Tech Recruiter - areas you may develop to change your seniority level
Karolina Sokołowska
Karolina Sokołowska

Tech Recruiter – areas you may develop to change your seniority level

You probably, at least once, asked yourself the question "What areas should I develop if I want increase my seniority level?". Or maybe during recruitment process you asked yourself what kind and level of skills you are looking for in your candidate. I find those kinds of situations rather difficult if your company doesn't have or follow the career paths.

I mean, it’s not impossible but the process starts to be more subjective, therefore more problematic for both sides. Creating career paths might be tricky and become kind of challenge. At the time we first started to think about them at Bee Talents, some of our Tech Recruiters were entering the business. Some had up to 1 year of experience. As constant development was crucial to us, we kept on asking ourselves “what needs to be done to climb up my career ladder?”.

Precise definition and description of required competences for each seniority level might have done the job. Unluckily, there are so many points of view, so many ways that you can develop yourself that it has become very vague as how to place one into the matrix of experience & skills.

Now, that I’m closing in to celebrate my second anniversary at Bee Talents, I came up with my personal idea of how you might face the exact same problem. For a while I’d been thinking about the areas of my personal development. As a result, I discovered the changes that led me to my general idea of the personal progress as a Tech Recruiter.

Junior, mid or senior Tech Recruiter?

I started to think about this and today I’d like to share with you my theory, my really personal and subjective view on that. You shouldn’t hesitate to feedback or criticize it if you see things differently.

How did I develop my idea, how did it all start? At the beginning I noted the competencies we all need to use in our daily work. Then defined which of those we teach during onboarding (so in fact every new person needs to possess them to stay with us after the probation period). Then I realized that what’s left, defines seniority.

Below, you’ll find the list of competencies I defined.

I also added J next to those that even Juniors need to have, M next to those that define Mid’s and S next to Senior skills.

Development areas you might consider

Building relationships with your clients:

  • gaining their trust, (J)
  • introducing feedback culture, (M)
  • being self-reliant, (M)
  • being calm (not stressed) during calls (M)

Building relationships with candidates:

  • defining what is a selling point of our offer for the particular person (M),
  • remembering about candidates, supporting them in the process (like a fan during a football game) (J),
  • giving feedback basing on facts (J),
  • acting as a consultant when it comes to the job market, salaries, available contracts (J),
  • being able to simple chit-chat (J).

Business attitude:

  • being conscious about the worth of the money (M),
  • understanding company goals (both yours and your clients’) (J),
  • knowing how important it is to hire best talent ASAP (J),
  • educating clients about best practices in recruitment, (M),
  • being a recruitment expert (M),
  • being assertive – saying no when client asks us to do the impossible (M).

Sourcing (it is relevant to IT recruiting especially):

  • sourcing on LinkedIn (J),
  • alternative places’ sourcing (like Github, SOF, Angellist) (M),
  • defining the persona of a desired candidate (M),
  • writing very nice emails (J),
  • using social media for recruitment (J),
  • knowing the market (S).


  • how long it lasts? – not to short, not to long (M),
  • asking proper questions, relevant to the role, (M/S)
  • active listening (J),
  • paraphrasing (J),
  • asking ‘follow-up questions’ (J),
  • interrupting politely when someone starts saying too much (J/M)

Giving Feedback:

  • being ready to do it (J),
  • ability to give a feedback even in emotional situations (J/M),
  • receiving feedback in a positive manner (J/M).


  • effectiveness: defining priorities (J),
  • knowing the branch (IT in our case) (S),
  • persistence (J),
  • sales skills (M/S),
  • marketing skills (M/S).

As you can see there are not so many places where I put “S” (senior). In my opinion, excellent knowledge about the branch that I work in and the job market, together with sales and marketing skills is what differs senior recruiter from a junior one. It might seem that it’s not much. But those are the things that only experience and time can give to you.

A small reminder here – this is only my point of view and I hope to hear more from you on that.

Give yourself a check

This is a tiny digression now, but if you like the list of skills mentioned above, I encourage you to do a self- assessment.

To do it, you need to answer four questions for each competence and then give yourself a grade from 1 to 5:

  1. I think I have it because (a positive situation example)
  2. I think I don’t have it because (a negative situation example)
  3. What has helped me to gain this skill
  4. What should be the next step to grow in this skill

Or possibly open the Google Sheets that might make your life easier.

Here is my subjective-seniority-self-assessment-chart:

Tech Recruiter skills chart

Oh, and as you can easily guess I place myself as a Mid Tech Recruiter 🙂

I will be more than happy to know what you think about this. Simply comment or link with me on LinkedIn and write to me directly to chat!

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