Oliver Cooke’s Post

Listen to a conversation between our Founding Global CEO, Mona Mourshed, and Kerry Heaton, Chief People Officer at Hg, where they unpack Generation’s #tech research focused on the key hiring trends in entry level tech #jobs. Tune in to learn more about the report here 👉 https://lnkd.in/ey4BXWiS.

I speak with PE Firms regularly. If they use a 3rd party service provider when recruiting they tend to use their “own” people, sourced typically via referrals or through their network. I’m lucky I get to partner with several PE firms on both sides of the pond. Hiring #CTOs and senior level hires into a PE firms portfolio presents it own unique challenges. So I thought I’d share some. Here are 6 of the most common: 1. Competition with Tech Companies: PE firms may struggle to compete with tech giants or #startups offering higher salaries, equity incentives, and more attractive work cultures. 2. Limited Understanding of Tech: Understanding the nuances of tech roles and skills required can be a challenge for some PE firms more accustomed to traditional industries. 3. Cultural Fit: Integrating tech talent into a portfolio company's culture, which may be different from that of a tech #startup or established tech company, can be a hurdle. 4. Rapidly Changing Landscape: The tech industry evolves quickly, making it challenging to identify and attract talent with the latest skills and expertise. 5. Lack of Network: PE firms may not have extensive networks in the tech industry, making it harder to source top talent and assess candidates effectively. 6. *Retention: Retaining senior tech talent can be difficult if the portfolio company lacks a compelling vision, growth opportunities, or competitive compensation packages. Being aware and addressing these challenges often requires a strategic approach, including building partnerships with a tech-focused recruiter, offering competitive compensation and benefits, providing opportunities for skill development and career growth, and fostering a culture that appeals to tech professionals. Anything you care to add? Until next time people. I’m Warren Beazley, #thectorecruiter 🚀𝗜 𝗿𝗲𝗰𝗿𝘂𝗶𝘁 𝗵𝗶𝗴𝗵 𝗶𝗺𝗽𝗮𝗰𝘁 𝗖𝗧𝗢𝘀 & 𝗧𝗲𝗰𝗵 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 🏅𝗔𝘀𝗸 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗮𝗱𝘃𝗶𝗰𝗲 & 𝗴𝘂𝗶𝗱𝗮𝗻𝗰𝗲 📝𝗜 𝘄𝗿𝗶𝘁𝗲 𝗱𝗮𝗶𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝗖𝗧𝗢𝘀, 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗶𝗽𝘀, 𝘀𝘁𝗮𝗿𝘁𝘂𝗽𝘀 & 𝗹𝗶𝗳𝗲 🔔𝗥𝗶𝗻𝗴 𝘁𝗵𝗲 𝗯𝗲𝗹𝗹 𝗼𝗻 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘁𝗼 𝗯𝗲 𝗻𝗼𝘁𝗶𝗳𝗶𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝗽𝗼𝘀𝘁 💡𝗝𝗼𝗶𝗻 𝗼𝘂𝗿 𝗧𝗲𝗰𝗵𝗧𝗵𝗶𝗻𝗸𝗧𝗮𝗻𝗸 𝗪𝗵𝗮𝘁𝘀𝗔𝗽𝗽 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 ☎️ 𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟱-𝗺𝗶𝗻𝘂𝘁𝗲-𝗶𝗻𝘁𝗿𝗼-𝗰𝗮𝗹𝗹 #privateequity #pefirms #executivesearch #techtalent

In the intricate world of European tech executives, a notable shift is underway. Founders are dedicating significant upfront time to meticulously craft essential roles crucial to their business journeys. It's not just about attracting talent but also retaining. Observers also note the absence of a gender pay gap among executive ranks in European tech. This equilibrium is a result of sophisticated negotiation. Executive candidates, armed with a keen awareness of their market value and negotiation acumen, navigate compensation with finesse. A recent Sifted article highlights the dynamics. European tech is experiencing a 40% YoY hiring decline in 2023. Various forces, notably drying in the late-stage venture capital market, cast shadows on the stage, but it also highlights these positive dynamics of finding the right leaders for the right roles. What do you see in the market Mike Drew Daniel Glyn-Jones David Bell Sam Smith Markus Trost Xavier GUZMAN Niklas Tygård Lars Smith ? #executivesearch #scaleup #technologyleaders (Supporting data from Ravio report - a compensation platform)

Quiet Hiring - Has Your Business Applied this Top 9 Work Trends in 2023? According to Havard Business Review, there are 9 top work trends for 2023, including #Quiet_Hiring. What's it? How businesses and tech startups can benefit from this type of hiring? 👉 Check this out! 🎯 Read our full tactics to win the 3-day hiring here: https://lnkd.in/g3pvEyXa #techhiring #itrecruiter #howtohire #talentacquisition

