By Chris Allaire | Founder & CEO, Averity
People Hire People.
Every few years, the tech industry hits an inflection point — a moment where multiple forces collide at once: new tools show up, old structures break down, and the way we build, secure, and hire starts to shift under our feet.
Right now, we’re living through one of those moments.
Platform engineering is maturing.
AI is opening new frontiers — and new vulnerabilities.
Cybercrime is booming on a global scale.
And recruiters are no longer just sifting resumes… they’re fighting off deepfake candidates and AI-generated personas.
To unpack this moment, I sat down with someone (watch the full interview here) who’s been in the middle of it for nearly a decade: Daniel “Danny” Wellner, Averity’s Director of Security, DevOps & Platform Engineering Recruiting. Danny isn’t just filling roles — he’s watching entire disciplines transform in real time.
This is the state of modern engineering, straight from the front lines.
When Danny entered the space nine years ago, DevOps was the shiny new promise. If you said “CI/CD” and “Kubernetes” enough times, people assumed you were building the future.
But like every wave, DevOps matured.
“Platform engineering is DevOps 2.0. It’s DevOps… with structure.”
Here’s the difference:
Move fast. Automate everything. Break fewer things than before.
Uptime. SLIs. Observability.
Self-service. Guardrails. Repeatable pipelines. Secure AI environments.
It’s “you build it, you run it” — but with an internal platform that actually supports it.
Danny put it simply:
“A great platform engineer thinks like a product owner.”
Not just building infra… but designing the system that lets everyone else build faster and safer.
It’s no surprise the demand is exploding.
This is exactly what the DevOps boom felt like in 2018 — only bigger.
Here’s a stat Danny dropped that should be front-page news:
Cybercrime will cost $10.5 trillion annually.
If it were a country, it would be the world’s 3rd largest economy.
Let that sink in.
AI hasn’t just changed how software gets built — it has changed how it gets attacked:
The threat surface is no longer just enterprise systems.
It’s your phone. Your inbox. Your Wi-Fi. Your kids’ devices.
“Everyone with a laptop is part of the global attack surface now.”
Yet cybersecurity barely gets mainstream attention.
Why? Because the danger isn’t loud until it hits home.
Fraudulent invoices… changed wiring instructions… cloned voices… all happening daily.
We’re in a new era — and most people don’t realize the rules have changed.
If you’ve wondered whether AI is disrupting recruiting — here’s your confirmation:
“I see fake candidates multiple times a week. Sometimes daily.”
Fake resumes.
Fake identities.
Fake LinkedIn profiles.
Deepfake interviews.
Real engineers impersonated by people overseas trying to funnel U.S. salaries elsewhere.
And the scary part?
A few of them are good.
Really good.
They speak like real engineers.
They use authentic terminology.
They pass first-round screens.
They know how to mimic experience.
Until someone highly specialized — someone like Danny — asks the layered questions that expose the cracks.
You can’t outsource “experience.”
You can’t fake niche knowledge.
This is exactly why specialized recruiters matter more now than ever.
The old hiring playbook doesn’t work anymore.
Everything has changed.
Here’s what Danny says every CTO and VP of Engineering needs to do:
AI writes flawless ones now.
Every candidate looks like a superhero.
A real engineer can explain what they built.
A fake one cannot.
“How much Python?” won’t tell you anything.
“What observability patterns did you use to debug X?” will.
If your recruiter doesn’t live in your world, you’re flying blind.
You need more signal.
More context.
More trust.
This isn’t about gatekeeping — it’s about protecting teams, culture, and data.
Despite the risks, the future is bright.
And Danny is bullish on where things are going.
Defenders are learning to fight AI with AI.
Internal tools are the new competitive edge.
The more the world gets automated, the more valuable human trust becomes.
“Trust is the differentiator in a world full of noise.”
And Danny’s right.
For all the buzzwords, automation, AI agents, hallucinations, bots, and deepfakes…
the competitive advantage is still human connection.
People hire people.
People work with people.
And people trust people.
That’s the through-line that isn’t changing.
Danny is one of the best in the business.
He lives on LinkedIn (10–12 hours a day).
He knows the real market, the real people, and the real risks.
Connect with him on LinkedIn or at Averity: https://www.averityteam.com
After 28 years and nearly a thousand placements, Averity’s own relationship king, Alex Dubovoy, explains why trust, conversations, and community still outperform any algorithm in a so-called AI-obsessed world.
AI is everywhere in recruiting. It sources candidates, screens them, handles scheduling and in some cases, it’s even conducting the interviews.
We’re living in a time where human first recruiting in an AI world isn’t just a catchy phrase, it’s a competitive advantage.
