How Managers Hire Great Engineers [Part 17] - Push & Pull Factors

It's hard convincing great engineers to leave their current jobs. From this lesson, you will:

- Understand the importance of increasing your candidate acceptance rate, which can significantly reduce workload throughout the recruitment funnel
- Learn how to identify and leverage push and pull factors that influence a candidate's decision to leave their current role or join your company
- Discover the value of tailoring your closing approach to individual candidate motivations to enhance offer acceptance rates
- Gain insights into conducting honest Q&A sessions during the closing call to ensure a good fit, thereby increasing long-term retention on your team

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 16] - Follow Up

If at first you don't succeed, try try again. From this lesson, you will:

- Learn the impact of follow-up emails, which can significantly enhance response rates when sent in addition to an initial email
- Discover tools like Mixmax and features within ATS systems like Ashby that can automate the follow-up process and track email openings
- Understand the strategy of escalating outreach, involving higher levels of management, to engage high-value candidates effectively

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 15] - Initial Contact

You only get one first impression, so you must make that initial outreach message count. From this lesson, you will:

- Discover how to craft an engaging subject line and personalize the content to stand out from typical recruiter communications.
- Understand the importance of keeping the email concise, with a clear, brief point that invites the recipient to engage further.
- Learn optimal timing for sending emails to maximize response rates, avoiding busy times like early Monday or late Friday.

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 14] - ATS Lookup

When recruiting, you should do your best to ensure the best candidate experience. This is critical during the outreach phase. From this lesson, you will:

- Understand the necessity of verifying candidate information in the ATS to ensure they have not been recently rejected or contacted for other roles
- Learn about different ATS platforms like Greenhouse and Ashby, and how they can help manage candidate interactions
- Discover how to coordinate with recruiting teams to cross-check a list of potential candidates to avoid redundant or inappropriate contacts
- Gain insights into the typical cooling-off periods between rejections and new outreach, which can range from 6 to 12 months depending on company policy

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 13] - Get Their Email Address

Even though it's been around forever, email is still a great way to reach people. From this lesson, you will:

- Learn about Clearbit and its tendency to provide corporate email addresses, which may not be ideal for reaching out to potential candidates
- Discover how to use Gmail to predict personal email addresses by experimenting with common naming conventions
- Understand how to use social media handles as a potential lead to guess a candidate's email address
- Explore the use of MailTester to verify the existence of an email address by checking against SMTP servers
- Gain insight into Rocketreach as a highly recommended tool for retrieving personal contact details from LinkedIn profiles

Connect with John Egan on LinkedIn: [https://www.linkedin.com/in/jwegan/](https://www.linkedin.com/in/jwegan/Een)

How Managers Hire Great Engineers [Part 11] - Meetups and Conferences

When it comes to relationship building, you simply cannot beat in-person interaction. From this lesson, you will:

- Understand the value of making personal connections at meetups and conferences to stand out from the noise of digital outreach
- Learn strategies for building a network by engaging with people at events, collecting their contact information for future outreach
- Discover how creating and hosting your own events can establish your brand as a company and attract potential candidates
- Realize the benefits of long-term recruitment through sustained relationships with event attendees and speakers
- Explore how relationships with speakers at your events can evolve into hiring opportunities for top talent in the future

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 10] - Friend-of-friend

Friendship is magic, especially when it comes to hiring great engineers. From this lesson, you will:

- Learn how to ask people for recommendations, without pre-filtering candidates, to identify strong potential hires
- Understand the importance of not pre-filtering based on market availability, as some candidates may be interested even if they aren’t actively looking
- Discover how using the recommender’s name in outreach can improve response rates

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 9] - Source-a-thon

You don't need to only look outwards for candidates - They can often come from within, stemming from your current team! From this lesson, you will:

- Learn how to organize a Source-a-thon by creating a spreadsheet and having your team contribute potential candidates from their networks
- Understand the importance of warm outreach, including using a team member’s name for higher response rates
- Discover the benefits of conducting a Source-a-thon in a collaborative environment to generate more high-quality leads
- Realize the value of leveraging your team’s connections to source candidates who are likely to excel in the role based on previous work experiences

Connect with John Egan on LinkedIn: [https://www.linkedin.com/in/jwegan/​](https://www.linkedin.com/in/jwegan/%E2%80%8B)

How Managers Hire Great Engineers [Part 8] - School Websites

One of the biggest predictors of engineer quality is the university they went to. From this lesson, you will:

- Learn how to use Google and school directories to find potential candidates, particularly for new grad PhDs or specialized fields like machine learning
- Discover how to locate personal web pages of grad students and alumni by using targeted search queries, such as searching for specific domains like “site:[stanford.edu](http://stanford.edu)”
- Understand the advantage of sourcing candidates through school websites as a way to reach individuals who are less inundated with recruiting contacts compared to those on LinkedIn

Connect with John Egan on LinkedIn: [https://www.linkedin.com/in/jwegan/​](https://www.linkedin.com/in/jwegan/%E2%80%8B)

How Managers Hire Great Engineers [Part 7] - LinkedIn Search

If you work in tech, it's impossible to escape LinkedIn and this applies for engineering hiring as well. From this lesson, you will:

