The Recruiting Rodeo🐎

Vol. 46: Why Talent Acquisition Is Broken (an ongoing series)

I reviewed a job posting this week on LinkedIn for a “Director of Recruiting” at one of the world’s most profitable technology companies (compensation range listed: mid $200s - mid $300s).

Sadly, how this tech leader is “searching” for talent to hire its talent, its “leadership” talent, no less, knowing the intense challenges this company is up against in the global AI, chip, and data center race, is yet another shining example of “Why Talent Acquisition Is Broken.”

Photo by Logan Voss on Unsplash

The criteria for the “Director of Recruiting” position?

The JD states that the “Director of Recruiting” will recruit at the “leadership” level(s). While no exact titles are mentioned, I assume, having worked in talent acquisition for a large technology corporation, and having recruited out of pretty much every size tech company in America at some point, this means Director, Sr. Director, VP, SVP-, GM- and C-level — overseeing search firms, as needed.

Under its “What We Need To See” section, which in hip, tech company speak means “Requirements” or “Must Haves,”I read what I would expect to read for a position where the recruiter will be sourcing, identifying, engaging with, and interviewing talent, in consideration for “leadership-level” positions:

“12+ years experience,” “leadership recruiting experience,” etc.

Below the “What We Need To See” section is another category:

“Ways To Stand Out From The Crowd.”

In recruiter-speak, these are “Nice To Haves” vs. “Must Haves” — a “preference” vs. a “requirement.” And from experience, I know that these preferences count. A lot.

“Workday ATS and Eightfold experience a plus”