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Bethany Marzewski

Bethany Marzewski
Bethany Marzewski worked on the marketing team for Stack Overflow. In this role, she helped educate companies globally about how to share their hiring story with developers by offering tips on technical recruitment practices and ways to attract top talent.
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Recent Posts

It’s Taking Longer Than Ever to Fill Developer Jobs: Here’s How to Adapt

Welcome to 2015, the year that recruitment will become more social, more mobile, and, oh yes, more time-consuming than ever. At last count, it takes companies an average of 39 business days -- nearly 8 weeks! -- to fill job openings in the IT and tech sector. (For some context, that’s on par with how long it typically takes people to find and buy a home.)

At face value, this may not be surprising. After all, choosing the perfect candidate is just as critical of a decision as choosing that perfect place to live. But as recruiters, hiring managers, and talent acquisition leaders, this means that as you plan out your recruitment strategy for the year, you need to look ahead. Three months ahead, to be exact. With time to fill at an all-time high, the sooner you can start promoting your recruitment campaign for a role, the better off you’ll be at filling your headcount needs on time. So what’s the best way to structure all of this planning? It helps to look at your recruitment strategy as a marketing campaign.

Two Surprising Ways to Improve Your Candidate Experience in Five Minutes

As a talent acquisition specialist, planning is everything. It takes time to identify the best hire sources, curate a candidate pipeline, and define unique recruitment campaigns for each role. Every step of your recruitment strategy involves crunching numbers, measuring success, and tweaking tiny elements until you hit (or exceed) your target ROI. Were it not for your “meticulous to the point of obsessive” process, you might miss the mark on everything from employer branding to candidate quality and have nothing to show for your hiring managers, your executive team, and your board of directors.

Hiring for Potential, Rather than Credentials

Let’s say you’re looking to fill a CTO-level role for your organization. Maybe your company is looking for someone with 10-15 years of experience who has managed a development team for at least four years. Depending on your company’s goals, you may have other requirements, such as hiring someone who will successfully manage your globalization efforts by localizing your site or product for 20+ languages, or maybe someone who can swiftly prime your product and development team for an imminent IPO.

Getting Started With Talent Segmentation

Take a minute to review your company’s careers page. In all likelihood, it depicts life at your company, shows your mission statement or a few photos, highlights a selection of employee benefits, and lists the open opportunities at your organization. Individual job listings probably link to a description of the roles and responsibilities required.

Can you spot the inherent flaw in this model? It structures your company careers page in a way that implies that all candidates are interested in the same benefits. But if you’ve ever recruited talent for different roles simultaneously, you’ve probably already figured out that your “closing pitch” when hiring a sales rep is completely different from the one you use on developers. So this begs the question: Who’s really interested in that generic portrayal of life at your company, anyway? Is there a better way to position your organization so you attract different types of candidates with distinct selling points?

Save Time (and Find Better Candidates) with Our Improved Search

Whether you're a recruiter, entrepreneur, or a CTO, finding developers is a tough challenge. And chances are, it's not the only position on your team you're trying to fill. Actively finding the right candidates is a luxury that most recruiters and employers can't afford, which is why we've built our candidate search product to respect your most precious commodity: your time.

Careers 2.0 set out to make it easier for you to connect and engage with qualified developers from around the world who fit your strict hiring needs. By only populating our database with developers who have accrued reputation on Stack Overflow or provided proof of their programming background, we’ve done just that. But with 130,000 candidate profiles, it can be difficult to pare down your results to the right batch of developers who fit your criteria. Employers spent far more time reviewing profiles than messaging or engaging with candidates. We wanted to flip this ratio.

The State of Developers in 2014 (And How to Contact Them)

Every year, we survey thousands of developers on Stack Overflow to learn how they spend their time, what they’re working on, and what things they care about at work. Last year, we found out that when it comes to choosing a job, developers care less about money than about other benefits—such as an opportunity to learn and grow, to work with other smart people, and to have good management. Based on that information, we created Company Pages to give every employer a free space to show off the parts of their company culture and developer environment that appeal most to candidates.

This year, we wanted to probe a bit deeper. We know that most developers already have jobs, but where are they working? How likely are they to change jobs this year? And what’s the best way to get their attention? Based on a sample of 7,000 responses from this year’s survey, we can now paint a clearer picture of candidates that you’ll find when using Stack Overflow to recruit.

Here’s what we learned:

How Reporting Can Increase Your Recruitment Success

Here at Stack Exchange, we care a lot about metrics. Even though we just hit our goal of breaking into the Top 50 U.S. Networks, not a day goes by without us asking, “How can we do better? What can we tweak to help us get to #40?” As a result, we experiment a lot. We’re trying to make it easier for users to find us, we’re going mobile, we’re localizing in different languages, we’re making teenie-tiny fixes and testing the results to improve in any way that we can. As an organization, we’re committed to constantly refining our site to attract even more traffic, even more engaged users, and even happier ones. As a recruiter, your goal for candidates should exactly the same: When’s the last time you tested the performance of your job listings?

Stack Overflow’s Secret Sauce to Recruiting and Knowing What Developers Want

Last night, our team at Stack Overflow hosted a happy hour and crash course on tech recruiting, teaming up with WeWork members and some other New York companies looking to beef up their recruitment efforts. Joe Humphries, our senior recruiter, and Will Cole, the product manager talked through some tricks of the trade that they’ve picked up along the way.

4 Ways to Increase Productivity When Employees Work from Home

Whether it’s bad weather, a sick child, or a full-time remote employee, there comes a time when everyone needs to work from home. But this doesn’t mean that productivity inevitably falls through the floor. In fact, research has found that, when executed correctly, working from home can actually boost an employee’s productivity. As a manager of a remote team (or even a “sometimes remote” team), there are a few things you can do to optimize productivity and efficiency, no matter where people are physically located.

Here, 4 easy ways to get the most out of your work-from-somewhere-else employees:

Ask Stack: Answers to the Top Three Questions from the Recruiting Trends Conference

Last week, some of our team at Stack Overflow hit up the Recruiting Trends Conference in Las Vegas. This annual event brought together more than 200 in-house recruiters from all over the country to put their heads together and talk about…well, what’s trending in recruiting space.

While there, we represented Stack Overflow in the expo hall and sat in on a variety of presentations. Our favorite was the “Recruiter Group Therapy” session, where Chris Murdoch of IQ Talent Partners just asked the audience, “So what’s bugging you about your job? What challenges are you facing?” The next hour was spent passing the microphone back and forth among the entire audience so we could ask, respond, and advise each other. Through this session and a few others, we noticed a few questions that kept cropping up among attendees, so we wanted to pass along our take on these in case they may help you now or down the road.

Schedule a 15 minute call

Call +1-877-782-2577 or email careers@stackoverflow.com for answers to any questions you may have