Brian Knight

When you are building out your engineering team there is no better way to hire software engineers than going with the hourly recruiting model. It's not only cost-effective, but it's extremely flexible. I am here to help when you need me. The same recruiter and level of quality on every search. Let's say you need to hire five software engineers. You pay me by the hour to find you the talent you want to hire. I work as an extension to your internal recruiting team. Software engineer recruiting is my specialty. I go deep into my searches to find the talent you want. I work for you. I am looking for the right talent vs. just sending resumes to hope something sticks. With one of my recruiting options you could have 400 dedicated hours of recruiting over a 24 month period where you can pause or put recruiting on hold at anytime. 400 hours is a lot of time to stay fully dedicated to building out your engineering team. OR You use the traditional staffing model where that bill to hire five senior software engineers will be over 100K. It gets expensive quick. You probably will work with a few vendors with different pitches. Having multiple firms contact the same person which frustrates candidates quickly. Not to mention the amount of time you are spending reviewing the unqualified resumes they are sending. Give me a shot and let me show you what I can do. There is a reason why my clients keep coming back. Delivery is everything to me. I spend 90% of my time recruiting and staying focused on filling your open positions.

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Missed our webinar last week? Don't sweat It!  Catch up on the latest Reconsideration of Value (ROV) requirements impacting lenders. Our all-star panel dives deep into everything you need to know to stay compliant.     Watch the recording now on YouTube and learn about:  • The impact of new ROV guidelines on lenders.  • The borrower-initiated ROV process.  • Your lender responsibilities: Notification, screening, appraiser independence, and more!    Meet the experts: John Dingeman, Brian Barnes, and Joshua Walitt.     Stay compliant – watch the recording now!   https://lnkd.in/gw3jtdvV    #LeadersInLending #ROV #mortgagelending #mortgagelenders #withclass #ClassValuation 

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What is card sorting? NMLS users participated in a card sorting exercise to help the NMLS team better understand menu and page organization to enhance user experience.     Read more about the value of this exercise and what we learned from users. https://lnkd.in/ekxeUtj7 #NMLS #NMLSModernization

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The candidate experience isn't focused on enough. Came across this in a post for a Software Developer opening. If it takes 6 rounds to determine if a Software Developer is a fit then the people conducting the interviews shouldn't be interviewing. Round 1: Preliminary Interview  Round 2: Hiring Manager Interview Round 3: Take Home Assignment (Coding Challenge) Round 4: Behavioral Interview Round 5: Technical Interview Round 6: Executive Interview It should be no more than 3 for most positions.... The Two to Three Interview Rule: Many hiring professionals advocate for a structured hiring process that includes two to three interviews. The rationale behind this approach is to strike a balance between thorough evaluation and respecting the candidate's time and experience. Pros of 2-3 interviews: Efficient Use of Time Positive Candidate Experience Better Decision-Making Two to three interviews can provide a comprehensive assessment while preventing interview fatigue, which can lead to suboptimal decision-making. Cons of Excessive Interviews: Diminished Interest Negative Perception Missed Opportunities as they drop out / accept another offer The ideal number of interviews for assessing candidates is a delicate balance. While two to three interviews are generally considered sufficient to make an informed decision, exceeding this number can have adverse effects on the candidate experience and the organization's reputation.  6 rounds...No thank you

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Working with a niched recruiter has so many benefits. As a client, you're getting an expert in the field. For example, we just picked up multiple software engineering roles this week. We already have a deep pipeline of fully vetted candidates that were already technically vetted and/or had references checked. In essence, we already had coverage to these roles the second they hit our inbox. As a candidate, you're working with someone who actually understands what you do. We're not just reading off a script and checking off the boxes. We're having a legitimate conversation about your background, pain points, motives, and how we can help move your career in the right direction.