Chris Allaire jokes that we’re heading toward a world where an AI agent representing the company argues with an AI agent representing the candidate—Alexa vs. Siri fighting it out while the humans watch from the sidelines.
For Alex Dubovoy, nearly three decades into recruiting, that future isn’t just silly. It’s dangerous.
“In my 28 years in recruitment,” Alex says, “I have never not one time placed a person without having a detailed conversation with them. Never. Not once.”
Because the real mechanics of hiring still live in one place: human nuance.
It’s not just what people say—it’s what they don’t say.
A bot can’t hear that.
A seasoned recruiter can.
Alex tells a familiar story: a candidate who sounded flat and distracted on a call. A bot would have rejected him instantly.
Alex heard something else: nerves.
So he did the most “low-tech” thing imaginable—he became human.
Cracked a joke. Opened up. Created safety.
And suddenly the candidate came alive.
He became someone with a story, skills, ambition, and heart.
That kind of transformation doesn’t happen in a screening portal.
Same with relocation.
A bot hears:
“I’d consider moving from Delaware to New York.” ✔️
Alex hears:
“Wait—why would someone move from a low cost-of-living area to New York while fully employed? What’s really happening?”
Same with compensation.
A bot hears:
“I want $200K.” ✖️ Too expensive. Reject.
Alex asks:
“If you absolutely loved the job, would $180K work?”
The candidate:
“Yeah… of course.”
That small space between checkbox answers and real conversations?
That’s where recruiting actually happens and where human first recruiting in an AI world quietly outperforms automated decision-making.
Alex isn’t anti-AI. Not even close.
He loves AI—when it’s used in the right places.
“I want to be on the phone all day,” he says. “Talking to interesting people. Solving business problems. If AI gives me more time to talk to humans, I’m in.”
Here’s where AI earns its keep:
When a CTO fires off five roles and three urgent business problems in 90 seconds, AI keeps track.
Not rewriting resumes—but capturing real human stories in the candidate’s actual words.
Humans forget. AI doesn’t.
Where AI belongs:
➡️ The back office (busywork)
Where humans belong:
➡️ The front office (trust, judgment, relationships)
Recruiting is relationship-first.
Technology is support-first.
That’s the essence of human first recruiting in an AI world: let machines handle mechanics so humans can handle meaning.
When Chris asks how important the network really is, Alex doesn’t blink:
“It’s why I can feed my children.”
Averity isn’t hired because we run clever Boolean strings.
We’re hired because of who answers the phone when we call.
Alex’s first-level network isn’t contacts—it’s a community built over 28 years:
People who return calls same-day.
Leaders who say, “Tell me what you’re working on.”
Engineers who trust him enough to consider opportunities they weren’t even looking for.
That’s why Alex is radically transparent. If a role is outside his lane, he says so. And when it is in his network?
That’s when lightning strikes.
• The FileMaker developer
Met through a friend. No open roles. One week later, a client says, “Know any FileMaker folks?”
That developer has now been there 14 years.
• The Go engineer
Chris insisted a client meet him even though there wasn’t an exact role.
The company created a job, paid above budget, hired him and later exited in a multi-billion-dollar sale.
You don’t get that from bots.
You get that from long-term relationships.
Alex makes a sharp observation: trust in this industry is the lowest he’s ever seen.
Resumes are AI-polished.
Profiles can be fake.
Candidates can be fabricated outright.
He tells the story of a candidate whose background looked “too good to be true.”
It scared him enough to check Averity’s database.
There he has been logged since 2018.
A real human.
The fact that he had to verify it says everything.
Trust is now currency.
It’s the engineer who calls you the moment they’re laid off.
The CTO who sighs with relief when you ask, “What business problem are we actually solving?”
The candidate who calls back years later just to say:
“You changed my life. You opened the door.”
Bots don’t build that.
People do.
Chris drops a powerful reminder:
You spend 75–80% of your waking life working—or preparing for work.
If that’s true, then who you work with matters more than anything.
That’s why Averity obsesses over humans, not just acronyms.
It’s why our average recruiter tenure is around seven years in an industry famous for churn.
It’s why Alex runs DevOps & Drinks, the largest DevOps meetup in NYC, built on three rules:
No recruiting.
No sales pitches.
No demos.
Just people showing up for connection, learning, and community.
Because when great humans choose to work together, you don’t just build teams.
You build momentum.
You build trust.
You build outcomes.
“People hire people,” Alex says. “When you get the right group of humans together, you’re an unstoppable force.”
If you’re hiring especially in AI, ML, Cyber, DevOps, Product, or Software Engineering—here’s the bottom line:
Automation is great for transcripts, summaries, scheduling, and reminders.
You cannot outsource judgment, nuance, or relationship-building.
