Chapter 1: The Dissection of a Poorly Crafted Cold Email

In my previous article, I expressed some skepticism about the common hiring tactics that prevail in the software engineering sector. I shared an analysis of a cold email I received, highlighting its inconsideration of my time and its resemblance to the flood of similar messages I encountered when I was just starting my career. Now, I've come across another example—arguably worse or better, depending on your perspective. Let’s delve into it.

Below is a screenshot of an email I received from a recruiter who seemingly made an effort to cover every detail regarding the job requirements. However, in their attempt to be thorough, they overlooked a crucial aspect: what benefits the candidate might gain from the position.

I apologize for the small text; the email was so extensive that I had to zoom out just to view it all. If you have trouble seeing the highlighted sections, don’t worry—I’ll clarify them.

Before diving into job specifics, they felt the need to apologize?

I can’t recall the last time I received a job description that began with an apology, such as "If this email finds you in error..." If you are reaching out to me for a role, how could it possibly find me in error? Surely, they aren’t using an automated service to send out these emails.

Of course not! At the bottom (highlighted in red), they assert:

"We believe technology cannot replace the real personal relationships we cultivate. We reject the notion that technology alone is the answer to staffing; our successful partnerships rely on collaboration, NOT automation."

Interesting clarification. However, it still doesn’t explain how such a "personal" email could have landed in my inbox in error. Moving on.

The second major flaw is their complete omission of details regarding compensation and benefits.

They discuss the company, outline every requirement (including "software improvement"—thank goodness they didn’t skip that!), and even include a cute tagline emphasizing their commitment to personal connections and the ineffectiveness of automation.

But what about salary? Health benefits? Office snacks?

It’s disappointing that they didn’t include any information on compensation or benefits. How else will I gauge if the offer is "competitive" or "DOE"?

Thirdly, they require that a React Developer be "proficient in one or more modern programming languages." This isn't an unreasonable expectation. If I’m to be a React Developer with five years of experience, I should at least be familiar with JavaScript.

Fourth, they redundantly request "Experience with JavaScript/Java" later in the email. Did they really need to separately specify that a candidate for a React Developer role, ideally with five years of experience, needs experience with... one or more modern programming languages, JavaScript, and Java?

This brings me to point five. "JavaScript/Java"? Do they think those two are interchangeable? Spoiler: they are not.

To cap it off, they include a note stating:

"Interested in new positions but this one isn't the best fit? Visit our website at [redacted] for a complete list of open positions!"

While this isn't inherently bad, it raises questions. Why would you send me such an overly personalized email—one that’s poorly crafted and not a good fit? It's as if they’re asking me to pay back a loan I didn’t realize I took out.

I'm already frustrated with these generic, mass-sent, ambiguous-salary cold emails, and this one takes the cake. A newcomer to the software engineering job market might read this and feel discouraged.

Even worse, they might feel compelled to pursue this weak lead out of desperation, thinking it’s better than applying to yet another job posting that may not yield any response…ever.

Summary

Sorry for the venting, but I believe I have a unique vantage point now, with my current job security, to reflect on these recruiters and remind them that there are real people on the receiving end of their emails.

Moreover, they are doing a disservice to tech recruiters in general. I’ve had positive experiences with great recruiters (one of whom connected me to my current job). These are the recruiters who genuinely advocate for engineers while effectively filling job vacancies for companies.

I would wager that these successful recruiters are the ones who truly excel in their field.

Are you a recruiter or engineer with a different perspective? Feel free to share your thoughts in the comments!

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Thank you!

Chapter 2: Cold Email Insights

The first video discusses strategies for securing job interviews through cold emailing, particularly as a newcomer to the industry. It offers valuable insights into crafting effective outreach messages.

The second video outlines common mistakes made in cold emailing and provides guidance on how to correct them for better results.