Smartest People Smarter.

A lot of great technical talent on the sidelines – hard for them to get an opportunity when there are hundreds of applicants for certain roles:

• High Competition: The tech industry is highly competitive, with numerous highly qualified candidates vying for the same roles. As a result, many talented individuals find themselves on the sidelines, struggling to stand out in a crowded field. The sheer volume of applicants can make it difficult for even the most skilled candidates to get noticed, especially when initial screenings are often conducted by automated systems or overwhelmed hiring teams.
• Missed Opportunities: This competitive landscape means that many excellent candidates may never get the chance to showcase their abilities, leading to missed opportunities for both the candidates and the companies that could benefit from their skills.

Those same great candidates often don’t know how to ‘play the game’ with keyword matching in terms of job postings, their resumes, and traditional resume screening software:

• Keyword Optimization: Many job seekers, particularly those with strong technical skills, may not be familiar with the importance of keyword optimization in their resumes. Applicant Tracking Systems (ATS) often filter resumes based on specific keywords related to the job posting, meaning that even highly qualified candidates can be overlooked if their resumes don’t contain the right terms.
• Lack of Guidance: Technical candidates may lack the guidance or knowledge needed to tailor their resumes to the specific requirements of each job posting, including the use of industry-specific jargon, tools, and technologies that are often searched for by ATS.

Non-technical HR professionals or hiring managers who must hire technical talent don’t know how to vet the technical skills of the persons they must hire, so they need smart help:

• Skill Gap in Hiring: HR professionals or hiring managers without a technical background often face challenges in evaluating the technical proficiency of candidates. They may not fully understand the nuances of different programming languages, frameworks, or tools, making it difficult for them to assess whether a candidate truly possesses the required skills.
• Reliance on External Tools: This skill gap can lead to an over-reliance on external tools or assessments, such as coding tests or certifications, which may not always accurately reflect a candidate’s abilities. Additionally, these hiring managers might prioritize candidates with easily verifiable credentials, potentially overlooking those with non-traditional backgrounds or self-taught skills who could be equally capable.
• Need for Collaboration: To address these challenges, there is a growing need for collaboration between technical experts and HR professionals in the hiring process. This could involve technical teams assisting in the development of job descriptions, participating in interviews, or helping to design more effective assessment methods.