You do not need a computer science degree to become a technical recruiter, but you do need to understand the work engineers actually do. Here is a realistic path in.
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The hiring process that worked for your first five engineers will quietly break at fifty. Here is what changes, what to standardize, and what to protect as you scale.
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Reference checks are a ritual that filters almost nothing. Candidates pick their references, and nobody says anything risky. Here is a signal that actually holds up.
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The debrief is where good interview data goes to die. Loudest voice wins, memory fades, and the decision drifts. Here is how to run a debrief that turns signal into a real call.
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Without a rubric, "strong hire" means whatever the interviewer felt that day. Here is how to build a scoring rubric that makes technical interviews consistent, fair, and defensible.
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