AlleyWatch - How to Hire an Engineer When You Don’t Speak Tech: Top 5 Areas of Confusion in Engineering Recruiting

Even if your company isn't a tech company per se, chances are you're going to need an engineer at some point. Making a tech hire when you don't speak the language presents its own set of challenges, and there are certain basic skills you need to learn in order to be successful. Rivi Partner Sam Wholley gives his crash course in tech hiring in this recent AlleyWatch article.

(AlleyWatch) - How to Hire an Engineer When You Don’t Speak Tech: Top 5 Areas of Confusion in Engineering Recruiting

Let’s face it: nearly every company needs to fill technical roles these days. But the fact is, many people involved in hiring for these highly-specific roles–from recruiters and hiring managers to CEOs and members of the Board–don’t have a technical background. This can be a challenge when you are trying to fill those roles.

At the technical recruiting firm where I work, not everyone comes in with a technical background but, as a technical recruiter, there are certain basic elements you need to know to search for, and speak with, the right candidate. We equip our team with a crash course in engineering functions to help them ask better questions, speak more articulately to talent and clients, and to provide them with an overall better understanding of the roles that they’re filling—a more efficient and deliberate recruiting marketplace helps everyone.

Part of that course includes the top five areas that every technical recruiter must be able to discern, but which many people with non-technical backgrounds often find confusing. Having just a little bit of knowledge around these areas will help anyone with a non-technical background have more effective conversations with those that do “talk tech.”

Read the full article here...

AlleyWatch - 5 Pro Tips for Onboarding Leaders: The Close is Just the Beginning

You've managed to narrow down the talent pool to that one person who's the perfect fit, and--even better--they've accepted the job. But closing on a deal like this is just the beginning: These early onboarding stages are just as critical as the rest of the hiring processes. Luckily, Rivi Partner Sam Wholley has got you covered with five pro tips to help you successfully onboard leaders.

(AlleyWatch) - 5 Pro Tips for Onboarding Leaders: The Close is Just the Beginning

So you’ve snagged yourself a top-notch leader–nice work! However, just because you’ve closed a deal with your dream VP or C-Level executive doesn’t mean you can rest on your laurels. Once the contract is signed, it’s more important than ever to make them feel welcome. Here’s a step-by-step guide to make sure that once you’ve hooked ‘em, they’ll stay on the line.

#1: Over communicate

As soon as he’s accepted, give him an email address immediately. Even if he hasn’t officially started, you want him to feel like he is already part of the team. We recently had a client relocate a person to California for a new position. The company sent a video welcoming him and a basket of California-specific food items and company swag; things like this will help the new person feel like a part of the family. He should have met with many of the people reporting to him by now–have those people send him an email as well, welcoming him to the team.

Read the full article here...