[Verse 1] Sarah needs three engineers by July Her startup's buzzing but the talent's shy First step is sourcing, cast your net wide LinkedIn and GitHub, let referrals guide Stack Overflow warriors, conference halls University partnerships, diversity calls [Chorus] Source then screen then test then close S-S-T-C, that's how the pipeline flows Source then screen then test then close Build your funnel right and watch your team compose [Verse 2] Resume screening filters signal from noise Three to five years, matching tech of choice Phone call chemistry, culture questions bloom Can they communicate? Will they fit the room? Portfolio review shows their coding style Skip the perfect candidate searching mile [Chorus] Source then screen then test then close S-S-T-C, that's how the pipeline flows Source then screen then test then close Build your funnel right and watch your team compose [Verse 3] Technical assessment, make it realistic Pair programming sessions, not algorithmic tricks Give them actual problems they'd solve each day Watch their debugging skills come out to play Architecture discussions reveal their depth Senior or junior, measure each step [Bridge] Closing means selling your company's dream Compensation packages, equity stream Timeline transparency keeps candidates warm Multiple touchpoints weather any storm [Verse 4] Feedback loops shorten your hiring cycle Data-driven metrics make improvements vital Track conversion rates at every stage Candidate experience sets the gauge Build your talent brand like marketing gold Tomorrow's hires are stories you've told [Chorus] Source then screen then test then close S-S-T-C, that's how the pipeline flows Source then screen then test then close Build your funnel right and watch your team compose [Outro] Engineering talent doesn't grow on trees But systematic process plants the seeds
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