Our Talent Platform: The RiviApps Suite

In case you missed it: We believe that full-stack business is the future of recruiting. That’s why we’ve been hard at work creating a tech platform that serves all three spokes in the recruiting wheel--recruiters, companies and talent. The RiviApps suite is a unique and cohesive system that engages all three parties while providing real-time transparency into the recruiting process, thus reducing friction and increasing efficiency. Tying all of these things together provides a true end-to-end experience that benefits everyone.

For one, 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. Additionally, they’ll be able to evaluate candidates based on different criteria and be able to assess potential matches by changing the weighting of various priorities. Ultimately, companies can also choose the level of recruiter help desired, which lets them operate within varying pricing parameters.

On the talent side, people are going to find the recruiting process much less time-consuming. They won’t be constantly contacted by recruiters; rather, they’ll be served only relevant deals, which will get better over time as the app learns their preferences. They can also choose their level of engagement with both companies and recruiters--they have the option to interact directly with companies if desired. Recruiters will act more as career advisors, as the majority of matching (and “pitching”) will be handled by the technology. Plus, the platform will play host to a community of like-minded individuals, as well as valuable resources for both active and passive candidates, such as advice on resume building, how to conduct yourself in an interview and what types of roles make the most sense based on a desired career path.

With RiviApps suite, the recruiter role is vastly different than what we’ve become used to in the traditional approach. There’s always going to be a human element in decision making, but we think recruiter focus should be on the relationship, engagement and negotiating side of equation. We want recruiters to be able to spend more time on these high-value elements, versus time-sucking tasks like scheduling meetings and sifting through profiles trying to find people--technology can handle those things just fine. Now, recruiters can spend their time meeting with people and developing relationships, which allows them to assess intangible factors that enable better company/talent matches. Their role in this “new world order” is much more about consulting. That’s a critical part of the process that only a human can do, and there’s no reason for it to change.

We’re using the machine to augment and amplify what the recruiter does best. A human can only match across maybe a dozen or so jobs; with a machine, it's infinite. And technology can take in more variables to optimize matches based on preferences. Additionally, tech provides blanket of transparency across all three parties that helps them all make better decisions faster. It’s a true human + machine approach: The human element improves machine, and vice versa. That’s the differentiation between Rivi and the rest.

Tips for Recent Grads: How to Find a Great Career, Not Just a Good Job

It’s the time of year again when recent graduates test the fiercely competitive job market and look to begin establishing themselves professionally. The good news is that college hiring is expected to increase 9.6% for grads in 2015. Still, it’s a competitive market out there, and you’re going to want to stand out. In my experience, there are key traits that differentiate good careers from great careers. The leading industry executives you see today have not earned their positions by accident. What some may view as overnight success is often the fruit of driven people making intentional decisions about which companies they work for, who they work with and where they see themselves going.

My greatest piece of advice to new graduates looking to start their careers is to always have a plan. Be proactive. Take chances and make stuff happen. Here are a couple of recommendations that will help a new graduate to not only find a good job, but begin a great career.

Get the education you need

It’s no secret that there’s an ongoing talent war waging in Silicon Valley. Nearly every tech company is on the lookout for tech-savvy engineers armed with the right skills to grow with them. Needless to say, graduating with a degree in the Computer Science/Engineering fields will help your resume find the top of the stack.

The competition is fierce, and it’s always in your best interest to brush up on the current tools of the trade. Consider taking supplementary classes, courses or trainings to strengthen your programming--Java, .net, Ruby on Rails and Mobile platform development are all skills that are (and will continue to be) in high demand.

Remember that you’re playing in a crowded pool

Think you have the next great startup idea? Maybe you do--but maybe you don’t. There are tons of new startups popping up everywhere and a lot of them have some really interesting ideas. However, to truly differentiate yourself from them all, where does your idea take the playing field where those others don’t? The hottest markets (gaming, mobile, cloud storage, e-commerce and social networking) are driving the creation of new services and applications on a daily basis; while they are great niches that will see a lot of growth in the coming years, if your idea can’t blow away the competition, you might want to reconsider.

Don’t just look for a boss, look for a mentor

A mentor is someone who has been where you want to go. Look for someone who has had great successes and is now currently doing what you would like to be doing some day and get some pointers. A mentor can also help maneuver against obstacles early in your career. Sergey Brin, co-founder of Google, says one of his mentors, the late Professor Rajeev Motwan,  I was able to help guide he and co-founder Larry Page through early technical and organizational challenges. Spending a couple of years under a good mentor who can teach you the small nuances not found in training manuals will help you acquire the experience that no title can bring.

Find a great company

And not just the companies you see on the news, or the next hot ticket going public. While researching open positions in companies, ask yourself does this company have good investors? Have they done great things before? What are their past successes? What is the opportunity for future success? Do they address a large market? Do they bring creativity to the table? Look for “yeses” in multiple categories.

