AmazingHiring - How Laurel & Yanny have been looking for a machine learning engineer: search output
Ultimate Guide to Social Media Sourcing. Look Inside

How Laurel & Yanny have been looking for a machine learning engineer: search output

Have you been missing Laurel & Yanny? Here they are going on with their search of machine learning engineer! In this episode, they are proceeding to the next level – working with the search output.

If you’ve forgotten how Laurel & Yanny have been creating a search query, follow their adventures here.

Let’s go!

Here is a vacancy Laurel & Yanny are working at:

Laurel & Yanny vacancy

Today Laurel & Yanny are working with the search output, the process is 3-step. They filter, sort and screen candidates. Let’s see how they’ve managed.

Using search filters

To choose among the most relevant candidates Laurel & Yanny filter the search output.

Yanny:

Yanny Using Filters

Yanny ticked “not specified” filter positions for “Years of experience”, “Available contacts” and “Seniority level”. It will help not to lose relevant candidates whose profiles lack filter information.

*Yanny remembers that if there is no contact information in candidate’s profile, he can always use links to accounts of the candidate in social and professional communities and contact him/her there.

He excluded candidates with the manager and executive seniority levels to find strong hands-on engineers rather than C-level professionals with managerial skills and experience.

He also excluded company he works at and added company known for employing the best machine learning specialists.

Laurel:

Laurel Using Filters

Laurel didn’t use the “not specified” filter parameter – she narrowed the search output by excluding potentially relevant candidates whose profiles lack the needed information.

To make the search more focused Laurel should also have used the “Seniority level” and “Company” filters. This could have made the further screening process more effective as she would search among relevant candidates. 

Prospects’ Sorting

To find the machine learning stars Laurel & Yanny sort the search output. It will help to focus on finding the best specialists and the key contributors to open-source projects.

Yanny:

Yanny sorts the search output by Kaggle rating as Kagge is the world’s largest community of data scientists and machine learners.

Go, Yanny!

Yanny Ranging

Laurel:

Laurel tried to do the same but forgot to add the machine learning skill to her search query!

*Only consolidated, Github and StackOverflow sorting can work with any skill – Kaggle and Google Play sorting requires including the “machine learning” and “android” skills accordingly in the search query.

Laurel Ranging

Technical Screening

Yanny:

One more thing Yanny is more successful with is screening. He analyses the candidate’s short card before opening the full profile. He screens all the main information: position, company, work experience, location, education and main skills.  He also opens the comment section to monitor the comments left to the profile by him or his colleagues.

He screens profiles right from the search output – it saves time and doesn’t slow down the browser’s work.

Yanny Screening

Laurel:

Laurel opened too many full profiles and got lost among them. Her browser doesn’t respond.

Laurel Screening

Let’s praise Yanny for such an excellent work and wish good luck to Laurel 🙂

In the next episode, we will see how good Laurel & Yanny are at pipeline management.

Stay tuned!

Join the AmazingHiring Sourcing Community

Dear AmazingHiring fans,  We are happy to announce a new AmazingHiring solution that helps you save time on the candidate engagement better than your ATS can do.  AmazingHiring allows you to immediately interact with the relevant candidates with the highly targeted personalized messages, create the follow-up sequences, and track your outreach metrics.  Let’s dig deeper […]

Let’s face it. Job boards suck. In 2020, there is a zero chance that top engineers will pay attention to your job listings unless you are a tech giant like Google or Facebook. Startups and even established, yet not-so-famous companies can implement the smart recruiting approach to compete for top tech talent.  But how to […]

It’s quite obvious that following-up your candidates is a must-have for every competent recruiter. Not only after the interview is finished, but on each stage of the recruitment process. The most intriguing thing here is how to follow them up to get responses and, preferably, positive ones. AmazingHiring team has been working with tech candidates […]