As the founder of Briefcase Coach, one of the top global executive career branding firms, I’ve found that job seekers at all levels are confused about recruiters’ role in the hiring process. There is also a mystery about how to work with recruiters. Today, I will continue my interview series with executive recruiters to help demystify the executive search as I talk to Scotty John about accelerating your career as a tech leader.
Scotty John is hands down one of my favorite recruiters. Over the years, I’ve been impressed by his down-to-earth, straightforward approach and deep knowledge of the talent landscape. Currently a senior tech recruiter for KēSTA IT based in Salt Lake City, Scotty’s expertise extends far beyond tech; he’s been a key player in finance/treasury roles and medical staffing, giving him a broad perspective on the hiring process.
In this insightful interview, Scotty shares practical, insider tips that job seekers can immediately apply to succeed in today’s evolving market. We’ll delve into:
- Resume essentials: With years of experience, Scotty has reviewed hundreds of resumes. He shares what recruiters look for when they scan your resume and the common mistakes that can cost you the opportunity.
- Building relationships: As an expert in connecting and cultivating relationships, Scotty shares how to connect meaningfully with recruiters and why it’s crucial to maintain those connections over time.
- The shifting tech landscape: Scotty has his finger on the pulse of tech hiring. He shares how the market is changing and what job seekers must do to adapt and stand out.
Get ready to discover valuable insights and practical tips from a recruiter who truly understands the needs of both job seekers and employers. Let’s get started…
What is an executive search recruiter?
Sarah Johnston (SJ): How do you define the role of the executive search recruiter?
Scotty John (Scotty): An executive search recruiter’s role is twofold: serving clients (hiring companies) and candidates.
For the clients, it’s about finding them the perfect fit for their open roles. That means understanding not only the technical skills required but also the company culture and the kind of person who will thrive there. It’s about finding someone who can truly contribute and make a difference.
On the candidate side, we’re like a coach throughout the process. We help you prepare, make sure you’re putting your best foot forward, and guide you through the often stressful experience of job seeking. We want you to succeed, even if it’s with someone other than our clients.
Essentially, we’re the bridge between great companies and talented individuals, working to make the perfect match for everyone involved.
SJ: Ellen Recko, a mentor with the Lake Grove Job Seekers Club in Portland, Oregon, submitted this question.
At the end of the day, if exec recruiters can only place candidates that are a fit for a specific search in which they’re engaged, should one’s strategy be then to maintain engagement with multiple exec recruiters in the course of normal networking throughout one’s career … such that you are notified when interesting roles crop up that they’ll take your call when you are looking again? In other words, no matter how good one particular recruiter is, if they aren’t sourcing your talent, what is the value of engagement, or conversely, why would they take you on at that time if they can’t place you (assuming you aren’t interested in other job search services)?
Scotty: Yes, you should absolutely engage with multiple executive recruiters. The reality is that no single recruiter can cover the entire market, and I wouldn’t expect anyone only to be talking to me about the specific positions I’m representing.
It’s smart for job seekers to diversify their approach, just as they would with any other aspect of their job search. That means staying in touch with former colleagues, networking, and even checking job boards.
The value of engaging with multiple recruiters is that it increases your chances of being considered for relevant opportunities as they arise. Even if a recruiter isn’t currently working on a search that’s a perfect fit for you, they might be in the future.
By maintaining a relationship and showcasing your value, you become a top-of-mind candidate when the right role arises. If you consistently engage with recruiters, share insights, and demonstrate your expertise, they’ll be much more likely to “take your call” and advocate for you when the time is right.
The Value of a LinkedIn Presence
SJ: One of the things I appreciate about you, Scotty, is that you are truly committed to your craft. You regularly host LinkedIn Live sessions for job seekers and write high-quality content– most recruiters don’t make this kind of effort. What’s in it for you?
Scotty: The efforts I put into creating content and engaging with job seekers on platforms like LinkedIn Live are part of my commitment to demystifying the job search process. I want to make the process easier for people to understand and navigate. By providing valuable information and insights, I hope to establish myself as a trusted resource in the industry.
Ultimately, my goal is to build long-term relationships and establish my expertise so that when the time comes for someone to need a recruiter or hire for their team, I’m the first person they think of. It’s a win-win situation – I get to help people while also building my brand and positioning myself for future opportunities.
Tech Career Trends and Insights
SJ: The tech hiring landscape is changing. I was talking to a job seeker last week who told me that in 2022, recruiters were calling him almost daily. Now, he’s lucky if a recruiter looks at his LinkedIn profile. He expressed that it’s not the same market as it was a year ago. What are you seeing? Apart from what we are seeing at the larger tech companies that overhired during the pandemic, are you seeing stalled hiring across the board?
Scotty: The tech hiring landscape has definitely shifted compared to the boom of 2021 and 2022. You’re right; the larger tech companies that went on a hiring spree during the pandemic have pulled back significantly. We saw companies like Amazon and Meta making massive layoffs, which definitely contributed to a sense of unease in the market.
