Register Now: Free 'Personal Brand' Webinar to Enhance Your Online Presence

Do you wonder what potential employers can find out about you online? At noon on Tuesday, June 2nd, Riviera’s resident career development specialist Wendy Sacuzzo will answer all of your questions about online presence and discuss how to build your personal brand in a professional manner.  She'll cover Twitter, LinkedIn, Github, landing pages, portfolios, email addresses and signatures, how to be consistent, and what's important when it comes to your brand as a tech professional. Interested? Register here (password: tech2015).

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

Register Now: Free Cover Letter & Resume Webinar for Tech Professionals

At noon on Friday, May 29th, Riviera's resident career development specialist Wendy Sacuzzo will share ideas, formats, and resources to improve the content and impact of your resumes and cover letters. Both documents are often one of the most challenging parts of the job search process, but it's necessary to have brief, professional and effective ones in your job search portfolio.  Like to learn more? Register here (password: tech2015).

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

Register Now: Free Job Search & Social Media Webinar To Advance Your Career

Riviera’s resident career development specialist Wendy Sacuzzo is hosting a free Job Search & Social Media webinar this upcoming Wednesday, May 27th 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:

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

Rivi's Second Wave of Tech Hires

In the push for full-stack recruiting, we recognized the need to build our technology platform in-house, and for that, we needed an internal development team--the RATs. Like many companies, our first few hires were opportunistic. But as you start to build out a team, the time comes to be strategic. Rivi VP of Engineering Majed Itani took the recruiting reins himself and brought in a couple of individuals who were critical to developing Sutro and adding more apps to our ecosystem.

Fittingly, both of Majed’s first two hires came from open-source CRM companies--his own stomping grounds. First up was David Tam, a software developer who ran into Majed at a career fair two weeks before he graduated. David is currently working on the infrastructure of our platform and other back-end functionality that gives us the ability to build out multiple apps. He's developing what our users will see and experience in both the present and future. Says David about coming to Rivi: “I was pitched on the idea of taking recruiting to the next level using technology and it just made sense. It also seemed like something that nobody else has done well yet.”

Next, Majed won over Peter Deng, another software developer who worked on his own start-up before joining the team at Rivi. Peter is focused on front end development, working on the UI design of our apps and helping implement cohesive branding and usability. Says Peter about working for Rivi: “I was in the process of recruiting and the experience was less than enjoyable. I wanted to scratch my own itch.”

When they’re not coding up a storm, Peter is spinning electronic music on his turntables, while David might be falling asleep on public transit--though he’d prefer to be working on his car or going for a run. Peter also loves to travel, but never plays the part of the tourist.

The culmination of a great team under great leadership with a clear goal makes for amazing progress on projects large and small. We’ve always had our eye on the big prize, so the next step was to expand the team even more in order to bring our tech to the next level.


LinkedIn Pulse - How to Attract Corporate Hires to Your Startup (Hint: Percentages Don't Matter)

When it comes to tech talent, it’s easy to see why people working at the likes of Google, Facebook and LinkedIn are attractive to startups. They’ve worked on incredibly successful products and most have repeated experience bringing products to market. But when it comes down to attracting these corporate hires to a scrappy new company, you’ll have your work cut out for you. Get some tips on how to be successful from Rivi's Managing Partner Ali Behnam.

(LinkedIn Pulse) - How to Attract Corporate Hires to Your Startup (Hint: Percentages Don't Matter)

Make sure you have the full picture on where your desired hire is coming from. This includes understanding the components of their comp structure, as well as the scale, size and reach of the problem that they’re currently working on. A big challenge with pulling people out of Google and other large corporations is that they work on immense scale. When it comes to working on a platform, it doesn’t get any bigger than Google. Unless someone is comfortable moving to a much smaller project, it’s going to be tough getting them to transition to a startup.

Another big consideration is time of life. Are they married? Do they have young kids? Is this the best time for them to take a risk? Usually, this means going for someone very early in one’s career, or very late. There has to be an underlying motivation as well--if they’re simply not ready, you can’t make them. But you canbuild a relationship. Then, when they are ready, you’ve already got a foot in the door.

Read the full article here...

The Guardian - The three biggest reasons staff leave

The war for talent is real--especially when it comes to tech talent. And retaining that talent can be a challenge in and of itself. Did you know that engineers and developers are some of the highest paid people in the industry? We did. But when it comes down to hanging onto your talent, money doesn't motivate. For the two other biggest reasons employees leave, check out this article in The Guardian.

(The Guardian) - The three biggest reasons staff leave

It is 2015 and a talent war is raging. Today, countless startups are seizing the opportunity to build big businesses. But the one thing that makes technology tick is people, and the factor that threatens to bring entrepreneurs’ dreams crashing down is a brain drain.

Tech talent, in particular, is crucial to sustaining the product or service that founders build. That’s why engineers and developers are some of the best-paid people in the industry. But when a newer, hotter company comes on the scene, employees’ eyes naturally start to wander. With recruiters actively using LinkedIn, it can only take the opening of a door for your key people to walk away.

So what are the main reasons staff say goodbye, and what does it take to keep them on board? I believe it comes down to three things:

Read the full article here...

Rivi’s First Wave of Tech Hires

In order to bring our tech platform, Sutro, to market--the “market” being our own team of recruiters--we relied on third-party resources in the form of our friends at eAlchemy. But,as our vision of the platform expanded, we quickly realized the need to bring development in-house, which meant hiring our own internal team of engineers. Enter the RATs--our Rivi Apps Team.