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Struggling with complex and time-consuming Loan Origination System (LOS) development? 🤔 Our latest blog post has the solution! Learn how to streamline the process with our no-code approach and revolutionize your lending operations.  Say goodbye to coding headaches and hello to efficiency! 💻 Read now: https://bit.ly/3y0E1mn #Fintech #Innovation #NoCode #LoanOrigination #enterprisenocode

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According to partner Daniela Hawkins, the CFPB's recent moves to regulate buy now, pay later loans similar to credit cards may serve as a precautionary measure to avoid providers giving credit to consumers overwhelmed by multiple BNPL loans. Learn more👉 https://okt.to/JfpBRl #Banking #Payments #Financialservices

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PSA: Candidates.... you're in big big trouble. If you keep continuing down this path of not quantifying the data on your resume or the coding environment you were in for each position, you will be passed over for those calls from the hiring managers that you're desperately seeking to impress. 💯 When I talk about the sub par resumes I have coming across my desk they include phrases like "helped achieve KPI's"... without explaining what those KPI's were or how they helped improve inefficiencies. Also, you're failing to include the coding environment in each company that you worked at. This doesn't mean listing 30 different languages and claiming that you worked with them at one point or another. If you haven't touched a language in a long while, don't even include it on your resume. Here are some examples of what you need to focus on that are actionable metrics: Focus on Impact: Go beyond just tasks. Instead, highlight how your work impacted the company's goals. Did you improve efficiency? Reduce costs? Increase revenue? Quantify these whenever possible. Identify Measurable Results: Look for metrics relevant to your role. Here are some examples for developers and IT managers: Developers: Lines of code written (if relevant), reduction in bug rates (%), improvement in application performance (%), features shipped on time. IT Managers: Increased team productivity (%), reduced downtime (%), projects delivered under budget (%), improved customer satisfaction scores. Be Specific and Honest: Use concrete numbers and percentages. Don't make claims you can't support. If you don't have hard data, estimate based on what you know. Here are some examples of how to quantify achievements on a resume: "Developed a new caching system that reduced page load times by 20%." "Led a team of engineers in implementing a new customer management system, resulting in a 15% increase in customer retention." "Reduced IT infrastructure costs by 10% through server virtualization." --------------------------------------------------------------------------- On your resume, speak to what the job description is trying to solve if you have experience with it in your past. Always ALWAYS customize your resume to each position, and don't forget to set yourself up for those Google/Glassdoor/Indeed Alerts because you don't need to be spending 8 hours a day applying for new positions.

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Are you tired of the inefficient, manual processes used to manage your upcoming commercial lending activity? Are you missing processing issues in your commercial loan portfolio? We have the solution—AFSVision Automated Business Events (ABE)! Unlock automated loan processing power with ABE. A built-in tool with the ability to manage payments, repricing, and other loan activity, ABE gives you: *System-created, automated workpackages that identify upcoming activity *Efficient identification and routing of workpackages to the correct group for action *Automated tracking of activity and issues through resolution *Data that provides all information you need on an issue in one convenient workpackage place Start or continue your journey to automation today with AFSVision and ABE. Watch this short video on our website and see why AFSVision is your next-generation commercial lending solution! https://lnkd.in/egGA9ara #AFSVisionTransforms #CommercialLending #AFSVisionABE

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Credit unions, ever wonder if you're spending too much on internal IT? Balancing in-house and outsourcing is tricky, especially in Montana. Let's explore the best options together. What IT challenges are you facing? #CreditUnions #CreditUnions #InternalBalancing #InhouseOutsourcing #MontanaBusiness #FinancialServices #CostEfficiency #ExploreOpportunities #StrategicPartnerships

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🌟 Junior Developer Opportunities 🌟 In my #JS network, Junior Engineers frequently express frustration over the scarcity of Junior Developer positions in today's job market. This sentiment is echoed by software engineers with less than 3 years of experience, who often encounter: 🔻 Limited job postings tailored to their experience level. 🔻 Tough competition with numerous applicants, leading to silence after submitting their CV. 🔻 Lengthy job search periods spanning several months. For hiring managers evaluating the prospect of hiring a Junior Dev, Neeraj outlines several ways they can contribute value to your organization. Dive into the details below! 👇 👇 #juniordev #opportunities #hiring

