blog
Posted On Thursday, December 4, 2025
Author: David Armitage (Technical Director)
Recruiters, listen up! You’ve mastered the art of candidate sourcing, client schmoozing, and closing placements—but what about sourcing tidy, readable, reusable code? Welcome to the world of Sass: the sourcing specialist of CSS.
Just like a recruiter wouldn’t use one generic CV for every client, a savvy developer doesn’t just slap all their styles into one bloated CSS file. Sass lets you streamline your style sheets like a dream—so let’s go headhunting for the best practices that’ll land your styles a six-figure salary in the digital world.
You wouldn’t keep all your candidates in one spreadsheet, right? Same goes for Sass.
Think of it like this:
And your main.scss? That’s your master recruiter—importing everything, running the show, and sending candidates (ahem, styles) out on assignment.
Sass partials are like specialized candidate profiles—you don’t deploy them all at once, but you keep them ready to import when the role (or page layout) demands it.
Want to reuse that killer “CTA button” styling across 10 pages? Drop it into a partial and import it as needed. No copy-pasting, no mess, and no hiring the same developer twice.
Mixins are like your job ad templates. You fill in the blanks (parameters like colors or padding), and they spit out consistent, scalable code for every role—err, style need.
Say goodbye to writing “linear gradients” over and over. Write a mixin once, then plug in your values as needed. Boom—time saved, consistency boosted, recruiter of the month unlocked.
Ever looked at a candidate profile called “JohnDoe123_resume_FINAL_FINAL.pdf”? Yeah, let’s not do that in Sass.
Stick to lowercase-with-dashes for your variables, mixins, and functions. Organize them by category (like department) and sort alphabetically. When you’re under pressure to deliver a design (or fill a role), you’ll thank your past self.
Bonus tip: avoid naming breakpoints after devices. Instead of “iphone-breakpoint,” try “small,” “medium,” and “large.” It’s like grouping candidates by skill level rather than job title—future-proof and flexible.
Nesting in Sass is like org charts in recruiting—useful, but only up to a point. Nest more than three levels deep, and suddenly you’ve got three managers reporting to each other and no one knows who does what.
Loops? They're your mass-email tools. You need 8 columns for a grid? Don’t write out 8 classes manually. Write a loop and let Sass do the grunt work. It’s like scheduling interviews automatically instead of manually juggling calendars.
Just as an RPO model breaks the recruitment process into manageable modules (sourcing, screening, onboarding), Sass modularization means breaking down your styles into bite-sized, reusable parts.
Need that custom login form on three sites? Make it a module. Reuse it. Brag about how efficient you are on LinkedIn.
No one-size-fits-all. Some recruiters are spreadsheet junkies; others live in their ATS. Likewise, your Sass workflow might involve Gulp, Grunt, or a custom system built with pure caffeine and ambition.
The important thing? Stay flexible, stay curious, and keep refining your process—just like you do with your candidate pipeline.
Sass isn’t just another tool—it’s the full-stack recruiter of CSS. It writes clean, scalable, maintainable code, and when used with best practices, it makes your front-end styling process as smooth as your client handovers.
And just like in recruitment, clarity is king. Don’t over-engineer. Make your Sass as clear and human-readable as your best candidate pitch. Because at the end of the day, you’re not just writing code—you’re designing experiences.