Ask HN: How can I be a recruiter and still have a soul?

I'm a recruiter. Now, before you do the digital equivalent of pelting me with rotting vegetables or show up at my doorstep with torches and pitchforks, know this: I hate the way the recruiting industry works as much as you do. Before becoming a recruiter, I worked as a software engineer for almost 5 years, so I've been on the other end of the incessant spamming and the cold calls. In fact, the reason I'm posting is that I am convinced that the tech recruiting industry, in its current incarnation, is completely broken. The fact that I have to apologize for being a recruiter and skulk about in the shadows isn't right. But, I get why you guys don't like us. It's because a particularly loud faction of tech recruiters out there don't treat you or your privacy or your goals with any modicum of genuine interest or respect (some very good anecdotal evidence to that effect here: http://news.ycombinator.com/item?id=3301667). Of course, there are some truly great recruiters out there, and maybe they have some thoughts on this, too.

In any event, as I see it, here's what's broken, in general:

1.Wanton cold calling/LinkedIn/email spamming and resulting communication breakdown between recruiters and candidates (In my engineering days of yore, I had nothing but a visceral disgust for LinkedIn and the contents of my LinkedIn inbox. I didn't give 2 shits about which investors were backing which companies, or how I could get in on the ground floor, or listen to the empty praises mashed together from the 2 keywords available in my profile. Now that I'm on the other side of things, I don't really feel too differently about it. I still refuse to spam people (or cold call them on the phone, which is even worse) -- I think it makes me look bad (spamming is, to me, a tacit acknowledgement that you don't have the industry-specific knowledge to craft something more personal), has low response rates, and doesn't really engage the candidates that do respond. A lot of people say that this industry is a pure numbers game, and maybe it is, but there still has to be a better way to engage with people than sending them spam.)

2.Keyword matching (I can't harp on this one enough. What programming languages you know or what IDEs you have worked with in the past ARE NOT THAT IMPORTANT. If you're a good programmer and you're interested in the work the company is doing, for the love of god, you'll be able to learn the new languages/environments. I hate when, during interviews, I ask candidates to describe some project they've worked on, and they start prattling off keyword after keyword. Sometimes this prattling is an indication that the candidate sucks, but sometimes, they've been so conditioned by past HR calls to just list technologies that they can't help it. I've had several conversations where I've told the candidate to back up, that I actually want to understand what you built and why you built it, and sometimes there's this palpable sigh of relief on the other end of the phone. More good stuff on keywords in job posts/interviews in the comments for this thread: http://news.ycombinator.com/item?id=3689383 And for the trolls out there, yes, I realize that there are outliers -- if you are a pure Java programmer, there is probably no way you can easily work on a 3D game api team writing C++ and shaders. And if you are a C++ programmer with no front-end experience, you can't just walk on to the Sencha (nee ExtJS) team. I'd hazard to say that these are the exceptions more than the rule, however.)

3. Communication breakdown between recruiter & hiring manager when it comes to candidate requirements (You get pulled in by a perfect-sounding job...