Headhunters Beat LinkedIn in Google Trends

Headhunters Beat LinkedIn in Google Trends

Headhunters Beat LinkedIn in Google Trends

Headhunters beat LinkedIn Recruiter in Google Trends. If I were asked to interpret the data, it suggests companies still need headhunters to do the work of recruiting — to identify, qualify, interview, and ultimately deliver a hire. It also suggests that candidates still seek headhunters as well. The blue line represents searches for the term “Headhunters” while the red line represents “LinkedIn Recruiter”.It is not yet possible to download an interest, qualified candidate into our inbox. In fact, Headhunters beat LinkedIn Recruiters when you compare the percentage of change from the high for each term.

Headhunters Beat LinkedIn Recruiter in Percentage

 Headhunters beat LinkedIn

Headhunters (in blue) versus LinkedIn Recruiter (in red) in Google Trends

Headhunters Beat LinkedIn Recruiter in Amount

However, the lines above compare the percentage of volume. Google explains it thusly, “The context of our numbers also matters. We index our data to 100, where 100 is the maximum search interest for the time and location selected. That means that if we look at search interest in the 2016 elections since the start of 2012, we’ll see that March 2016 had the highest search interest, with a value of 100.”

If I understand correctly, each line sets at 100 as the maximum amount for that time period. Consequently, one’s line maximum of 100 is a different amount than the other. Put another way, the measurement is tracking comparative trending. But one is not comparing actual amounts. To do that, I added an extension Keywords Everywhere that plugs into an API with that volume data. I set the filter for the United States.

  • “LinkedIn Recruiter” is used as a search term 8,100 times per month
  • “Headhunters” is used as a search term 18,100 times per month

Interestingly, the battle between “Executive Search Firms” (in blue) and “LinkedIn Recruiter” (in red) does not end as well in Google Trends.

Executive Search Firms Versus LinkedIn Recruiter Percentage

Executive Search Firms Versus LinkedIn Recruiter

Executive Search Firms (in blue) versus LinkedIn Recruiters (in red) in Google Trends

Executive Search Firms Versus LinkedIn Recruiter Amount

When we check the actual amount:

  • “LinkedIn Recruiter” is used as a search term 8,100 times per month
  • “Executive Search Firms” is used as a search term 2,900 times per month

So what does this mean? Does it always mean that interest in one thing drives down interest in another? Is there always a causal relationship? In the case of “Executive Search Firms”, it might be that people don’t use the keyword phrase as much as they used to — but they’re still looking for the service. They might use “Headhunters” or “Recruiter” instead, both of which fare better in Google Trends.

The Change is Worth Further Exploration

It’s a topic worth exploring more. Google Trends is a rabbit hole I highly recommend exploring.  It provides mesmerizing documentation of the rise and fall in popularity of anything that can be “googled”. Of course, “rise and fall” is just the flip-side of “supply and demand”.  So it is not surprising that Google Trends is being used for stock market investment. And it has other interesting applications. Spikes in flu symptom keywords usage have help public health professionals track the flu and predict its spread.

Executive Search Terms Have Changed

My takeaway is that the words we use to “google” executive recruiting terms have, indeed, shifted. “Headhunter” appears to be the preferred term. I suspect the change is generational. These days, we may simply think “headhunter” instead of “search firm”. That also suggests to me a preference for a person over a corporate entity. It seems only natural that we’d prefer to deal with an actual human being. To learn more about how to get to know a headhunter, check our blog post, How to Get to Know a Retained Executive Recruiter.

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How to Tell If Your Company Is Ready for AI

How to Tell If Your Company Is Ready for AI

Is Your Company Ready for AI?

Is your company ready for AI? It seems a simple enough question about Artificial Intelligence. To determine if you’re ready for AI, all you need do is look back to the dawn of the Internet era for the answer. Back then, most retailers were of the mistaken belief that if they created a website that somehow made them an Internet company.

It did not.

Internet Killed The Retail Store

So buh-by Borders, Circuit City, and Tower Records. Remember them?  These days, investors are keeping lists companies they think might be next on the retail business scrapheap — all because they failed to recognize the opportunity that the Internet presented as well as the threat posed by the world’s leading Internet retailer Amazon.

So how do you tell if your company is ready for AI? If you take a lesson from the Internet era example, a better question to ask might be, “How could your company not be ready for AI?”

