Technical Recruiter means "Technical" Recruiter

Recruiters come in all shapes and sizes. Different height, weight, hair color, number of teeth, and shoe size. They also come ready-made with different adjectives to support their naming convention. We give them a variety of titles such as “Executive” Recruiter, “Healthcare” Recruiter, “Contract” Recruiter, “Corporate” Recruiter, and of course Technical Recruiter. So, why do we give out these precious designations and why do our business cards label us as such? Well, outside of the obvious reasons, it’s probably because the title is a clear identifier of a skill or competency. And, it’s important that the skill is validated through the job description and how the recruiter is able to navigate the waters of the specific area of focus. Continue reading

Do you have a trusted relationship with a local IT recruiter?

A trusted relationship between an IT recruiter and a candidate is coveted in our business from both perspectives. You don’t have to be looking for a new job to have a relationship with a recruiter. Any relationship requires effort to maintain, but being connected with a good recruiter definitely has its rewards…

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Is Your Recruiter is Really Working for You?


Target with Arrowsby Justin Brewington, Technical Recruiter – Direct-Hire Services


In our previous blog article, “How to Find a Good Recruiter: Six Useful Questions to Ask,” EdgeLink Technical Recruiter, John Kahlil Somera explained the process of identifying and qualifying a recruiter from a job seeker’s perspective.  I would like to expand on the topic by asking, “once you have found a great recruiter, what’s next?  How do you ensure your relationship is a productive one?” Continue reading

The Nosy Recruiter

by Gina Storey, Senior Technical Recruiter – Contract Services

In this dynamic industry, recruiters face many challenges–many due to the complexity of us humans. I have met with some incredibly creative and remarkable people that have been gracious with their time and job search information.  At the same time, I have also encountered many candidates who carry a negative bias about recruiters, which causes them to keep a lot of important and critical details under wraps. 

My job as a recruiter is two-fold;  one main responsibility is to find suitable positions for my applicants, another is to deliver strong, qualified candidates to my client.  When I present a candidate to a client, I communicate a summary of their skills and career goals along with an overview of their current job search activity.  One of my biggest challenges is to get candidates to understand the benefits of sharing information with me regarding their job search; this includes other interviews they have had and other companies/opportunities they have pursued.  To them, I may appear nosy, but as their advocate and their only voice to the client, I must have all current and accurate information in order to go to bat for them and guide the hiring process.  My best intentions are with my candidates and I have no interest in jeopardizing their other job prospects (on the contrary!), I am simply aiming to be a credible advocate for them. If there are ever any “surprises” that pop up in process that I knew nothing about, not only is my credibility with my client compromised, the candidates credibility is also tarnished.  So, if you get annoyed with me for asking a lot of questions about other opportunities you have in the pipeline, just remember that I am doing my best to help you gain a fabulous job.  And, if you happen to get that fabulous job through another avenue, I will be the first to congratulate you on a job well done!