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Tech industry headhunters explain what companies get wrong when hiring for high-stakes roles like CEOs, board members, or top VPs

Tech industry headhunters explain what companies get wrong when hiring for high-stakes roles like CEOs, board members, or top VPs

Headhunters in tech from left to right: Jared Furtado and Jana Rich
Towerhill associates/Rich Talent group




Headhunters help big companies like Dropbox, Uber, and Plaid hire visionaries for top roles and the process is much more involved than simply scanning resumes.




Headhunters have to have multiple conversations with senior people at the company, dissect job descriptions, and more as they try to find the right fit.




Two top tech headhunters share common mistakes they see, like companies that use language that causes them to miss out on up-and-comers with fresh perspectives who can rise to the challenge, or descriptions that are too vague.




Sometimes companies will get bogged down with a long wish list and it's up to the headhunter to cut through the weeds to figure out what's really important.




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Headhunters discreetly keep Silicon Valley companies competitive by finding top talent to fill C-suite positions, taking meetings with high-level movers and shakers in the hopes of placing them in new, lucrative positions.The process of finding a suitable executive for a hot tech firm is different from how recruiters fill engineering, sales, or product roles: through job sites and scanned resumes, according to cofounder of boutique headhunting firm Towerhill Associates, Jared Furtado. The most sought-after execs don't upload their resumes to job sites or update their LinkedIns, says Furtado, whose firm has worked with the likes of Uber, Dropbox, and Plaid. That's where headhunters come in. "You want to keep a search exclusive-feeling: You don't want to just have it blasted out," Furtado said. "That's why job postings, they can be good a?? because you can certainly get that out there that this company is hiring a?? but then from a job seeker standpoint, it loses that high-touch feeling. It stops feeling exclusive. And top tier candidates aren't spending their time looking at job postings."
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