Introducing Snap: A Rivi App Designed for Companies

“How should things change?”  “What can we be doing differently?”  “How do we really deliver the best service and experience to our customers?”

These are the types of questions we have been asking ourselves over the past year or so while we’ve been focused on building out our internal application, Sutro. The discussions around these questions have also led us to embark on a path that we believe is unique in the agency recruiting business. We first looked externally and studied available tools in the market; we then looked internally and scrutinized our own recruiting methodologies and outcomes; and these exercises made it clear how to push ahead. We have decided that “breaking things” is the only way that we’re ever really going to change not only what and how we do things, but hopefully, fundamentally change the client and candidate experience in recruiting.

To change how recruiting and hiring are done, we’ve been building out both the tech and the associated team, including a Partner dedicated to technology and a VP of Engineering. They’ve been hard at work developing technology for Sutro, and now we’re going after the real differentiator--one that’s designed to create the smoothest, most efficient and most transparent experience for recruiters, companies and prospective candidates alike. This latest release is Snap, a client-facing app that provides a real-time view into the hiring process.

One thing that is lacking in the recruiting process, especially when it involves agency recruiters, is transparency. However, transparency is key to making the hiring process work because it allows us to pinpoint and address the issues which hinder progression or, worse yet, not putting the best candidate in the seat. In this industry, the hiring process is typically black box with a lot of  smoke and mirrors, but we’re committed to being open and transparent, and providing the best possible service to our customers, on both sides of the deal.

Snap provides a transparent view into a company’s individual project and benchmarks progress against comparable projects. Using the app, companies can interact with the recruiter in real-time as the hiring process moves forward. They can also check in on the status of the hiring process at any time, and will get the same metrics view of project performance as the recruiter. This transparency into every point in the funnel allows companies and recruiters to monitor progress together and address challenges accordingly, thereby making the entire process more efficient.

Many search firms wouldn’t release something like this because it goes against the nature of all recruiters. And in fact, no one else is providing visible metrics and benchmarks - or allowing companies to interact in this manner at all.

Additionally, Snap will allow companies to collaborate with both internal and external parties as part of the process. Hiring teams can interact on multiple levels, capturing feedback, controlling and planning the process, and sharing information across the decision makers, as desired. Soon, companies will even be able to directly schedule candidate interviews via the Rivi App Suite.

Finding the best match between company and employee is the goal, and its often a challenging journey.  We believe increased transparency and interaction on all levels will not only reduce the challenge but also provide long term benefits to all parties.

Snap is currently available in beta to our clients. Want to try it out? Click here to get in touch with Rivi.

Startups - From making a product to building a company

Coming up with a brilliant idea for a product comes easy to some, but making that product and building a company out of it is anything but. You're bound to mess up along the way, but hopefully, you learn as you go and end up creating an organization that's a great success. At least this was the case for  Zendesk founder Mikkel Svane, who asserts that hiring the right people is a huge factor in that success. We were lucky enough to help in the recruiting process all along the way.

(Startups) – From making a product to building a company - and messing up on the way!

As we started hiring in San Francisco, we probably felt more comfortable hiring engineers and technical people than we did for other roles.

The technical side was our turf; for that, we mostly knew what we were looking for. But when it came to other roles, we didn’t know what we were doing.

Design and marketing were areas that we cared about profoundly. But we had very little experience hiring product designers or marketers, and we had a hard time framing what we needed.

The world of product management was an issue in itself. I think we didn’t intrinsically understand that the people spec’ing and defining the product were a separate species from the people building it.


Read the full article here…

Wall Street Vs. Silicon Valley: A Culture Comparison

What's the difference between Wall Street and the Silicon Valley? Plenty. Sure, both industries work long hours and are anything but slow-placed. But Rivi Partner Sam Wholley asserts that the work culture is quite a bit different. Check out the video debate on NBC here.