If you recruit for or work in the technology industry, then you probably already know that most product teams can feel about as diverse as a box of Altoids. But do you know just how bad the numbers are? If not, there’s a good chance you’re actually underestimating the lack of diversity in tech. Not to mention that those stats are crucial context for effectively finding and vetting diverse talent. 💻💡Click the link below and Read our blog on Diversity in Tech by the Numbers: Age, Race, & Gender https://lnkd.in/gErR9A34 #recruiter #hiring #HR #hiringmanagers #careers #job #recruitment #hrhiring #recruiterjobs #talentacquisition #techrecruiter #techrecruiting

If you recruit for or work in the technology industry, then you probably already know that most product teams can feel about as diverse as a box of Altoids. But do you know just how bad the numbers are? If not, there’s a good chance you’re actually underestimating the lack of diversity in tech. Not to mention that those stats are crucial context for effectively finding and vetting diverse talent. 💻💡Click the link below and Read our blog on Diversity in Tech by the Numbers: Age, Race, & Gender https://lnkd.in/ghrsCySS #recruiter #hiring #HR #hiringmanagers #careers #job #recruitment #hrhiring #recruiterjobs #talentacquisition #techrecruiter #techrecruiting

Our region, from Baltimore to Richmond, is one of the nation’s leading tech employment hubs. Employers across all industries—from government and healthcare to the arts and energy—hire workers from an array of educational backgrounds to succeed in today’s increasingly digital economy.     Our Board Partner McKinsey & Company’s Nora Gardner, Brooke Weddle and Georgios Athanasakopoulos shared with Washington Business Journal that our region has about 135,000 tech job openings this year to date—almost double Silicon Valley’s 73,000—with competition for that talent as fierce as ever.    To attract and retain top tech talent, we must close representation gaps and work together to grow talent pools. Read McKinsey & Company's full article to learn how Greater Washington Partnership works with the private and public sectors to seize these moments and welcome tremendous inclusive economic growth into our region: https://rb.gy/8pszu    #InclusiveGrowth #TechTalent

The biggest mistakes I've made have 100% come from bad hiring choices. In my early years at a bootstrapped Fintech and then later on running my own darling company, Ivy Tech, I was brand new to hiring my own team. I made some hires which cost me a lot and I made some which yielded massively. While I am still on a growth journey, I am learning to: ✅ be less impressionable ✅ do solid reference checks ✅ not talk so much in the interview myself 😆 6 key take aways from my experience: 💚 Define Your Company Culture - it doesn't have to be a fancy deck, just dot down what kind of employer you want to be and what kind of people you want on your team. 📊 Build Your Future Org Chart - take 30 mins and draw up an org chart of what your team over the next 12 months would look like in an ideal world. Work backwards from there. 💳 Plan Your Finances - understand how much money you will likely have available at what time and then look at different hiring option. In-house versus outsource? Or something in between like Ivy Tech? 🤝 Be Flexible in Your Compensation Approach - early days can be tough on the cashflow, so think about vested shared or bonus structures instead of a high base. 🦁 Look for Hungry People that Share Your Vision - passion and enthusiasm count for more than the "perfect" CV. Ask for referrals to great people within your networks. 🔎 Be Rigorous in Your Screening - have at least 3 interviews, do 1-2 reference check with a previous employer via video call, ask for a written reference. You won't regret this step. Get a free chat in the diary with me for more in depth knowledge or read this article here: https://lnkd.in/ehg26dFd #techhiring #remoteteam #softwaredevelopers #womenintech

Do you work or hire in tech? Then this is worth a listen.   Our Innovation Director, Gary Silbermann, talks with Business Day and Financial Mail Economist, Mudiwa Gavaza, MBA. Together, they explored the latest hiring trends and strategies being adopted by industry tech giants to course correct after periods of rolling retrenchment. #techjobs #recruitment #findingtalent

Most early-stage startups need top tech talent capable of 0->1. It's critical. Revenue is left on the table because of undeveloped products/features. 📈 5 reasons why a stellar recruiting partner, like SingleSprout, will exponentially increase the odds of landing that talent: 🌐 Bigger Network: They introduce you to exceptional candidates you haven't engaged. 🔍 Lasered Vetting: Beyond resumes, they provide tailored insights, saving you time and providing more meaningful conversations with the candidate. 🎯 Prepared Candidates: Informed, engaged, and interview-ready. 📞 Consistent Communication: Candidates kept in the loop exponentially increase chances of closing. ⏰ Efficient Process: Feedback drives speed and precision. Are you leaving money on the table by not using the right recruiting firm?