FAQ - How can you make Xperti work for you?

Frequently Asked Questions

Finding quality talent is one of the most significant problems companies face today. Learn how Xperti’s unique solution addresses these problems by reading answers to some of our most frequently asked questions below.

About XPERTI
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What is Xperti?

Xperti is an online community of verified technology experts created to help project leaders hire the perfect staff for their organization’s strategic technology initiatives.

How is Xperti different?

Finding the right engineer and tech specialist is a challenge for several organizations. XPERTI uses a stringent process to help you get the best pick of proven specialists in less time, with a risk-free guarantee and higher ROI.

How does Xperti screen candidates?

The Xperti platform is an AI-based matching model that leverages machine learning algorithms to uncover nuances of open positions and find true best-fit experts for your projects.

Where can I find the best software developer to hire in my county?

The IT recruitment industry always needs a talent pipeline but securing one on short notice is a prevailing challenge. Xperti is a talent management tool that is powered by analytics and helps you address that concern.
We match talent by technology stream, location, skills, experience and availability. Since Xperti taps into passive talent as well, we help you build a tech talent pipeline from scratch and are with you every step of the way.

Can I hire a full-time worker from Xperti?

Yes, we work with you to understand your requirements and get right to finding someone who fits the criteria.

What happens if my Xperti developer isn’t working out?

Although that’s highly unlikely to happen, feel free to discuss any issues with our dedicated account managers anytime. If someone is not the right fit for the company, get in touch with us to provide details so we can work on resolving your issue together.

My resume always gets me an interview. But hiring managers don’t seem to like me. I never make it past the first stage. What am I doing wrong?

“Hiring managers don’t seem to like me?”

Ouch! But this is where Xperti’s talent advocates step in.

Most recruiters assess candidates across three areas: relevant skills and experience, problem-solving abilities and whether you fit into the company culture.

Our talent advocates closely work with developers to evaluate them and their profiles from a holistic point of view and work with them to ensure that they are a perfect match.

Are Java jobs becoming obsolete?

On the contrary, Java developer jobs are going strong, and they’re here to stay. True, they have more competition with languages like Python coming up. But with every Java Enhancement Proposal release, the top Java developers in the industry share their recommendations on what could make things easier and more efficient while working on Java jobs and projects. You can read about some of these developments in the blog here. You can also get a quick start on available Java job opportunities on the same site.

I’m looking for software developer jobs near me (i.e. based out of Sugarland, Texas). Will I hurt my chances if I say I prefer remote work?

No, you won’t hurt your chances. Post COVID-19, many companies have issued work-from-home policies for their teams. Some hiring managers advocate remote work because they find it more efficient and cost-effective. You can find the right software development role for yourself, provided you know where to look.

We’ll match your resume with available jobs based on your location, availability, type of work, etc.

Are staffing and talent management the same thing?

Not at all. Staffing companies work on a different operational model. Talent management focuses on you. When working with a talent management specialist (like Xperti), your interests come first.

We do all the negotiating on your behalf. And if that doesn’t work out, we’ll keep working until the best opportunity for your career materializes.

Where can I find a job after 3-5 years of Java development experience?

With 3-5 years in Java development, you’re favorably positioned in the technology job market. According to one source, the demand for developers is likely to see a 21% rise by 2028, and Java developers form part of that demand. The key is to match your skills with what the market needs.

In other words, get the best salary that your professional achievements deserve. Direct applications might consume a lot of your time. However, you can have someone negotiate on your behalf if you get connected with a talent management platform.

I got an interview call based on a dated resume. Should I accept?

If the job meets all your requirements—and by that we mean if it’s a good match in terms of the salary scale, technology stack, current career preferences and location—by all means, go ahead. Chances are though, the offer is falling short in some way. Don’t sell yourself short.

I keep getting Python job interview calls. I’m a Java developer. What do I do?

Step #1: Update your resume. This goes without saying. There’s something in your resume (either a keyword or a project) that makes the Applicant Tracking System (ATS) keep flagging it as a good match for Python roles. Updating your resume helps with pattern detection and helps clarify your future career preferences.

