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Rich Moy

Rich Moy
Rich is a Content Marketing Writer 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 to Choose Between Two Qualified Applicants for a Technical Role

Post by Rich Moy on Jan 19, 2017 12:00:00 PM

If you were to tell other technical recruiters that you’ve identified two strong developers for your open role, they’d be incredibly jealous. Many of them would probably say, “I can’t find enough relevant developer resumes and qualified applicants for my tech positions, let alone multiple people we want to hire.” While this is a good problem to have, selecting the right person in this scenario isn’t always a straightforward process. To help you get on the right track to choosing developers that are right for your company, here are a few things to consider when multiple candidates establish themselves as contenders.

How Your Current Tech Team Should Guide Your Developer Hiring Strategy

Post by Rich Moy on Jan 12, 2017 12:00:00 PM

Although partnering with your current tech team to create your developer hiring strategy sounds straightforward to most recruiters, following through on that best practice isn’t always natural. On the one hand, you feel confident in your abilities and don’t see the need to involve anyone else. But on the other hand, you don’t want to nag your tech team about participating in your interview process, even though you know their input will ultimately help you make sound decisions. To add a little clarity to the way you work cross-functionally with your engineering team, here are a few ways your should collaborate with your software development team.

How to Find and Hire a Network Engineer

Post by Rich Moy on Jan 10, 2017 12:00:00 PM

If you were to ask people in non-tech roles what a network engineer does, they might say that they’re responsible for making sure the Internet connection is stable around the office. While that wouldn’t be completely false, the truth is that network engineers are responsible for maintaining complex systems that allow your employees to stay productive. In fact, because the most talented network engineers create such reliable connections between a wide variety of devices, their work often goes completely unnoticed by their colleagues. Although there’s not a silver bullet solution to help you hire a network engineer faster, here are a few tips to make it easier.

Why You Shouldn't Ignore "Overqualified" Candidates for Technical Roles

Post by Rich Moy on Jan 5, 2017 12:00:00 PM

I still have vivid memories of reviewing resumes from overqualified candidates. “This person looks great, but this job might bore them after a few months,” I’d think to myself. And in many cases, I’d simply take a pass out of an irrational fear that either the candidate would find the job boring or that we would ultimately find out that their salary requirements were too high. However, when it comes to developers that look overqualified for a job, it’s important to take a deep breath and think more critically about their candidacy. Here are a few reasons why you shouldn’t rule out a developer just because they appear overqualified on paper.

Why You Shouldn't be Afraid of Hiring "Job Hopping" Developers

Post by Rich Moy on Jan 4, 2017 12:00:00 PM

When I was a recruiter, I was trained to be wary of candidates with a history of job hopping. “People who only spend a year in a position tend to be the people getting fired repeatedly,” I was told. And that means they’re terrible at their jobs and you shouldn't even trust them to grab someone with a cup of coffee.” While it was common to frown upon job hoppers in the past, it’s unwise to rule out a developer’s CV just because you notice a “track record” of changing jobs frequently. Here are a few reasons why you should do a deeper dive on a developer’s resume when you notice that he or she looks like a “job hopper” on paper.

How to Build Relationships With Remote Developers During the Interview Process

Post by Rich Moy on Jan 2, 2017 12:00:00 PM

It’s becoming more and more obvious that offering remote working options will help companies meet their hiring goals in 2017 and beyond. In fact, over 24% of the developers who responded to our survey this year said that the flexibility to work from home is one of their biggest job priorities. However, it takes much more than simply making the decision to hire remote developers to attract the types of candidates you need. To help you stand out in a crowded market, here are a few tips to help you build trust with your top candidates.  

Tech Recruiting Trends to Watch in 2017

Post by Rich Moy on Dec 29, 2016 12:00:00 PM

At this point in the year, you’re probably taking some time to reflect on your tech hiring successes and opportunities for growth. If you’re especially ambitious, you’ve already set a few goals for yourself in 2017. Some things like the intense competition to hire developers and the reality of top candidates not being available will always ring true. But to help you get off to a running start in 2017, here are a few tech recruiting trends to keep an eye on in the new year.

The Hidden Cost of a Poor Candidate Experience

Post by Rich Moy on Dec 27, 2016 12:00:00 PM

It’s never fun to hear that a developer had a negative interview experience with your company. But as easily as you could dismiss that as “one person’s opinion,” delivering a poor candidate experience has far-reaching implications that make it much more difficult to meet your hiring goals. Beyond leaving a bad taste in a developer candidate’s mouth, here are a few of the hidden costs of a poor candidate experience.

Ask a Developer: How Can Employers Improve the Candidate Experience

Post by Rich Moy on Dec 21, 2016 12:00:00 AM

Hey, I get it. After countless hours of sourcing developers and ushering them through the technical interview process, the last thing you have time to think about is how to improve the candidate experience. And if you’re like some of the recruiters I’ve spoken to in the past, you might also think that the most common candidate experience best practices require huge chunks of your recruiting budget. Based on what a few developers told us, the truth is twofold: candidate experience is important, but improving yours doesn’t require a complete overhaul of your hiring process. Here are a few specific suggestions they had for employers looking to go beyond technical interview basics and make a better first impression on developer candidates.

4 Elements of a Great Candidate Experience for Developers

Post by Rich Moy on Dec 19, 2016 1:00:00 PM

If you think candidate experience best practices include picking each of them up in a limousine and having their favorite meal waiting for them, you probably aren’t alone. But while the competition to hire developers is undeniably fierce, treating them well throughout the interview process doesn’t have to be expensive. In many cases, all it takes is a little extra planning in advance. To help you make a great impression on developers at every stage of your hiring process, here are a few common elements of a great candidate experience.

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