Arck Recruitment — Fractional Technical Hiring for US Engineering Teams :Articles by: Arck Recruitment
byArck Recruitment

Your Hiring Pipeline Is Slow Because Engineers Are Doing Recruiter Work

CTOs don’t struggle to evaluate good engineers.
They struggle to find them fast enough.

What slows everything down?

Not tech.
Not interviews.
But screening noise.

Where hiring breaks for most tech teams

Senior developers spend hours on:

❌ Reviewing weak resumes
❌ First-round calls with wrong candidates
❌ Screening basics instead of solving architecture problems

And every hour spent screening is an hour lost in product velocity.

A $180k engineer spending 10–15 hrs/month interviewing?
That’s $8K–$12K/month burned before a single hire is made.

Hidden cost. Real damage.

Why this happens

A traditional recruiter can source —
but often can’t technically filter.

They push candidates upstream hoping engineering will filter later.
And engineering leaders become the filter.

That’s backwards.

What should happen in a high-functioning tech hiring system

First-round technical vetting should be handled by someone who can:

✔ read code, not keywords
✔ separate good engineers from résumé engineers
✔ probe fundamentals, design thinking, debugging ability
✔ reject fast — so engineering time is protected

Only pre-qualified, technically fit candidates should reach your engineers.

The result when you fix the bottleneck

Engineering finally gets to do what it’s hired for — building.

↳ Fewer interviews
↳ Faster technical decisions
↳ Shorter hiring cycles
↳ Better signal-to-noise ratio
↳ Product velocity goes up instead of down

Hiring feels lighter.
Scaling feels possible.

If you want your team to ship instead of screen

You don’t need more interviews.
You need better pre-screening.

📩 If your senior developers are stuck interviewing instead of building,
email archan@arckits.com — I’ll reduce your interview load and tighten your pipeline.

byArck Recruitment

Why Most Recruiters Struggle With Tech Hiring — And How Fractional Technical Recruitment Fixes It

Hiring engineers is not the same as hiring general staff.
Yet most recruitment processes treat it like it is.

And that’s where technical hiring goes wrong.

Why tech hiring fails inside companies

Not because talent doesn’t exist.
But because the screening layer is weak or non-technical.

Common breakdown points:

❌ Recruiters pass resumes without understanding real skill depth
❌ Candidates sound great on paper but break in technical rounds
❌ Too much time wasted by engineering teams in early screening
❌ Niche skills remain open for months (Golang, Cloud, DevOps, Data roles)
❌ Hiring cycles get stuck, product timelines slip

Every CTO has experienced this.

Not lack of candidates…
lack of qualified candidates.

Where Fractional Technical Recruitment fits in

Instead of adding a full-time recruiter, companies get technical hiring support only when they need it.

On-demand, cost-efficient, and run by someone who understands engineering.

What changes:

✔ Technical conversations done before a candidate reaches the CTO
✔ Role clarity defined with engineering — not generic JD templates
✔ Faster interviews with better matches, less noise for the team
✔ Niche talent sourcing for roles others struggle to fill
✔ Flexible ramp-up/down — no long-term recruiter overhead

This is not staffing.
This is technical recruitment with technical understanding.

What companies get with this model

You don’t buy resumes — you buy signal over noise.

You get:

  • Functional + technical screening done upfront

  • Engineers only meet candidates worth their time

  • Reduced interview load for senior devs

  • Better quality → faster hiring → quicker delivery

In simple terms:

Your engineering team keeps building.
I handle the hiring load.

The outcome founders & CTOs want

Not a pipeline.

A short-list.

Not resumes.

Candidates who can ship.

Final word

If your team is spending hours filtering candidates who shouldn’t even reach round 1, you don’t have a hiring problem —
you have a screening problem.

Fractional technical recruitment solves that.

📩 If you want to reduce engineering interview time and hire better, faster —
Email me: archan@arckits.com

byArck Recruitment

Why HR-Led Technical Interviews Fail — And Why a Technical Recruiter Fixes It

Hiring engineers isn’t the same as hiring general staff. Yet many companies still let traditional HR screening decide who reaches the engineering lead. The result?

