Skip to main content

A CEO, a Million Dollars and No Staff

A CEO, a Million Dollars an No Staff
This title sounds like the beginning of a bad joke but it’s actually the beginning of a real story.
It started when I got a call from one of our company’s investors. He told me that another company he invested in, needed help recruiting talent. We get calls like this all the time but this one was different. The initial investment made in this company did not work out and the investors decided to push the reset button.
The technology was amazing but the company lacked leadership. They brought in Joseph Fishman, no rookie to the tech world. Joseph has many years of experience leading technology teams from an idea to worldwide operation. However, this company, Quantum RGB, had just the support of the original scientist who developed the technology but no staff. They had Joseph - their new CEO and a million dollars.
This is the situation every recruitment company dreams of. We had an opportunity not just to hire Quantum’s initial team but also to help the CEO craft the hiring strategy that would form the basis for his new company. We sat down with Joseph and brainstormed for hours. Who should be hired first? What was the right mix of people? What is the DNA that we need to look for in these people so they can mash as a team? It was clear that the first hire should be VP of R&D. We brought two of our top Talent Experts and got them engaged in the process.
The first step was to use Talenya’s technology to find candidate profiles we thought were qualified for the VP job and get the CEO’s feedback. Our experience is that until the hiring manager sees real profiles, they are unable to articulate the types and characteristics of candidates they’d deem ideal. Once we got that feedback and could come to a consensus, we were able to form a good idea about the skills and experiences Joseph was looking for in a VP and could set our software to start looking for the right talent.
Now, we started what we call “The Blitz”. Our Talent Experts used our platform to contact hundreds of candidates and we ended up presenting 8 candidates to an interview. Since Joseph had no office, we gave him a room in our office and participated in every interview he had. The candidates came one after the other. Soon Joseph knew his top prospects.
Within two weeks Joseph hired Michael who was an ideal hire for the VP spot. Now we engaged Michael to help screen the rest of the team. The entire team, just four people, were hired in two months. The positions we recruited for were not easy. We had to find unique talent with skills in video analytics and image processing algorithms.  But our software and process along with Joseph and Michael made the difference. We all worked together as a team and the mission was accomplished successfully and on time.  Now Quantum RGB is on the path to success. With great leaders and talent, success is imminent. And most importantly we became friends and neighbors. Joseph and Michael rented their new office in our building.

Gal Almog is a veteran entrepreneur and the co-founder and CEO of Talenya, a technology- based recruitment company. www.talenya.com . 


Joseph Fishman and his team at Quantum RGB in their first meeting

Comments

  1. Really you have done a fabulous job. I appreciate your efforts.. how to earn money online

    ReplyDelete

Post a Comment

Popular posts from this blog

Why companies can't hire Data Scientists?

Why companies can’t hire Data Scientists?
There are about 2,500 Data Scientists in Boston. Indeed.com displays 1,643 job listings for Data Scientists in Boston. That means that there are around 1.5 Data Scientist jobs per candidate. But not all Data Scientists in Boston are looking to switch jobs. According to data analyzed by my company, Talenya, only 227 of the 2,500 are likely to be open to new opportunities. That’s more than 7 jobs per candidate! This is what the “the war for talent” looks like and it gets worse.
Assuming you’re a small, growing company looking to hire Data Scientists in Boston, you will be competing for talent against giants like Amazon (123 openings), Pfizer (42 openings) and Biogen (35 openings).
While the small companies are willing to pay around $120,000 for a Data Scientist with a few years of experience, the big guys are willing to pay $160,000 - $230,000.  If you’re a Data Scientist, which job are you going to take?
What can the small companies do to attract…

Knock, knock knocking on Talent‘s Door

Imagine you were looking to buy a house in a specific neighborhood. The problem, however, is that you have no idea how many houses are in the neighborhood, how many are for sale, the going prices and the demand for these houses. You could post an ad online and ask people to call you. But this strategy is unlikely to generate the response you are looking for. You could retain a realtor but realtors have no information which people are considering listing their house. I am giving you this analogy because the challenges in recruitment are not very different. 95% of the people that companies look to hire for critical jobs are not looking for a job. Traditional recruitment doesn’t work because it’s like roaming around the neighborhood knocking on doors, seeing if the owners are interested in selling. Recruiters typically search for talent on LinkedIn and contact people that seem like a good fit. They contact them one by one, hoping one of them will be interested in their offer. It is sad to …