• Has a solid grasp of IT roles, programming languages, tools, and technologies (e.g., understands the difference between Java and JavaScript, or what DevOps and cloud computing involve).

• Can hold basic conversations with developers and understand what hiring managers truly need.

bbbbbbb

• Can clearly explain technical roles to non-technical candidates or stakeholders.

• Listens carefully to candidates' skills, goals, and career paths.

• Bridges the gap between technical teams and HR.

• Knows where to find top tech talent (e.g., GitHub, Stack Overflow, LinkedIn, niche job boards).

• Uses Boolean searches and advanced sourcing strategies effectively.

• Can screen candidates for technical skills (even if not coding themselves).

• Knows when to ask for a tech assessment or second opinion from an engineer.

• Also considers how well a candidate will fit into a specific team or company culture. description

• Understands that good IT candidates get hired quickly.

• Moves fast while maintaining quality in communication and screening.

Uses Applicant Tracking Systems (ATS), recruiting CRMs, and sourcing tools.

• Keeps up with industry trends like AI, cybersecurity, cloud platforms, or remote hiring practices.

• Doesn’t just chase resumes—builds real relationships with developers, engineers, and IT professionals.

• Respects candidates’ time and gives honest feedback.

• Can fill tough roles others might give up on.

• Creatively finds new sourcing channels or revises job descriptions when needed.