TLDR’s Director of People and Talent, Brandon Jeffs, shares why empathy, targeted communication, and genuine connections matter more than ever in tech recruitment.
Recruiting isn’t broken, but according to Brandon Jeffs, Director of People and Talent at TLDR, some recruiting methods certainly are. Speaking at the recent Recruiting Innovation Summit, Jeffs offered an insightful look into what’s truly resonating with candidates today—and why recruiters stuck in outdated practices are falling behind.
The Power of Community-Driven Recruiting
TLDR isn't your typical recruitment channel—it’s a widely-read tech newsletter with a global audience of over six million software engineers. Jeffs explains that this community-driven approach creates a distinct recruiting advantage. Rather than relying solely on traditional job boards or platforms, Jeffs leverages TLDR’s built-in community to engage highly relevant candidates.
When Jeffs recently posted a software engineering position through TLDR, he received over 500 applications within hours. He attributes this success to the newsletter’s unique position of trust among tech professionals. “Candidates trust TLDR,” Jeffs notes. “They know us. It’s not just another cold outreach.”
The Human Touch in Tech Hiring
Despite access to advanced recruitment technologies, Jeffs insists technology should enhance—not replace—human connection. While automated processes help handle large volumes of applicants, Jeffs emphasizes that real success in recruitment demands empathy and personalized engagement.
“Candidates today, especially in tech, expect personalization,” Jeffs says. “They want recruiters who genuinely understand their goals and motivations.” Instead of generic outreach, Jeffs encourages recruiters to provide thoughtful, engaging interactions. In his words, empathy is the most powerful recruiting tool available.
Rethinking Candidate Engagement
Jeffs recognizes that many recruiters struggle with candidate burnout and disengagement. To combat this, he advocates for transparent, meaningful interactions at every stage of the recruitment process. He argues that traditional methods—such as lengthy, impersonal assessments or generic job applications—no longer cut it.
“You need candidates to show genuine interest through thoughtfully structured job application processes,” Jeffs explains. “But you also need to show genuine interest in them.” Balancing efficiency with empathy, he ensures candidates experience clarity and respect throughout their recruitment journey.
What It Means to be “Professional” in 2025
Jeffs also explores changing standards of professional behavior, particularly when interviewing Gen Z talent. He cautions against rigid expectations about etiquette or engagement, suggesting recruiters need to adjust their assumptions.
“Professionalism isn’t about dress codes or outdated etiquette norms,” Jeffs points out. “It’s about effectively communicating, being present, and demonstrating competence in real-world situations.” He advises recruiters to clearly set interview expectations and adapt their approach based on the role and candidate.
Employer Branding as Recruitment Currency
Employer branding isn’t just marketing fluff, according to Jeffs, it’s central to modern recruitment strategy. He describes how powerful storytelling transforms employer brands from abstract concepts into tangible experiences candidates trust. This approach attracts high-quality talent who resonate with authentic, transparent brand communication.
Jeffs highlights the shift in Gen Z preferences towards careers in recruiting and employer branding, citing recent data that ranked corporate recruiting as a top career choice for younger talent. “The common thread here is storytelling and authenticity,” Jeffs says. “Employer branding that genuinely connects with candidates drives real results.”
Networking and Continuous Learning
Reflecting on industry events like the Recruiting Innovation Summit, Jeffs underscores the irreplaceable value of networking and continuous learning. He believes recruiters who attend these events, engage meaningfully with peers, and actively seek out new ideas significantly outperform those who rely solely on online resources or outdated methods.
“Showing up matters. Investing in your own professional growth through industry events can transform your career,” Jeffs says. He encourages recruiters, particularly those early in their careers, to prioritize attending events to build connections, gather insights, and create impactful relationships that drive future success.
The Future of Recruiting: Creating Genuine Moments
For Jeffs, the future of recruiting revolves around creating genuine, memorable moments with candidates. He emphasizes that exceptional recruiters distinguish themselves by fostering authentic connections, turning ordinary interactions into powerful engagements that motivate candidates to take action.
“Recruiting is ultimately about influencing human behavior,” Jeffs explains. “When recruiters can create meaningful interactions, they don’t just fill roles—they build lasting relationships and shape candidate experiences.”
Final Thoughts: Gratitude and Growth
Jeffs concludes by emphasizing gratitude for recruiting as a profession. He acknowledges that amidst industry challenges and technological disruptions, recruiting remains fundamentally rewarding and human-centric. “There’s a million ways to make a living,” Jeffs reflects. “I’m grateful recruiting is mine.”
His advice for recruiters aiming to excel in 2025 is clear: lead with empathy, leverage meaningful technology, and continuously build genuine connections. Recruitment done right, Jeffs says, is personal, thoughtful, and deeply human.
This article is part of Chatterworks' exclusive series, capturing real-time insights from recruitment leaders at the Recruiting Innovation Summit.
As the right hand to many founders, Shafiur has made operations the secret weapon for many startups. He has built the operational infrastructure and held prominent leadership roles for several companies, including Airbus Aerial, Specright, Connectifier (Acquired by LinkedIn Feb' 16), and Airware. Decades of broad exposure have taught Shafiur which levers make each functional area work and how they must be coordinated for a startup to succeed.