Your future hires already exist, you just haven’t met them yet.
Your employer brand lives or dies on human connection.
Because at the end of the day, your hiring success won’t be defined by your tech stack.
It’ll be defined by a single line we hear more and more in conversations with candidates and clients:
“I’m just glad you’re not a bot.”
That’s the quiet power of human first recruiting in an AI world—and it’s not going away.
Interview with Daniel Wellner, Director Platform Engineering, Security and DevOps at Averity
By Chris Allaire — November 3, 2025
In today’s technology landscape, the traditional boundaries between engineering roles are dissolving.
Once, DevOps, Data Engineering, and Software Engineering were distinct lanes. Now, those roads converge into something far more complex — and far more in demand.
That’s where Danny Wellner lives.
Danny has spent nearly a decade recruiting some of the most advanced engineers in infrastructure, DevOps, and platform engineering. Trained by Averity co-founder Alex Dubovoy — widely regarded as one of the godfathers of DevOps recruiting — Danny has become one of the most trusted specialists in the field, helping companies build the technical backbone behind AI and next-generation systems.
“Pretty much every single technical role now has some sort of AI play or understanding built into it,” says Wellner. “It’s no longer just about deployment speed — it’s about building the ground for agentic-based systems and AI-driven services.”
What skills do AI-era engineers need most?
Traditional job boundaries are vanishing.
“You used to have a software engineer who built code, a data engineer who managed ETLs, and an infrastructure engineer who deployed systems,” Danny explains. “Now, companies want someone who can do all three — and understands AI tools on top of it.”
With nearly a decade of experience recruiting elite DevOps, platform, and infrastructure engineers, Danny brings deep technical fluency and a vast network of senior-level talent. Having witnessed how DevOps evolved into Platform Engineering and now into AI-driven infrastructure, he’s been at the center of that transformation since day one.
Where are the best AI engineers coming from?
If you think companies are training their people for this — think again.
“A lot of companies aren’t running this stuff in production yet,” Danny notes. “So the people who really know it? They’re learning on their own time — taking courses, experimenting, building projects, or working at the few companies actually pushing this tech forward.”
That curiosity and self-driven learning are the differentiators. Engineers who tinker are the ones who thrive.
Recruiters like Danny stay close to the action — tracking which companies are truly running AI in production and maintaining deep personal relationships across the industry.
“It’s not hard to keep up with people,” Danny says. “It’s just time-consuming. Maybe only 10% are working on cutting-edge AI, but those relationships are gold.”
How is AI impacting cybersecurity and data governance?
Every innovation creates new exposure. In 2025, security has never been more volatile.
“The attacks have ramped up tenfold,” says Danny. “It’s not just ransomware — it’s the sheer volume of attempts coming from everywhere.”
As companies race to integrate AI, new risks surface — from data leaks to unintentional public disclosures via tools like ChatGPT.
“You upload a public document to an AI tool, and it’s now public information,” Danny warns. “One small mistake can leave your entire company vulnerable.”
That’s why AI security and data governance have become core pillars of modern engineering. The rise of Application Security Engineers — software-savvy security experts who understand vulnerabilities in code and architecture — is reshaping what it means to protect a business.
“Data is the most valuable resource in the world right now,” Danny says. “Protecting it and keeping it clean — that’s the real challenge.”
How much do AI engineers make today?
Averity’s world lives at the top of the talent pyramid. Senior, Principal, and Staff-level engineers aren’t cheap — and they shouldn’t be.
“Baseline, you’re looking at $180K to $190K,” Danny shares. “But total comp can range up to $400K–$500K, depending on experience and specialization.”
And yes — the unicorns exist. Some engineers in AI and platform architecture are commanding $800K to $1M+ total compensation packages.
“The top-round draft picks get paid,” Danny says. “If you want to compete with the best companies in the world, you’ve got to pay top-round draft-pick salaries.”
Even in the age of automation, the human touch still separates the good from the great.
Danny emphasizes that relationships remain the currency of elite recruiting.
“Relationships are still everything,” he says. “Keeping the old ones healthy and building new ones — that’s where the magic happens.”
Few recruiters understand the evolution of infrastructure roles like Danny Wellner. After nearly ten years in DevOps and platform recruiting Danny’s perspective bridges the past, present, and future of how engineers build the systems that power AI.
And that’s where firms like Averity stand out — blending deep technical specialization with genuine human connection.
In a world where AI writes job posts and scans résumés, Danny and his team are talking to the people building the future — one connection at a time.
