Transitioning into Tech Recruiting

Camden Property Trust
Rachel2132

Camden Property Trust

Rachel2132
7d 10 Comments

Hi I am currently in corporate/full-cycle recruiting for a major, public Real Estate Investment Trust and looking to transition into tech at a large, public company — is this doable? Tips to make the leap? Looking for fully remote options that could offer a change in industry, new challenge, and possibly a pay increase (currently at ~$90k).

I have ~10 years of experience, but no degree. We are a small recruiting team of 3 and all do full-cycle recruiting for a variety of roles, as well as analysis for internal promotions and pay equity. It is high volume, but the majority of positions we hire for are are high-turnover/entry-level positions (sales, customer service, residential maintenance, groundskeeping etc)

Any help/insights are appreciated!
#recruiting #hr

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TOP 10 Comments
  • Meta
    my3rdfaang

    Go to company page Meta

    my3rdfaang
    Without any technical recruiting experience, it’s going to be very hard getting a role as a tech recruiter for a major company. You can do one of two things: 1. Try and get a technical recruiter role at an agency or small company and get the experience you need. Then transition into big tech or 2. Get a contract role on the non tech side for one of the large tech companies. You have enough experience for that. The lack of degree isn’t as big a deal now as it used to be, but it might but an issue for some companies. Good luck!
    7d 2
  • RSM
    WDCX

    Go to company page RSM

    WDCX
    It will be tough to transition straight into a tech recruiting role at a large company. Your best bet is going into tech agency recruiting (high upside potential, but your TC will take a hit the first year, as it takes time to build commissions) or you go to a smaller tech company and recruit on sales or lower level roles that are non-tech, prove yourself, and transition into the tech recruiting space at that organization and move on from there.
    7d 0
  • Google / Mgmt
    qurx38

    Go to company page Google Mgmt

    qurx38
    FYI I’ve hired multiple recruiters into Google as FTEs with no prior tech recruiting experience - as long as they have in-depth recruiting experience and a demonstrated ability/eagerness to learn, it works out well. Feel free to DM with any more specific questions (I don’t have any more roles open on my team at the minute, but happy to try and point you to some good leads if I can!)
    2d 3
    • Google / Mgmt
      qurx38

      Go to company page Google Mgmt

      qurx38
      I actually thought the same at first. I came in from a company with way less brand and money, and thought it would be fish in a barrel.

      In reality, it’s like trying to win a bidding war as a buyer’s agent in this housing market.

      The level of engineer that gets a Google offer often has offers any/everywhere else, and they know it. Further, Google is used to getting top talent through a combo of brand/culture/tech-stack strength as well as dollars, so we’re rarely if ever a candidate’s top-paying option (similar to the “Goldman discount” in I-banking). And then on top of that, we have a particularly lengthy process that requires a fair bit of savvy to navigate quickly when required, and really good relationship-management skills to keep a candidate warm/engaged/motivated when things drag out, they have to do more interviews, get downleveled, etc.

      So, a sourcer / recruiter’s job here is to (a) consistently find, engage, and qualify talent that will in fact likely succeed in our process, (b) be their advocate in a process intentionally designed to err on the side of false negatives rather than false positives, and then (c) often convince that talent to accept an offer that truly is a good one, but likely is not the best in terms of pure TC (which they only got after a likely longer / more arduous journey than at our competitors). And all the while, they’re managing the expectations (and emotions) of HMs and execs who are under tremendous pressure to hire, and who often are quick to escalate if unhappy.

      Lastly, recruiters (and many sourcers) are also expected to make meaningful contributions to making our hiring process better, which involves data analysis, developing solutions, pitching them to recruiting leaders, and often pitching to HMs / Eng leaders as well - and then guiding them though the change management / implementation process.

      I’ve also been really impressed by the diverse range of backgrounds: lots of agency recruiters of course, but also former teachers, lawyers, and military officers who at some point made a career switch. I’m never the smartest person in the room with my colleagues, which is one of the (many) reasons I keep coming back.
      2d
    • Amazon
      hNyg33

      Go to company page Amazon

      hNyg33
      Ok so sounds pretty similar to AWS except for the part where no one wants to work here so just finding anyone qualified to interview is hard 😂
      2d
  • Amazon
    hNyg33

    Go to company page Amazon

    hNyg33
    Everyone saying hard to get into tech without the experience but it’s not and this is bad advice. It may be hard-ish to get a straight perm offer but Amazon, Meta, Apple, Google will all hire you on contact with a possibility to convert. Likelyhood of converting listed there in order from easiest to hardest.
    6d 0
  • It’ll be tonight to transition into tech. I’d recommend working an agency who recruits for other tech companies to build up your resume.
    7d 0