The tech recruiter is specialized in the recruitment of IT profiles: developer, scrum master, data engineer, DevOps etc... He knows the language of his personas, he can have a concrete discussion with a developer.
The ability to develop a digital product that brings value is the main objective of a Tech company. All other teams therefore often revolve around the technical team.
It is composed of all kinds of technical profiles, which have become a scarce human resource because they are prized by all. Recruiting the right profiles, i.e. those adapted to the company's problems, has become a crucial and critical skill. It is at the heart of the strategy of a Tech company.
Some companies, sensitive to this issue, even create a recruitment department detached from human resources.
The IT recruiter is the main actor of this issue and his mission is to search, contact and recruit the profiles requested by the technical management or by the human resources of the company. His ability to quickly recruit the right profiles is a direct lever for the company's growth.
The IT recruiter's mission is to select the candidate who best corresponds to the profile sought by his company when a position in information technology and/or computer science is opened. He/she is in charge of formulating and placing the advertisements, sorting the CVs and conducting the job interviews.
The IT recruiter must:
As an internal employee, his objective is to recruit technical profiles capable of responding to the company's technical issues. With a good foundation, he or she will develop a deep knowledge of the technical stack and the strategic issues of the technical division.
He/she will be able to evolve hierarchically in the recruitment division and recruit rarer, more technical profiles that respond to more important issues for the company. The management of more junior profiles is a possibility.
As an RPO, it can also provide a recruitment force, independent of the company, on an assignment for a specific period of time. This allows for frequent changes in environment and the development of a broader tech and recruiting culture.
In recruitment agencies or as a freelancer, he/she will have to respond to the various recruitment issues of client companies. A broad technical knowledge and an understanding of all the technical issues of his clients is necessary.
He will also act as a coach for both his candidates and his clients in order to optimize the recruitment process.
He is specialized in a technical environment in order to develop a sharp knowledge of the technical problems of his clients and candidates. As an expert, he is assigned to specific profiles on which the success of his clients greatly depends.
The job of tech recruiter combines HR issues, technical knowledge, commercial organization and psychological experience. Therefore, there is currently no study path leading to the job of tech recruiter.
Often coming from a business, management or human resources school, this profession is accessible to all. Those who manage to train in the 4 complementary skills in parallel will be the most successful.
Possible developments after several years of successful experience:
From a salary point of view, it generally consists of a fixed part plus a variable part. The balance between these two parts depends on the company's compensation system.
Either a low fixed salary, with a large variable part, which can be very consequent if the objectives are exceeded.
Either a high fixed salary, with a low variable part, distributed as a bonus according to the achievement of objectives.
Junior Tech Recruiter: 32 to 40k€.
Intermediate Tech Recruiter: 38 to 50 k€.
Senior Tech Recruiter: 45 to +60k€.
August 30, 2022