People are key

When Kevin Hartz, co-founder of Eventbrite, was asked how he became such a successful investor and entrepreneur, he credited a majority of his success to “trying to find really talented, smart people and [staying] close to them.” Remember that you will spend more waking hours alongside the people you work with than you will with your family (especially in a startup environment). Find great teams where you can do something you love with people you enjoy being around.

Passion is everything

If you ever have to make the decision between passion or money, choose passion every time. It wasn’t money that inspired Andrew Mason to come up with Groupon. Rather, it was a $175 cell phone cancellation fee. Mason, co-founder of Groupon, felt that the Internet could be leveraged as a great resource to help people come together and solve problems collectively. The rest is Silicon Valley history--Groupon eventually came to be because of Mason’s passion behind rallying people toward a common goal.

Passion gets you the things money can’t buy. It will keep you invigorated when working long hours or through the weekend. Passion keeps new ideas flowing and motivates you and the team around you to keep pushing the envelope and reach the next level. Simply, passion fuels greatness.

Riviera Partners Named #3718 To The Inc. 500 | 5000 List

For the fifth year in a row, we are pleased to announce that Riviera has been included in Inc’s annual top 5000 Fastest Growing Companies in America. This year, Inc. ranked Riviera number 3718 on its 34th annual Inc. 500|5000, an exclusive ranking of the nation’s fastest-growing private companies. As noted by Inc. editors, the average company on the Inc. 5000 grew nearly six-fold since 2012; Riviera's own growth echoes similar significance, and we are honored to share this prestige among other independent businesses across the country.

Only a small fraction of the nation's companies have demonstrated such consistent high growth, especially in the search market, and Riviera has shown recognizable growth for five years running. Our constant commitment to innovation, and focus upon delivering the best service and experience to our customers sets us apart and makes Riviera a great place to work.

The Inc. 5000's aggregate revenue is $211 billion, generating 505,000 jobs over the past three years. The average company on the list achieved a mind-boggling three-year growth of 490%. The Inc. 5000's aggregate revenue is $205 billion, generating 647,000 jobs over the past three years. Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000.

TechBeacon - 4 ways to recruit and retain software engineers

So you've learned how to recruit the best software engineers to your team; now the trick is keeping them there. After hiring, retention is the critical factor to ensure you keep churning out great product. Beyond the obvious--fair comp packages and perks like catered lunches--there are a few less tangible ways you can keep people motivated and engaged at your company. TechBeacon lays them out--with a little help from Rivi Technical Recruiter, Tonya Shtarkman. 

(TechBeacon) - 4 ways to recruit and retain software engineers

Shipping a continuous stream of great software requires more than just hiring top software engineers. You need to recruit and keep them for the long haul, as well as motivate them to solve new problems in creative and efficient ways.

"Catered lunch and free drinks and snacks are almost a requirement in the startup world today," says Tonya Shtarkman, lead technical recruiter at Riviera Partners, a San Francisco-based recruiting firm. So are other perks such as areas for employees to socialize, quiet rooms for focus, toys and games, showers, and exercise equipment.

Assuming that you've met such "checklist" items and are paying market wages, here are four less tangible ways to recruit, motivate, and retain your best software engineers.

See the full article here...

A Look Back at Recruiting in Q2

In case you missed it, we recently shared our latest installment of our quarterly newsletter! Read about what the latest news about our recruiting platform, trends among the salaries of engineers, and recent insight shared with the media.

We don't know about you, but 2015 seems to be flying by at Rivi. As engineering hiring continues to boom, we've been busy finding the perfect match for clients and candidates alike. In addition, we've moved offices and are working hard on RiviApps which will allow all three spokes in the hiring wheel—companies, job seekers and recruiters—to work together in the most efficient, transparent way possible. Click on the links below for more details on what we're cooking up for you. And if you're an engineer on the look-out for new opportunities we have some interesting data to share in our survey.


Sutro 4.0 The First Step Toward the Future of Recruiting
Introducing Snap: A Rivi App for Companies
Closing the App Gap: Rivi's Talent Portal
Engineering Salary Deep Dive

We once again dug into the compensation figures for junior, mid-level and senior engineers. Here's the high level nitty gritty:

  • SF is still a hotbed for startups, but they're prolific all over the Silicon Valley
  • Salaries are consistently climbing at VC-backed companies
  • Ruby and Python are two of the top paying skills to have
  • Engineers are seeking out greener pastures in hopes of finding new challenges
The Guardian

The Three Biggest Reasons Staff Leave


Who Treats Workers Better: Silicon Valley or Wall Street?

read more read more

How to Win the Talent War Without Outspending Your Competition


Five Killer Questions Software Engineers Should Ask on Their Next Job Interview

read more read more

Recruiters Use These Signals to Determine When Someone is Ready to Switch Jobs


Not a Mega Tech Brand, But Still Want Top Talent? Offer Creative Perks

read more read more

TechBeacon - How to dig past the buzzwords to recruit the best software engineers

If you're running any kind of growing tech company, chances are you're going to need a software engineer or two. The key to success is finding those diamonds in the rough that have both the technical chops and the ability to mesh with your current team and the company culture. When you're evaluating candidates, there's a set of questions that can help you narrow in on just the right fit.

