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You want Diversity? Try hiring someone without a college degree or MBA for a position that obviously does not need one. Try hiring someone from outside your industry. Try finding people who don't think like all the other people you are hiring.
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Why is no one looking at the 𝗛𝗶𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 as a 𝗣𝗿𝗼𝗱𝘂𝗰𝘁? Building a highly effective hiring process requires a few things: • High ability to predict future job performance • Candidate experience • Hiring Manager experience • Measurability, and scalability When adapting to a product mindset, you are forced to: • 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗱𝗮𝘁𝗮: In product management it's imperative to understand how your product is performing. • 𝗨𝘀𝗲𝗿 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Building great products that users enjoy, requires focus on the user experience. • 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: Building a product means constantly pushing innovation, iterating on the product in close collaboration with the end-users. All of the above are absolutely critical when building a highly successful hiring process. I'm joining Sofie af Ekenstam, Karin Holmquist and Erik Stawreberg this Thursday May 16th at 16:30, to speak about my perspective on Hiring Processes as a Product, and how to be truly data-driven at Greensteps opening event in Gothenburg. Would love to see you there - invitation is in the comments 🚀
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Are you considering hiring a VP of Engineering? Or are you a techleader curious about what companies look for when hiring a VP or Director of Engineering? Then check out our brand new Scorecard on how to hire your next VP of Engineering: https://lnkd.in/eNtMqzGc #engineeringleadership #engineeringleaders
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We find technical people who solve business problems ◆ Transparent Search ◆ Transparent Teams ◆ We are Vocative
How technical does a tech leader need to be? There's no right answer of course. This is really a story about internal communications. We're currently working with a customer to help them hire a Head of Software Engineering. (It's going fine by the way, this is just an example. Just in case you're reading, Iain!) It's a delicate balance of a role. It needs someone who can take a technical lead with the team. Someone who can mentor them. Someone who can really deepen the technical capability in the business. But it needs a leader. Someone who can get the process humming. Someone who can work with the CEO and make an impact on the business itself. And you can balance those needs. But you can only balance those needs if everyone understands that it's a balance - and everyone knows and accepts their part of the process and the decision. It'll be different in every business. It'll be different in every situation, in fact. And our job in that process, and in every similar process, is to get it clear, to get the process straight, and to hold the line through the hiring journey to make sure we stay on track. Clarity and communication are everything, if you want to get the right person Vocative #hiring #business #communication
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