Founder's Hiring Partner for Tech Teams
TechTalksWithTanu
Senior Technical Recruiter at ISGSearch. Helping startups & enterprises hire world-class engineers with speed, quality, and precision.
Core Expertise
Built over 8+ years: technical recruiting, finance-sector hiring, team leadership, and end-to-end recruitment delivery
Recruiter Takes
Real talk from 8+ years of screening, placing, and watching what actually works — and what doesn’t.
"Your resume gets 6–10 seconds. First impression isn’t your summary — it’s your most recent role and whether it’s relevant. Lead with that."
Resume reality"‘I’m a quick learner’ on a senior resume = instant skip. Show what you’ve already learned. We’re hiring for now, not potential."
Unpopular take"Ghosting goes both ways. Candidates ghost. Companies ghost. The ones who reply — even with a no — stand out. Be that person."
Both sides"The best hires aren’t always the ones who interview the smoothest. Sometimes the awkward-but-thorough person is your star. Don’t confuse polish with fit."
Interview myth"If your job description is 3 pages and ‘rockstar’ is in it, we both know the role is unclear. Shorter JDs = better candidates."
For hiring managers"Salary range in the JD isn’t optional anymore. Post it. You’ll attract people who can afford to work for you and filter the rest. Win-win."
Hot takeMore takes, job tips, and recruiter truths — on LinkedIn & Instagram.
I post regularly about resumes, interviews, salary talks, and what I’m seeing in the market. No fluff, no corporate speak.
Follow for moreRecruitment Myths — Debunked
What everyone believes vs. what actually happens in the hiring process.
Myth: Cover letters still matter for every role.
Reality: Most recruiters skim or skip them. ATS often doesn’t parse them. If it’s required, keep it short and tailored. If it’s optional, your time is often better spent polishing your resume and LinkedIn.
Myth: You need to match 100% of the job description.
Reality: If you hit 60–70% of must-haves and show you can grow into the rest, apply. 'Perfect' candidates are rare — and sometimes overqualified. Hiring managers want someone who can do the job and grow.
Myth: Job hopping kills your chances.
Reality: Two or three moves in 2 years can raise questions. One move every 2–3 years with clear growth? That’s a strong narrative. Context matters more than a single number.
Myth: Recruiters only care about filling roles.
Reality: Good recruiters care about fit. A bad placement burns relationships with both the candidate and the client. We’re incentivized to get it right, not just get it done.
Myth: You should never negotiate — it might cost you the offer.
Reality: Reasonable negotiation, done professionally, is expected for many roles. Companies often have range. If you don’t ask, you’ll never know. The worst they can say is no.
Myth: The best candidate always gets the job.
Reality: Sometimes it’s the first strong fit who can start soonest. Sometimes it’s culture. Sometimes it’s budget. It’s not always 'fair' — so keep applying and keep relationships warm.
Market Pulse
Trends and patterns from the tech hiring front — candid, no corporate filter.
For candidates
- • Remote-first is here. Hybrid is the new default for many — location matters less.
- • AI/ML, cloud, and security skills are still hot. Basics + one specialty = strong combo.
- • Companies are slowing down on pure senior hiring; mid-level and "senior-adjacent" are moving faster.
- • Culture-fit and "can they ramp quickly?" often outweigh the perfect skill match.
For hiring managers
- • Top candidates have options. Speed wins. A 2-week process beats a 6-week one.
- • Salary transparency in JDs is becoming table stakes — especially for Gen Z and Millennials.
- • The best talent isn’t always "actively looking." Build relationships before you have a req.
- • A bad candidate experience gets shared. Word of mouth (and Glassdoor) is real.
I share more of this on LinkedIn and Instagram as the market shifts. Follow for updates.
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