📍 Strong candidates get filtered out incorrectly
📍 Wrong candidates move forward wasting leadership time
📍 Hiring cycles stretch for weeks
📍 Product deadlines suffer

NOT because talent doesn’t exist — but because screening was done by someone who doesn’t speak tech.

This is exactly where a technically fluent recruiter changes everything.

Where HR-Led Tech Screening Breaks

Even the best HR teams struggle with technical depth. Not their fault — it’s not their domain.

Here’s what usually goes wrong:

❌ Resume keywords = assumed skill
❌ Skill ≠ experience (and experience ≠ capability)
❌ “5+ years” doesn’t prove problem-solving ability
❌ Surface questions instead of real-world scenarios
❌ No ability to challenge answers or detect bluffing

Engineering leaders waste 10–30 hours per hire interviewing candidates who should never have reached them.

Time that should be spent building product — not filtering talent.

What a Technical Recruiter Does Differently

A technical recruiter doesn’t guess. They evaluate.

Here’s the shift:

HR Screening Technical Recruiter Screening
Keyword match System design thinking
Checklist questions Practical scenario testing
Generic communication filter Code fluency & technical logic assessment
Depends on hiring manager Reduces load on hiring manager
Filters by resume Filters by capability

Instead of pushing resumes forward, I stop wrong candidates early — saving founders & CTOs time.

My First-Round Technical Screening Method

No fluff — here’s what I evaluate before a candidate reaches a CTO:

🔹 Core fundamentals (not memorized answers)
🔹 Problem-solving thinking process
🔹 Real work examples, not textbook answers
🔹 GitHub / project demonstrability
🔹 Tech stack depth vs. surface familiarity
🔹 Culture & delivery expectations

Result?
You only meet candidates who can actually do the job.

Who Benefits From This Model

This works extremely well for:

💻 Startups building first engineering teams
🚀 Scale-ups hiring fast but can’t afford bad hires
🛠 CTOs tired of screening piles of resumes
💰 Leaders who want predictable hiring without full-time TA cost

Instead of interviewing 10 candidates, you interview 2–3.
And one of them is usually The One.

Why Work With Me

I come from QA & technical delivery background — not pure HR.
Which means I understand code, sprints, architecture discussions, QA pipelines.

I don’t push profiles; I filter them technically first.

You get quality interviews, not volume.

Final CTA

If you want to stop spending hours interviewing the wrong engineers — let’s talk.

I’ll show you how fractional technical recruiting reduces hiring time while improving candidate quality.

📩 Email to discuss your next hire: archan@arckits.com

byArck Recruitment

Why Most Recruiters Fail Technical Hiring (And How Technical Vetting Fixes It)

A recruiter without engineering fluency slows hiring, increases interviews, and misses great talent. Here’s the fix.

Hiring engineers isn’t just about spotting keywords on a resume. It’s understanding how a backend engineer thinks, why a DevOps profile differs from a cloud admin, and which signals indicate a scalable hire vs a short-term replacement.

Most companies know this problem well.

You post a job → recruiter screens resumes → hiring manager interviews → 60–80% get rejected in the first technical round.

Not because there’s no talent.

But because the filtering layer wasn’t technical enough.

Where traditional recruiters break the pipeline:

1. Screening ≠ Reading skills on a CV
Many recruiters forward profiles based on buzzwords: Java, Kubernetes, microservices, Docker.
But they can’t distinguish:

  • Spring Boot vs Spring MVC

  • Kubernetes admin vs application deployment

  • Docker familiarity vs production CI/CD integration

Surface understanding → shallow shortlisting → wasted interviews.

2. Wrong evaluation signals during screening
A technical recruiter must ask:

  • What type of systems have they built?

  • What was scale? traffic? concurrency?

  • How do they debug failures?

  • CI/CD familiarity or actual ownership?

  • Unit testing mindset or code-only execution?

Keyword screening never tells this story.

3. Engineers lose trust when the first touchpoint is non-technical
Developers can instantly tell when the interviewer doesn’t understand their work.

You lose strong candidates early simply because communication didn’t match their depth.

How technically fluent screening changes everything

When initial evaluation is done by someone who has been inside engineering work:

✔ You filter better before the hiring manager
✔ You reduce interview load on senior engineers
✔ The quality per round increases noticeably
✔ You identify engineering red flags early
✔ Candidates feel respected → higher acceptance

Hiring becomes intentional, not luck-based.

