Skip to main content

Turning Theory into Practice: The Hunt for the Perfect Backend Wizard 🧙‍♂️🎯


In my last blog, we cracked open the secrets of smart sourcing with steps like Client Call, JD Understanding, Candidate Persona, and Sourcing. Now, let’s stir those secrets into action with a real-world example. Here's how I donned my recruiting cape to find a senior backend developer for a fintech startup.

Step 1: The Client Call – Decoding the Quest Scroll 📜

Our client – let’s call them "FinTech Spark" – was on a mission to find their backend wizard. During the call, I uncovered the critical pieces of the puzzle:

  • Must-Haves: Mastery in Python and Django, startup battle scars, and a knack for fintech wizardry.
  • Nice-to-Haves: Experience crafting microservices and taming the AWS cloud.
  • Absolutely Not: Wandering academics or knights from non-tech realms.

We also conjured up a few specifics: a treasure chest of 25 LPA max, hybrid work magic in Bangalore, and a preference for product company warriors with 4+ years of experience.

Step 2: Understanding the JD – Cutting Through the Noise 🔍

The JD was a spellbook filled with demands – Python, AWS, CI/CD pipelines, Kubernetes, and more. But rather than searching for a mythical creature that ticks every box, I honed in on these key incantations:

  • Primary Focus: Python, Django, and microservices.
  • Secondary Focus: AWS and startup experience.

By focusing on these essentials, I avoided chasing unicorns 🦄 and instead aimed for a solid, grounded talent that could bring real magic to the table.

Step 3: Building the Candidate Persona – Who’s the Chosen One? 🧙‍♀️

Next, I summoned the ideal candidate persona:

  • Current Role: Backend Developer or Software Engineer.
  • Experience: 4–6 years crafting code in a product-based startup.
  • Education: A Bachelor’s in Computer Science (bonus points for extra spells).
  • Preferred Companies: Fintech houses like Razorpay, Zeta, or Cashfree.
  • Key Traits: A curious mind, battle-ready problem solver, and fintech enthusiast.

To refine my search further, I delved into startup ecosystems, scoured company profiles on LinkedIn, and even peeked at investor lineups on Crunchbase. The more intel, the sharper the sourcing!

Step 4: Sourcing – Boolean Sorcery in Action 🪄

With my blueprint ready, it was time to get my Boolean groove on. Here’s the magic formula I started with:

Python AND Django AND ("micro services" OR microservices) AND AWS

But that’s just the beginning! Boolean strings are like potions – tweak them, and the results transform. I added ingredients in the filters like:

  • Location spells: Bangalore
  • Experience reign: 4 years
  • Industry filters: (fintech, product-based)

Armed with this spellbook, I cast my net wide across multiple realms:

  • LinkedIn: For knights with glowing career trails.
  • Naukri: A trove of resumes with hidden gems.
  • Cutshort: Startup-focused adventurers.
  • Indeed: A mix of active and passive warriors.
  • Wellfound: Ideal for startup sorcery and tech-savvy mages.

But don’t stop there! There are countless other realms worth exploring, like GitHub for tech wizards and niche job boards tailored to specific industries. Expanding your platform repertoire ensures you leave no stone unturned in your quest for the perfect hire.

The Result: A Crown Jewel Unearthed 💎

In just a week, I uncovered five strong contenders, each radiating the required skills and experience. Two reached the final battle (interview), and one emerged victorious – a backend sorcerer with Python-Django prowess and fintech expertise!

Key Lessons from My Spellbook 📚

  1. Customize Your Spell: Tailor your sourcing strategy to match the client’s unique quest.
  2. Prioritize the Magic Ingredients: Don’t chase every detail in the JD; focus on the essentials.
  3. Explore Multiple Realms: Use a mix of platforms to uncover hidden treasures.
  4. Master Boolean Sorcery: Boolean is your wand – use it wisely and often.

Recruitment isn’t about casting the widest net; it’s about casting the right net. 🎣 With a pinch of creativity and the right tools, sourcing becomes an art, not just a task.

Stay tuned for more recruitment hacks and spellbinding stories in my next blog! 🚀✨


Comments

Post a Comment

Popular posts from this blog

Recruitment Reality: Navigating the Rollercoaster with Candidates, Colleagues, and Clients!

 Hi All! 👋 Welcome to my very first post on recruitment! 🎉 Having been in this space for over 4 years, I’ve had the privilege (and the occasional headache) of hiring for both non-tech and tech roles. On top of that, I've been juggling client coordination – because, who doesn’t love a little multitasking, right? Now, let me share my point of view (POV) about the three key players in this recruitment game – candidates, colleagues, and clients. Candidates – The First Call & The Never-Ending Negotiation Let’s face it, candidates are super interested during the first call! It's like they’ve just been handed the golden ticket! But as soon as the interview is done, they become like that friend who constantly texts, "What’s the feedback?" And then… drum roll … once the offer is rolled out, the tables turn. Suddenly, the ball is in their court. We find ourselves in a game of persuasion, convincing them to join despite a myriad of “What ifs.” Sound familiar? 😅 Colleagu...
Post a Comment
Read more

Effective Selection of a Candidate: The Art of Smart Sourcing 🕵️‍♂️✨

Selecting the right candidate is like finding a needle in a haystack, but with the right steps, you can make the process feel more like a treasure hunt! 🏆 Let’s break it down into three essential steps: Client Call, JD Understanding, and Candidate Persona – with a sprinkle of sourcing magic! Step 1: The Client Call – Where All the Magic Begins ✨ Before you dive headfirst into the candidate pool, you need to have a deep understanding of the client’s needs. The first step is to make detailed notes from the client call. Here’s where you’ll jot down the must-have skills, those nice-to-have skills, and – this is crucial – the types of candidates that should absolutely not be included in your search. The client’s preferences will guide you in filtering out the right talent. Also, take note of any domain-specific skills, whether they want candidates from services or product companies, their max budget, preferred work mode, and the pedigree of the candidates. It’s a checklist that’ll save ...
Post a Comment
Read more