The Information Age has changed everything. No matter which business sector a company is in, it needs to become a technology company to survive — and the Culture needs to change right along with it. Five decades ago, the average S & P company’s life spanned for more than 50 years. Today that same average is 25 years and shrinking. Why? It’s likely these companies haven’t adapted to the evolutionary shift into the Information Age…and because of this, are dissolving. …
We dove into our data from last quarter to get a glimpse of the state of engineering salaries within the Bay Area in 2013. As we expected,we didn’t encounter any major surprises – our findings were pretty much on par with what we were expecting to see. The numbers are still demonstrating that there is still plenty of opportunity for top tech talent in the thriving startup marketplace and early indicators from Q2 aren’t showing signs of changing. Check out …
We’re hosting a Fiesta in our San Francisco office this Thursday, and we’d love for you to show up. If you’re a part of the local tech community, come on down and join us at 185 Berry Street Lobby 3 Suite 2400 (the office with the Bay view) at 4:30 pm on Thursday, May 2nd and enjoy some great conversation and tequila beverages crafted by award winning bartender, Ethan Terry (AQ Restaurant, Cocktail Lab, Heaven’s Dog)! When 4:30pm — Thursday, May 2nd. …
As recruiters, our goal is to do right by our candidates in helping them find the next opportunity to build their career. That said, we are often put in the hard position of making judgments on which candidates to invest time in and put in front of our clients. As much as we would like to, we cannot immediately place every candidate we speak with. Despite that reality, we strive to treat candidates with respect and always build a relationship, …
With 2013 already in full swing, we are optimistic that it will be another great year in the world of tech. In our quarterly newsletter, Chief Operating Officer John Simonelli shares his take on the current market conditions, our recruiters share choice insight into running a successful process, and we take a look back at a few of our recruiting accomplishments from Q1. Read our full newsletter below and join us as we continue our push into the year….
Every startup knows how important it is to hire great talent. We have countless clients who are obsessed with how to rigorously evaluate engineering candidates, whether it be brainteasers, code challenges, or some other test. Those evaluations are important, and I’m not here to debate the merits of qualifying candidate abilities. The problem is that hiring is not just about evaluating. It’s about promoting your company, opportunity, team, and role to a candidate. Just as much as you, the hiring …
Steve Jobs is generally known for creating fantastic things. So, as usual, Steve pretty much said it best: “Recruiting usually requires more than you alone can do, so I’ve found that collaborative recruiting and having a culture that recruits the “A” players is the best way.” It’s that simple. As with any solid process, successful recruiting requires ongoing interaction and communication. It’s easy for recruiters to become too “busy” and metrics-focused to connect with the business, but it’s imperative to …
Attracting and retaining Top Talent In today’s Information Age, the quest for companies to attract and retain top talent is far more difficult than ever before, and the problem rests solely on the company for the following 2 reasons: The first reason that makes it difficult for companies is that there is an ever increasing amount of choices of where the employees can choose to spend most of their waking hours, not even mentioning the option of the employee working …
As a startup company, you are in a war for talent and recognize how vital it is to attract top caliber talent to your team. You also are probably adept at extolling the perks of working at your company and your mission to change the world through technology and innovation. While putting your best foot forward, your efforts may not ensure success in closing top candidates. Why? Because the best candidates are not “sold” on an opportunity; they “buy” into …
Riviera Partners has been fortunate enough to have had pleasure to share the last few years with Dr. David “Doc” Vik as our very own resident Culture and Strategy Advisor. Under his guidance, we have seen tremendous growth among across several different aspects of our business. We have leveraged his teachings to help us expand our client base, continually attract great talent, but most importantly, create a collaborative team culture that allows our business to reach its full potential. With the …