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Is your bank or credit union gearing up for a Core Conversion? No need to stress! Allow the ICI Team to support your financial institution in maneuvering through the challenges of this frequently overwhelming endeavor. Visit our site to learn about the solutions and advantages ICI can offer throughout your core conversion project: https://lnkd.in/gKvdbEhP #coreconversions #banks #creditunions #coreconsulting #projectmanagement #technologyconsulting #technologyconsultant

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"Buy Now, Pay Later" (known as BNPL) is a type of short-term financing that allows consumers to purchase items and pay for them in installments over time. BNPL plans usually require little to no initial payment, and the remaining balance is paid off in four or fewer payments. Navigate it wisely with these tips.

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🌟 SPYGLASS CLIENT SUCCESS SPOTLIGHT 🌟 At SpyGlass, we're dedicated to reshaping cost efficiency through cutting-edge Technology Expense Management (TEM) solutions. Today, we're thrilled to highlight our collaboration with First Harvest Credit Union, showcasing how our services made a profound impact.💲📈 Knowing their technology finances needed assessing, but lacking the expertise to do it themselves, First Harvest sought our experts to navigate their technology expenses. Through our comprehensive TEM Snapshot Audit, we unearthed several hidden savings opportunities, resulting in an impressive $120,000 in annual savings.📸💰 These substantial gains not only eased financial strains but also empowered First Harvest to elevate its offerings, benefitting over 54,000 members at 10 branches across South Jersey and Pennsylvania. 🚀 Ready to revolutionize your bottom line? Embrace efficiency with our SnapShot Audit today and uncover instant savings! 🔍💸 #ClientSuccess #TechnologyExpenseManagement #SpyGlass https://hubs.la/Q02w31c60

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IMO, one of the worst things a recruiting company can do (or a sign that they're not that good) is to line up a client and then send them people that are not qualified for the role. I had one client years ago hiring for a Software Developer and a recruiter they were using sent them a person at was working for a photography development studio... I get it that they share some keywords, but... ick. You're like - "duh, that's the job, right?" Yes. It is. But it happens a lot and it reflects poorly on the industry as a whole. How do you, as a hiring company, make sure you're getting the right one? It's all about the intake call. One thing I demand out of Covert Recruiting is that we MUST know a ton about our clients and their open roles before even starting. Why's that? Quite honestly it's because I personally do not want to work hard talking to random people, flipping resumes, and getting nowhere. It's silly. I want every call I make or meeting we take to be super targeted. That's where it's at. Our intake meetings are nearly 15 years in the making. 30 live minutes is fine, but there's way more prep before that. We need to get YOUR pitch of the role, the day to day, the MUST haves, the WOULD LIKE to have, team info, reporting info, comp/benefits, remote/onsite, process... and a few more things. I say that "we want to be 99% as good as you in pitching this thing" and it's true. And saying that - in the last 12 months, our introduction-to-offer ratio is about 4.1 candidates for every one hire. So pretty much, our clients meet four people, send two to finals, then pick their favorite for an offer. That's GOOD. There's no one perfect way to do it, but if your recruiter is not taking the care to prepare, you need to look elsewhere... OH BY THE WAY... we're taking on new clients :D Email me at jon@covertrecruiting.com and we'll chat #jontent

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Do you know the difference between fraud alerts and credit freezes? Don’t worry, we’ve got you covered: Fraud alert: A notice that can be added to your credit report that requires identity verification for a loan or new line of credit to be taken out under your name. Credit freeze: Prevents creditors from accessing your credit report and helps protect you from becoming a victim of identity theft or other types of fraud. Read this blog post to learn more and discover which may be the best option for you: https://bit.ly/3Kz0klT

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