In partnership with

Start learning AI in 2025

Everyone talks about AI, but no one has the time to learn it. So, we found the easiest way to learn AI in as little time as possible: The Rundown AI.

It's a free AI newsletter that keeps you up-to-date on the latest AI news, and teaches you how to apply it in just 5 minutes a day.

Plus, complete the quiz after signing up and they’ll recommend the best AI tools, guides, and courses – tailored to your needs.

Sign up to start learning.

First - I’m trying to build a community of recruiters on X. Please consider joining me here!

Second - I made this newsletter free so I can grow it as big as possible, so I’d appreciate it if you could share with your colleagues and peers. It would mean the world to me.

Third - Unlike most other newsletters, I document my losses as well. This story goes over how we thought we had a banger of a placement which turned out to be a dud. But since we followed our process to a tee - we were able to mitigate the damage.

The tech recruiting landscape is unforgiving.

One bad placement can destroy years of relationship building. Today, I'm sharing a story that could have ended my relationship with a key client – but instead became a masterclass in risk management and relationship preservation.

The High Stakes of Technical Screening

Let's be brutally honest: As tech recruiters, we're playing with fire every time we present a candidate. Each placement is a bet on someone's ability to perform, and we're putting our reputation on the line.

The standard screening playbook isn't enough anymore:

• Checking tech stack alignment

• Verifying years of experience

• Validating prestigious company backgrounds

• Conducting behavioral interviews

Why? Because in today's market, candidates have gotten remarkably good at interviewing. They know what to say. They know how to present. And sometimes, they can fool even the most thorough screening process.

Why We Must Vet Like Our Careers Depend on It

When we send a candidate to a client, we’re putting our credibility on the line. It’s more than just submitting resumes; it’s about trust. Clients rely on us to find top talent and reduce their hiring risks.

Every candidate we present is a reflection of our expertise and judgment. If the person doesn’t work out, it’s not just the candidate’s reputation that’s on the line—it’s ours too.

Here are the critical vetting questions we should always ask ourselves:

1. Skills alignment: Does the candidate’s experience directly match the technical requirements of the role?

2. Soft skills fit: Do they have the communication and problem-solving abilities to thrive in this specific team?

3. Track record: Are their past roles and performance indicative of success in this environment?

4. Red flags: Are we addressing gaps, short stints, or anything that might raise questions for the hiring manager?

The stakes are high, and getting it wrong isn’t just a disappointment—it’s a risk to your business.

A Near-Miss That Changed Everything

Here's what happened: Earlier this year I placed a senior software engineer who looked perfect on paper. React, Node.js, TypeScript, AWS – the full stack our client needed. Their resume sparkled with prestigious company logos. Their communication skills were exceptional. They even passed our technical screening with flying colors, validated by one of our trusted contractors already working at the client.

The client moved fast. They interviewed. They loved. They offered.

Then came the call no recruiter wants to receive: "We're letting them go. Performance issues. Before the 90-day mark."

My stomach dropped. This is the kind of situation that ends client relationships. The hiring manager was furious, and rightfully so. Time wasted. Team momentum lost. Back to square one.

But here's where preparation meets opportunity. We had documented everything:

• Our technical screening process

• The validation from their existing contractor

• The clear alignment of skills and experience

• The reasonable basis for our recommendation

This documentation became our lifeline. When we walked the client through our process and showed them how we'd arrived at our decision to present this candidate, their anger transformed into understanding. Not happiness – let's be real – but understanding.

The result? Not only did they keep working with us, but they also allowed us to backfill the role.

The Wake-Up Call Every Recruiter Needs

This near-miss taught me something crucial: In tech recruiting, we're not just matching keywords and years of experience. We're making high-stakes predictions about human performance.

Here's what needs to change in your process:

1. Double Your Documentation

   • Record every screening step

   • Save all technical evaluations

   • Document your reasoning for presenting each candidate

   • This isn't CYA – it's professional risk management

2. Enhance Technical Validation

   • Get multiple technical perspectives

   • Use existing client resources when possible

   • Don't trust certifications and past experience alone

3. Trust Your Gut

   • If something feels off, dig deeper

   • Better to lose a placement than lose a client

   • Remember: Your reputation is your most valuable asset

Your Next Steps

1. Review your last three placements. Could you defend your screening process if one went wrong?

2. Build a documentation template that captures your complete evaluation process.

3. Strengthen your technical validation network. You need people you trust who can truly evaluate technical skills.

Remember: In tech recruiting, we're not just filling seats. We're making predictions that affect careers, companies, and our own professional future. Let's treat it with the gravity it deserves.

P.S. Share this with another recruiter who needs this wake-up call. We rise by lifting others.