Charlotte QA Job Market Intel

One search trick that’s been surprisingly useful lately: Google X-Ray Search.

Instead of relying only on LinkedIn, I’ve been searching job boards directly with Google.

For example:

site:job-boards.greenhouse.io intitle:(QA OR SDET OR "Test Automation" OR "Quality Engineer") remote ("United States" OR "US" OR "USA")

You can swap in different job boards or search multiple at once. I found a couple of roles this week that never showed up in my LinkedIn feed.

One other thing I’ve started doing: tracking companies that repeatedly repost the same opening. If I see the same role come back for a third time in a short window, I’ll apply and reach out to the top 3 recruiters I see in the company roster.

Another platform that has been helping generate interviews is: builtin.com

Spoke with Liv Brandt this afternoon, a BDM over at Axiom Path, and she gave me a quick peek into her req load.

She’s been actively placing QE talent across her client base over the last 6 months, but a couple of roles still active on the board are:

• (Python QA Automation Engineer #1) — (Front Office Trading Systems #36134351). REQ
• (Senior QA) — (Insurance & Digital Platforms #35627391). REQ

Inbound applications have been good but these roles are fairly specific so take a look. That said, I always say it’s never too early to get on a staffing partner’s radar. You’re tapping us in part for access to our network, and Liv’s got a deep one.

If you want to hear about what she’s seeing in the market, click HERE

I spoke with Ryan @ LoopQA today about their hiring process.

We pulled up a past requisition and walked through it: the role received 110 applications in 1 week.

Here’s how the early funnel breaks down:

Initial screening filters focus on:

• Stateside candidates
• Ability to relocate if needed
• W2 eligibility (no sponsorship required)
• Core skills: databases, APIs, JavaScript

From that pool, 67% of applicants were moved into a technical evaluation.

One key part in their process: the technical evaluation outweighs the resume. The evaluation is the primary decision driver. LinkedIn profiles are often reviewed before the resume itself.

A common misconception: timing. There’s no “too late to apply” window. Ryan says, “If the requisition is open, I’m reviewing applications every couple days and pushing people through our process until we have final rounds in place.”

**Ryan let me know he’s filled the QE reqs on the board but mentioned he has another Automation Engineer opening coming out in July with a Charlotte client. If you’re local and looking for your next career adventure, reach out to him directly and reference this site. His email is: ryan@workwithloop.com. I do not own this requisition**

1. Saw a REQ online for a QE Manager at Incedo supporting end-to-end QE/UAT across multiple Agile scrum teams, focused on standardizing quality practices, KPIs, and executive reporting within a large enterprise program in Fort Mill. I bet this engagement is for their client, LPL Financial. Recruiter Devanshu Singh posted this role on LinkedIn. Worth applying or reaching out. To see the req click HERE. I’ve heard strong feedback about Incedo from their engineering team and am catching up with the Engineering Manager Fri afternoon. If I get more insight into project initiatives I will update this.
   • TT Engineering Manager: They have a few active projects they’re hiring for and are currently reviewing candidates. They’re seeing a heavy volume of applications, but many applicants struggle to clearly discuss their experience. Make sure your resume accurately reflects work you’ve personally done and can confidently speak to in an interview. 6/5/26
     
2. James Haarstick mentioned to me that he has QE gigs on the board. If you’re open to local hybrid (W2 no sponsorship) opportunities in Charlotte, I’d recommend reaching out directly. He runs a smooth operation.
   • Automation testers
   • Wire transfer-payments testers
   • Lead automation tester
3. Looks like The Hartford is actively interviewing QE’s this week. Highly recommend checking out the company career page or looking up Michael Race (there are a couple recruiters who appear to be managing these open requirements)

*I do not own this requirement*

Activity Update: Interviews in process, with 1 candidate in final stage. All applicants receive the same Playwright-based assessment before speaking with engineering leadership. The process is intentionally designed to remove resume bias and evaluate skill directly. If you can do the work, you move forward.

Ryan Anderson described it as evaluating how candidates think and execute against real requirements, not how they compare on paper. A few patterns stood out from the first group:

• 2 open reqs
• 250+ applications in 2 days
• 20 candidates completed the assessment, 12 did not pass

Common reasons for not passing:

• Overly complex or unstructured code (missed opportunity for reusable, modular design)
• Missed or partially followed instructions in the prompt
• Over-reliance on AI without validating outputs

What the team looks for:

• Strong fundamentals
• Clear, structured thinking
• Ability to follow requirements precisely
• Clean, maintainable automation approach

This is what skill-based hiring looks like when it’s actually enforced. Personally, I expect to see more companies follow suit over the next 12 months.

The best candidates consistently show strong fundamentals, clear thinking, and precise execution of requirements.

Ryan Anderson, President & COO, Engineering Leader