Interview with John Birchall, Director of AI, ML, and Data at Averity
By Chris Allaire — November 2025
Hiring elite AI or machine learning engineers isn’t just hard — it’s competitive at the highest level. Between inflated titles, AI-written résumés, and skyrocketing salaries at big tech companies, finding the right person — not just anyone with “AI” in their LinkedIn headline — is harder than ever.
Few people know that better than John Birchall, Averity’s Director of AI, ML, and Data, who’s been recruiting in this space since 2018 — long before AI engineers were a thing.
Meet John Birchall, Averity’s Director of AI, ML, and Data—widely recognized as New York City’s foremost expert on data and AI recruiting. Since 2018, John has built relationships with the engineers, scientists, and leaders driving the city’s AI revolution. His insight comes not from trends, but from thousands of real conversations with the people building what’s next.
“When we first started,” Birchall laughs, “clients would say, ‘We don’t even know what a data scientist does, but we want one.’ That’s how early we were.”
Back then, roles were neat and separate—data engineers built pipelines, scientists modeled data, software engineers deployed code.
Today? Those lines have completely blurred.
“Now clients want individuals who can do it all—build infrastructure, fine-tune models, deploy them, and turn those insights into business outcomes,” Birchall explains.
That evolution birthed the modern AI Engineer—a blend of software engineer, data scientist, and MLOps specialist. And nowhere has this transformation been faster—or more competitive—than in New York City’s tech scene.
Averity’s NYC data practice shows four roles dominating demand:
“Two companies can use the same title, but the jobs are totally different,” Birchall notes. “We tell clients: don’t stress the title—tell us what the work actually is, and we’ll find the right person.”
Early-stage startups need builders who can create the AI foundation. Mature organizations want experts who can scale and optimize models for measurable impact. Birchall’s team helps both—matching capability to business outcome, not buzzword.
Post an AI job online and you’ll get 500 applications in a day—most from people who aren’t even close.
“We’ve been in this space so long that we already know the people,” says Birchall. “Many of the top AI engineers we’re placing now? We’ve known them for eight years.”
That’s why Averity’s numbers crush industry averages:
It’s not volume. It’s precision. This is expertise built in New York’s toughest market.
“We recruit AI engineers,” Birchall says, “but we don’t automate recruiting. People hire people.”
That’s The Averity Experience—real relationships, earned trust, and years of human context that no algorithm can mimic.
“We’ve seen these engineers’ résumés for 6-8 years” he adds. “We know what’s real and what’s AI-generated.”
When Averity presents a candidate, clients know that résumé represents a conversation worth having.
For senior-level AI or ML engineers, the New York market looks like this:
“You can absolutely get world-class talent without paying a million dollars,” Birchall says. “Start with outcomes and hire the person who can deliver them.”
“If you run an ad for an AI engineer, you’ll drown in applications,” Birchall warns. “The time you’ll waste is enormous—and 99 percent of the candidates won’t meet your bar.”
That’s why recruiting is marketing.
“Your recruiting partner is your first line of defense,” says Allaire. “They’re the voice of your brand in the market. If you’re not empowering that function—or partnering with experts like Averity—you’re already behind.”
Birchall’s advice to New York CTOs and hiring managers:
✅ Define the business outcome first.
✅ Forget titles—clarify the problem to solve.
✅ Partner with specialists who live in your ecosystem.
✅ Remember: relationships > résumés.
“It’s not about tech stacks anymore,” Birchall says. “It’s about finding the human who can make the technology matter.”
Hiring AI engineers isn’t a keyword game—it’s a relationship game.
The best recruiters know the humans behind the code, the context behind the résumé, and the pulse of the New York tech community.
“We’re not trying to automate human connection,” Birchall says. “We’re amplifying it.”
Human-first recruiting adds what algorithms can’t: empathy, judgment, and values alignment. That’s how companies hire technologists who stay, grow, and lead. More than a decade later, the recruiting landscape has changed. AI now writes job posts, scans résumés, and automates outreach, yet somehow, hiring feels less personal than ever. In this new era, Averity’s commitment to authentic human connection has never mattered more.
In 2014, Chris Allaire set out to create a different kind of technology staffing firm — one that prioritized people over placements and relationships over transactions.
What began as a vision for a human-first recruiting model has evolved into one of the most trusted names in technology staffing: Averity, a multi-award-winning firm repeatedly recognized by Staffing Industry Analysts (SIA) as a Best Staffing Firm to Work For in North America.
At a time when AI recruiting tools dominate the industry, Averity stands for something refreshingly simple — people hiring people.
“Community and relationship-building are what really set us apart,” says Danny Wellner, Director of DevOps and Security. “Everyone here brings passion, empathy, and a genuine desire to help. It’s not transactional — it’s personal.”