What technical vetting looks like in practice:

  1. Competency-based resume review
    Not just skills — impact, ownership, systems handled.

  2. Technical first-round discussion
    Real conversation about architecture, workflows, failures, debugging.

  3. Scenario-based evaluation
    “How would you scale X?”
    “What happens if service latency spikes?”
    “How would you optimize CI build times?”

  4. Culture & long-term fit
    Startups need builders.
    Mature teams need maintainers.
    Different DNA → different hire.

Hiring without wasting weeks

Fractional recruitment gives companies access to technical hiring without a full-time TA cost.
Instead of paying for effort, you pay for outcomes:
Better pipelines. Better interviews. Better hires.

When does this model make the most sense?

  • No internal technical recruiter

  • Engineers are spending too much time screening

  • Rejections are high in round 1

  • Hard-to-hire skills open for months

  • You need hiring support only when needed

Closing CTA

If you want your engineering interviews to start with qualified candidates — not guesses —
Let’s talk. Even a 15-minute call shows what bottleneck is costing you most.

📩 Contact: archan@arckits.com

byArck Recruitment

Hire Tech Talent Smarter Without a Full-Time Recruiter

Finding the right tech talent is hard.
Small and mid-sized companies (50–500 employees) often struggle to fill critical roles — developers, QA engineers, and project managers — especially when speed and quality both matter.

What makes it even harder is finding recruiting support that truly understands the technical requirements behind these roles, not just the job descriptions.

That’s where I help.

I work as a fractional technical recruiter with hands-on experience in development, QA, project management, and recruitment — a rare combination that allows me to support hiring teams without the cost or commitment of a full-time recruiter.

Think of this as having a technically fluent hiring partner who understands your roles and filters candidates before they reach your team.

How Fractional Technical Recruitment Helps

Working together changes what your hiring week looks like:

Less time interviewing
I handle initial screening and technical conversations, so your team spends time only with candidates who are already vetted.

Fewer wrong candidates
I assess both technical capability and practical fit, reducing hiring risk and costly mis-hires.

Faster clarity on who to hire
With focused sourcing and technical evaluation, hiring decisions become clearer and more confident.

Access to niche and hard-to-find skills
I research skill gaps, track market availability, and source candidates with specialized expertise that traditional searches often miss.

Flexible, on-demand support
No long-term contracts. You use my services when you need them, at the level you need.

Why Fractional Makes Sense

Hiring a full-time recruiter with deep technical understanding across development, QA, and delivery is rare — and expensive. Even when companies find one, it comes with fixed costs and long-term commitments.

Fractional recruitment gives you the same depth of expertise, without the overhead.

It’s a win-win:

  • You stay agile and cost-efficient

  • Your hiring quality improves

  • Your internal teams stay focused on delivery

Hiring With Intent, Not Just Urgency

Fractional recruitment isn’t just about filling roles quickly.
It’s about building teams strategically and efficiently, with clarity and confidence.

If you’re planning upcoming hires or struggling with hard-to-fill technical roles, I’m happy to connect and exchange notes on how fractional technical recruitment can support your team.

byArck Recruitment

🔥Transform Your Recruitment: Why Smart SMEs Partner with a Proven Expert – Arck Recruitment (Arckits)

In today’s fast-moving, talent-hungry market, small and medium-sized businesses are in a constant battle to attract and retain top talent. But here’s the truth: most SMEs are still stuck using outdated recruitment tactics — and it’s costing them.

With over a decade of recruitment expertise and a strong background in tech, software development, and quality assurance, I help SMEs hire smarter, faster, and with real long-term success.

If you’re tired of sifting through average resumes, hiring the wrong people, or watching great talent walk out the door — this is exactly where you need to be.

⚠️ What’s Holding SMEs Back from Great Hires?

Let’s be honest. The playing field isn’t level, and SMEs face these five common (and costly) issues:

  • Limited Time & Resources – Hiring can become a distraction, draining your team and delaying growth.

  • Fierce Competition – Bigger brands often win talent, even if you have the better opportunity.

