your organization for peers and managers to see. The idea is to “motivate intrinsically” to engage your key employees.
Glassdoor, Indeed, CareerBliss… the list of employee review sites goes on. Ratedly is a new platform that aggregates and monitors employee reviews of your company across multiple popular feedback sites. Currently, run through an iOS app, Ratedly creates a collection of recent company reviews across multiple sites in a single, simple, scrollable feed for review. You can even set the app to send you a notification whenever a new review appears, or share relevant reviews with managers via email directly from the app.
It’s still in its infancy, but at $150/mo, it stands to save a lot of time for those that want to keep tabs on their reputation on the ground. It’s currently mobile-only, but their website indicates that a desktop web app is on the way.
These tools streamline everyday processes to decrease your time spent on tedious or needlessly time-consuming tasks.
Book calendar appointments without back-and-forth using Calendly, an appointment scheduling tool. You simply set your preferred availability, share your link with the person you want to meet with, allow them to choose their preferred time, and you’re done – the event is automatically created.
It’s free to start, but most advanced features (like integrations) require a low monthly fee.
Free alternative: Appoint.ly
WebClipDrop is a simple tool, but a huge timesaver. Its functionality is simple: it clips detailed candidate data like name, location, phone number, and more from sites like LinkedIn. Since it automatically parses the data into relevant fields, all you have to do is paste it into your ATS – it’ll autofill the correct information into the appropriate fields.
These tools and resources help find freelance technical talent at the budget, skill level, and scope you need, from singular independent developers to fully functional development teams.
Upwork (previously oDesk) is The original standard for finding freelance talent, boasting boasting over 12 million registered freelancers on its site, Upwork is the world’s largest freelancer marketplace. It also has a wide variety of technical talent in its pool, but with none of the vetting – so you’ll have to manually seek out and review any potential freelance candidates. That said, the expansive user pool drives (very) competitive prices, so it’s very budget friendly in comparison more exclusive freelancer networks. Simply post a job description, define any specific freelancer requirements (e.g. location), then sit back and review as interested freelancers send proposals your way.
Their process is a consultation approach. First, you describe your project in a brief five question survey. From there, Crew will send you a suggested budget, then match you with an appropriate freelancer. Their biggest appeal: any freelancer they suggest to you is ready to get to work within 24 hours.
ScalablePath focuses on a fairly large subgroup of talent, supplying hiring managers with everything from developers, to designers, to marketers. Once the team at ScalablePath speaks with you to determine the scope of your project, they’ll personally source the freelancers best fit to get the job done.
If you’re looking for a long-term relationship with your freelance technical talent, try Gun.io. They leverage only full-time freelancers to build “high-quality, needs-based custom work at a fair and honest rate.” The focus is on integrity and long-term stability for every project they work on, which is a slight departure from the siloed plug-and-play model freelancers are most often hired for.
Once you sign up for Gun.io, all you need to do is fill out a short form to describe your freelancer needs. Representatives from Gun.io will match you with the best-matched freelancer, then oversee the project until completion to make sure you stay on time and on budget.
Another platform at the leading edge of on-demand tech teams, Koder is a monthly subscription service that crowdsources everything from CTOs, to product managers, to developers to bring your vision to life. Koder doesn’t just source individual freelancers, but a whole technical team for any given project – including a product manager to oversee and communicate progress from start to finish.
Users pay a monthly subscription fee that determines the level of support you’ll receive in your pre-built team. Each level comes with a set number of employees and set of capabilities they can tackle (like Web Apps, or even VR). You choose the level of support that’s best for your current needs, then ramp up your plan if needed as your project evolves.
These up and coming tools seek to leverage AI technology to take manual labor out of the hiring process, using automated processes to find, screen, and even interact with potential employees.
Writing an effective job description is something of an art. Textio turns that art into a science, analyzing 10 million+ job posts a week to help you write the job description most statistically likely to attract your ideal candidate.
Using its natural language processing engine, Textio tracks millions of job posts and their eventual outcomes to determine how to best frame your job description to attract the candidates you’re seeking. It can even help tweak your language to ensure a neutral written tone, which can help your listing appeal to a more diverse set of candidates.
Free alternative: DirectReports
Job Pal lets you chat directly with potential candidates without having to actually talk to them. It’s a conversation chatbot that works across Messenger, Skype, Slack, and even Telegram to chat with potential candidates. You can use Job Pal either on your career-related webpages to catch engaged candidates on your site or use it in your outbound social media recruiting to spark a conversation with potential candidates. It even has a pre-screening function to help weed out irrelevant candidates based on criteria you specify.
Though Job Pal only offers its services through customized packages at present, this could be a huge help to those dealing with large volumes of inbound candidates.
Karen is an ATS-friendly AI “assistant” that helps pre-screen and prioritize top candidates. It uses the power of AI technology to review resumes, shortlist the best candidates, and even suggest alternative job fits for those that don’t quite align with the needs for the position at hand. If you allow it to, Karen can even reach out to shortlisted candidates to learn more about their qualifications, and then better sort their suitability.
The platform is still in its pilot program but is one to keep an eye on as AI continues to move into the recruiting space.
For those that want a fully automated process, Arya is worth a look.
The platform calls itself “the world’s first AI recruiting platform,” leveraging AI technology to populate your pipeline. In tandem with your internal database, popular job boards, and social media sites, it uses a combination of advanced analytics and machine learning algorithms to pick and choose the candidates that best suit the jobs you’re looking to fill.
Based on the data it collects, it can even predict which passive candidates are most likely to move jobs based on “mover probability,” so that you don’t have to limit your search to just active job seekers. It can also integrate with your ATS.
1-Page SOURCE aims to cut the manual labor out of sourcing. It uses a combination of AI sourcing technology paired with industry expert knowledge to hand-pick the best candidates for your needs, complete with professional background and contact information.
Once you have a shortlist of candidates, you can even see how those candidates are connected to your current employees, which you can use either to pre-screen potential candidates or even leverage for a smoother candidate outreach.
Billed as “your team’s A.I. recruiter,” Mya works with your existing team and ATS to source, screen, and schedule time with potential candidates. Mya uses a machine learning algorithm to prioritize candidates from a large volume of applicants, and even interact with top applicants as needed.
Mya’s chat function is especially impressive. It utilizes natural language understanding to pull important details out of a fluid conversation, and dialog management to determine what questions to ask, based on the information gathered on a candidate up to that point. It even has a natural language generation facet, which allows conversations with Mya to feel natural, fluid, and even human.
What are your favorite tools and resources for simplifying the hiring process? If we missed one of your go-tos, let us know in the comments below.