AI Is Here, For Real

Clearly, we are now in the era where artificial intelligence is being harnessed for competitive advantage.Click To Tweet Many experts are of the belief that companies that fail to embrace the AI opportunity may face similar demise. AI thought leader Andrew Ng compares the Internet Era to the AI Era.

Andrew Ng worked at Google, where he founded and led the Google Brain Deep Learning Project. He moved on to found Coursera to offer free online courses for everyone. Next, he joined, he joined Baidu as Chief Scientist where he has continued his work in big data and A.I. He left in 2017 and has just announced he is raising a $150 million AI venture capital fund. He distilled becoming an AI Company into one simple equation.

Ready for AI Company Definition

Andrew Ng maintains you’re not really ready to be an AI company until you make strategic data acquisitions and gather up all your data into a centralized data warehouse. In other words, data science and analytics are closely related. You can’t really have one without the other.

Quora’s Director of Data Science Paul King put it thusly:

Data science is the use of statistical methods to find patterns in data.

Statistical machine learning uses the same math as data science, but integrates it into algorithms that get better on their own.

Artificial intelligence is the general field of “intelligent-seeming algorithms” of which machine learning is the leading frontier at the moment.

To put it another way, the path to AI is through Data Science. In an article entitled, “How AI Fits into Your Data Science Team“, Hilary Mason explained the nuances in a conversation she had with Harvard Business Review senior editor Walter Frick. She is the founder of Fast Forward Labs, a machine intelligence research firm. Simply tacking on machine learning does transform an organization into an AI company.

Getting Ready for AI Starts with Data

How do you tell if your company is ready for AI? You are ready for AI if you have a Chief Data Officer, a Data Science team, strategic data acquisitions, and a centralized data warehouse. At that point, you can start getting serious about AI.

As Founder and CEO of the retained executive search firm The Good Search, a firm that specializes in data analytics and AI, I have witnessed some of the leading technology companies transform themselves into AI Companies. In fact, the CEO of one such company made Artificial Intelligence a strategic imperative. All decisions since then have flowed from that commitment at the top. That happened years ago. In other words, if you’re just now starting to think about hiring AI leadership talent and building out a team, you’re late to the party. But maybe those intelligence machines can figure out a way to play catch up.

Executives who’d like to learn more about AI should check out Andrew Ng’s Coursera class “Machine Learning“, which is starting October 30th. Or Linear Algebra is required. (To brush up, you may want to check out Khan Academy’s lessons on Linear Algebra.) Alternatively, you can check out the online course called “Artificial Intelligence: Implications for Business Strategy“. It is being offered by the MIT Sloan School of Management in partnership with the MIT Computer Science and Artificial Intelligence Laboratory, known as CSAIL. (The neat thing about the study of AI is that we’ll all be the wiser for it.)

I look forward to your thoughts (and to the thoughts of your intelligent machines.)

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VC Fred Wilson Warns Greed Isn’t Good

VC Fred Wilson Warns Greed Isn’t Good

Venture Capitalist Warns Greed Isn’t Good

VC Fred Wilson has written a piece in his blog entitled Greed isn’t Good when you’d expect someone who regularly deals in millions and billions of dollars to say quite the opposite.  I find that refreshing.

A Lesson in Leadership

For more than a decade, we have recruited for some of the hottest venture-capital-backed-startups out there. When VCs invest in a company, they look for startups capable of reaching a billion dollar valuation. They deal with dollar amounts with lots of commas. So when VC Fred Wilson of Union Square Ventures cautions against greed, we should pay attention.

Fred Wilson venture capitalist

VC Fred Wilson’s comments appear to be pointed at the financial services, technology, real estate, and cryptocurrency sectors. Bitcoin Cash is up 50% today. Mr. Wilson observed it was up 100% a couple of days ago, making it “a thing”.

But no matter what the context, the VC’s anti-greed commentary is designed to challenge the Gordon Gekko stereotype we hold in our minds from the movie Wall Street where actor Michael Douglas uttered the memorable phrase, “Greed is good.”

When VC Fred Wilson of Union Square Ventures cautions against greed, we should pay attention.Click To Tweet

I pay attention to what VC Fred Wilson says because he’s one of the leading bloggers in venture capital. That’s a sandbox we play in. We build out the executive teams of venture capital startups as they scale. We make it a practice to deliver marquis-name leadership so the startups don’t run out of runway from a lack of capital. We regularly deliver luminary talent that attracts venture capital investment for each subsequent round. In doing so, we have helped our clients become billion-dollar unicorns.