  • Hiring Mismatches – Bringing in someone with the right resume but the wrong mindset is a fast track to turnover.

  • No Defined Process – Reactive, rushed, or unstructured hiring leads to burnout — not results.

  • Cultural Misalignment – A bad cultural fit disrupts productivity, morale, and your long-term plans.

💡 Here’s What I Do Differently

I don’t just find candidates — I find the right people for your business. The ones who will stick, thrive, and drive your growth.

🎯 The Talent Alignment Framework (Proprietary Method)

This isn’t a one-size-fits-all recruitment approach. My signature method ensures that every hire is a strategic asset, not a gamble.

  1. Deep-Dive Discovery
    I learn your goals, company culture, pain points, and exactly what you need — even if you’re not 100% sure yourself.

  2. Behavioral & Cultural Fit Assessments
    I use tools that measure values, communication styles, and soft skills to ensure alignment with your team, not just the job description.

  3. Fast, Transparent Feedback Loops
    You stay in control. I move fast — and keep you updated every step of the way.

📊 The Results? See for Yourself.

“We struggled for months to find a senior QA engineer who understood both the technical side and our collaborative culture. Within just a few weeks, [Your Name] delivered candidates who were not only qualified but also a perfect fit for our values. Our new hire has already improved our release cycle by 20%.”
— James M., CTO, SaaS Startup

🚀 Real-World Impact: Before & After

Metric Before Partnering with Me After Talent Alignment Framework Applied
Time-to-Hire 60+ days 35 days
Turnover Rate 45% within first year 15% within first year
Employee Satisfaction Low engagement scores +25% improvement in team feedback surveys
Cost per Hire High due to mis-hires Reduced by 30%
Team Performance Missed project deadlines 2 major projects delivered ahead of schedule

💰 Recruitment That Pays Off

Partnering with me isn’t a cost — it’s a high-ROI investment. Here’s what you get:

  • Fewer Hiring Mistakes = Less turnover, better retention

  • Faster Fills = No more waiting months for “maybe” candidates

  • Stronger Teams = Cultural fit improves morale, collaboration, and output

  • More Time for You = Focus on your business while I handle recruitment end-to-end

🌍 Expertise Across Tech & Beyond

I’ve placed roles across:

  • Software Development & Engineering

  • Quality Assurance

  • Fintech & SaaS

  • Health Tech

  • Manufacturing

  • Startups & Scaling Teams

From niche technical hires to key leadership roles, I deliver with speed, strategy, and care.

🤝 More Than a Recruiter — A True Partner

I don’t “fill jobs.” I build teams. I treat every client like a long-term partner — not a one-off transaction.

My goal is simple: to make you so confident in your hiring process that you never worry about recruitment again.

🔥 Why SMEs Choose Me Over the Big Agencies

  • 💼 Hands-On Attention – I work with you directly. No junior handoffs. No miscommunication.

  • 🧠 Smart Strategy – Every step is backed by experience, data, and your goals — not guesswork.

  • 💬 Clear Communication – You’ll always know what’s happening, who’s in the pipeline, and what comes next.

  • ❤️ Cultural Alignment First – Skills matter. Fit matters more. I make sure your new hires belong from day one.

✅ Ready to Transform Your Hiring Strategy?

If you’re an SME looking to stop winging recruitment and start building a team that powers growth — let’s talk.

📞 Call me at +91 9912544163 for a free 30-minute consultation and get real insight into what’s working (and not) in your current hiring strategy.

 📧 Or email me directly at archantr@arckits.com — no pressure, just honest advice.

Don’t settle for average hires. Let’s build a team that makes your business unstoppable.

byArck Recruitment

How to Source Quality Developers Using Slack Communities

How to Source Quality Developers Using Slack Communities in 2025 (With Proven DM Templates)

Introduction

If you’re a recruiter or hiring manager, you already know that traditional LinkedIn sourcing is becoming increasingly crowded and noisy. Every day, inboxes get flooded with generic connection requests and cold messages — most of which go ignored.

So how do you find quality developers who are engaged, approachable, and not constantly bombarded by recruiters?

The answer might be sitting right under your nose: Slack communities.

