Fortune 10 Recruiter needs SDE INPUT on some RECRUITING topics :-)

Software Developers / Engineers. I am a Technical Recruiter with a Fortune 10 company, and in our small internal team, we want to make our recruiting better, which means figuring out best practices in the field.

As we all may know, SD's are at high demand. Recruiters are your friend, there are some great recruiters out there who want to place individuals in the role they are very passionate about – and we're happy to work with you!! However, I would like to work on some best practices about what approaches are most effective to catch the eye of a STRONG and PASSIONATE SOFTWARE DEVELOPER (of any level).

It would be super amazing if you could help me out here and give me some input on the following! (No hatred please, thanks very much!)

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1. What, in your opinion, makes a good / fabulous Recruiter?
2. What, in your opinion, makes a not so good Recruiter?
3. If a Recruiter reaches out to you with an opportunity, what details do you WANT to hear?
4. If a Recruiter reaches out to you with an opportunity, what details do you NOT WANT to hear?
5. Describe a work environment / culture- that you prefer.
6. Define Work-Life-Balance 🙂

If you don't want to take too much time to answer all of those questions, don't worry! Everything on that end will be helpful to improve our recruiting process – this is not an official Amazon campaign – only a Recruiter that wants to do some innovative field work and research.

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THANK YOU!!!!!! HAPPY HUMP DAY!!!!