Latest / The Career Change Podcast with Fexingo: Switching Fields, Bootcamps, and Reskilling / How Bootcamp Grads Can Transition Into Tech Recruiting
Transcript
- Lucas: So you've finished a coding bootcamp. You know how to build things, but maybe you're realizing that writing code eight hours a day isn't your endgame. Or the job market for junior devs is just brutal right now. There's a pivot that a lot of people overlook, and it pays well, and it actually uses everything you learned in bootcamp. Luna: Let me guess — you're about to say tech recruiting. Lucas: That's exactly it. Tech recruiting. And I know what you're thinking — 'I didn't spend three months learning JavaScript to become an HR person.' But the thing is, the best tech recruiters aren't HR people. They're people who understand what it actually takes to build software. Luna: Yeah, I've seen that. I've had recruiters who couldn't tell me the difference between React and Vue, and it shows. They send you job descriptions that are completely mismatched. Lucas: Right. And that's the opening. Companies are desperate for recruiters who can look at a resume and know whether someone's three years of experience means they've actually shipped production code. A bootcamp grad can spot that. You've lived it. You know what a solid portfolio looks like versus a tutorial project. Luna: I'm guessing the pay is decent too? Lucas: It can be surprisingly good. According to data from Glassdoor and Levels.fyi, technical recruiters at mid-stage startups are pulling in $80,000 to $110,000 base salary, plus bonus or commission. At the big firms — Google, Meta, Amazon — total comp for a technical sourcer can hit $150,000. Not bad for a role that doesn't require a CS degree. Luna: But let's be real — it's a different kind of grind. You're on the phone all day, you're chasing candidates, you're dealing with rejection. It's not the same as building. Lucas: No, it's not. But it's also incredibly high-impact. You're the gatekeeper for the engineering team. You decide who gets a shot. And if you're someone who cares about diversity, or about giving bootcamp grads a fair look, you can actually change outcomes. You have the power to look past the pedigree and see the potential. Luna: That's a good point. So how does a bootcamp grad actually make this pivot? They don't have a recruiting background. Lucas: You start with your network. The bootcamp itself — your classmates, your instructors, the career services team. A lot of bootcamps have partnerships with companies that hire their grads. Those companies are already open to bootcamp talent. You can reach out and say, 'Hey, I'm a grad, I know the curriculum, I know what makes a strong candidate. I want to help you find more people like me.' That's a compelling pitch. Luna: And if your bootcamp doesn't have that kind of relationship? Lucas: Then target startups, especially ones that are Series A or Series B. They're growing fast, they need to hire engineers, but they can't afford a full in-house recruiting team yet. Often the founder or the CTO is doing the sourcing themselves. They will be thrilled to have someone who speaks the language and can take that off their plate. You can find these on AngelList, on LinkedIn, even on Twitter. Luna: So what's the actual job title you'd be looking for? Technical Sourcer? Recruiting Coordinator? Lucas: Yeah, Technical Sourcer is the most common entry point. Sometimes just 'Sourcer' or 'Talent Associate.' The coordinator roles are more administrative — scheduling interviews, handling logistics — and they pay less. You want a role where you're actually identifying and engaging candidates. That's where your technical knowledge adds value. Luna: And you need to be comfortable with tools like LinkedIn Recruiter and maybe some Boolean search strings. That's learnable, but it is a skill. Lucas: Absolutely. But the good news is, there are free resources. LinkedIn itself has tutorials. There are YouTube channels dedicated to sourcing techniques. And your bootcamp gave you the ability to learn new tools quickly — that's the whole point. You can pick up Boolean search in a weekend. Luna: I want to push back on something though. A lot of bootcamp grads might see recruiting as a step backward. Like, 'I learned to code, why would I become a recruiter?' That feels like giving up. Lucas: I hear that. But here's the reframe: you're not giving up on tech. You're shifting to a different kind of technical role. You're still in the engineering org, you're still talking about code every day. And honestly, in this market, where junior dev roles are scarce, a recruiting role gets you in the door at a company where you can later move into product management, developer relations, or even engineering management. It's a stepping stone, not a dead end. Luna: I've seen people do that. Start as a sourcer, learn the business, and after a year or