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How do you become the developer that all IT recruiters want?


Developer, are you going to work backwards? Are you in pursuit of your ideal job? Then take a look at the recruitment agencies! Why? Because their goal is to find the best developers for their clients. Strategically, they should select the best projects in the best companies. But to get the wanted job in a company where it is good to spend your days, your good technical level is not necessarily enough!

1. Look at recruitment agencies

The essence of a good developer


To be recruited, a developer must obviously meet certain technical requirements and may be more or less successful depending on his or her background.

Technically, more than being the one who perfectly masters his technos, the good developer is more the one who really knows them, nuance. Knowing them means knowing how they will best serve a project, and more than others. This brings us to the following question: which of the versatile and specialised profiles is better valued? Answer: both! Being specialised in a preferred technology is good, but remaining open to other technologies in order to understand them, their differences, their links, etc., is even better.

What also really makes the difference between two similar profiles is having worked with stronger peers, such as a lead dev for example. Finally, technical professionalism is also highly sought after: documenting your code so that it can be taken over by someone else in the future is unfortunately far from being a practice adopted by everyone (including the fastest).

In short, the desired developer is progressive rather than demonstrative and is pragmatic and adaptive.

If we look at their background, the most valued profiles are trained on a first IT basis: engineering schools remain the must for many companies, ahead of efficient self-taught people, recognisable by their permanent watch, their participation in personal or open source projects and often by their abundant creativity.

For a CV that will appeal to recruiters:

2. Representing your level by techno on 5 stars is a good idea.

3. Organise your skills by domain (frameworks / libraries / languages / systems) also.


"The more you know, the more you realise that you don't know anything.

Some developers know "all" the main doors in the code and may tend to feel they have a handle on the technical landscape. Except that in IT, as soon as you open one door, you realise that there are 10 others behind it. And that's something the really good developer realises, which has the effect of humbling them.

In fact, the really good developers are often people who were born very curious, who one day discovered computers and made it their honeypot when they realised that they could finally satisfy their curiosity with just a 200 euro computer, which they already had at home.

In short, they are passionate. And passion has a positive influence on attitude, which counts almost as much as skill set. Cowboy attitudes such as "I'm the strongest" are less authentic and less conducive to being hired / integrated into a team.

The recruiter/developer relationship = the developer/dream job relationship


The talents who easily land permanent contracts are those who are as or more eager to find a job as their recruiter (i.e. the most committed).

In practice, they ask questions about the company, the technical stack, working methods etc. One of the keys to hiring? Being active in your search, proactive in your approach and reactive with the recruiter.

4. Be responsive = be available ≃ be transparent about your availability: rather than not responding or declining an appointment, inform them of your availability.

Once you've made contact, developers, don't be afraid to be chatty! #Recruiters want to know everything about you because to match your profile with a fulfilling job on a daily basis, you need more than a CV and a job offer. As companies need talent, they are more willing to reveal themselves... but what's the point if you have little visibility on the profile of the candidates? Develop your answers, don't be afraid to say too much. Recruiters have no hidden agenda in the information you give them, they are just doing their job. And if it's a GOOD recruiter, they won't stop at your years of experience, the date of your diploma, the location of your search, the work environment you want, your minimum salary, the number of known technos or your level of mastery, they will want to get to know you (at least).

5. Applying to all jobs on one site is a bad idea.

To deliver quality information, it is also important to know what you want. If it is not obvious, you can learn to ask yourself the right questions (take advantage of the recruiter to help you in this type of step #angel). For example, "What makes this job consistent in my career path? Know the position you are aiming for, what technologies you want to work on, what methods you want to develop, where and for how much, and you will be well on your way.

Good attitudes

An effective recruiter will get you the job of your dreams, but you still have a card to play to optimise their work. You can learn about the company, prepare questions in advance, and don't forget to give feedback to the recruiter and the company after the interviews. It is possible that a highly available candidate, who informs the recruiter at every stage of the process, will be taken over by a more competent technical profile because he or she demonstrates a reliability that is reassuring for the company (especially if he or she fits with the culture).

The best thing a talent can do before joining a company (or at an interview) is to showcase their skills before day one. They can go to the company's website to see if they have anything to say in their field of expertise. For example, it has happened that a candidate has come to the interview with a USB stick with a mini project using the same technical stack as the company, the recruiter having presented it to him beforehand.

Finally, companies are also more likely to recruit a candidate who wants to be part of an adventure or to be an important part of the company. Honesty is also important. Rather than saying "I want to take part in the explosion of a start-up" as many do, prefer "I want to set up a project but I need to make progress on X and Y and I know that my time here will be beneficial for both of us". If you're straightforward, we won't doubt you.

Beyond recruitment

The perfect developer will be someone who really knows his or her value in the market, who has a network (let's be honest) but also and above all someone with whom the recruiter can go for a drink, share more than just recruitment and discuss the latest boxes and technology, someone with whom he or she can exchange in order to provide real human support.

Finally, the developer understands the recruiter's job so he trusts him, and listens to him, even if he is not the only one to offer him a job. Indeed, the recruiter has an excellent knowledge of the market and can easily position anyone.

There are many jobs in the IT sector but there are also many unchallenging jobs. There aren't 100,000 companies that cherish their technical teams. If you're a good developer, you can return a recruiter's call saying you're too busy, but you can also tell yourself that if you have a good developer, a good recruiter will offer a good job.

Summary of advice

1. Look at recruitment agencies

2. Representing your level by techno on 5 stars is a good idea.

3. Organise skills by frameworks / libraries / languages / systems also.

4. Be responsive = be available ≃ be transparent about your availability: rather than not responding or declining an appointment, inform them of your availability.

5. Applying to all jobs on one site is a bad idea.

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