However, it’s important to remember that the tech world is much bigger than just a few big names. While there was a lot of caution in the market in Q4 and Q1, with high inflation and interest rates causing companies to be more conservative, things are starting to look up.
I wouldn’t say hiring is stalled across the board. In fact, there are more open positions now than there were in 2021-2022. We’re seeing a correction in the market, with compensation returning to more reasonable levels after the record-breaking highs of 2022.
Right now, hiring is starting to pick up again, and I predict we’ll see a boom in Q3. The Fed signaling interest rate cuts is a positive sign, and there’s a lot of pent-up demand for tech talent.
So, while it’s understandable that job seekers are feeling the change, it’s crucial not to get caught up in the negativity. There are still many opportunities, and companies are eager to find the right people.
SJ: Look into your crystal ball— what are your predictions for tech hiring in the second half of the year?
Scotty: If I had to gaze into my crystal ball, the second half of the year would look pretty bright for tech hiring. We’re already seeing things pick up in Q2, and I predict a real boom in Q3. The Fed signaling interest rate cuts is a good indicator that the economy is stabilizing, and that’s usually a green light for companies to start hiring again.
The noise around big tech layoffs has created a smokescreen, but the reality is there’s still a ton of demand for tech talent. Companies are realizing they can’t afford to stay stagnant, and they need skilled people to drive innovation and growth.
I’m particularly excited about the opportunities in emerging tech hubs outside of Silicon Valley. Places like Salt Lake City, Austin, and the Research Triangle attract top talent and foster a vibrant startup scene. This redistribution of talent will lead to some amazing new companies and technologies.
So, my prediction? The second half of the year will see a surge in tech hiring, especially in these emerging markets. We’ll see more companies competing for talent, which is good news for job seekers. However, it also means that candidates must be prepared to showcase their skills and stand out.
SJ: I predict we will see a small boom in Q3. I am no economist, but I have read the correlation between interest rates and hiring. The Fed signaled last month it expects to cut its key rate three times in 2024. So, we’ll see…
The Impact of Perk Offerings for Tech Leaders
SJ: We are seeing a shift in the dynamics between candidates and employers. Tech companies have been reducing office perks, including health and wellness benefits, in-house laundry services, subsidized travel, free food, and massages, while Google’s CEO recently announced a stark change in the workplace culture, saying, “This is a business.” How do you think the de-emphasis of people + culture, coupled with the loss of perks, will impact the tech industry?
Scotty: The first thing I’d say is that it’s important not to mix up benefits with culture. The folks who built companies like Google from the ground up didn’t have any of those fancy perks. They were driven by challenge, innovation, and the chance to build something great.
Sure, the loss of perks might sting a little, but I don’t think it’s going to cause a mass exodus from the tech industry. The real draw for tech talent has always been the opportunity to work on cutting-edge projects and make a real impact.
That being said, I do think there’s some clumsy messaging coming from certain tech CEOs. The way some companies have handled layoffs and benefit cuts has been less than ideal. But I don’t think it reflects a true de-emphasis on people or culture.
In the end, I believe the impact will be minimal. Tech companies will need to adapt and find new ways to attract and retain talent, but the core of the industry – the drive to innovate and create – will remain strong.
(Read more: FORBES: What Tech Employees Genuinely Value as a Company Perk)
SJ: Along those lines of shifting tides, do you think the loss of perks at the big MAANG companies will ultimately lead to some of the lesser-known tech companies to “bunch above their weight class” in terms of recruiting top talent? Will it redistribute wealth of talent?
Scotty: Absolutely, I believe this shift will shake things up and create a whole new playing field for tech talent. The big companies losing their luster are opening the door for lesser-known tech companies to step up and attract top-tier candidates.
Those fancy perks’ allure is fading, which levels the playing field. Now, smaller companies with exciting projects, strong cultures, and growth opportunities can compete head-to-head with the giants.
Resume Content and Design
SJ: As you know, I am in the resume business. I’d love to hear the first thing you look at when you read a resume.
Scotty: The first place I go on a resume is straight to the work experience. I would like to see what you’ve been doing most recently, and if you can make that section prominent near the top, that’s ideal.
I’m a big fan of the chronological format, so keep it simple and tidy. The functional resume trend? Not for me. It leaves me with more questions than answers.
SJ: Search firm recruiters have shared with me that they really like having P&L responsibility, headcount, and global responsibility in the header or highly visible at the top of page 1. Anything else that should practically stand out in flashing lights on a resume?
Scotty: You’re absolutely right; those elements are critical for executive-level positions, especially P&L responsibility and headcount. Global responsibility is key if the company operates internationally, but less so for domestic firms.
