Looking for a Job? How to Work with Technical Recruiters

It's a classic story of anyone on the job market: you've applied for what seems like hundreds of jobs on different job boards and have not heard anything back. Your resume seems to go into a black hole of automated emails and no results. That's when a technical recruiter can save the day and accelerate your job search. Recruiters are a great resource. Not only can they put your information directly in front of a hiring manager, but they can explain your skills, abilities, and be an overall advocate. 

Different Types of Recruiters

It is first important to note the difference between internal and third-party recruiters, both equally important. An internal recruiter usually works in the Human Resources department of a company. Third-party recruiters have a contractual agreement with a company to provide talent. Both will schedule interviews and oversee the on-boarding process.

The Process

Whether you connect with a recruiter on LinkedIn or a recruiter calls you after seeing your resume on a job board, the process is pretty straightforward. As a candidate, you discuss a job and company with a recruiter and if it is a good fit, that recruiter will submit your information (resume, portfolio, GitHub) to a hiring manager. The recruiter will facilitate setting up an interview and relay all feedback from that interview. If all goes well and you get the job, he or she will also oversee your on-boarding and serve as an additional resource during your time with that company. 

Right to Represent 

When working with a recruiter, especially a third party, it is important to receive a Right to Represent (RTR) from that agency. An RTR allows that recruiter to submit you for a specific position, at a specific hourly rate or salary, to a specific company. All you have to do is ask your recruiter for an RTR and they will send you all of that information in an email. Save this email, because you might need the information when accepting that position with that company.

Negotiating Pay 

Usually when you are working with a recruiter and are going to be submitted for a position, you will negotiate your salary or hourly rate with a recruiter. Pro tip: Do your research and know your worth! Use online resources, like Glassdoor, to see how much a Junior Web Developer makes per hour, for a salary, and in different locations. And when talking to the recruiter, make sure to ask about benefits, as the company might offer a lower salary but have amazing benefits. 

Contact vs. Contract to Hire 

While the most common type of employment is full time, many companies are utilizing contract and contract-to-hire employments to make sure an employee is a good fit before he or she is brought on full time. The employee can also make sure the company is a good fit. Call it a "try before you buy" period. When working a contract, you will be paid on an hourly rate, so make sure you ask your recruiter if there are any benefits available (paid time off, health insurance, life insurance.) Also, confirm how long the contract position is, when the plan for when the contract ends, and if there is a "cool off" period between contracts with that company. 

We sat down with a recruiter in our Employer Network to get an insider's point of view on how coding bootcamp graduates should work with recruiters.

What is a common mistake bootcamp grads make when working with recruiters?

"A common mistake is differentiating that a recruiter is going to be a valued asset to the beginning of their career or simply a resume sender. A valued recruiter presents a graduate's resume directly to a hiring manager and can speak candidly about the candidate's abilities and assets. Find 2-3 good recruiters that are going to be an advocate for you and your new career."

How can a junior developer grab the attention of a recruiter?

"Find out what agencies are placing other code camp graduates; then ask the already placed graduates to refer you. A referral helps a recruiter put together a more efficient marketing plan that is more effective than if they just see a resume on a job board or the candidate applied." 

What are your clients looking for in a junior developer?

"Java (or C#), Angular2, React, Object-based JavaScript, HTML, CSS, and API creation/understanding is the most common."


Interested in how you can jump-start your career as a new developer? Download our course packet for more information about our Full Stack programs!

Download Course Packet




Liz Carley

Operations Manager, Atlanta