SignalFire’s Post

Tech has taken it in the assets for the last couple of years, hasn’t it? “Last year, 2023, saw a big jump in job cuts, reaching a whopping 270,416—a staggering 396% more than the year before. The tech industry took a hard hit, losing over 240,000 jobs, marking a 50% increase from the previous year. The tech world, already facing upheavals in the last two years, is set to continue its challenges in 2024. In just the first four weeks of this year, big players like Meta, Amazon, Microsoft, Google, TikTok, and Salesforce let go of around 25,000 employees. According to Layoffs.fyi, 93 tech companies laid off 24,584 employees in 2024.” – Forbes’ Goldie Chan If you consider your people your #1 asset, that’s a pretty hard pounding on tech. This has impacted not only the newbies who came into and onto the field during boomtimes of the pandemic, but those folks who had been at the top echelons for years. . .and sometimes their whole careers. Obviously, the tech CEOs know that, if you’re going to make cuts, it’s way more efficient to see where you can lop off a higher-level person than 3 more junior folks. I’ve become very involved over these last years in helping these senior tech execs and sales leaders make unexpectedly upwardly mobile moves at a time when simple survival in one’s job would be gratefully accepted. In order to stand out and rise up in a challenged industry, you need a superpower that others don’t have. For those I’ve supported, that superpower is learning to approach their transition from a “backdoor” angle. The three pillars of that approach that enables their unexpected upwardly mobile results are:   👉 Leveraging their unique career experience into a holistic narrative – a career inventory – that clarifies their one-of-a-kind value. 👉 Creating a positioning platform around that narrative – their personal brand – to stand out among other leaders. 👉 Accessing hidden, “backdoor” opportunities through strategic relationship building for higher impact and pay. If you’re in a similar tech dilemma – or really any field, as this approach is agnostic and not limited by industry – take a few minutes to hear Maurice’s experience below. After 20 years with one of the main marquee companies of the tech world, he found that a whole new world awaited him outside of the nest. Want to insure your own unexpected upward mobility, no matter how your industry or the economy in general is performing? Answer a few questions and then schedule a complimentary Career Elevation Assessment here: https://lnkd.in/euyryaSk When your industry or the economy is questionable, there are ways to set yourself up to be unexpectedly upwardly mobile, and unquestionably indispensable. #executivetransition #toptalent #personalbranding #careercoach #backdoor #jobsearch #ceo #careerguy https://lnkd.in/gZWK67AE (You can see the same video on his profile from last year.)

Tech has taken it in the assets for the last couple of years, hasn’t it? “Last year, 2023, saw a big jump in job cuts, reaching a whopping 270,416—a staggering 396% more than the year before. The tech industry took a hard hit, losing over 240,000 jobs, marking a 50% increase from the previous year. The tech world, already facing upheavals in the last two years, is set to continue its challenges in 2024. In just the first four weeks of this year, big players like Meta, Amazon, Microsoft, Google, TikTok, and Salesforce let go of around 25,000 employees. According to Layoffs.fyi, 93 tech companies laid off 24,584 employees in 2024.” – Forbes’ Goldie Chan If you consider your people your #1 asset, that’s a pretty hard pounding on tech. This has impacted not only the newbies who came into and onto the field during boomtimes of the pandemic, but those folks who had been at the top echelons for years. . .and sometimes their whole careers. Obviously, the tech CEOs know that, if you’re going to make cuts, it’s way more efficient to see where you can lop off a higher-level person than 3 more junior folks. I’ve become very involved over these last years in helping these senior tech execs and sales leaders make unexpectedly upwardly mobile moves at a time when simple survival in one’s job would be gratefully accepted. In order to stand out and rise up in a challenged industry, you need a superpower that others don’t have. For those I’ve supported, that superpower is learning to approach their transition from a “backdoor” angle. The three pillars of that approach that enables their unexpected upwardly mobile results are:   👉 Leveraging their unique career experience into a holistic narrative – a career inventory – that clarifies their one-of-a-kind value. 👉 Creating a positioning platform around that narrative – their personal brand – to stand out among other leaders. 👉 Accessing hidden, “backdoor” opportunities through strategic relationship building for higher impact and pay. If you’re in a similar tech dilemma – or really any field, as this approach is agnostic and not limited by industry – take a few minutes to hear Maurice’s experience below. After 20 years with one of the main marquee companies of the tech world, he found that a whole new world awaited him outside of the nest. You can see the same video on his profile from last year. Want to insure your own unexpected upward mobility, no matter how your industry or the economy in general is performing? Answer a few questions and then schedule a complimentary Career Elevation Assessment here: https://lnkd.in/emx-ATCW When your industry or the economy is questionable, there are ways to set yourself up to be unexpectedly upwardly mobile, and unquestionably indispensable. #executivetransition #toptalent #personalbranding #careercoach #backdoor #jobsearch #ceo https://lnkd.in/ghqdws-E You can see the same video on his profile from last year.

