CNBC - Silicon Valley's Wall St. Talent Raid
We're usually not ones to brag. That is, unless one of our talented team members gets featured on CNBC's Closing Bell, which was recently the case for Rivi Partner Iain Grant. Iain chatted up the host about why more and more banker types from the likes of Goldman Sachs are leaving to join tech upstarts such as Uber.
Curious about the answer? Tune in for all the details.
Attracting Rockstars is Becoming an Increasing Challenge
Is it Q4 already? In the talent acquisition market, it's hard to keep track—things are moving along at the same swift pace.
On the funding side, the marketplace is red-hot and continues to be very liquid; there's plenty of money out there, and we're seeing more unicorns than ever. Although, now that there's 141 of them, can we still call them that? All that said, valuations are creating a little less liquidity in the talent market because there's more risk for that side of the equation. High quality engineering and product talent are often happy where they are, and are likely working towards their current company becoming the next unicorn. Thus, if things are going well in their current role, they question the risk versus reward trade off of jumping into a company already valued at billion dollars or more—especially with what has been a less than favorable IPO market for tech companies of late. And as to attracting people from everyone's favorite high profile public tech companies, well, we've already commented on the difficulty there. So while there are plenty of opportunities out there for engineers and product developers, attracting rockstars is becoming an increasing challenge.
No matter what, you can be sure that that the market will continue to evolve. Here at Rivi, we're not in the business of predicting market turns (we'll leave that to the experts), but we are committed to our continued investment in our technology and our people. Which means we'll be prepared to deliver the best service and experience to our clients and candidate customers, regardless of market dynamics.
John Simonelli is COO of Riviera.
Fast Company - How to Recruit the Right Leaders for Each Stage of Your Startup
Recruiting for a start up is always going to come with some challenges, particularly when you're hiring leaders. It's important to keep in mind that those challenges--and the right type of leaders--are going to vary depending on what stage you're at in the growth of your company. Luckily, we've got the scoop on how to best to hire no matter what the stage of your company. Rivi Partner Sam Wholley breaks it down on Fast Company
(Fast Company) How to Recruit the Right Leaders for Each Stage of Your Startup
If you only recruit for the long term, you'll be short on the people who can actually take you there.
By: Sam Wholley
It's no cakewalk recruiting leaders for your startup, especially when its needs keep changing. A Series A company has different problems to solve than a Series B or Series C company, which in turn have different problems to solve than those of Series D and beyond.
Of course, funding rounds don’t always match up with the evolutionary stages of a growing company and its products, but they can help you map out a strong recruitment plan.
Think of Series A as the childhood years. You need someone with a certain hunger—hungry to solve problems, hungry to build, and in some cases hungry to recruit and manage other people. You might want to look for a "step-up" candidate who hasn't served at the level you're recruiting for, but shows great promise.
Read the full article here...