two, transition to a product role because they understand the customer and the technical stack. Lucas: Exactly. And there's another angle: if you're entrepreneurial, you could eventually start your own recruiting agency focused on bootcamp grads. There's a huge market there. Companies are finally realizing that four-year degrees aren't the only signal. But they don't know how to find the non-degree talent. You can be that bridge. Luna: So what's the first concrete step someone should take tomorrow? Lucas: Update your LinkedIn headline. Don't say 'Aspiring Software Engineer.' Say something like 'Bootcamp Grad | Passionate about Technical Sourcing & Talent' — that signals the direction. Then start following recruiters at companies you admire. See what they post. Engage with their content. And send five DMs this week to people who are already in tech recruiting, asking for a fifteen-minute informational interview. Most will say yes. Luna: I'd also suggest looking at the job descriptions for technical sourcer roles. Pay attention to the language they use. They often ask for 'familiarity with technical concepts' — that's you. And if they mention specific languages or frameworks, you can speak to those. Lucas: Right. And don't underestimate the power of your own bootcamp story. When you're interviewing for a recruiting role, they'll ask why you want to do this. You can say, 'I was a bootcamp grad who almost didn't get a shot. I want to make sure other talented people don't fall through the cracks.' That's genuine. That's powerful. Luna: One thing I'd add — be prepared for a different pace. Recruiting is cyclical. You might have a month where you're placing three candidates, then a dry spell. It's more variable than being a salaried engineer. Lucas: True. But that also means you can see the direct impact of your work. There's nothing quite like placing a candidate who you believed in, who maybe didn't have the perfect resume, and watching them succeed. That's its own kind of satisfaction. Luna: I think this is a genuinely smart pivot. If I were a bootcamp grad right now, I'd seriously consider it. The market for junior devs is tough, but the market for good recruiters is always hot. Lucas: Absolutely. And if you're listening and this episode helped you think about your career in a new way, I'll say this — if it was worth a coffee to you, you can find us at buy me a coffee dot com slash fexingo. It's a small way to keep the show ad-free, and it genuinely makes a difference. Luna: Yeah, we don't run ads, and listener support is what keeps it that way. So if you appreciate the specific, practical advice we try to give every episode, that link is there. Lucas: Alright, back to it. So let's say you land that first recruiting role. How do you succeed once you're in? I think the most important thing is to build genuine relationships with engineers. Don't just treat them as candidates to be processed. Learn what they're excited about, what projects they're proud of. That trust will make you a better advocate. Luna: And it'll make you better at closing. If you understand what motivates a candidate — maybe it's equity, maybe it's the tech stack, maybe it's remote flexibility — you can match them to the right opportunity. Lucas: Exactly. And here's a specific tip: when you're sourcing, don't just look at people who are actively job hunting. Most great candidates are passive. They're not looking, but they might be open. Your bootcamp background gives you the credibility to have those conversations because you can speak their language. Luna: Another thing — use your alumni network. Every bootcamp has a Slack group or a LinkedIn group. Post there saying you're hiring. You'll get warm leads. And those leads convert at a much higher rate than cold outreach. Lucas: Good point. And if you're at a startup, you can also influence the hiring process itself. Maybe you can suggest removing the algorithm whiteboard question and replacing it with a take-home project. That's a huge differentiator for attracting bootcamp grads. Luna: So this role isn't just about filling seats — it's about shaping the culture of the engineering team. Lucas: Exactly. And that's why I think this is such a smart move for bootcamp grads. You're not starting over. You're leveraging everything you already know, and you're opening a door that can lead anywhere in the company. Luna: Alright, so to wrap it up: if you're a bootcamp grad and coding full-time isn't clicking, or the job market is just too tight, look into technical recruiting. Start with your network, target startups, update your LinkedIn, and embrace the fact that your technical background is your superpower. Lucas: And remember, you're not leaving tech. You're just changing how you contribute. The industry needs more people who understand both the human side and the technical side of hiring. That's a rare combination, and you have it.