This people-first approach resonates deeply in today’s skills-driven, hybrid work economy. Companies want recruiting partners who understand people first, technology second — and that’s exactly where Averity thrives.
In an industry obsessed with speed, automation, and metrics, Averity focuses on something far more valuable: long-term partnership over short-term wins.
“For us, it’s about the relationship — not the transaction,” explains John Birchall, Director of Data Science and Engineering. “If a candidate gets a better offer elsewhere, we still encourage them to take it. That integrity comes back tenfold.”
That mindset — focusing on the person, not the placement — continues to produce legendary success stories. Birchall recalls helping a candidate land a role despite her unconventional résumé. Two years later, she’s leading that same company’s hiring efforts.
“She doubled her income,” he says. “That’s the full-circle moment we work for.”
Internally, Averity operates on teamwork, transparency, and trust — not competition.
“We share candidates, leads, and wins,” says Stephanie Grosso, Senior Talent Advocate in Data Engineering & Machine Learning. “If my teammate places someone I found, that’s a win for all of us. Leadership built a system where collaboration pays off — literally.”
That unity extends across Averity’s fully remote team, where technology enables collaboration instead of hierarchy.
The result? A culture built on empathy, gratitude, and shared purpose — one that’s earned Averity top recognition and 5-star reviews from both clients and candidates.
As automation and algorithms continue reshaping how companies source and evaluate talent, Averity remains grounded in something technology can’t replicate: empathy, intuition, and conversation.
“In 2025, recruiting isn’t about data points,” Allaire says. “It’s about understanding people’s stories — what drives them, what fulfills them, and where they belong.”
Averity’s mission isn’t just to fill jobs — it’s to create meaningful matches that drive innovation, connection, and growth.
Because no algorithm replaces trust.
No software replaces sincerity.
And no one ever hired an email.
Averity is a people-first technology recruiting agency that prioritizes relationships over transactions. Its recruiters build genuine, long-term connections with both candidates and clients — creating a human-centered experience in an increasingly automated world.
That’s why Averity continues to be recognized among the best staffing firms to work for in North America — and one of the most trusted partners for hiring elite engineering and technology talent.
For clients and candidates alike, partnering with Averity means joining a firm that’s human at its core and forward in its vision.
As the industry evolves, Averity continues to lead by example — combining data-driven recruiting insights with the one thing machines can’t automate: genuine human connection.
People hire people. That will never change.
How do recruitment agencies work?
Great ones combine technology and human interaction. For example, Averity uses AI to speed up hiring, but it also depends on human judgment, conversations, and values alignment to create long-lasting hires.
How to find the best recruitment agency?
Select partners who value relationships over transactions; seek out genuine endorsements, enduring client success stories, and an unambiguous human-led process, all of which are characteristics of Averity’s operations.
Are staffing agencies worth it?
Absolutely, when the agency offers more than just automation, Averity’s data and human insight reduces time-to-hire and increases retention because people hire people.
Is it worth using a recruitment agency?
Indeed. For candidates, Averity matches your objectives and story with teams where you’ll succeed rather than just positions that fit keywords.
How to find recruiting agencies in any country
Averity is a model for shortlist companies that demonstrate human signals (community presence, referrals, names of actual recruiters) and then validate the process and results.
What are the top recruiting agencies in New York?
Seek out companies that are renowned for their culture and results. Engineering and data teams trust Averity, a people-first tech recruiting partner recognized by SIA
Learn more about Averity’s recognition by Staffing Industry Analysts:
Best Staffing Firms to Work For in North America – 2023 Entrants
Visit: www.averityteam.com
Companies invest a tremendous amount of time, thought, and money in curating a fabulous customer experience. Happy clients have a clear link to happy employees. We’ve all had the misfortune of encountering a disgruntled employee who delivered less-than-stellar customer service. So today, we’re exploring the crucial development of a positive employee experience and the direct ways it can benefit your organization.
Employee Experience Defined
The employee experience is defined by what an employee observes and encounters in conjunction with your company. This includes the fundamentals like physical workspace and technology/tools to execute their role. Broader elements such as a collaborative environment, work/life balance, and growth opportunities are also included. The days of compensation being a sole deciding factor are long over. Employees are placing great emphasis on lifestyle and company culture. They want to be a part of organizations whose purpose and values align with their own.
One-third of global employees strongly agree with the statement, “The mission or purpose of my organization makes me feel my job is important.” By moving that ratio to eight in 10 employees, business units have realized a 51% reduction in absenteeism, a 64% drop in safety incidents and a 29% improvement in quality. (Source here) This illustrates just some of the ways an exceptional employee experience can impact your organization and your annual bottom line.