Rivi's Third Wave of Tech Hires

The Push to Expand: Growing the Team

In our quest to build our technology platform to its fullest potential, Rivi started to build a complete in-house development team, including a VP of Engineering and a Partner dedicated to tech. The first two waves of hires were able to bring the development of Sutro in-house, but we quickly realized we wanted to create more than just a tool for recruiters. We wanted to expand in order to provide the end-to-end experience of a true full-stack business, which in our case, includes apps for clients and candidates as well as recruiters. For this, there was a renewed push to hire and grow the team.

Majed drew on his network and connection to bring in Ruby Wang, who was the first addition focused totally on data science and algorithms. She’s currently working on the Rivi API and the matching analysis for our matching algorithm.  With the success of our initial efforts around matching, we wanted to bring in additional talent to move this effort further on an accelerating pace. Says Ruby about coming to Rivi: “It’s so exciting to build products from scratch with a team of talented engineers and make a big impact on the product.” When she’s not getting all mathematical, Ruby indulges in her Netflix addiction.

Next was Merve Kovan-Bakan, who previously worked at Webkite on their Facebook app, and spent some time working with our partners at Women Who Code. She’s currently working on allowing data and gesture within the apps, building out the API and making sure everything is cohesive. Says Merve about coming to Rivi: “I immediately felt like I fit, both in terms of what I get to work on and the people I get to work with.” In her downtime, Merve is exploring California by camping and hiking her way around the state. If you run into her, ask her to break out into a Turkish folk dance--we hear she knows her steps.

We also brought on Latif Sebbane, who has been helping Rivi develop Snap, our client app that’s currently in beta. He has been committed to ensuring the app is completely transparent for users on both sides.​ Latif comes to us from Netpulse where he was responsible for building the Netpulse administration application. Says Latif about coming to Rivi: “The team and the tools we get to use are truly ahead of the curve.” He’s obsessed with cupcakes, and you can find him playing or watching soccer in his downtime.

We also moved Eugene Chinveeraphan up through the ranks. Eugene started at Rivi five years ago as an intern, then became a recruiter. Now, he’s on the tech team doing data reporting and analysis. His efforts on aggregating information available on the web and from paid databases, and incorporating that info into the RiviApps has been critical to our tech development.

All told, we’re running strong with a team of 10 tech experts--and we’re not slowing down. You can expect Rivi to continue the hiring and doing it in our signature creative style.


Want to join the Rivi Team? Check out our open roles:

Ruby on Rails Developer

Front End/UX Developer

Register Now: Free Salary & Negotiation Webinar

A successful job search doesn't end with the offer: your salary - and whether you decide to negotiate it or not - can present an entirely different set of challenges. Thankfully, Riviera’s resident career development specialist Wendy Sacuzzo is hosting a free Salary & Negotiation webinar at noon this Tuesday, June 9th, to guide you through the process. 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

VentureBeat - How to Win the Talent War Without Outspending Your Competition

There's a misconception out there that you have to spend an exorbitant sum of money to attract the best talent. In fact, companies in start-up mode should be thinking up more creative ways to hire rather than pouring huge sums into comp packages. One thing they can do is focus on a short list, as outlined by Rivi's own Michael Morell in this recent VentureBeat article.

(VentureBeat) – How to win the talent war without outspending your competition

There’s no two ways about it, employees want a good salary and even better benefits. Actually scratch that. They don’t want them — they expect them. Sometimes companies competing for top talent are tempted to pour money into expensive packages, further depleting already small budgets — a risky move when you’re in start-up mode. But there’s plenty of evidence that the war to attract the best talent can be won by looking at benefits in a broader way – and doesn’t have to cost an exorbitant amount. In fact, going beyond comp packages alone can often be what makes or breaks your ability to attract the best and brightest. Here’s how it can be done…

Tell your story first

If you haven’t done so already, take a look at this guide to building a great employer brand. Long before a prospective employee ever finds out about the specifics of your compensation and benefits offerings, they get a sense of who you are through your employer brand. Job seekers who feel a strong connection to your brand will be more forgiving when it comes to pure dollars and cents and are less likely to prioritize pay and benefits over other factors. “Believe it or not, someone will take half the salary if they value the work environment,” claims Ryan Farley who co-founded LawnStarter, a start-up that makes it easier for lawn care pros to manage their business from a mobile device.

Read the full article here…