A contract software engineer recruiter can help you quickly scale your tech team. Hiring for software engineering roles is critical for early stage companies, but an expert recruiter knows what to look for and how to streamline that process as much as possible. But how do you find the right recruiter to fit your startup's needs? Here are some tips to keep in mind when hiring a contract recruiter role:

• Specialization - Software engineering recruiters need to have specialized knowledge about sourcing engineering talent and understanding what these candidates need to succeed in an engineering role. You want to find a recruiter who has experience hiring for these roles. It can also be helpful to find someone who specifically has experience hiring for startups.

• Ask Questions - Treat the hiring process for a contract recruiter the same way you would treat any full-time hire. Even if they’re not joining your company in the same capacity, they’ll still work closely with you and your team. Ask them plenty of questions to screen them and see if they’re a good fit. 

• Proven Track Record - Make sure to ask a potential recruiter for references and testimonials from previous clients. This shows that they have experience successfully placing candidates and that they make their clients happy. 

• Culture Fit - For startups, culture fit is a top consideration when making a hire. Your recruiter should also align with your culture and vision. Since they’ll be highly involved in the hiring process and talking to candidates, they should be able to accurately communicate your culture and values to them.

How to write an effective job post

It’s not difficult to get people to apply for a contract recruiter role. The difficult part is parsing through a stack of applications looking for the right fit. To cut down on unqualified applications, create a clear and well-crafted job post. Here are some tips for making an effective job post that attracts the right candidates:

• Job Title - Make your job title specific and use phrases like “Freelance Software Engineer Recruiter,” or “Contract Software Engineering Recruiter.” This helps qualified recruiters find your listing on job boards.

• Qualifications - Outline the qualifications, skills and technical knowledge you expect the recruiter to have. This can include points like years of experience, communication skills, technical knowledge, proven track record, etc. The candidate should clearly understand what skills they need to be successful.

• Scope of Work - Lay out the responsibilities and your expectations. Touch on points like how many roles you need to fill, your timelines and other relevant information. Contract recruiters need to know if they have the availability to take on the role.

• Project Length - It’s also helpful to mention the expected length of the project. Whether you need long-term help or help with a few hires, being upfront about the length ensures recruiters who are too busy don’t apply for the role.