Long-Term Significance of a Favorable Employee Experience
Companies with reputations for an outstanding employee experience are more likely to:
Additionally, companies see an improvement in the quality of work output and thus an increase in superior client relations.
Establishing a Premier Employee Experience: A Timeline
There are four distinct phases of an employee experience and each one produces a chance to form a bond and create a loyal employee.
Pre-Employment
The pre-employment period includes what a prospect thinks and feels during their application and interviewing process. Is the interface with your job portal user-friendly? Is the demeanor of your recruiter welcoming? Is the communication throughout the rounds of interviews consistent and informative? The rhythm originated before an employee accepts an offer is an essential part of the overall experience.
Onboarding
Onboarding sets the tone for the first year of employment. During this transition, the goal is to build trust and a comfortable rapport. The employee will be more confident in their role and about their choice to join your organization if they feel prepared and encouraged during their early days at the company.
Employee Tenure
Nurturing strong relationships with management and coworkers is a key component to the employee experience. A manager who can cultivate growth, carve out a defined path for internal career advancement, and inspire high performance is a major differentiator. When a manager knows how to unlock both potential and passion in their team, these are the types of leaders employees follow from company to company. Managers who advocate for their teams to gain new skills through training and back continuing education display their investment in the evolution of their team members. Another way managers connect with employees is to tie together their personal and professional goals throughout the year and have a solid performance review process. A fair annual evaluation opens the lines of communication and presents an opportunity for recognition. Employees who feel their contribution matters are more motivated and engaged.
Bonding with fellow employees is of equal importance. It can be as simple as enjoying perks (think Pizza Fridays), travel, and team-building exercises. Or grander in terms of an occasion that brings company culture to life, such as volunteering. Organizations want to provide chances for employees to live out their values together. These moments can live on social media and reaffirm gratifying feelings for existing employees and entice future talent.
Honoring personal milestones is an additional practice to foster morale. Envision acknowledging not only traditional moments, such as marriage or having a baby, but individual achievements, such as running a marathon.
Exit
What do employees observe about how their team members are treated during their departure from the firm? Is the retiree celebrated? Is the resigning coworker shunned during their last two weeks? These are not-so-subtle messages about how a company views their workforce. If a member who has resigned is still treated warmly, they are more likely to return and speak highly of their time with the firm. During exit interviews, they can share valuable information about why they are leaving and where they are going. This insight can help shape future strategies to institute a better employee experience. Employees who leave amicably are less likely to leave negative comments on company reviews sites, such as Glassdoor.
The Averity Experience
We are proud to be a people first organization. Our internal team, our company clients and the talent we assist throughout the recruiting process are all the faces of Averity. Creating a first-rate experience for each and every individual who walks through our doors is at the core of the Averity mission. We can help your company as you foster an improved employee experience by providing feedback we gather from potential talent and former employees. This data can help craft your approach and influence real change as to how your employees experience your company. Specifically, we can support you during the pre-employment and onboarding phase to foster relationships of trust and respect with candidates from the onset.
Additionally, if you want a premium employee experience, visit our career portal and learn more about openings to join the Averity team.
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• What is technical recruiting?
• What does a technical recruiter do?
• Do Companies Use Technical Recruiters?
• Should I work with a technology recruiter?
What Is a Technology Recruitment Agency?
In today’s fast-changing technological landscape, finding the right engineering talent for your business can be a daunting task. Hiring the right people for technical roles can be particularly challenging, as the skills and knowledge required are extremely specialized. That is where technology recruitment agencies come in.
Let’s explore what a technology recruitment agency is, how it works, and how it can benefit your company.
Overview of Technical Recruitment Agencies
A technology recruitment agency is a company that specializes in finding, sourcing, speaking to, screening, and ultimately getting top talent hired for technical roles in many different industries.
Technical recruitment agencies have a deep understanding of the technology world industry and the skills and knowledge required for different positions. They work with both employers and job seekers to match the right candidate with the right job.
What Does a Technical Recruiter Do?
Technology recruitment agencies work by building long-term and valuable relationships with companies and engineers from all background. They use a variety of methods to develop these relationships, including monitoring online job boards, utilizing social media, receiving referrals, and most importantly, building up long-term relationships.
Once they identify a potential candidate, they reach out to them using many methods, speak to them, and find out if they are qualified and interested in the role by screening and interviewing them to assess their skills and experience. They then present the candidate to the hiring manager with all relevant information included.
Do Companies Use Technical Recruiters?
Using a technology recruitment agency has many benefits for both the hiring managers/employers as well as job seekers. For the employer, one of the biggest advantages is that it saves an extreme amount of both time and resources by handing over the hardest parts of the hiring process to experts in this area — experts who can find and screen qualified candidates, then take both parties through to the end of the process: starting the new role.