While we knew we needed a leader in the form of a VPE, we also realized that Rivi would be a more viable option for someone great if we already had a few people in place. And so our first few hires were opportunistic, brought on to help our outside consultants.

First up was Arvind Rao, a data scientist with a knack for algorithms who came to Rivi from He immediately jumped in on the matching algorithm originally developed by eAlchemy, and transition ownership in-house. Recently, Arvind has been focusing on both scoring and matching, including extending out matching to the management and executive level. His main goal of late has been fine-tuning and revising the algorithms based on ever changing data inputs, and we’re seeing plenty of headway in that regard.

Our second hire, Nick James, is a full-stack software engineer. At the time, we hired him to work on our client app Snap, but he ended up getting sucked into other projects, and like the great team player that he is, he willingly accepted the new challenges. Nick has been critical contributor to a lot of backend and database work related to Sutro and other Rivi Apps. Due to the growth in the business, he became the lead engineer to release feature/functionality and enhancements to Sutro. Now, Nick is focused almost entirely on Snap, but like the rest of the RATs, he plugs in when needed and has been working across all the existing apps.

Says Nick about coming to Rivi: “I felt like there was a very rare opportunity to make a real impact inside of a well-established company and industry full of good people--who would pass that up? Not me!”

Outside the office, both Nick and Arvind are avid runners. Nick’s also known for hopping on his bike to explore new brunch spots and find the best cup of coffee in the Bay. Arvind spends his time exploring the City and its greater environs.

Ultimately, we’ll have a small dev team dedicated to each of the apps we’re working on, but for now, we’re grateful to have a flexible group of core developers who are helping us take our technology to the next level. Check back here to meet more of them in the coming weeks.

Recruiting Blogs - The Application of Big Data in Recruitment Marketing

(Recruiting Blogs) - The Application of Big Data in Recruitment Marketing

The role of the HR pro is drastically changing, as well as the role of recruiters. Even those smaller, sort of autopilot tasks are evolving with data-driven changes. As recruiters pick up and learn one tool, another, more sophisticated tool comes along to replace it. Well, the recruitment tool of right now is big data. Big data can be utilized in almost any area of business, but right now let’s talk about big data and its application in recruitment marketing.

“What’s certain is that big data is the future of job recruiting and development, and understanding how to make sense of it will be critical to a company’s success. These days, big data is helping fast-growing companies find their perfect engineers, developers and executives.” - Michael A. Morell, Riviera Partners

As the role of the recruiter evolves, recruiters are picking up several of the skills that traditionally marketers have required, but they are also becoming quite the data analysts (don’t worry, reporting and analysis tools do most of the heavy lifting). Recruiters are now using data-driven recruitment marketing to strategically attract and retain quality talent – both mounting concerns for the majority of business leaders.

Read the full article here...

Partner Sandy Ma, Driving Rivi Technology Since 2010

In our quest to drive the recruiting industry forward, we realized we needed to develop a suite of applications, starting with our recruiter app Sutro. And to accomplish that, we needed to hire an excellent in-house development team. None of this would have been possible without Sandy Ma, Rivi’s Partner dedicated to technology. She has been at the forefront of the effort to get the company to a more tech-based solution, and has been critical to helping Rivi evolve.

“Since the day Sandy got here five years ago, she has been looking for ways to taking the company out of the dark ages,” says Rivi Managing Partner Ali Behnam. Sandy is nothing if not tenacious, and she has a reputation around the office for getting stuff done--regardless of resources. Even early on, when there were far fewer resources, Sandy drove things as a solo act, pushing projects through to completion. She has now has evolved into a critical member of the technology team, and was able to transition flawlessly into operating within the team dynamic. She’s able to take the deep domain expertise of Riviera and translate it into a strategy for the dev team.

As soon as the importance of Sutro was recognized, we knew we needed a major influence and Sandy has been it--she has been overseeing the project from day one. She first managed a third-party development team and is now working with the internal team to create tools and systems that help our recruiters, as well as our customers, work more efficiently. They’re working tirelessly on furthering the development of Rivi Apps, a suite of tools that are trying to capture as much data as possible during the recruiting process.

Says Sandy: “Historically, during the recruiting process it’s very easy to have conversations and lose those conversations over time, and then have to start over during each search. We’re trying to capture each conversation, so that people can reuse the information and collaborate more efficiently and effectively.”

NerdWallet - How to Get Entry-Level Tech Jobs in San Francisco

When it comes to jobs in tech, San Francisco is so hot right now--particularly for new grads looking to move to an exciting new city. For the most part, there are plenty of jobs to go around in the city, but breaking into the industry straight out of college with relatively limited network connections can be a challenge. Which is why landing a job requires getting your name out there and meeting as many people as possible. NerdWallet chatted with Rivi recruiter Wendy Saccuzzo to get some tips for new grads trying to break into tech.

(NerdWallet) - How to Get Entry-Level Tech Jobs in San Francisco

San Francisco is one of the hottest cities for new grads who want to work in tech, and for good reason. The number of employees in San Francisco who work in computer and mathematical occupations is more than twice the national average, according to the Bureau of Labor Statistics — plus, they earn an average salary of $103,780 a year.

There are plenty of jobs in San Francisco that will give you the chance to explore the tech scene, whether or not you studied computer science. The trick is breaking in. So what are your options? Let’s take a look at some of the most popular entry-level jobs in tech.

Read the full article here...