Dear Recruiters: Do Better Before Reaching Out

I value meaningful conversations and respect the time and effort both recruiters and candidates put into exploring opportunities.

However, I often encounter outreach that misses the mark—not because I lack the experience, but because of a lack of effort in understanding my profile and context.

This post isn’t about being ungrateful; it’s about raising the bar for professional interactions.

The Problem: Laziness in Outreach

Here’s an example of an interaction I’ve had:

• A recruiter contacts me about a position, outlining the role in broad terms.
  • They express doubt if I’d be a good match—despite the fact that my resume, profile, or public experience clearly demonstrates expertise in the technology and responsibilities they’re describing.
  • Worse, there’s often a tone of skepticism that feels unwarranted, as if I need to “prove” my relevance to a job I’m already qualified for.
  • It’s frustrating, unproductive, and reflects poorly on both the recruiter and the company they represent.

Why This Matters

Recruiters play a critical role in connecting talent to opportunity. When outreach feels lazy or misaligned, it wastes time for both parties and can alienate strong candidates.

If I’ve spent years honing my skills in specific technologies and responsibilities, I expect you, as a recruiter, to:

• Review my profile thoroughly.
• Understand that I know my worth and capabilities.
• Respectfully approach me with roles that are relevant without a tone of skepticism.
• How to Do Better
• Review My Profile in Depth:
  • Don’t skim my resume or LinkedIn. If the role involves Linux, Kubernetes, Ansible, or Go, know that I’ve worked with these extensively and successfully. Instead of questioning if I “meet expectations,” frame the conversation around how my expertise can contribute to the role.

Tailor Your Outreach:

Generic messages won’t cut it. Make it clear why you’re reaching out, referencing specific skills or experiences that align with the role. I’m more likely to respond when it’s evident you’ve done your homework.

Avoid Condescension or Doubt:

Phrases like, “Not sure if you’re a match” come off as dismissive—especially when I clearly am. If you’re genuinely uncertain, ask thoughtful questions instead of casting doubt.

Focus on Collaboration, Not Validation:

Approach conversations with an open mind and the assumption that the candidate knows their capabilities. Your job is to facilitate, not interrogate.

To Candidates: Set Your Boundaries

If you’re like me and tired of interactions like these, it’s okay to set boundaries. Be clear about:

• What roles you’re open to: For example, I’m open to Linux-heavy roles with Kubernetes and Ansible, but don’t waste my time with mismatched responsibilities.
• What behavior is unacceptable: I will no longer engage with recruiters who send vague, unprepared, or condescending messages.
• Your expectations for professionalism: Respect my time, my expertise, and the effort I’ve put into building my career.

A Final Note

Recruitment doesn’t have to be this hard. With a little more effort and respect, recruiters can build lasting relationships with candidates, and candidates can find roles that truly fit.

To recruiters: if you’re unsure about something, ask questions without assuming incompetence.

To candidates: don’t settle for mediocrity in how you’re approached.

Let’s create a better standard for professional communication.