It also greatly increases the odds of finding the right talent for the role, reducing potential turnover and ultimately achieving your business objective more successfully. For busy technology workers, working with a recruiter provided them with a wide range of job opportunities and expert guidance throughout the hiring process.
What Are the Types of Technology Recruitment Agencies?
There are many different types of technology recruitment agencies, each with its own specialty and focus. Some technology agencies specialize in specific industries — startups, healthcare or finance for example — while others like Averity focus on specific areas of specialties, such as software engineering, devops, security, data science and data engineering.
Some technology firms do also provide additional services, such as training and development, to help candidates improve their skills and advance their careers, then ultimately place them with their clients.
Should I Work With a Technology Recruiter?
Choosing the right technology recruitment agency depends on many different factors, such as your industry, the type of roles you’re hiring for, and your location. It’s important that you as the hiring manager research and compare different agencies to find the right one that aligns with your specific needs and goals. You should also consider factors such as their track record, reputation, and expertise in your particular industry.
What Are the Common Challenges of Using a Technology Recruitment Agency?
Using a technology recruitment agency may sometimes come with its own set of challenges. For example, some firms may have a limited pool of candidates, or they may not fully understand your company’s culture, values and needs. There may also be communication issues or misunderstandings throughout the hiring process. It’s important to be aware of these challenges and work with the agency to address them proactively and to keep open a constant stream of communication throughout the whole process.
How Can You Maximize the Benefits of Using a Technology Recruitment Agency?
To maximize your benefit of using a technology recruitment agency, it’s important to establish a strong partnership with the agency and maintain a constant and open communication throughout the entire process. You should also be clear about your company’s needs and expectations and provide feedback within 24 to 48 hours on the candidates that are presented and who are interviewed. It can also be important to stay engaged with the firm even during and right after the hiring process is complete to ensure a smooth transition for the new employee.
Conclusion
In conclusion, a technology recruitment agency is almost always a very valuable resource for both hiring manager/employer and job seekers in the technology industry. By providing expert guidance, access to top talent, and streamlined hiring processes, these agencies can help businesses thrive in today’s competitive market. Whether you’re looking to fill a technical role or advance your career in the technology industry, using a technology recruitment agency is a vital part of your business.
To speak to the Averity team about how we can help with your technology recruiting needs, please contact us today by clicking here.
There was a time when talent strived to secure title positions with reputable corporations. Having an impressive business card offered a certain degree of clout. The percentage of the skilled workforce with these types of goals has shrunk dramatically and been replaced with new ambitions. Gone are the days of competing for corner offices in brick-and-mortar locations. Candidates no longer want to toll away for decades at the same company with the hope of reaching senior roles. The modern ideal vision is remote, risky, flexible, and fun. How did work ideals get rewritten?
Millennial Mindset
Millennials grew up watching their parents work to the point of burnout. As they started their careers, their generation knew they had different priorities. They placed greater emphasis on vacation days vs. bonuses and focused on collaboration over competition. Then the pandemic hit and it was the match that lit the fire of the Great Resignation. During the lockdown, millennials reflected on how they were spending their time and if it aligned with their values. It prompted many to re-evaluate their jobs and shift to working for companies that provide the freedom to focus on their health and overall experiences.
Trendsetting startups catering to a creative mindset have become more desirable than ever before. Millennials are rejecting traditional work roles for more entrepreneurial opportunities. Simply put, if jobs aren’t making millennials happy, they’re resigning.
Boomers & The Great Resignation
Although resignations have been highest amongst millennials, baby boomers are contributing to the statistic. They too had time to think during 2020 and many came to the realization that life is short and time could be running out. The key difference? Many boomers are not returning to work and are taking early retirement. They are choosing to spend the next phase of their lives traveling, engaging in recreational sports, and participating in rewarding hobbies. The model retirement has also been reimagined in recent years. Combine young retirees with a decline in immigration and there is a nationwide worker shortage that continues to affect the US economy. Harvard Business Review has called it “an unprecedented mass exit.”
The Reshuffle
For those who are not permanently exiting, we’re seeing a new term emerge…reshuffling. Basically, candidates change jobs within the same sector. Those who are making the move for higher pay to companies whose culture aligns with their own values. As some companies are returning back to the office and shunning a remote-only policy, this is prompting talent to make a change. The days of leaving due to a “valid” reason concluded with the pandemic. Candidates are making a shift based on work-life balance and have been empowered to do so.
If you are evaluating making a transition, we invite you to peruse the opportunities on our job board. Consider if your current position still feels right and review what you could be worth if you put yourself back out there in the market. Still unsure? Speak to one of our specialists and they can add some color if your present situation remains blurry.
