Technology Executive Recruitment Insight
Vantage Partners shares insights about executive recruitment, team building and retention based upon actual experiences.
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This is the third article in a 5-part series highlighting Vantage’s 2015 hiring trends and 2016 predictions. 2014 was a banner year for hiring executives in product, engineering, marketing, and sales. Consequently, in 2015 we saw a focus on retaining the sophomore executives that leaders worked so hard to recruit, while bolstering the quality of the workplace and brand.
This is the second article in a 5-part series highlighting Vantage’s 2015 hiring trends and 2016 predictions. VP Engineering was the most commonly recruited position for Vantage during 2015, followed by VP Infrastructure, VP Software Engineering and Head of Software. Vantage placed design executives at the Senior Director level to the Creative Director/ VP. Some of Vantage’s clients used Vantage to place multiple levels comprising of an entire design team within their organization. Specialties such as motion, user experience (UX), and advertising were designated within the lower roles.
Gartner predicted that “the advent of intelligence everywhere and the technology impact of the digital business shift” would be two of the top strategic tech trends for 2015. At Vantage, we saw executive hiring reflect both trends. Just as Deep Learning is rampant across all technology verticals, we’ve seen a similar demand in hiring executives.
To land top talent, an effective executive search team recognizes that every touch point is critical to a client’s success. Vantage Partners utilizes two search execution models: the leveraged model and the dual-principal approach to actively recruit high-level candidates.
It takes outside leadership and strategic preparation to approach and attract the best sales executives. An experienced, executive search recruiter is the invaluable bridge between the candidate and CEO.
When hiring ‘A Players,’ savvy hiring teams recognize that compensation often ranks down the list for candidates in making a career move. Other factors such as career momentum, perceived value, work-place relationships, and corporate culture also influence the outcome.
Building a team of talented executives is critical to a company’s success. Certain qualities stand apart from the rest that contribute to the lasting success of that executive and company. We reveal the top three qualities that the most successful executive hires share.
It’s critical to hire an executive who will transform your company and not just fill an open seat at the table. With a business goal of transformation—when supported by executives that have been recruited from outside versus the more traditional route of hiring within—you’ve got a formula for success.
Hiring the right executive for a leadership team is the single most important activity for a high-growth company. Landing the top executive who completes the perfect mix of people working for your company sets you apart from the rest. Find out the three most important ways an executive search guide can help you attract and retain top executive talent.
Steve O’Deegan reveals the top 8 breakpoints of an executive search process and how to overcome these challenges.
Once your company has a hiring platform in place, your time-to-hire and margin of error will be greatly reduced. An exceptional organization that can handle rapid growth is balanced. Find out how a streamlined hiring platform can benefit your company.
Being definitive on desired candidate qualities saves you time and money. Once key success factors and core competencies are identified and ranked, share them with the hiring stakeholders so everyone is on the same page, thus saving time and eliminating confusion.
Ambiguity in role performance expectations can be the biggest turn-off to a candidate. Prevent this from happening by keeping business objectives clear and mapping key performance indicators for the role.
Communicating a 360-degree view of your company’s industry position, culture, and organizational landscape uncovers important talent matching qualities for candidates. It ensures you attract the right caliber matches that your company needs.
Creating a hiring platform ensures consistent experiences with candidates and employees. An effective plan should include: hiring talent strategy and process, outbound message and positioning, and a talent success factor evaluation. Find out how this platform can save your company money and time.
Is Compensation in Silicon Valley Being Turned Upside Down? Part 1: The Impact of RSUs on the Talent War
Emerging trends in compensation are fueling a talent war in Silicon Valley. While smaller companies continue to offer the promise of huge returns on increasingly aggressive packages, large companies are strategically incentivizing top talent to stay. With RSUs, public companies are aggressively fighting back by raising the stakes in the talent war.