> To clarify, a hiring manager within my context is the person that's responsible for the process of hiring for a specific role.
> ...
> Team managers are distinct from that, although they may be the ones pushing to hire to fill a role for their team.
I haven't encountered this before.
> In my experience, relying on recruiters to filter out candidates into a "high quality" pile isn't effective. That's where the resume bias tends to slip in.
I agree but I haven't seen anywhere (large companies) where this doesn't happen. There's always some intermediary filter before the resumes end up in the hands of technical staff.
I can't imagine why having recruiters involved prevents any of the other things you mention. ICs can design interview loops, help write job postings, work with recruiters to define and clarify what they are looking for.
Regarding your last paragraph, that sounds like the basic bar for most senior/staff engineer positions I've encountered. You're a force multiplier for others. That's the job.
I haven't encountered this before.
> In my experience, relying on recruiters to filter out candidates into a "high quality" pile isn't effective. That's where the resume bias tends to slip in.
I agree but I haven't seen anywhere (large companies) where this doesn't happen. There's always some intermediary filter before the resumes end up in the hands of technical staff.
I can't imagine why having recruiters involved prevents any of the other things you mention. ICs can design interview loops, help write job postings, work with recruiters to define and clarify what they are looking for.
Regarding your last paragraph, that sounds like the basic bar for most senior/staff engineer positions I've encountered. You're a force multiplier for others. That's the job.