Mulberry Talent Partners Hiring Best Practices for the Tech Industry
4.9 million Americans work in technology. It is a $5 trillion dollar industry and is only expanding as new innovations and machine learning expand the need for trained labor. In the Pacific Northwest, which was a home to technology in the US, Mulberry Talent Partners has been a trusted partner to some of the area’s best and most innovative technology organizations. Tech companies from startups to publicly traded rely on the expertise of staffing agencies to find talent, especially after a series of funding where they need to build teams with top talent, fast. We wanted to share some of our expertise in one of the historically largest tech hiring markets in the country and how we source tech talent in Portland.
Hiring in the Tech: An Industry Overview
To be at the forefront of innovation, where you are debuting new technologies and looking to raise funds or see your new products adopted, the competition for talent is very high. Mulberry Talent Partners has placed top talent within the tech industry in software development and sales, artificial intelligence, cybersecurity, and more. Skillsets technology companies are hiring for require traditional skills such as those involved in operational efficiency and and business development, but also skills required for business scaling down to coding. There are some complicated elements in hiring for tech.
Technology Industry Roles Mulberry Fills
Depending on the level of organization, their growth objectives and the trajectory of the business, some key positions Mulberry has hired for include:
Software Developer/Engineer:
Designs, develops, and maintains software applications.
Data Scientist:
Analyzes complex data sets to derive insights and inform business decisions.
Cybersecurity Specialist:
Protects systems and data from cyber threats and breaches.
DevOps Engineer:
Manages the deployment and operations of software applications.
Product Manager:
Oversees the development and lifecycle of tech products, ensuring they meet market needs.
UX/UI Designer:
Enhances user experience and interface design for software and applications.
Considerations and Best Practices in Hiring for Technology
Define Your Needs, Skill Gaps, and Be Specific:
Be as thorough as possible when analyzing your needs. Where are there certain gaps, what does your organizational roadmap look like, what teams will this candidate be working within, what are some personality traits that would be helpful? These are the types of questions we ask our clients to better understand who we are looking for and how they want to grow. Whether you are working with a talent acquisition firm, like Mulberry Talent Partners or you are hiring within your own team, you have to understand clearly within your organization what you are looking for then outline the skills, experience, and qualifications required for the role in a job description.
Be as thorough as possible when analyzing your needs. Where are there certain gaps, what does your organizational roadmap look like, what teams will this candidate be working within, what are some personality traits that would be helpful? These are the types of questions we ask our clients to better understand who we are looking for and how they want to grow. Whether you are working with a talent acquisition firm, like Mulberry Talent Partners or you are hiring within your own team, you have to understand clearly within your organization what you are looking for then outline the skills, experience, and qualifications required for the role in a job description.
A well-crafted job description must include:
Job Title and Summary: Provide a concise overview of the role.
Responsibilities: List the primary duties and responsibilities.
Qualifications: Detail the necessary education, certifications, and experience.
Skills: Must have technical and soft skills. Company Overview: Include information about your company culture and values.
Responsibilities: List the primary duties and responsibilities.
Qualifications: Detail the necessary education, certifications, and experience.
Skills: Must have technical and soft skills. Company Overview: Include information about your company culture and values.
How Mulberry Talent Partners Sources Technology Candidates: Tips and Tricks
Finding the right talent for technology positions is competitive. There are some organizations that continually advertise positions and have recruiting firms looking because it is so competitive. We understand the demand is high for technology talent and especially with advanced skillsets and the most advanced degrees learnings. This is why we recommend maximizing your reach, more than a boosted post on LinkedIn or a career website.
Finding the right talent for technology positions is competitive. There are some organizations that continually advertise positions and have recruiting firms looking because it is so competitive. We understand the demand is high for technology talent and especially with advanced skillsets and the most advanced degrees learnings. This is why we recommend maximizing your reach, more than a boosted post on LinkedIn or a career website.
How we Broadcast
Digital Channels: Local job boards, social media, and professional networks all need to work in concert to broadcast a post.
Associations: Partner with technology associations and coding schools to tap into their talent pools.
Incentivize Employee Referrals: Referrals from employees are excellent ways to find hires.
Associations: Partner with technology associations and coding schools to tap into their talent pools.
Incentivize Employee Referrals: Referrals from employees are excellent ways to find hires.
How we screen
Screening 1: We review resumes and cover letters and create a shortlist from our database for the initial matching
Screening 2 Personal Interviews: Our personal screening is one of the most important parts of a screening because we check for a cultural fit and how they fit into your teams.
Screening 2 Personal Interviews: Our personal screening is one of the most important parts of a screening because we check for a cultural fit and how they fit into your teams.
How we Run Checks
Credentials: We ensure candidates’ education, certifications, and work history.
Deep Reference Dives: We have extensive vetting of references for candidates, both personal and professional, this ensures both a professional and personal fit.
Background Checks: Extensive background checks are our standard.
Deep Reference Dives: We have extensive vetting of references for candidates, both personal and professional, this ensures both a professional and personal fit.
Background Checks: Extensive background checks are our standard.
Hiring and Retaining Top Talent in Technology
Our service lasts long after a match is made. We assist in helping craft competitive compensation packages that align with industry standards, and help negotiate terms that both parties agree to. The most important part of this portion of the hiring process is clear communication, as it sets the tone for onboarding and later, retention. If you are looking for more information on retaining talent, we recommend our Retention Guide.
Final Word on Hiring in Technology
In this growth industry, where companies are constantly expanding as fast as new technologies are developed, having a recruiting partner can be a real benefit to your organization. Many burgeoning tech companies do not have the time to build hiring processes into the equation, that is where we come in. If you are a tech company in Portland and need a partner for hiring the top talent, contact Mulberry Talent Partners.
In this growth industry, where companies are constantly expanding as fast as new technologies are developed, having a recruiting partner can be a real benefit to your organization. Many burgeoning tech companies do not have the time to build hiring processes into the equation, that is where we come in. If you are a tech company in Portland and need a partner for hiring the top talent, contact Mulberry Talent Partners.