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Rich Moy

Rich Moy
Rich is a Content Marketing Writer and Developer Hiring Expert at Stack Overflow, where he covers the latest in tech recruiting and hiring. When he's not writing, Rich can be found hanging with his wife, watching his favorite college football team with his dad, or running around Manhattan in preparation for his next half marathon.
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Recent Posts

How Employee Burnout Impacts Your Technical Staff Retention Plan

Post by Rich Moy on Mar 20, 2017 12:00:00 PM

It probably wouldn’t be a stretch to say that developer hiring is one of your biggest priorities in 2017. The most obvious conclusion from this is to recruit and hire the developers you need, but it also means that staff retention is more important than ever this year. With the competition for tech talent at a fever pitch, the reality is that your current developers are likely receiving their fair share of recruitment emails. Ignoring signs of employee burnout could ultimately derail your entire developer hiring strategy this year. Here are a few things to identify and address before your most talented programmers say enough is enough and move on to greener pastures.

How Tech Recruiters & Hiring Managers Should Work Together

Post by Rich Moy on Mar 13, 2017 12:00:00 PM

I used to think that the relationships between recruiters and engineering managers were simple. In my mind, the recruiter’s job was to find people who could be right for the job and the hiring manager’s job was to select the best one out of the group. But when I became a recruiter, I realized it’s a much more complicated partnership. Both sides have knowledge and experience to bring to the table—and everyone involved has strong opinions on how the technical hiring process should work. While building and maintaining relationships with hiring managers can be difficult at times, there are a few things you can do to ensure that your efforts yield results.

Do Developers Think Your Employer Brand is Fluff?

Post by Rich Moy on Mar 9, 2017 12:00:00 PM

Developers have made no secret that they want to work for companies whose missions they believe in. In response, many companies have gone out of their way to create recruitment materials that get to the core of what developers look for in new opportunities. The problem is that there’s still a significant disconnect between what employers think developers want and what developers actually want. With the competition to hire developers at a fever pitch, it’s crucial to understand how passive and active tech candidates respond to your recruitment materials. Here are a few things employer branding ideas to help you attract more technical talent.

How to Find and Hire a Python Developer

Post by Rich Moy on Mar 6, 2017 12:00:00 PM

Python is a general-purpose programming language that has been widely used by developers since its release in 1991. Kenneth Love, a Python instructor for Treehouse, says that whenever he needs to code something and the language doesn’t matter, he turns to Python. He adds that it has been used by developers to everything from microchips to video games. Because it’s both powerful and flexible, it’s no surprise that companies across all industries are competing to hire talented Python developers. To help you set yourself apart from the competition, here are a few things to know when you need to hire a Python developer.

5 Phrases That Kill Your Credibility With Developers

Post by Rich Moy on Feb 27, 2017 12:00:00 PM

The most effective tech recruiters understand that developer recruiting boils down to relationships, even when a candidate isn’t interested in switching jobs right this second. Although developers themselves have been outspoken about this reality, many tech recruiters still resort to lines that immediately kill any credibility they previously had. To help you avoid ruining your relationships with candidates, we asked some of the developers here at Stack Overflow about seemingly harmless phrases that make programmers roll their eyes. Are you guilty of using these in your recruitment emails or phone calls with developers?

How to Incentivize Developers

Post by Rich Moy on Feb 23, 2017 12:00:00 PM

It’s easy to assume that offering a huge cash bonus will incentivize developers to go the extra mile whenever you urgently need to get something done. Sure, developers aren’t against earning a few extra dollars when they can, but it’s not the only thing that motivates them to take on mission-critical projects that are otherwise outside of their scope of responsibilities. These types of cash-based incentive programs also tend to reward developers for things that don’t move the needle quite the way your company needs.

4 Stats About Passive Candidates You Need to Know

Post by Rich Moy on Feb 21, 2017 12:00:00 PM

Meeting your hiring goals this year will require (yes, require) you to recruit and engage with passive candidates. It’s no secret that the competition to hire the best developers is fierce, and a majority of developers already have jobs. This might make it seem intimidating to reach out to a programmer who isn’t actively looking for a new job, but here are a few statistics will give you the motivation to shift more of your attention to recruiting passive candidates.

How to Recruit Developers for New Technologies

Post by Rich Moy on Feb 16, 2017 12:00:00 PM

Conventional wisdom might tell you that success for a tech recruiter is defined by his or her ability to find an exact match for a role based on a list of required programming languages and years of experience. However, new programming languages have become integral components of modern tech stacks. While this is an exciting (and necessary) piece of your company’s growth, some of these key technologies have only existed for a short time, making it much harder to source and recruit developers simply by matching their experience to a templated job description. Finding the right developers to build products using newer technologies is a unique challenge, but here are a few tips to help you get started.

How to Involve Your C-Suite in Your Tech Hiring Process

Post by Rich Moy on Feb 13, 2017 12:00:00 PM

There were a few times over the course of my recruiting career when I had to email a hiring manager and say, “I know you want to make an offer, but the executive team needs to sign off first.” It was incredibly frustrating, and there were even a couple instances in which we lost top candidates while we waited for a final decision from the top. As easy as it was for us to wish that they’d just “let us do our jobs,” the reality is that C-level executives should be involved in the hiring process, especially when it comes to selecting the right developers. The challenge for you is understanding how much of their input is appropriate. After all, it would be ill-advised to ignore their wisdom just for the sake of filling open technical roles. But how do you figure out how to effectively involve your C-suite in technical hiring decisions—and how do you manage everyone’s expectations?

How to Turn Your Developers Into Brand Storytellers

Post by Rich Moy on Feb 9, 2017 12:00:00 PM

Because developers have no shortage of job opportunities, they’re always looking to learn more about what makes one company more exciting to work for than the competition. While tech recruiters could pitch benefits and perks until they’re blue in the face, your organization’s most influential brand storytellers are often your current developers themselves. A talented developer has heard just about every sales pitch in the book, but when a fellow programmer speaks glowingly of his or her company or the projects the team is working on, it's difficult for even the most in-demand candidates to ignore that type of review. Turning your developers into brand storytellers won’t happen overnight, but here are a few tips to help you get started.

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