(TechBeacon) - How to dig past the buzzwords to recruit the best software engineers

In today's seller's market, it's hard enough to get a qualified software engineer with popular skills such as C#, Java, C++, or JavaScript in the door. Once you do, how do you separate the superstars from those with just carefully crafted resumes?

Based on interviews with development managers and recruitment experts, these five questions you should be asking job candidates are aimed at evaluating not only a prospect's technical chops also but his or her ability to communicate and work with real, live people.

See the full article here...

Closing the App Gap: Rivi's Talent Platform

We’ve taken many steps our quest to make recruiting a full-stack business. We built Sutro, our in-house data aggregation platform; hired a team of developers and others dedicated to technology; and released a beta of Snap, our app designed to give companies full transparency into the hiring process. But we’re not done yet. Next on the horizon: an app designed to give talent more control in the job marketplace. This third app will complete the initial suite of apps comprising RiviApps.

In order to offer a true end-to-end experience, we need to serve all three spokes in the hiring wheel: the recruiters, companies and candidates. Our latest app will bring the RiviApps suite full circle, offering a way for engineering talent--both active and passive--to access a rich library of information designed to help them find and secure their ideal position, as well as assist them in managing their careers more broadly.

At its core, the new talent app will offer all the essential information around potential engineering opportunities in the marketplace. This includes information such as profiles and culture of the company, the problem that is being addressed, what the role entails, the investors in the company, and much more.

A significant benefit for the candidate with this new app will be increased transparency and greater control. For example, talent can see in real-time what's going on with an opportunity, as well as what the perception is in marketplace from other candidates who are exploring the same or similar opportunities. With this new app, people won’t be reliant on the recruiter to match them; instead, they will interact with the recruiter and the technology to tailor matches. And as they interact with the system, it will learn about preferences and factor those desires into the matching process.

Over time, the app will provide experiences beyond the basic act of seeking a new role. Participants in the app will be able to engage with other people on the platform. These interactions could result in a variety of mentoring, networking and knowledge building opportunities within the engineering community. It’s a little bit of a Quora for talent, so they can ask the questions and receive answers from other experienced professionals, but it’s more heavily focused on career development and management. Our recruiters will have a role in this community as well, providing advice on topics such as resume building and how to conduct yourself in an interview. This network of experts will be carefully curated, so that those using the app know that they’re going to get quality information.

Additionally, our full suite of apps allows people to choose the level of engagement they want from the recruiter, and we will tailor the experience based on the desires of the participants. This could include direct interaction between the candidate and the company, with the recruiter acting more as a career advisor.

With the talent app, we’re building toward the future by creating a full recruiting platform. Once this is in place, the entire system becomes more collaborative, efficient and transparent.

VentureBeat - Not a Major Tech Brand, But Still Want Top Talent? Offer Creative Perks

As the tech market continues to boom, top-notch engineers continue to be in hot demand. As a result, smaller startups that might not have the capital to compete with comp packages from the likes of Google and Facebook need to get creative to snag great talent. The first place to put your efforts: perks. Rivi Co-Founder Michael A. Morell has some suggestions.

(VentureBeat) - Not a mega tech brand, but still want top talent? Offer creative perks

In today’s competitive talent marketplace, it may seem impossible for a small tech startup to attract top notch engineers, especially with recent announcements like Netflix’s policy to allow unlimited maternity leave, but a little recruiting knowhow goes a long way.

In today’s job market perks are the norm, with things like free food actually becoming more a requirement than a perk. Other fairly common perks are unlimited vacation, work-from-home flexibility, and family medical benefits – but if you get creative and think outside the box, there are a number of other appealing benefits you can offer potential employees that just might be the icing on their cake.

Read the full article here…

Engineering Salaries Reviewed

If you're an engineer who's on the look-out for new opportunities, we've got some interesting data for you. We've been keeping an eye on the engineering candidate marketplace over the past 12 months and have observed some trends worth sharing. We've got the goods on the highest paying skills, the highest paying roles and bonus frequency--to name a few. Get all the details in the infographic below.

2015 Engineering Candidate Marketplace In Review II - Riviera