At TECHEAD we have built our organization on recruiting the right people for our clients and cultivating strong relationships. We bring that same commitment to hiring and developing our own team. To showcase the incredible talent and expertise of our recruiting team, we want to shine a spotlight on the people who make connections happen every day. Our Recruiter Spotlight features TECHEAD Recruiter, Nate Winters.

Nate joined TECHEAD after more than a decade in sales, bringing his relationship-building skills and passion for helping others into the recruiting space. When he’s not connecting candidates with their next career opportunity, you’ll find him running, boating, or spending time with family—and this year, he’s especially excited to welcome his first grandchild, a baby girl. We sat down with Nate to get his insights on the current job market, what makes candidates stand out, and his best advice for job seekers navigating today’s AI-driven hiring landscape:

Getting to Know You

1. How did you get into recruiting, and what keeps you passionate about it?
   I was in sales for the past 10+ years and had the opportunity to begin my career in recruiting. I enjoy the personal aspect of helping others better their lives by finding the best career for them.

2. What areas/roles do you specialize in at TECHEAD, and what do you love most about working in that space?
   I am a commercial recruiter, I enjoy connecting with candidates and helping them find their next career opportunity.

Current Job Market Insights

3. What are you seeing in the market right now?
   Companies are in a hiring freeze and/or cautiously hiring.
4. How has the hiring landscape changed in the past year?
   Al is taking over the way recruiting and business across all platforms are done. People are utilizing AI to improve processes and time.
5. What skills or roles are you seeing the highest demand for right now?
   AI experience. Companies are requiring experience in AI/machine learning (ML) by utilizing dashboard or having the knowledge to analyze/develop data to improve operations. There aren’t any named applications they’re requiring, they’re looking more for diverse experience using AI/ML and how it will translate to their specific open position.

Working with Recruiters

6. What do candidates do that makes them stand out to you immediately?
   A detailed resume customized towards the position.
7. What’s one thing you wish every candidate knew about working with a recruiter?
   We work for the company we are hiring for and the applicant. We want the best for both!
8. What’s the best way for candidates to maintain communication with their recruiter throughout the job search process?
   Both the candidate and recruiter need to keep an open line of communication every several days – either a call or text.

Resume & Application Best Practices

9. What’s the biggest resume mistake you see, and how can people fix it?
   Under each job description, should be a detailed explanation of how they use the given software. I want to see how they’ve used the required or desired software/program and how much experience they have, ensuring they’re a well-rounded applicant.
10. When you’re reviewing resumes, what catches your attention in the first 10 seconds?
    Job titles and keywords. Specifically, titles and responsibilities the applicant has held in previous positions that match the job they’re applying for. Keywords that are in the “must have experience” in the job listing must be in the resume. For example, if I’m hiring a Business Systems Analyst, I’m reviewing potential candidate resumes to ensure they have experience as a Business Systems Analyst specifically. I also look for experience in JIRA as well as that they have experience presenting to stakeholders.
11. How are AI systems and ATS changing the way you screen candidates? What do job seekers need to know?
    If the job requirement says six years of experience for certain skills, then it must show six years of experience within the resume. If you have worked for four different companies in six years, it needs to be explained under each job. Do not copy and paste it under each job—rewrite it. If they held the same position across many years or companies, I’m looking for their explanation of differing job roles, unique roles that they had a part in, any specifics that allow them to stand out against the competition.
12. What’s your advice for optimizing a resume to get past ATS without sacrificing readability for human reviewers?
    Reread the resume and add your personal touch.
13. With AI resume tools becoming popular, how can candidates use them effectively without losing their authentic voice?
    Using AI to do the work takes away the authenticity of an individual “selling themselves” on paper.
14. Are there any AI-generated resume red flags that make you pause when reviewing a candidate?
    Sometimes there will be quotation marks with nothing in between. Another red flag is when whole sections are missing in their resume—for instance, work experience or tools. Another example is when you screen a candidate and they won’t be familiar with specific roles, titles, or keywords that are required. It will be copy and paste that’s very noticeable—sometimes it is pasted under every section and not applicable to the context.
15. Should candidates tailor their resume for every job, or is a strong general resume enough?
    Tailor the resume for each job. Utilize your time searching for positions that align with your skills and professional goals. Customize your resume for each position so that you’re adding the keywords, tools, and requirements that position is seeking.

Interview & Job Search Strategy

1. What’s your best advice for someone who keeps getting interviews but no offers?
   Practice interview skills and read up on how to interview different types of questions. Recruiters should have an interview prep with each candidate. Common mistakes I see are people being overconfident, lack of preparation, not researching the company and investing time studying the requirements and how their skills apply. I also see candidates who add items to their resume that they don’t have experience in. The common question candidates struggle with is, “How will you bring value to this company or position?
2. What’s one tip you’d give someone starting a job search today?
   Search for your next position full time each day. If you’re not currently employed, spend daytime hours job searching so that you have a better chance of speaking with a recruiter or hiring manager immediately. If working full time and searching, set aside time daily to search and be intentional on the weekends focusing on the career you want. Have your calendar available at all times so you can confidently schedule calls and interviews.

Beyond Recruiting

1. What do you do outside of work to recharge?
   Hang with family, running, boating and vacationing
2. What’s the best career advice you’ve ever received?
   Work hard, be loyal and honorable
3. What’s something people would be surprised to learn about you?
   I am going to be a grandfather to a baby girl this year
4. What are you currently reading, listening to, or learning about?
   Reading and hands on with AI (Work smart, not harder)
5. If you weren’t in recruiting, what would you be doing?
   I can’t think of anything I would be happier doing than recruiting!