GVS Chaitanya’s Post

Growing your business can be a time-consuming process. However, it doesn't have to be if you hire Christian! He will find leads eligible for your company's services and secure high-converting sales meetings. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Is your company not generating enough sales appointments? Don't worry! Hire Nick! He will find the right sales opportunities for your business, schedule sales meetings, and help your organization achieve positive results. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Building the right relationships with leads can be difficult. However, it doesn't have to be if you hire Christian! He will help your organization with client acquisition and schedule sales appointments with prospects interested in working with you. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Growing your business can be a challenging process. However, it doesn't have to be if you hire Evan! He is dedicated to scheduling high-quality sales meetings to increase results and productivity for your business. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Tired of the traditional hiring process? 🕰️🔍 Here's how Napoleon is revolutionizing the landscape: 1. Boutique-Style SaaS Experience 🎩💻 We offer a unique online hiring experience, focusing on niche and skilled technical roles from credible ISV partners. 2. Addressing Mutual Frustrations 😤🔄😊 We understand the pain points of both employers and candidates. Our platform eliminates time-consuming processes and mismatched pairings. 3. Advanced Technology 🚀🤖 Our innovative approach leverages technology to create a more efficient and effective matching platform. 4. Accurate Profiling 🎯👥 We profile candidates' technical skills accurately and match them intelligently with suitable roles. 5. Strategic Partner, Not Just a Platform 🤝🏢 We're committed to providing personalized attention and being a strategic partner for organizations seeking top-tier technical talent. Have you considered a more efficient hiring process? Visit https://lnkd.in/deZq8x_B to learn more. #NapoleonHiring #RevolutionizingRecruitment #TechTalent

Growing your business can be a challenging process. However, it doesn't have to be if you hire Marc! He will qualify prospects and set sales meetings to increase results and productivity for your business. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Growing your company and finding the right sales prospects can be difficult. That's why you should hire Logan! He will schedule sales meetings with key decision-makers who are looking for the services that your business offers. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Growing your business can be a time-consuming process. However, it doesn't have to be if you hire Adam! He will find leads eligible for your company's services and secure high-converting sales meetings with them. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Do you want to grow your business but aren't sure how? Don't worry! Hire Dillon! He will help increase sales for your organization by scheduling sales meetings with key decision-makers looking for your company's services. #ArsenalBusinessGrowth #availablesalesrep #outboundleadgeneration

Your developer interview process sucks 🪠: Here’s how to fix it? 1/3 👍 Are top-tier developers slipping through your hiring net? How many "perfect on paper" developers crumble during technical assessments? This is going to be part 1 of a 3-part series on refining your hiring process, specifically focusing on how to effectively qualify a candidate's technical ability. In the past few months, I’ve worked with clients to improve their interview process, and these are some of the things that I think about when designing the interview process. 🟥 Not all developers fit in the square hole – Tech test vs. Paired Programming As a software developer and a recruiter, I’ve been on both sides of the fence. I’ve taken technical tests, given them, and done my fair share of pair programming interviews. The more I reflect on it, the clearer it becomes: these approaches test very different things. Depending on what you're looking for in a candidate, one method might be way better suited than the other. 🤖 Technical Tests are a great tool for verifying a developer can fulfil the duties of their role. You find tech tests resonate best with developers who can work independently and churn out work quickly in isolation. These candidates often excel at solving problems in a controlled environment but are not necessarily the candidates you want in a highly communicative or client-facing environment. These people will often be your top developers, and you don’t want to miss out on them! 🤝 Paired Programming, on the other hand, allows you to assess how someone interacts in real-time. It’s about collaboration, listening, and adaptability. When you are pair programming with a candidate, you can quickly gauge their soft skills, how they approach problems, and how they deal with the unexpected. More importantly, you get to see how they learn and improve in the moment. Often, I find candidates who would excel in a technical test can falter in the paired programming stage due to social anxiety, lack of soft skills, or difficulty thinking out loud under pressure, even though they may be highly skilled technically. 🤔 Ultimately, you need to be more diligent when making your interview processes. Think about what the role entails. What test would best suit that individual? Cater the process to them so they don’t fall through the cracks. 🎯Are you looking for someone to be a production machine? Or a team player who you can work closely with? If you want a team player, you’re going to have a pair programming interview where you can collaborate, teach, and see their process. If you're facing tight deadlines and need a developer who will take ownership of their space - implementing a technical test can help you find that person. Tomorrow I’ll follow this up with some horror story technical tasks I’ve come across and how we can improve them to be 1. Relevant, 2. Fair in terms of time commitment, and 3. Truly reflective of the real challenges developers face on the job.