One month into 2024 and already AI, layoffs, and Gen Z in the workplace are making headlines. To help IP teams navigate the current innovation and business climate and to offer some clear direction forward, we interviewed over a dozen thought leaders to create a report on what's been happening — you can download a copy here - https://lnkd.in/d_MSb4GP. We hope it helps build awareness in the IP community and inspires bold action during this transformative time. What's been the tone of your 2024 so far? Is it the same or different as what our report suggests?  Let us know what you think!  #intellectualproperty #iplaw #patents

Carly Holm examines AI’s impact on tech jobs and the need for companies to adapt with the right tools or partners In March, employees in the marketing and communications division […] The post How artificial intelligence is influencing tech-sector layoffs and reskilling first appeared on . The post How artificial intelligence is influencing tech-sector layoffs and reskilling appeared first on . Read the whole article here: https://lnkd.in/dNvYE7U2

This is a vital lesson for any entrepreneur: never underestimate the power of your network 💪 . While money is crucial, it cannot purchase the intangible values that truly enrich a workplace—respect, care, and support. These are not just gifts; they are superpowers we bestow upon our colleagues. And when someone departs from a well-nurtured team, these superpowers don't vanish; they proliferate, enhancing every new environment they reach 📈. Always remember, every former team member is a lifelong connection, offering endless inspiration, mentorship, and trusted business opportunities. A network does not terminate with employment. Continually engage with your former colleagues and witness how it exponentially elevates your professional journey🚀.

Every year I do an annual gathering of all the people who worked on my team when I led Network for Techstars. So many companies, leaders and managers think of former employees as transient. Reframe that view. Look at them as connections for life helping you in this role in the next (and you doing the same for them). Former employees are great sources of inspiration and mentorship, business development leads and rebound hires. A network doesn't end with employment. Your engagement with former employees shouldn't either.

John is one of the two people I consider to have been a mentor during my career. I worked with him for less than three months and will drop everything I am doing to share a beer with him, and I know he will answer my call at any point to give me advice. I've learned untold tactical advice from him, and he's helped me mature and grow immensely; but what I can give you for free is the two most important learnings I have from John Hill: 1. Your network is like your 401(k), you need to invest in it before you need it. Meet others relentlessly, and try as hard as you can to provide value to them. At some point you might need or want something from them, and withdrawls are much easier when you've made deposits. 2. Assume good intent. Conflict happens, and when you disagree with a colleagues actions you should consider their perspective and also consider that they likely believe they are taking the most rational action.

Whether you're dreaming of building the next big thing or in search of top-tier tech talent, fliT is here to make it happen. Let's talk – tell us how we can turn your ideas into reality. ✨ #fliTTransforms #InnovationHub #TechTalentPipeline

Check out our 2024 report! Great insights for IP professionals and stakeholders to navigate change in our industry. Feel free to DM me to discuss. #intellectualproperty #AI #innovation

Forever amazed by the talent team at Code Red Partners. We're currently driving a couple of key searches in the team right now that can only be described as true "unicorn" hires. This term is frequently used, and most likely, it's just a harder search, but this campaign we're working on is one of the most challenging hires I've seen in my career to date. We did a shared screen exercise with the hiring manager, where we could only identify 5 people on LinkedIn who could actually do this role, but all are at places like DeepMind and OpenAI. My team got off LinkedIn and ran the following campaigns: - Referral campaign - Google Scholar - Olympiad (Math) winner - GitHub, Twitter, Discord, Slack groups - YouTube! Yes, Youtube! Going through talks on this specific subject - Previous conference attendees (in this skill set) and speakers. Based on this, we were able to find a true PhD "Diamond in the rough", who is now moving to offer today. Regardless of this candidate's acceptance, I'm blown away by the ingenuity of my team and their drive to succeed in delivering a great service to our high-tech bar clients. Recruiters/Hiring Managers, what's your secret sauce when it comes to finding niche top talent?