Find Rubyists and grab their attention

It seems like every new client that comes in needs a Ruby developer. But you and I know that request is easier made than filled.

The market’s tight, most Rubyists are happily employed1, and every other recruiter in town is working over the same ground you are.

You need an edge. And that’s what this book represents.

In its pages, you’ll get a rough understanding of what Ruby is, what Ruby developers are like, where to find them online and off, and finally how to contact them.

What’s inside

What is Ruby?

Ruby code example

We walk through a very high level overview of what Ruby is and why it’s used - just the bare minimum of what you need to know. We also walk through a lot of the associated concepts, libraries and products you might find alongside it in a job description.

Where do you find Ruby developers?

You won’t find Ruby developers surfing, Monster or CareerBuilder, so rather than waste your time, you’ll get a detailed breakdown of the best places to find and reach Rubyists - online and off.

How you do you know if a Ruby developer is any damn good?

We’ll walk through what good Ruby code and projects look like at a very high level, and also go through a special set of non-technical screening questions that can ensure the candidates you send on to hiring managers have the right mindset to get hired.

How can you get more responses to your contacts?

Not only does the book include insight on how Ruby developers think, but it also includes 3 ready-to-send email templates. Just personalize for the candidate and hit send.

It also includes a few sample job ads that push all the right buttons with Rubyists, ensuring your ads will get not only more responses, but better qualified ones.

An after-purchase bonus for a limited time

Pre-order the book or order within the first week of publication and you’ll also receive a personalized and detailed breakdown of your local Ruby environment: Where to find pools of Ruby developers, and what levers you can pull to get them to respond and move from the their current position.


Is there any sort of guarantee?

You betcha. I want to help you make more contacts and close more hires, not leave you feeling ripped off. If you’re unsatisfied for any reason, shoot me an email and I’ll issue a full refund straight away. The book and other materials are still yours to keep.

What about a Kindle/iBooks version?

I don’t have plans to produce a version other than PDF or potentially an audio book version at this time. Why? Because part of what I’m providing here is being able to contact me at any time if you have questions, comments, concerns or anything at all. I’m here to help, and other platforms make that very difficult for me to do so.

I’d like to order this for my entire team. Can I do that at a discount?

I’m certainly open to that. Drop me a line and we’ll see what we can work out. If enough requests for bulk discounts come through, I’ll codify this a bit more.

I’m a developer. I hate recruiters. Why would you help them?

I’m writing this book because of a core belief that technical recruiting done right provides a valuable need for both sides of the relationship - their clients and you, the developer. Furthermore, like you, I see a lot of recruiting done poorly (as my LinkedIn inbox can attest). When it works well, recruiters connect developers with the right jobs and employers with the right developers. And that can be awesome. That’s what I’m helping with here.

Oh, and if you run into a bad egg recruiter out there? Send ‘em my way.

Who is this for?

In case the above wasn’t clear, I’m writing this book as a primer for technical recruiters - corporate or agency - who need to hire Ruby developers. A lot of guidance contained in the materials is more widely applicable, but this guide is written specifically with Ruby in mind.

Who’s writing this?

Hi. I’m Chris Vannoy (or LinkedIn, if you prefer). I’m a one-time Ruby developer who has worked almost all sides of the hiring relationship in my career. I’ve interacted with recruiters large and small (good and bad) both as a candidate and a client. I’m a hiring manager myself these days, and do all my own recruiting. In my two stints as a hiring manager, I’ve yet2 to experience a bad hire.

  1. I should say “seem to be happily employed.” There are signs. You just need to know what they are. Freebie: Try to contact right before or right after annual review time.

  2. Knock on wood.