Slack has evolved from a team chat tool into a powerful space where developers gather to collaborate, share knowledge, and — sometimes — explore new opportunities. In this guide, I’ll show you how to source developers through Slack communities, with real examples, message templates, and tips that I personally use in my agency.

Let’s get into it.

Why Slack Is a Goldmine for Sourcing Developers

Slack is no longer just an internal chat tool. It’s now home to thousands of public communities — many filled with active, skilled developers.

Here’s why it’s such a powerful recruiting channel:

✅ Less competition — Unlike LinkedIn, where dozens of recruiters are messaging the same candidates, Slack is still underused in recruiting.
✅ More authenticity — Developers are more open and relaxed in Slack groups, often sharing their real interests and challenges.
✅ Better targeting — Slack groups are topic-specific (e.g., Python devs, ReactJS, AI/ML), making it easier to find exactly who you need.

How to Find the Right Slack Communities

Before you can source talent, you need to find the right Slack channels. The good news? There are plenty of open communities that allow anyone to join.

Here’s where to look:

🔍 Slofile — A public Slack directory. Visit https://slofile.com and search by keyword (e.g., “developers,” “frontend,” “DevOps”).
🔍 Reddit — Many subreddits like r/webdev and r/programming link to their Slack or Discord groups.
🔍 GitHub & Product Hunt — Open-source projects often link to their own communities.
🔍 Google — Just search “Slack group for [technology/language]” and you’ll discover invite links.

Join 3–5 relevant communities based on the role you’re hiring for. Look for active channels, not just high member counts.

Don’t Rush to Message — “Watch & Learn” First

Here’s the biggest mistake recruiters make: joining a Slack group and immediately cold messaging people.

Don’t do that.

Instead, take a few days to quietly observe:

👀 See who’s actively posting
👀 Follow conversations to understand the tone and rules
👀 Look for people who are helpful, asking smart questions, or contributing technical solutions

This does two things:

  1. It helps you find real, skilled developers
  2. It gives you context for a natural message that doesn’t feel cold or spammy

How to Message Developers on Slack (With Templates)

Once you’ve spent time watching the group and you spot someone who could be a good fit, it’s time to reach out — but gently and personally.

Here are a few message templates that have worked for me:

💬 Scenario 1: Responding to a question

Hi [Name],
I saw your post in #frontend about the React performance issue — your explanation was super helpful. I’m currently helping a startup hire a React developer, and I thought of you.

Would you be open to a quick chat to see if it’s something you’d be interested in?

💬 Scenario 2: After they helped someone

Hey [Name],
I loved your response to that database indexing question. That kind of clarity is exactly what one of my clients is looking for in their next backend engineer.

Could I share more details with you?

💬 Scenario 3: Personalized cold message after watching

Hi [Name],
I’ve been following your posts in [Community Name], and I really appreciate your takes on DevOps culture and reliability. I’m working on a search for a remote SRE role that might align with your expertise.

Would you be open to hearing more?

Follow-Up Without Being Pushy

If someone doesn’t reply, don’t panic. Wait 3–5 days and follow up once:

Hi [Name],
Just wanted to circle back in case you missed my message. No worries if now’s not the right time. Happy to connect anytime in the future!

Short, respectful, and leaves the door open.

A Real Example: Slack Sourcing in Action

Recently, I was recruiting for a fast-growing SaaS company that needed a senior frontend engineer. Instead of relying solely on LinkedIn, I joined a few React and JavaScript-focused Slack communities.

After spending a few days following conversations, I reached out to a developer who had just answered a technical question in the group. My message was short, personal, and based on what he had just shared.

He replied within 20 minutes.
By the end of the week, he was interviewing.
Two weeks later — hired.

That’s the power of Slack sourcing done right.

Want Help with This? Here’s How My Agency Can Support You

While Slack sourcing is powerful, it does require time, patience, and knowing what to say — and when.

If you’d rather focus on your business while still getting high-quality talent, my recruitment agency can help.

We use modern sourcing channels (Slack, LinkedIn, GitHub, communities) and personalized outreach to bring you the right candidates, not just more CVs.

💬 You can WhatsApp me directly at +91-9912544163
📧 Or email me at archantr@arckits.com

Let’s make hiring stress-free for you.

 

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