Step #2: Find a platform that doesn’t rely entirely on ATS and static processes to connect you with relevant jobs. A platform that’s a hybrid between mature algorithms and sound human input should be the place to start. We have a personalized dashboard that benefits from human advice and is likely to clear up chinks in your application.

I have about 15 years of development and project management experience. But I’m only getting interview calls for junior developer or business analyst roles. Should I accept?

No. The talent economy is skewed in your favor. No need to settle for anything less than the best. The problem here isn’t the technology job market but dated metrics on online job boards. Chances are that these job boards are scraping data from one of your old resumes, and sending you jobs that match that old profile.

Here at Xperti we flag your profile and have a talent advocate contact you if your profile hasn’t been active for some time. It’s a helpful feature when you need to add certifications, projects etc on your resume and just don’t have the time to.

I got a call from a staffing agent saying I got the job, but the client wants me to join immediately. Should I accept?

Usually, job advertisements, especially those for software development jobs, place availability statements upfront on the advertisement.

If a third party is involved, the hiring manager or talent advocate managing the account is intimated about timelines. Usually, the rate of human error is pretty high in such cases.

Make sure you have sufficient notice between two software development projects.

I got a call from a staffing agent saying I got the job, but the client wants me to join immediately. Should I accept?

Usually, job advertisements, especially those for software development jobs, place availability statements upfront on the advertisement.

If a third party is involved, the hiring manager or talent advocate managing the account is intimated about timelines. Usually, the rate of human error is pretty high in such cases.

Make sure you have sufficient notice between two software development projects.

I’m a technology professional, but I’m more interested in project management than coding. What is the career scope for my choice?

It’s not uncommon for top technology professionals to take on additional and/or other responsibilities. And if you’ve done the preparation needed to switch on to the new role, good work!

Career options are very good either way. If you’re looking for a job in your new career direction, you can get a good start at Xperti, which shares opportunities with technology professionals customized for location, availability, etc.

I’m not actually “looking” for a job, but I want to keep my options open. Can applying elsewhere get me in trouble?

‘Keeping your options open’ is smart and well-advised! In fact, studies suggest that over 70% of job seekers are not actively looking for jobs. Hiring managers and recruiters regularly seek out individuals who are employed elsewhere. If you want to know how you can improve the probability of matching your qualifications with the best work out there, get some advice here.

We’re seeing a hiring freeze post-COVID-19. How can I improve my chances of getting hired?

While operations—even recruitment operations—have slowed down, there are still reasons you can be very optimistic about getting hired. One big reason is the option of remote screening, which allows recruiters and talent advocates to conduct interviews and evaluate candidates online. Do check out potential employers who offer this feature!

What’s the difference between working remotely and working from home?

Good question! As a response to the COVID-19 crisis, firms are increasingly more permissive towards flexible work cultures. Work from home is one such option. The key difference between Work from Home (WFH) and remote work is in the contract. Remote jobs are advertised as such. Prospective employees know beforehand that the work they do will not be onsite unless exceptions are stated straight on. They could be working from different cities/counties/states and it would be perfectly alright.

Remote work is becoming more popular, as businesses understand the relationship between productivity and onsite presence. If you’re a developer, we can suggest a quick, helpful read here. On the other hand, a full-time, onsite employee can exercise his/her work from home option subject to the employer’s WFH policy. If you’re looking towards improving your WFH experience, you can get some quick tips here.

Is ghosting a big issue in IT recruitment?

Unfortunately, we can’t say no. But before we proceed, let’s discuss what ghosting is. Ghosting is when a jobseeker (in this case, technology talent) is screened for a position, onboarded, and is supposed to start working…but never shows up. Or even if he/she does get in touch, it’s to disclose why he/she will not be continuing in that role. Ghosting is wrong because it occurs after a candidate has accepted the offer. In other words, hiring managers have already rejected the second-best candidate, started the engine on onboarding and orientation and so on. It’s unfair to the employer, and it’s unfair to people who wanted that job.

Ghosting has been an issue in technology recruitment. But we blame unprofessional staffing agencies as much as blame careless candidates. They can’t control every candidate’s behavior. But if this becomes a pattern, it’s clear they’re not doing the evaluations and follow-ups they’re supposed to. If you’re an HR professional, and you’ve observed a growing ghosting trend, get in touch with us.