Trying to do your own dental work?

That’s what it’s like when a founder or busy exec tries to run a full hiring process themselves. Sure, you can do it — but it’s painful, risky, and almost always more costly in the end. We think that hiring is serious business: doing it yourself is like trying to fill your own cavity — you’ll save a buck up front, but it hurts later.

Here’s just some of the hidden cost of DIY recruiting:

• Time wasted screening 100+ résumés that don’t fit

• Strong candidates lost while you juggle interviews with a dozen other priorities

• Pipeline collapse when roles sit open too long, forcing you to start from scratch

• Expensive mis-hires when screening gets rushed

• No one is paying for another pipeline if you are replacing a mis-hire

  
  

At Smartsourcers we’ve spent more than a decade building a safer alternative:

 Spectacularly cost-effective fees (average cost of technical hire is $14,000 CAD, executive searches priced separately) 6-month no-strings guarantee on every hire Proven sourcing + screening methodology powered by AI and human expertise White glove service for both clients and candidates from order to end of guarantee

Full details at www.smartsourcers.com

Like a no obligation consultation? support@smartsourcers.com

#TechRecruiting #ScaleUpSuccess #CanadianTech #ExecutiveSearch #HiringDoneRight #smartsourcers

Why Tech Hiring Needs Both AI and Expert Tech Recruiters

Explaining recursion to a robot. Again.

The challenge: Too many applicants, not enough quality. With modern job listings receiving upwards of 200 resumes, and hot jobs often 400+, AI-driven Applicant Tracking Systems (ATS) filter resumes based on keywords and algorithms — often screening out 88% of candidates before a human even looks. That sounds efficient — but it also means qualified professionals with less AI-savvy résumés get overlooked. And yes, we are all using AI to do the heavy lifting, but applicants are not putting in enough cultural information about their experiences and desires to add any relevance to the screening process. In fact, applicants have been advised for decades not to list what they want on their resumes, and to keep it as broad as possible.   So now we have a pile of skills based candidates without context.

An experienced technical recruiter, in your company’s niche, understands context – such as who competes with you, what type of corporate culture would fit, do the benefits stack up, career path etc.  There is so much more to finding your next great hire than screening out candidates who are not an obvious fit and then interviewing the remainder.

ATS boosts speed — but not always substance

Yes:

• ATS can reduce hiring cycles by up to 60%, speed time-to-hire, and boost recruiter efficiency.

• But:

• Only 4–6% of applicants ever progress to interviews — meaning thousands get filtered out prematurely

• Further, 63% of candidates report frustration and a lack of personalization, with 54% abandoning processes due to poor engagement.

  
  

AI isn’t objective — it reflects its creators. AI screening can reduce some human biases, but it can also introduce algorithmic bias, penalizing talented candidates for minor resume quirks or unconventional backgrounds.

 How smartsourcers Uses AI — and Keeps the Heart in Hiring

1. Smart automation upfront

   
   

   We deploy AI-powered ATS and filters to handle the high-volume deluge — identifying resumes that match core requirements.

   
   

2. Experienced recruiter "triage" next

   
   

   Each AI-selected resume is reviewed by seasoned tech recruiters who conduct live screenings — digging into alignment, culture, communication, and nuanced potential.

   
   

3. Talent curation and qualification

   
   

   We deliver curated shortlists of fully vetted candidates, backed by interviews, insight into strengths, and a clear fit beyond keywords

   .

 Real Numbers: Why This Matters

• 88% of applicants filtered out by AI

• Only 4–6% advance to interviews

• 63% of candidates frustrated by impersonal ATS systems

• 54% would apply elsewhere due to lack of engagement

• AI can’t screen for business drivers and applicants’ reasons for their job search

  
  

By adding a human review, throughout the process, we uncover top talent that pure AI screening would miss — while keeping volumes efficient.

What This Means for You

Without Expert Headhunters	With AI + Expert Recruiting
Overlooked talent due to ATS keyword bias	High-fit candidates identified by context-aware screeners
Time wasted on unqualified resumes	Only quality candidates move forward
Risk of poor hire fit	Better hire retention, stronger performance
Mixed hiring feedback and candidate experience	Personalized outreach leaves positive brand impression

Client Impact

Our hybrid model helps clients:

• Improve shortlist-to-hire ratios — only 3–4 high-value candidates presented per role

• Reduce turnover costs — better matching means fewer bad hires

• Enhance employer brand — respectful, personalized candidate experience boosts reputation

• We diplomatically notify every unsuccessful candidate on your behalf

• We have a no-strings guarantee on every placement

  
  

Final Takeaway: AI + Headhunters = Hiring Gold

Purely bot-driven recruitment is fast — but often shallow. Human-led hiring is insightful — but time-consuming. When combined, you get the speed of AI and the nuance of expertise, delivering quality hires, faster.

Let’s talk about how smartsourcers can tailor this approach for your tech team.  You can reach us on the contact page form, or by emailing us:  support@smartsourcers.com

Yes, working from home does make us happier - here is a 4 year study

For years, remote work has sparked heated debates across boardrooms, Slack channels, and dinner tables. Is it better for productivity? Does it hurt collaboration? Can culture really thrive through a screen?

Now, after four years of global-scale remote work data, researchers from the Centre for Management and Understanding (CMU) in France have a clear answer: Working from home makes people happier — and it doesn’t come at the cost of productivity.

The Study: What They Found

Over a four-year study, CMU scientists followed thousands of workers across Europe and North America. Their findings:

• Remote workers report higher happiness and lower stress

• Productivity remained stable or improved, especially for knowledge workers

• Autonomy, trust, and work-life balance were the biggest drivers of satisfaction

  
  

What This Means for Canadian Tech Companies

If you're hiring in 2025 — especially in tech — the takeaway is simple: Don’t fight remote. Embrace it, optimize it, and use it as a competitive edge.

Here’s what we’re seeing every day at smartsourcers:

• The top engineers and AI talent prioritize remote-first roles

• >80% of our candidates want remote only, or occasional hybrid

• Flexibility often matters more than salary

• Remote-friendly founders enjoy stronger pipelines and faster placements

  
  

Hybrid Isn’t a Compromise — It’s a Strategy

The CMU study also found that hybrid work (2–3 days in-office) delivers strong results — if teams are set up to succeed. That means:

• Clear communication frameworks

• Strong onboarding

• Real trust and accountability

  
  

What You Can Do Right Now

1. Highlight flexibility in your job descriptions — clearly and honestly.

2. Support your hiring managers with tools to lead distributed teams.

3. Focus on outcomes, not attendance.

   
   

Not sure how your current hiring setup stacks up? Ask us about a free hiring health check at https://www.smartsourcers.com/contact-us— we’ll help you find the gaps and close them.

Elbows up, The smartsourcers team

working from home with bet friend