While innovation and technology are the drivers, at the end of the day, venture capital investment is all about the money. When it comes to their portfolio of investments, the investments, collectively have to pay off. Often, all it takes is a single unicorn to make fund successful. So, in venture capital, the thinking pretty much is “Go Big or Go Home”. That’s why they think in amounts with 3 commas or more. The series Silicon Valley pokes fun at venture capitalists’ hyper-focus on billions. (Warning, adult language is used.)

 

Tres Commas is Not Good For Business

But VC Fred Wilson posits that greed is not good for business, especially when there’s “a lot of money sloshing around”.

I would add that greed is one of the 7 deadly sins for a reason. Greed, which is also known as avarice, lays the groundwork for all sorts corporate malfeasance: Trickery. Manipulation of authority. Cooking the books. Theft and robbery. Even violence.

While it makes for memorable scenes in movies, greed is capable of destroying companies and the people who work for them. It is also capable of destroying families. I witnessed the greed of a sibling destroy the family my parents built. It was utterly heartbreaking.

So how do you know when your desire for material possessions is tipping over into greed? Quite simply, it is when you want more than you really need. That is the definition of greed.

Seriously, we need to check ourselves.

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The Executive Search for U.S. President and the Reckoning

The Executive Search for U.S. President and the Reckoning

The Executive Search for U.S. President and the Reckoning

During the Presidential Campaign, I posed a question. “Politics aside, what candidate would we hire in a hypothetical executive search for U.S. President?” The question is meant to viewed through a business lens, not partisan politics. It asks each of us to imagine being tasked with selecting the next President based on actual qualifications. 

Since then, We, the People, elected a candidate who, by any objective business measure, is wholly unqualified for the job. (See below.) I don’t know of a single CEO or board member who would ever have considered hiring Donald Trump into any executive-level role, much less that of Chief Executive of the United States. Not a one.

Seasoned CEOs know full well that the cost of a bad executive hire is profound. Companies lose opportunities as they ignore mounting threats. Morale plummets. Employees jump ship (something American citizens cannot do). Revenues and profitability spiral downward until ultimately the underperforming leader is shown the door.

If Donald Trump were a CEO would he be fired by now?

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Technically, We, the People, cannot fire President Trump. Consequently, the list of all the horrible things he’s done since becoming President continues to grow. Yet his popularity is waning. Business leaders who once supported him are speaking out. There are signs that the reckoning has begun.

Presidential Job Requirements

The must-have requirements for U.S. President are mandated in Article II of the U.S. Constitution:

No Person except a natural born Citizen, or a Citizen of the United States, at the time of the Adoption of this Constitution, shall be eligible to the Office of President; neither shall any Person be eligible to that Office who shall not have attained to the Age of thirty-five Years, and been fourteen Years a Resident within the United States.

The Reckoning Has Begun

Donald Trump is perhaps best known for uttering the reality TV phrase, “You’re fired”. Yet his ineptitude is, in the minds of a growing number of business leaders, grounds for dismissal.

Tesla CEO Elon Musk and Disney CEO Bob Iger quit as outside advisers following President Trump’s rejection of the Paris climate accords. Goldman Sachs CEO Lloyd Blankfein, GE CEO Jeff Immelt, Apple CEO Tim Cook, and other tech titans also have criticized the Paris decision. All told, more than 300 U.S. companies sent an open letter to President-elect Donald Trump urging him not to abandon the Paris climate agreement. The list includes Dannon, DuPont, eBay, Gap, General Mills, Hewlett Packard, Hilton, Intel, Kellogg, Levi Strauss, Mars, Monsanto, Nike, Patagonia, Staples, Starbucks, The Hartford, Tiffany and Vail Resorts and more. Yet President Trump did exactly the opposite.

Trump’s immigrant ban has also alienated business leaders. Google, Apple, Facebook, and Amazon blasted Trump’s edict barring refugees from Syria and travelers from seven predominantly Muslim countries. Other businesses including Goldman Sachs, Morgan Stanley, Netflix, Nike, Lyft, and Starbucks pushed back as well. Netflix CEO tweeted that the ban was un-American.

Reed Hastings Tweet

Mark Zuckerberg pointed out his grandparents were immigrants and his wife’s parents were refugees.

