Behind the Scenes: Work-Life Integration at Rivi
There’s a lot of talk about work-life balance nowadays, and the concept is promoted as part of the culture at many companies. At Riviera, we subscribe to a more comprehensive approach: supporting the quest for work-life integration. We’re huge advocates of you living your best life, which means integrating your holistic self. We believe that happiness comes not from separating work and lifestyle by focusing on the professional self 9-to-5 and the personal self the rest of the time, but from maximizing and simply being yourself all the time. Our goal is to help our employees to thrive in both worlds without feeling like they’re cheating on either side of the equation; the result is successful and happy people who are able to accomplish everything they want.
To promote work-life integration, Rivi continually invests in both our own and external system and tools in order to deliver a consistent experience to everyone--no matter where you are. You do not have to physically be in the office to truly feel like you’re a part of the team and get things done. Whether it be team meetings or one on ones or All Hands, we want you to be able to participate wherever you are. Rivi supports everything from communication, screen sharing and audio tools to project management and file sharing. Ultimately, we want to ensure that even those participating remotely feel like they’re actually in the room.
All of our employees have the freedom with responsibility to work remotely; it’s simply a matter of taking ownership and establishing the most efficient and productive schedule that you need for the given day. And if you need to hit pause at any point, you can hit pause. Our tools and culture provide the flexibility to be agile.
Rivi’s vacation without boundaries program is another way we encourage work-life integration. If you need a day, you get to declare that for yourself. We take the same stance on holidays--they’re not declared at the beginning of the year. Instead, you get to tell us which days off are important to you.
We also understand the value of downtime throughout the day and offer a variety of perks to make it easier to unwind together away from your desk. Boot camp, catered lunches, fun activities and competitions, bake offs, outings and volunteering are some of the many options available for Rivi employees.
At the end of the day, there’s a huge ripple effect by keeping employees happy and healthy first and foremost. It benefits their families, clients, candidates and colleagues and, ultimately, this is what leads to the success of the company.
Want to learn more about the Rivi work culture? Contact Iva Messy, Head of Talent.
Entrepreneur - How Getting the Timing Right Can Help You Hire the Best
Timing is everything - it's an adage that scales across nearly all types of opportunistic scenarios, and the recruiting world is no exception. In an article published in Entrepreneur, Riviera Director George Kaszacs shares his take on just how important the matter of timing can be to hiring great people.
(Entrepreneur) - How Getting the Timing Right Can Help You Hire the Best
The idea that timing is everything applies to everything from cooking to relationships -- and even recruiting. As aggressive as the hiring market is, you want to be available and ready when the talent is ready.
If you time things just right, you’ll have a leg up on the competition when it comes to closing the deal with a highly sought-after candidate. To nab the best possible person for a position, the first thing to be aware of is that there are three different phases of timing for a candidate.
The first phase is the passive or exploratory period. This is the best time to engage with a potential hire. Keep in mind that it might not be when the job description is ready or a formal requisition is open. This phase is all about proactively and intentionally building a relationship.
Read the full article here...
Register Now: Free Job Search Webinar to Help Advance Your Career
There’s no time like the present (aka the New Year) to focus on advancing your career. Riviera’s resident career development specialist Wendy Sacuzzo is hosting a free career development and job search webinar this upcoming Wednesday, January 21st at noon. The workshop will include advice on how to tell your career story, how to effectively work with a recruiter, and how to best communicate your skills and experience. Wendy will also dive into social media, offering tips on how to use LinkedIn, Twitter and Glassdoor for networking, job search, and interview preparation. Interested? Register now (password: tech2015).
This event will cover:
- Gaining awareness of your career goals and how to tell your career story, including your elevator pitch.
- Exploring what a successful job search looks like, including resources.
- Learning how to effectively work with a recruiter.
- Increasing awareness of your skills and values, and how to communicate them in your cover letter, resume, and interviews.
- Why you should be using LinkedIn, Twitter and Glassdoor for networking and job search, and how to polish up your profiles to successfully build your personal brand
- How to increase your connections and find resources for informational interviews
- Twitter for networking, job search, and interview preparation
Additionally, Riviera offers in-person career development workshops in partnership with Women Who Code. For more information, check out the “Job Club” events at the Women Who Code MeetUp page. Events are open to all genders, just be sure to register!
Contact Wendy Saccuzzo with questions at email@example.com
AlleyWatch - 4 Startup Hiring Challenges and How To Overcome Them
Nobody said running a startup would be easy. You've got a million things on your plate, not the least of which is the need to hire a dedicated and effective team. It's one of the most challenging things a new company has to tackle, and there are a number of hurdles that make it this way. We've identified four, and have some tips on how to overcome them.
(AlleyWatch) - 4 Startup Hiring Challenges and How To Overcome Them
Early stage startups have a turnover problem: new companies let , and many others quit of their own accord. There are a variety of reasons why this happens – grueling hours, pivoting of company strategy, lack of structure – but one of the main issues is that a lot of new startups haven’t done a lot of hiring. Below are some of the problems that arise as a result – and what you can do about it.
No experience building teams
The number one challenge for most startup founders is that they’ve never built a team before. Oftentimes, people with little experience in this area lean toward hiring people who are just like themselves, when the reality is they need to be building a well-balanced team. Remember that you need people who are “go go go” types with 100-percent drive, and also people who are meticulous, detail-oriented and know how to create solid infrastructures.
Read the full article here...
Entrepreneur - Why That VP From Google Is Probably Not the Best Fit for Your Startup
As the stakes continually get higher in the growing technology landscape, many companies are feeling the crunch to land marquee talent to help them surpass their competitors and reach the next level. In the quest to find such great talent, A-List companies comprised of executives with proven track records seem like obvious choices to target. However, while the hire might look great on paper, is this really the most beneficial move for your startup? Eric Larson shares his thoughts on this specific matter with Entrepreneur.
(Entrepreneur) - Why That VP From Google Is Probably Not the Best Fit for Your Startup
Few CEOs doubt their startup is the next billion dollar opportunity. That’s not terribly surprising nor is it a bad thing. After all, you’ve got to be confident to be successful in business.
But even if you’re a fearless leader with a quality company and a great product, trying to nab an engineering executive straight from Salesforce isn't necessarily a wise move. There’s no denying the allure of a person who has a resume peppered with big names like LinkedIn, Amazon or Google, but if you’re an early-stage company, a later-stage candidate may not be your best choice for a variety of reasons.
The fact is, someone who has been a part of management at such large companies often won't be a good fit for a budding startup. Sure, a candidate who’s managing 100+ people has a great-looking resume, but (s)he may not be the right person to manage an eight-person engineering team. (S)he probably manages through managers and doesn’t code anymore, and may not be in a place to do the heavy lifting required to get the work done at a smaller and more nimble company, where resource constraints are much more real than at more established companies.
Read the full article here...