dogstraightup

Are you serious? What are you 12 years old? Not cool to just mess with recruiters and waste people's time.

Maybe if he was willing to work an office not exclusively remote we could find out...all talk no walk...weak.

Completely agree...Not sure if OP is serious or if their post is a bad joke.

Do not take a counter-offer. As you you'll find from a quick google search (and there is plenty of research to back it up), a counter-offer is nothing more than a temporary band-aid to a bigger problem. Research shows after six months the majority of people end up leaving anyway.

This is a cool concept. My girlfriend babysits for supplemental income and would use something like this. UrbanSitter is a solid competitor out there right now. Slightly different focus, but same concept.

LOL!

What point is that today? Just curious as I am also a technology recruiter in my early/mid 20's. Shoot me a message if you can!

OP- I am based in NY but have had success in filling engineering roles in the start-up space. A big factor (arguably the most important) is culture fit. I've had fairly good success understanding my client's needs and parameters and providing suitable candidates.

Feel free to write back and I can send you my email to continue the conversation. BOL!

Agree...OP you are more likely to find a remote developer job for a big corp than a start-up IMO. GL

It appears that I incorrectly assumed most Senior Engineers will eventually become/strive to be VPs of Eng or IT Directors.

Greenyoda, if you don't mind me asking, how many years were you a director before switching back to being a developer? Also, did you find it was a pretty seamless transition back to a hands-on coding, or were you playing catch up for a bit? Thx.

Thx...thats correct.

Appreciate the comments. Its actually funny you mention that, as we were initially titling this role "CTO" which resulted in potential candidates who were just too hands-off by that point in their career. I've restructured the role and search to VP of Engineering just because there will be plenty of coding and hands-on work in the beginning which should ease up as the company hires more engineers.

I'm thinking reworking my ideal profile to 8-12 year candidates that are Directors, Leads, or Architects who are still very hands-on. The tough part of the search is the intangibles, like finding someone who still has the motivation and passion of someone in their early/mid 20's.