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Every month, employers around the country are advertising thousands of new jobs in the tech sector. That means more competition for the same pool of applicants.
“The already tight labor market just became even tighter as competition for tech talent reaches near-record levels,” said Tim Herbert, chief research officer at the nonprofit Computing Technology Industry Association. “For any employer relying on the old hiring playbook, it’s time to rethink approaches to recruiting.”
Hiring is more challenging than ever. That’s why the team here at Averity has put together this checklist of the steps for getting from the job description to the offer letter. Presenting: The Hiring Manager Playbook.
Read the full playbook and feel empowered to start hiring the perfect candidates today.
The end of the year is a time of reflection to evaluate where we’ve been and where we’re going. We would be remiss to discuss the tech hiring trends of 2022, without mentioning the extremely unique events of the previous two years. 2020 and the pandemic was a black swan occurrence. By necessity, companies transitioned to a remote-first culture and hiring, funding and growth slowed dramatically. The sudden pause on hiring created a recruiting backlog in technology.
2021 – The Hiring Boom Begins
In 2021, the world was calmer as we began to emerge from the pandemic. Companies noticed their employees were more productive working remotely than they were in the office. Due to forward-thinking leadership and advances in technology, people moved from big cities and were able to keep their positions. And then came the Boom…
With the hiring freeze lifted and the end of the pandemic on the horizon, companies began recruiting with an urgency we hadn’t seen in years. The market refreshed and funding and growth started to explode. This shifted the position of talent into the driver’s seat in the job market and changed the quality of hiring packages.
2022 – The Great Resignation & A “Talent Centric” Market
During Q1 and Q2 of 2022, the hiring frenzy continued. There was a steep demand for engineering candidates with the number of open positions significantly outpacing the talent pool. To combat competition, offers were enhanced with a salary increase by typically 20-30%, unlimited PTO and a commitment to remote-work. Candidates who weren’t even unhappy in their positions tested the job market knowing their value had skyrocketed and they could command more from their employers. Technical talent were securing higher paying jobs with more amenable conditions within one to two weeks of resigning from their previous positions.
Top-tier engineers have always known their worth. However, during these months mid to senior-level engineers began to see how valuable they are to prospective employees. It gave them the space to consider if their values aligned with the companies they worked for. If it wasn’t a match, they no longer had to stay, just to remain employed. They had the flexibility to ask the questions, “Am I looking for a mission-driven company?” “Do I want to live in a different state than my employer?” “Do I even want to still work in big tech?” “Perhaps now is the time to learn a new industry?” The possibilities were endless and it created a talent centric market.
The Slow Down & Return to the Office
Despite evidence that working remotely was a successful model, companies started abandoning the concept and requiring their employees to return to the office. Leases, teamwork and CEO mandates spurred the change, despite pushback from employees. Most candidates were required to work in the office three to four days a week and only a small segment remained completely virtual. Talent has mixed emotions over this change. Some have expressed enthusiasm to once again be in a collaborative environment. They’re eager to be face-to-face with clients and colleagues in a professional environment. While others say it’s no longer conducive after making major life changes, such as a permanent move.
With the steady rise of inflation, war in the Ukraine, uncertain political divides and volatility of the crypto market by the beginning of Q3, hiring began to slow down. Companies were only recruiting for critical roles or backfilling roles where they had lost talent to another company who had yet to move to a more conservative hiring approach. Offers were reduced by 10-20% from just a few months prior, funding decreased dramatically and there was a larger influx of talent. Thus candidates reconsidered their positions and were far less eager to make a transition. This shifted the hiring market back from candidate driven to company driven.
Recession & the Re-emergence of Uncertainty
Due to over-hiring for the past two years, tension in many environments and pressure on the global economy, companies reacted sharply with massive layoffs, hiring freezes and a pause on spending by the beginning of Q4. From startups to Fortune 50 companies, we have seen a significant change. With rumblings of an impending recession, we have returned to uncertain times.
With layoffs at some of the top organizations in the world, premier engineering talent has become available. The type of talent everyone wants to hire. Many organizations simply can not hire right now. The ones who can, have a major advantage with today’s exceptional talent pool. As candidates evaluate new offers, they are focusing on stability vs. high salaries.
What’s on the horizon in 2023?
Will this be a shallow recession? We certainly hope so. Key indicators are reflecting that it shouldn’t last terribly long, with prosperity naturally following it. When technology is core to your business, you can only afford to go so long without bringing in new talent before it starts to affect your product development and the business overall. So will we get out of this time of uncertainty? Of course! We always do. 2022 has been truly a roller coaster ride for us all. We wish you and yours a healthy and prosperous 2023! We look forward to connecting once again in the new year.
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