Want to learn the key to finding, engaging, and hiring software engineers for your company?
The battle for the top software engineer talent may be tough, but we’ve got you covered. In this 30-minute webinar, OpenView’s Meghan Maher, Katy Smigowski, and Diana Martz discuss the best strategies and practices for recruiting and hiring software engineering talent.
If your idea of the perfect pitch for software engineers is “the opportunity to work with cutting-edge technology,” you’re setting yourself up for failure. Tune in to this week’s labcast to hear OpenView’s Diana Martz share more insights into our latest report, How to Win the War for Top Tech Talent.
Recruiting software engineers may be an uphill battle. With so many tech companies and a high demand for software engineers, attracting the top tech talent seems like an all, out war. No need to wave that white flag. We’ve got you covered with our latest report, “How to Win the War for Top Tech Talent.”
OpenView’s Director of Talent Diana pinpoints the key findings of the points. Listen in for advice on recruiting, engaging, and retaining the most qualified software engineers.
As many tech entrepreneurs and startup founders well know, recruiting software engineers isn’t easy. In fact, it’s often a case of all out war.
OpenView’s report, “How to Win the War for Top Tech Talent,” helps address this issue by sharing the firm’s deep experience recruiting software engineers for more than 20 expansion-stage technology companies around the country. That experience is also bolstered by our findings from a recent proprietary survey of hundreds of software engineers and technical recruiters nationwide.
Entrepreneurs like Zappos CEO Tony Hsieh and venture capitalist Brad Feld have made the case that cultural fit trumps competence, but should you really turn away someone who is highly qualified if they are weak culturally?
As a recruiter, I’ve long been a proponent of the importance and value assessing cultural fit in the expansion-stage recruiting process. In fact, I think ensuring that candidates align with your company’s vision and values, management style, and workplace environment is critical to early-stage recruiting success.
That being said, I’ve been slightly surprised by just how far the pendulum seems to have swung in favor of cultural fit.
These five tips will help hiring managers maximize recruiting on LinkedIn to land top talent.
Everyone knows that LinkedIn is a recruiter’s dream, but how do you effectively tap into that well of potential candidates as a hiring manger? Diane Martz, Director of Talent at OpenView, has a few key tips to leverage recruiting on LinkedIn to your advantage.
At the expansion stage, you need to ensure every hire makes a lasting contribution. Learn how to determine cultural fit with these tips.
Skills and experience are obviously key requirements, but another factor that is just as crucial — especially at the startup or expansion stage — is cultural fit. As OpenView Director of Talent Diana Martz explains in this short video, if a candidate isn’t aligned with your company’s mission and values there’s little chance hiring them will result in immediate and long-term success.
The top talent you’re targeting may have great skills, but if they’re not a cultural fit they likely won’t last long at your company.
In the rush to hire top talent that accompanies every startup and expansion-stage company’s growth, it can sometimes be easy to focus too much on candidates’ experience and skills and too little on whether or not they’re a good cultural fit. But as OpenView’s Director of Talent Diana Martz explains in this short video, cultural fit should actually be one of your primary deciding factors for hiring employees who are going to thrive at your company for the long haul.
In this final post in our three-part HR roundtable series, our experts explain which HR tools and software make the biggest impact on expansion-stage companies.
When it comes to companies operating at the expansion stage, efficiency is the name of the game, and HR can play a major role in eliminating administrative work and streamlining procedures. Especially if they have the right tools.