Mark Zuckerberg Tweet

In corporate America, approximately one out of every five executives recruited turns out to be a bad hire. If those executives don’t leave on their own, corporations rarely hesitate to show them the door. Lucy P. Marcus is founder and CEO of Marcus Venture Consulting, Ltd.; a professor of leadership and governance at IE Business School; and a non-executive board director of Atlantia SpA. She wrote a piece in MarketWatch entitled, If Trump were America’s CEO, he would be gone by now. The reason she gives for his dismissal is quite simple,

“every week, it seems, some new development emerges that, alone or in concert with the rest, would get a CEO fired.”

However, unlike corporate America, we can’t fire the President we elect. He must either determined to be unfit for office or Congress much impeach him for “Treason, Bribery, or other High Crimes and Misdemeanors”. Until there is such a reckoning, we have to live with the leader that We, the People, elected. Still, Ms. Marcus makes the case for his removal,

“Trump is proud to be a businessman. So let’s treat him like one and part company.”

The U.S. Constitution establishes citizenship and age requirements for the role of U.S. President. But that’s it. That means virtually any adult American with designs on the U.S. Presidency — including a convicted felon —  can run for the highest office in the land. No college degree, no public service experience, and no leadership abilities are required.

A position description for a corporate CEO would never set the bar so low. Yet that low threshold is precisely how Donald J. Trump became President. Had this been treated like an executive search for U.S. President, we would not be in this pickle. The executive recruiter would have written a candidate specification describing the ideal Presidential candidate. The candidate specification would be based on the work experience of former U.S. Presidents.

Presidential Work Experience

Of our Country’s 44 Presidents before Donald Trump:

  • 26 Presidents have been lawyers
  • 22 Presidents had military experience; 9 were Generals in the US Army
  • 18 Presidents previously served as U.S. Representatives
  • 17 Presidents previously served as state Governors
  • 16 Presidents previously served as U.S. Senators
  • 14 Presidents previously served as Vice-President
  • 8 Presidents previously served as Cabinet Secretaries; 6 as Secretary of State
  • 7 Presidents had previous experience in foreign service.

 

Presidential Candidate Specification

Public Service

Every single President has had a track record of experience in civil service or the military. In addition to building knowledge and competency, public service experience demonstrates that the candidate is actually interested in doing that kind of work. For those reasons, public service should be a requirement in an executive search for U.S. President.

College Educated, Juris Doctor Preferred

The critical thinking and analytical abilities cultivated by higher education are essential competencies in our increasingly complex world.A Bachelor’s degree should be a minimum requirement in an executive search for U.S. President. Because most of Presidents have been lawyers, a Juris Doctor (J.D.) would be preferred.

Character, Values, and Integrity

The content of a candidate’s character would matter in an executive search for U.S. President. Recruiters seek leaders with exceptional character, values, and integrity. That is why executive recruiters verify credentials, check references, and eliminate any candidate who lies on a resume or is otherwise dishonest.

Fiscal Competency

Executive search partners develop performance profiles to determine what the executive would need to do to be considered a success. During the election, the one issue that concerned Americans the most was the Economy. In an executive search for U.S. Presidency, a candidate must have demonstrated fiscal competency.

Gallop Poll

Foreign Affairs Expertise Preferred

As Commander-in-Chief and as the externally-facing leader for our Nation to the rest of the world, foreign affairs expertise is preferred.  It is not a must-have qualification because the majority of U.S. Presidents to date have not had foreign service experience.

 

We Would Not Have Recruited Donald Trump

If the Presidential campaign were an executive search and if American voters were, in turn, executive recruiters, we would have eliminated Republican Donald Trump for failing to meet minimum qualifications mentioned above.

Pro:

  • College-educated

Con:

  • No Public Office Experience
  • Lack of Character, Values, and Integrity
  • Fiscal Incompetency
  • No Foreign Affairs Expertise

Unlike every other U.S. President in the history of our Great Nation, Mr. Trump never served in public office until he was elected President. His life-long lack of interest in civil service has not only made Donald Trump unqualified for the role of U.S. President. It has made him incredibly unhappy in the role of President.

Donald Trump did have the required college education — a Bachelor’s Degree in economics from the University of  Pennsylvania’s Wharton School of Business, no less. Trump’s supporters have pointed to his business expertise as proof he of his fiscal competency. Yet, Trump drove his business into bankruptcy not once, but four separate times, a fact Trump does not dispute.

