Waitlist
Learn to recruit engineers without being one
Most technical recruiting training falls into two piles: sourcing courses that stop at boolean strings, and certifications that cost between eight hundred and two thousand dollars. Neither teaches the part that decides whether a hire happens — understanding what each role actually builds, reading a resume that was written to survive an ATS, and getting an offer signed. This course is not on sale yet. We are building it, and this page exists to find out how many people want it before we record anything. Everyone on the waitlist gets first notice and the launch price, which is the lowest we will ever charge.
Who it is for
- Generalist recruiters who want to move into the technical niche, where the roles pay more and the competition is thinner.
- HR and people ops staff who inherited engineering requisitions they never asked for and have no way to filter them.
- Independent recruiters who want to bill for engineering placements instead of administrative ones.
- Founders and operations leads hiring their first developer, who cannot afford to get the first one wrong.
- Sourcers who already find people but lose the thread the moment the conversation turns technical.
What you will learn
What each engineering role actually builds
Backend, frontend, mobile, QA, data, DevOps and security: what each one produces, with which tools, and how they differ when the job ad uses the same words for all of them. You will see why a Java backend and a Node backend are not interchangeable, what full stack means in practice, and why DevOps is not a developer with a different title. By the end you can read a technical requisition and spot when a client has packed three jobs into one.
Reading a developer resume
How to tell six years of experience from one year repeated six times, which signals matter and which are template noise. We work through real anonymised resumes: stack coherence against the role, job hops, side projects, the size of the team they actually worked in. The long-form version is in reading a developer resume; in the course you practise it on cases.
Sourcing where engineers actually are
GitHub, LinkedIn, Stack Overflow and closed communities. What a GitHub profile really tells you — recent commits, original repositories versus forks, code that reads cleanly — and how to build boolean searches that do not return the same hundred profiles everyone else contacts. Includes outreach templates written to get a reply rather than the ones developers delete on sight.
Screening without a technical background
What to ask in the first thirty minutes to find out whether someone has shipped to production: what broke, what they decided, what they would do differently. You learn to ask for a project explained without tool names, which is the fastest way to find hollow experience. Also the questions never to ask, because they burn the candidate and get you talked about in the wrong channels.
Running the technical stage with people who are technical
How to design the technical assessment with the hiring team so it does not become a four-hour exam nobody accepts. Which format fits which role, how to translate an interviewer's feedback into something the candidate can act on, and how to shorten loops that lose finalists to speed alone. More offers die here than at the salary conversation.
Salary bands and closing the offer
Real ranges by role, seniority and country, and why the same profile prices differently in Mexico, Colombia, Argentina, Spain and the US. We use market data of the kind in LATAM developer salaries, plus what moves an engineer besides money: remote policy, what the product is, who they will report to. It ends with counteroffers, where a large share of hires collapse in the final week.
How the lessons work
- Short, direct video. Each lesson covers one thing, with no filler slides and no ten-minute introductions.
- In-browser exercises using real anonymised resumes, profiles and job descriptions. You do the work while you learn instead of watching someone else do it.
- PDF templates and guides you keep: outreach messages, a screening script, and a salary band table by country.
- A short test at the end of each block, so you know the previous one landed before moving on.
- Self-paced, on phone or computer, with permanent access including later updates.
When you finish we issue an A2Talent certificate of completion confirming you completed the course with us. It is not an official qualification, it carries no academic validity, and it is not accredited by any body — we say so here so you do not find out after paying.
Who makes it
A2Talent is the services arm of A2GROUP LLC. We source technical profiles for companies and build software: the same team publishes and maintains its own apps on the App Store and Google Play. The course comes from doing that work, not from reading about it.
Join the waitlist
There are no limited seats and no countdown, because the course does not exist yet. Leave your email and we will tell you when the first group opens, with launch pricing for everyone on the list. If you would rather we sourced the engineers than learn to do it yourself, that is IT recruiting and you can get in touch.
Frequently asked questions
Do I need a technical background to become a technical recruiter?
No. Most working technical recruiters have never written production code and do not hold a computer science degree. What the job requires is understanding what each role builds, recognising the main technologies, and asking questions that surface real experience. This course assumes you cannot code and does not try to teach you.
How long does it take to become a technical recruiter?
If you already recruit, six to twelve months is a realistic window to own technical roles end to end. Coming from an unrelated field it usually takes one to two years, often starting as a coordinator. Former engineers move fastest, sometimes in under six months. What shortens it most is working real technical requisitions early, even a small number of them.
How much do technical recruiters earn?
In the United States, published averages for 2026 sit roughly between ninety and one hundred and twenty thousand dollars a year, with entry-level roles closer to fifty and senior recruiters above one hundred and twenty-five. Agency roles lean more heavily on commission. Outside the US the base is lower, but recruiters working for US clients are paid on a different scale than local ones.
Is this course accredited or certified?
No. It is not accredited by any professional body and we do not claim otherwise. Programmes that carry formal accreditation typically cost between one and two thousand dollars; this is a practical course with a certificate of completion issued by us. If a formal credential is what you need, buy one of those instead.
How is this different from a sourcing or boolean search course?
A sourcing course teaches you to find candidates, which here is one module out of six. The rest covers what happens next: reading the resume, screening, running the technical stage and closing the offer. That is the part most courses skip, and it is where processes actually fail.
When does it open and what will it cost?
There is no date and no fixed price yet, and we are not going to invent either one to get your signup. This list is how we measure demand: if enough people want it, we record it and everyone on the list hears first and pays the launch price. If not enough do, we will email you and say so.