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Anonymous Author
LinkedIn
5 upvotes
Anonymous Author
linkedin
4 upvotes
Anonymous Author
LinkedIn
4 upvotes
Anonymous Author
LinkedIn
4 upvotes
Anonymous Author
Linkedin
3 upvotes
Anonymous Author
If time allows a strong internship program has had the highest level of success.   This sometimes means interns for 2, 3 or even 4 summers depending on when they start their internship and where they are in their college careers.   Where tradition degrees are not required we still try to leverage a similar intern style program or contract to hire policy.
3 upvotes
Anonymous Author
Linkedin
3 upvotes
Anonymous Author
LinkedIn
3 upvotes
Anonymous Author
LinedIn, cybersecurity network (colleagues and contacts), and recruiters if needed.
3 upvotes
Anonymous Author
LinkedIn
3 upvotes
Anonymous Author
LinkedIn
2 upvotes
Anonymous Author
A  combination of professional relationships, LinkedIn and reliable/trusted headhunter.
2 upvotes
Anonymous Author
Agree with the others. LinkedIn.
2 upvotes
Anonymous Author
I would say LinkedIn is a good resource. I will be honest I have filled a lot of positions in my role. Put the jobs out there and look at the resumes and then a rule of thumb come up with 10 really good questions that you would use interviewing everyone and you will weed out people who inflated or exaggerated about their experience. I have seen amazing resumes and then when I interview them it’s horrible. I get everyone gets nervous but you can tell the difference between nervous or someone talking way to long about something that wasn’t even the question bc they couldn’t answer the question. Your interview process is the key. Have a panel of 2-3 ppl if you can to rate the questions for each interviewees. This way you have diversity in how people receive and perceive each interview question and the whole interview itself. It allows for open discussion on what each panel member heard and thought. Remember we all hear differently and think differently you may have missed something another person may have heard. Take the time to really interview and standardize your questions so that everyone gets the same chance. You will hopefully weed out the bad and get the best candidate. Resumes, referrals etc get you in the door it’s what you get and see out of the interview that shows the real picture.
2 upvotes
Anonymous Author
LinkedIn
2 upvotes
Anonymous Author
my network
2 upvotes
Anonymous Author
LinkedIn and trusted headhunter.
2 upvotes
Anonymous Author
Indeed
2 upvotes
Anonymous Author
LinkedIn
2 upvotes
Anonymous Author
Great sourcers are key for bringing in a good range of talent. They help to get a qualified diverse slate of candidates for a diverse interviewing panel. Networking & referrals can’t keep up at scale!
2 upvotes
Anonymous Author
LinkedIn primarily (the pre-requisite questionnaire helps make shortlisting easier), and also a recruitment platform.
1 upvotes
Anonymous Author
Professional recruitment portal
1 upvotes
Anonymous Author
LinkedIn
1 upvotes
Anonymous Author
LinkedIn
1 upvotes
Anonymous Author
Technology workshops with external professionals participation, LinkedIn and aqui-hire.
0 upvotes
Anonymous Author
A mix between LinkedIn, Facebook Ads & a Headhunter that truly understands what I need.
0 upvotes
Anonymous Author
Trusted specialists whose job it is to find talent (headhunters, staffing firms), and recently, programs like Salesforce’s Pathfinder who provide free training for folks who either want to get into a career in the Salesforce ecosystem or wanting to make a career shift into tech.
0 upvotes
Anonymous Author
We’ve also found that local universities are a good source of young talent.
0 upvotes
Anonymous Author
Linkedin all the way
0 upvotes
Anonymous Author
Linkedin
0 upvotes
Anonymous Author
LinkedIn, in my opinion, is the ideal place to look for talent.
0 upvotes