Let’s be honest: hiring used to feel a lot more straightforward.
You posted a job. You reviewed a few resumes. You made a hire and moved on.
Now?
- More volume
- More complexity
- Longer decision cycles
- And bigger consequences for getting it wrong
And yet — even with hundreds of resumes in the pipeline, hiring managers are still saying the same thing:
“We can’t seem to find the right person.”
If that sounds familiar, this short guide is for you. It’s built for busy technical leaders who are overwhelmed by volume but underwhelmed by quality.
Here’s where to focus first:
1. Nail Your Intake Process
Before you post another job or review another resume, pause. The most successful searches start with clarity — not urgency.
Ask yourself:
- What does great look like in this role, right now?
- What outcomes do we actually need this person to deliver?
- What technical depth or domain knowledge is non-negotiable?
Too many teams skip this step or rely on outdated templates. But without a focused intake, your entire hiring process is built on guesswork — and no recruiter (internal or external) can hit a moving target.
2. Know the Resume Red Flags — Especially for Senior Roles
More experience doesn’t always mean better fit.
Here are a few red flags we flag early:
- A history of lateral moves with no clear progression
- Lots of job hopping without context (especially in stable markets)
- Buzzwords with no backup — “strategic leader,” “change agent,” but vague about actual results
- Heavy on tools, light on impact
Senior technical resumes should tell a story. If you’re getting polished jargon but no substance, dig deeper — or move on.
3. Recognize When Volume Is a Liability
More resumes should mean more options. But at a certain point, volume becomes noise — especially if you don’t have the time or technical expertise to screen deeply.
That’s when the process starts breaking down:
- Too many “maybe” candidates in your funnel
- Fatigue and decision paralysis mid-way through
- Losing top candidates because the process is too slow
When that happens, it’s not about doing more — it’s about doing it differently.
Start by tightening your filters. Refine your intake. And don’t be afraid to bring in help — especially when you’re hiring for roles where your internal team may not have the right lens.
The Bottom Line?
Hiring isn’t just about who’s applying. It’s about how well your process is built to surface the right people, fast — and filter out the noise.
If you’re spending too much time reviewing resumes and still not seeing the right candidates, it’s time for a smarter approach.
That’s exactly where we come in.
📩 Want help cutting through the noise and finding senior technical talent that actually fits?
Let’s have a real conversation — no pressure, no fluff. Just better hiring, made easier.