- Learn why LinkedIn search is a go-to tool for sourcing candidates and why a LinkedIn premium subscription is recommended for engineering managers
- Understand the limitations of LinkedIn’s free tier and the benefits of upgrading to LinkedIn premium, including unlimited search results and in-mail credits
- Explore the differences between LinkedIn Premium and LinkedIn Recruiter and why LinkedIn Recruiter may not be cost-effective for engineering managers
- Gain practical tips on how to use LinkedIn search effectively, including filtering by title, company, and school, and leveraging Boolean searches to refine results
- Discover how to maximize the value of your existing network by searching through first and second-degree connections before expanding your search

Connect with John Egan on LinkedIn: [https://www.linkedin.com/in/jwegan/​](https://www.linkedin.com/in/jwegan/%E2%80%8B%E2%AC%A4)

How Managers Hire Great Engineers [Part 6] - Root Sourcing

Root sourcing is a powerful tactic for finding top engineering talent. From this lesson, you will:

- Understand the concept of root sourcing and how it leverages industry leaders’ networks to identify strong candidates
- Learn how to find and connect with industry leaders on LinkedIn to access their networks
- Discover how to comb through connections of industry leaders to find potential candidates in specific domains
- Gain insights into how privacy settings on LinkedIn can impact your ability to view connections and how to work around these limitations

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 5] - How Sourcing Is Unintuitive

All hiring starts off with finding the candidate, otherwise known as sourcing. From this lesson, you will:

- Understand the importance of targeting candidates from companies where your key skills are valued, not just from top-tier tech firms
- Discover how sourcing from the right places can improve long-term retention on your team
- Gain insight into why company brand can be overrated in predicting candidate performance
- Explore how to find candidates who are not only skilled but also a strong cultural fit for your team

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

Taro Book Club: The Pragmatic Programmer - Session 1

If you don't have a Taro Premium membership, you can get it with a discount with Bikram's special link here: [**https://www.jointaro.com/r/bikramk104/**](https://www.jointaro.com/r/bikramk104/)

In this #taro-bookclub discussion, we'll go over Chapter 1 of [**"The Pragmatic Programmer"**](https://www.amazon.com/Pragmatic-Programmer-Journeyman-Master/dp/020161622X) by Andrew Hund & David Thomas

Here's the agenda:

- It's Your Life
- The Cat Ate My Source Code
- Software Entropy
- Stone Soup and Boiled Frogs
- Good Enough Software
- Your Knowledge Portfolio
- communicate

Please send your questions ahead of time to [**Bikram Kashyap**](https://www.linkedin.com/in/kashyapbikram/) in the [**Taro Premium**](https://www.jointaro.com/membership/) Slack, so that they can be included in the discussion. *If you don't have the book or want more details on how this all works, check out the #taro-bookclub channel in the Taro Premium Slack as well!*

Get ready for another engaging and informative session!

The BIG Difference Between The Mindset of American And European Tech Workers

Belief in growth is the primary difference between Software Engineers in the USA vs Europe. Many American tech workers understand that their equity options can be huge if their company succeeds. However, European tech workers are often more geeky and "pure" as engineers.

Lessons From Crossing $10M ARR (Entirely Inbound)

How did James achieve viral growth as a product analytics company? How does the open-core model of the company help them grow? How deliberate were they with growth?

Why You Should Be Racist Toward European VCs (An Argument For YC)

James lists his location as San Francisco Bay Area simply to avoid the horrible European VCs (Venture Capitalists).

Why There Will Be Fewer Product Managers In Tech

The trend is clear: engineers will have increasingly more power in the workplace, and the number of PMs needed for 'alignment' will diminish.

Paper Reading: The Future of Large Language Model Pre-training is Federated

Session led by [Mike A](https://www.linkedin.com/in/malik-mike-a-32b63818b/)

Is the future of model pre-training decentralized?

Join us for a captivating session as we explore the cutting-edge breakthrough of federated learning in language model pre-training, featuring an in-depth discussion of the "The Future of Large Language Model Pre-training is Federated" paper!

This paper reading event will shed light on how federated learning (FL) could be set to revolutionize the training of large language models (LLMs). Discover how FL could mobilize vast, underutilized data and computational resources from across the globe, enabling large-scale collaboration and democratizing the pre-training of LLMs. Learn about the innovative approach that allows organizations, and hopefully, soon individuals, to collectively train LLMs using limited resources while matching or even surpassing the performance of traditional centralized models!

This event is a must-attend for AI researchers, software developers, data scientists, and tech enthusiasts eager to grasp the future of LLM pre-training and its implications for AI advancements. Whether you're interested in scaling AI models, leveraging federated learning for collaborative training, or simply curious about the next big thing in AI technology, this paper reading offers invaluable insights and discussions on some of the latest AI research.

Mark your calendars and join us for an exciting hour of "Federated Learning: The Future of Large Language Model Pre-training" exploration!\
\
**Reference Links:**\
[https://flower.ai/\
https://github.com/adap/flower](https://flower.ai/￼https://github.com/adap/flower)

Maximizing a Severance Package 6/9 - The Mind of the Manager

- Connect with [Ethan on LinkedIn](https://www.linkedin.com/in/ethanevansvp/)
- Taro members get a discount to join [**Ethan's Level Up community**](https://levelupwithethanevans.substack.com/taro25)

Tech Career Growth Videos

Our instructional videos provide software engineers with insights needed for career growth. Masterclasses go incredibly in-depth on a specific tech topic while case studies are real examples from established engineering leaders.