With the current tech market being so tough for new grads, I wanted to understand the root cause of why so many get cut after the initial screening call. I spent some time talking with a handful of tech recruiters to get their perspective.
The key insight was consistent: that first call isn't a mini-technical test, but a "risk filter." The recruiter's primary job is to protect their engineers' time, so they're looking for specific signals of competence, interest, and professionalism to decide if a candidate is a "safe bet" to move forward.
The post breaks down what those signals are and how to demonstrate them, based on those conversations. It's an attempt to give new engineers a more strategic framework for that first, crucial step.
Happy to answer any questions and curious to hear if this resonates with those of you who have been on either side of the hiring table.
Hi HN, I wrote the linked post.
With the current tech market being so tough for new grads, I wanted to understand the root cause of why so many get cut after the initial screening call. I spent some time talking with a handful of tech recruiters to get their perspective.
The key insight was consistent: that first call isn't a mini-technical test, but a "risk filter." The recruiter's primary job is to protect their engineers' time, so they're looking for specific signals of competence, interest, and professionalism to decide if a candidate is a "safe bet" to move forward.
The post breaks down what those signals are and how to demonstrate them, based on those conversations. It's an attempt to give new engineers a more strategic framework for that first, crucial step.
Happy to answer any questions and curious to hear if this resonates with those of you who have been on either side of the hiring table.