For me, the most important thing that should practically leap off the page is evidence that you’ve done what’s in the job description. It’s about demonstrating your skills and experience to hit the ground running.
In the tech world, that often means highlighting your recent experience with the specific technologies they need. If your resume is in chronological order, ensure that your most recent position clearly shows you using those technologies to achieve results. That catches my eye and makes me want to learn more about a candidate.
So, tailor your resume to the specific job, highlight your accomplishments, and make sure your skills are front and center. That’s the best way to get those flashing lights going!
SJ: What is something you ignore on resumes or wish people would stop doing?
Scotty: There are two things that really bug me on resumes. First off, the picture. It’s just taking up valuable space that could be used to showcase your skills and experience. We’ll see your LinkedIn profile eventually, and we’ll definitely meet you in person if things progress. No need for a headshot on the resume.
The second thing? The obsession with keeping resumes on one page. If you’re an executive with a long and impressive career, don’t try to cram everything onto one page. It’s just not necessary. Give yourself the space to tell your story properly. Two or even three pages is perfectly fine for an executive resume.
How to Make a Lasting Impression
SJ: How can job seekers make a lasting impression? What are the most important things job seekers should do to make the exec recruiter’s job easier?
Scotty: The best way to make a lasting impression, whether it’s with a recruiter or a hiring manager, is to remember that it’s all about building human connections. Do some research, go beyond my LinkedIn profile, and find something we can connect on. We could share a hobby or have similar interests. That personal touch goes a long way.
The most important thing is to be responsive and communicative to make my job easier. When I reach out, respond promptly and be clear about your interests and availability. If we schedule an interview, be prepared and engaged. After the interview, follow up with a thank-you note and any additional information I might need.
Remember, the job search is a two-way street. By being proactive, professional, and personable, you’ll make a lasting impression and make the process smoother for everyone involved.
Fostering the Recruiter-Candidate Relationship
SJ: If the recruiter is only trying to fill specific roles at any given time, a job seeker may not be a good fit. What is a good way to maintain the relationship between the recruiter and the job seeker or executive?
Scotty: Even if you’re not the perfect fit for a role I’m currently working on, there are still plenty of ways to keep the relationship strong. The key is to stay engaged and add value.
- Share relevant content: If you come across an interesting article or industry insight, send it my way. It shows you’re staying on top of things and thinking about the field.
- Comment and interact: Engage with my posts on LinkedIn or other platforms. It keeps you on my radar and shows you’re interested in what I’m sharing.
- Offer help: If you see a connection I might benefit from or hear about a potential opportunity, let me know. It’s a great way to build goodwill and demonstrate your network.
- Check-in periodically: Don’t be afraid to reach out every few months just to say hello and see what I’m working on. It keeps the relationship warm and reminds me of your skills and interests.
Remember, the recruiting world is about relationships. By staying engaged and adding value, you’ll stay top-of-mind, and when the right opportunity comes, I’ll be excited to reach out to you.
SJ: Let’s say you—a job seeker—find a recruiter online who specializes in your field. How should you approach the recruiter?
Scotty: The best way to approach a recruiter is to start a conversation, not by cold-sending your resume. The reason is simple: sending a resume without any context comes across as demanding, like you’re saying, “Hey, do something for me.”
Instead, try striking up a conversation first. You could mention a recent post they made, a position they’re hiring for, or even the fact that you’re both in the same field and interested in exploring new opportunities.
For example, you could say, “Hey, I saw you posted about that software engineer position at XYZ company. It looks like a great fit, and I’m really interested in learning more about it.”
This approach is much more likely to get a recruiter’s attention and start a meaningful conversation. Remember, it’s about building a human connection.
Get Hired When You are Overqualified
SJ: I work with executives who–from time to time– are interested in positioning for a role for which they are overqualified. It’s tough for these candidates to get traction with recruiters. Do you have any advice?
Scotty: The key here is context. When someone reaches out about a position they seem overqualified for, I think, “Okay, they’re probably just going to use this as a placeholder until they find something better.” Unfortunately, that’s the recruiter’s cynicism creeping in.
The best way to overcome that initial skepticism is to explain your interest in the role. Do your research on the company and articulate what’s compelling you to consider this position, even if it’s a step-down. Show us you’re genuinely interested, not just desperate for any job.
Remember, it’s about overcoming the objections already in the recruiter’s mind. If you can address those concerns upfront, you’re much more likely to get their attention and move the conversation forward.
Connect with Scotty
Scotty gave us some great insights into the tech recruiting industry. To continue learning from Scotty and stay current on the latest trends in Tech hiring, follow him on LinkedIn. Also, check out his company, KēSTA IT.
If you’re not a tech candidate but enjoyed the session, I have a CHALLENGE for you. Scotty talked so much about the importance of establishing and fostering relationships. Your goal from here is to connect with an executive recruiter. Maybe it’s Scotty, maybe it’s not, but use what you learned and make it personal.
