Meet Ryan who dives into the World of Engineering Recruitment. With a rich track record spanning almost two years in the realms of Frontend, Backend, and Full-stack Engineering. Ryan’s passion for continuous learning and his infectious positivity shines within each interaction, creating a ripple effect of smiles in his professional wake. 

“Technical recruiter, little league baseball coach, freak athlete in flag football, pickleball, intramural basketball, and softball. Very average golfer and skier. Founder and Host of The Takeover Sports Podcast.”


What are some tips you can give to people looking for jobs?

Always be networking! Keep making connections and that new opportunity will land. It’s all about who you know!

Is there anything you want Candidates to know? 

Less is more on your resume! Make sure it is easy to read and formatted correctly as well. You do not need lots of color, huge letters, crazy font etc. A simple resume highlights your skills, an intricate resume hides them.


What are some tips you can give to companies looking to hire?

Communicate with your candidates if you decide to pass on them in the interview process! Don’t ghost candidates.

What Companies make you really excited? 

The companies that make me excited to work with are the ones that have a good culture and believe in transparency in the interview process


What are your strongest skills when it comes to being a Recruiter?

I’d say one of my strongest skills is building relationships with hiring managers and candidates. It is very important to be professional and respectful in helping out both parties for what they need and checking in on them to see how things are going at their company or how the candidate is doing at their current job.

What is your hope for the recruiting industry over the next 10 years?

My biggest hope is that Recruiting becomes more transparent for the candidate side. A lot of companies have a brutal interview process, then ghost the candidate if it’s not a good fit or hire someone else.

What is the biggest myth about recruiting you want to bust the bubble on?

The fallacy, “The more assessments the better.”

Candidates DO NOT need to do a bunch of homework assignments to prove that they are a good fit for the job. If anything this can steer a quality candidate away from the hiring process, lowering the quality of the candidate pool.