Quantity and quality differ greatly when it comes to recruitment!

The good news is that every technology company today knows that it is imperative to search for and hire exceptional talent.

The bad news is that it's more confusing than ever to go about completing that task.

There is such a plethora of candidates and resources being literally thrown at a hirer today that the sheer quantity of choices could make your head spin.

So what's a company with a critical opening to fill to do?

My advice is to consider the old-fashioned way. Do it thoroughly.

First, don't assume that quantity = quality.

As a matter of fact, the irony is it's just the opposite.

Needle in a haystack and the stack just keeps getting bigger.

Good candidates, therefore good hires, are less likely to consider a change more than eve

They're doing well while the sky is falling on Wall Street and their industry brethren are being laid off left and right.

Why should they go to an interview?

They're gonna close another deal and put that commission check under their mattress. So you'd better have a very compelling story to tell. Or better yet an expert storyteller to spread your message to a targeted/coveted audience.

Jordan Greenberg

With Pinnacle Source, our small, specialized team of recruiters takes the work off of your plate of unearthing and attracting hard-to-find sales performers.

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