Subject: How Pre-Screening Saves Credibility and Closes Deals

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Intro:

Let’s have a candid conversation about credibility.

You’re not a software engineer, and neither am I. But we’re in the trenches every day, pitching candidates to hiring managers who are. And that disconnect? It’s a credibility gap that can sink a deal faster than you can say “data structure.”

Today, I want to talk about a process we’ve implemented at one of our clients that’s helped bridge that gap, win the trust of hiring managers, and save us from uncomfortable conversations when a candidate bombs an interview.

Let’s dig in.

Why We Pre-Screen Every Candidate

When I started out as a recruiter, I thought my job was simple: identify talent, talk to them, and send their resume to the client. Easy, right? But then you get burned once or twice by a candidate who can’t explain their own resume or chokes during a technical interview. That’s when you realize your credibility is on the line, even though you’re not the one writing the code.

So, we changed the game. For every tech role we’re working on, we pre-screen candidates after my initial conversation. This happens in one of two ways:

1. Coding Tools: For roles requiring coding expertise, we use platforms like HackerRank. Candidates complete a technical assessment, and we get a clear benchmark of their skills.

2. Technical Consultants: For niche or complex roles, we bring in one of our consultants to conduct a technical screen. These are people we have on billing with other clients who already know the space inside out.

This two-step process isn’t about making our jobs easier—it’s about making our submissions bulletproof.

How Pre-Screening Builds Credibility

Here’s the truth: no hiring manager expects a recruiter to be an expert in their niche (by expert, I mean being able to do the actual job they’re recruiting for). But they do expect us to vet candidates thoroughly. When you can say, “This candidate passed a technical screen conducted by one of our consultants who’s currently working in the field,” you’re not just pitching a resume—you’re presenting a validated solution.

This approach also gives us a safety net. If something goes sideways with a candidate, you can point back to your process and say, “We’ve done everything possible to ensure this person is a fit.” And that’s powerful.

Real Talk: The AEM Developer Debacle

Let me share a story to illustrate this. Recently, our team was working on an AEM Developer role. We identified two strong candidates and had them both screened by another AEM developer on billing with one of our clients. Both candidates passed the screen, so we submitted them confidently.

The first candidate bombed the client interview. I mean, bombed. The manager was so frustrated they didn’t even want to interview the second candidate. It was a punch to the gut—especially because we’d done our due diligence.

But here’s where the pre-screening process saved us. We went back to the manager, shared the screening results, and explained the rigor of our process. We reminded them that the consultant who screened the candidate was excelling at another client.

Maybe the candidate didn’t prepare, studied the wrong materials, or just had an off day—but we did everything in our power to mitigate the risk of a bad interview. Eventually, the manager agreed to interview the second candidate. TBD on the outcome, but at least we preserved the relationship and the opportunity.

Key Takeaways for Recruiters

1. Pre-Screening Is Non-Negotiable: Whether it’s a coding tool or a technical consultant, add a layer of validation between your interview and the client’s.

2. Own Your Limitations: You’re not a software engineer, and that’s okay. Lean on tools and experts to bolster your credibility.

3. Communicate the Process: Hiring managers need to understand what goes into your vetting process. When they see the rigor behind your submissions, they’ll respect you more.

4. Prepare for the Unexpected: Even with the best process, candidates will fail. When that happens, a solid screening process gives you a foundation to stand on.

Closing Thoughts:

Recruiting is a credibility game. You’re not just selling candidates; you’re selling yourself as a partner who’s thorough, reliable, and professional. Pre-screening won’t guarantee every candidate will succeed, but it will guarantee that you’ve done your due diligence.

And when things go sideways (because they will), you’ll have the receipts to back up your process. That’s how you maintain trust, preserve relationships, and keep the pipeline moving.

Until next time, keep building bridges—and bulletproofing your submissions.