If the above shortcomings were not disqualifying enough, Donald Trump would never have passed the most cursory background check in an executive search for U.S. President. His many scandals and his constant lying would disqualify him as a candidate for any executive job, not the least of which is that of President of the United States.  John Oliver does a brilliant job deconstructing Trump’s lies.

 

Though Democratic candidate Hillary Clinton offered the most impressive resume, she might not have made the cut either. She lacked an essential leadership skill of inspiring others to follow — something Democratic opponent Bernie Sanders had in spades. In other words, if we were tasked with recruiting the most qualified candidate for the job of U.S. President, we would have chosen someone better than the President we collectively elected:  Donald J. Trump. As the latest Newsweek cover below suggests, public support of the President has hit a nadir.

Newsweek Lazy Boy Donald Trump

The U.S. President That We, The People, Recruited

Perhaps because Americans vote more with their hearts than their heads, Americans elected Donald J. Trump as President. Yet now it appears that We, the People, are learning a valuable lesson: the folly of hiring someone who is wholly unqualified for the job. The popularity of President Trump has plummetted since taking office.

Rasmussen Daily Tracking Poll

In Rasmussen’s Daily Presidential Tracking Poll, you can see our collective buyer’s remorse. We, the People, are experiencing the same kind of regret as the board of Apple after it made John Skully its CEO; as the board of HP after it selected Carly Fiorina (HP’s stock price dropped by 52 percent during her near six-year tenure as CEO); or as the board of Enron, which imploded under the leadership of Kenneth Lay (the CEO was later convicted of fraud and conspiracy in the giant energy company’s collapse).

Mr Robot Must-See TV for Cybersecurity Search Firm

Mr Robot Must-See TV for Cybersecurity Search Firm

Mr. Robot Must-See TV

Mr. Robot is a television series that is changing the way hackers are portrayed on television. To quote, a review by of TV.com, the series has “made hackers human.” It stars Rami Malek as Elliot Alderson, a cybersecurity engineer and hacker who suffers from social anxiety disorder and clinical depression. Alderson is recruited by an insurrectionary anarchist known as “Mr. Robot”, played by Christian Slater.

Real Life Hacker

USA Network’s Mr. Robot was created by Sam Esmail who was, himself, a hacker — though not a very good one as he shared in a recent interview for Talks at Google.

Cybersecurity Search Firm

There’s a reason The Good Search is a cybersecurity search firm.  I’m a long time nerd and have hung out with hackers since I brought home my first computer (an Apple IIe.)  Subsequently, I reported on cybersecurity for the nationally broadcast television news magazine Now It Can Be Told, a story produced by Cindy Frei.

Yet it is the innovation driven by cybersecurity that keeps me coming back for more.  Software security firms are forced to innovate, as one cybersecurity leader recently explained,

It is the only technology area where you have an active adversary riding against you. Not only do you have your own competitors, but you also have black hat hackers out to get you. That pressure cooker drives innovation. If we do it right, it makes a difference in people’s lives. It is actually securing the way in which we live.  I am really fighting bad guys. That appeals to me.

Hackers Are Not The Same

The cybersecurity bad guys force software companies to be better. But who are the bad guys, exactly?  If you ask legendary hacker Kevin Mitnick, he’d tell you not all hackers are the same,

Some hackers destroy people’s files or entire hard drives; they’re called crackers or vandals. Some novice hackers don’t bother learning the technology, but simply download hacker tools to break into computer systems; they’re called script kiddies. More experience hackers with programming skills develop hacker programs and post them on the Web and to bulletin board systems. And then there are individuals who have not interest in the technology, but use the computer merely as a tool to aid them in stealing money, goods, or services.

World’s Most Famous Hacker

I met and interviewed Kevin during my days as a journalist while he was on the run for 4 years as one of the FBI’s “Most Wanted”. By then, he had hacked his way into the FBI, NSA, and more than 40 corporations. He never stole for profit. Rather, like many hackers, he did it just for fun. Yet he paid a heavy price for that form of entertainment – 5 years behind bars.

White-Hat Hacker

Kevin would tell you he never was a malicious hacker.  I believe him. And so, too, does Apple co-founder Steve Wozniak, who wrote the foreword to Kevin Mitnick’s cybersecurity classic The Art of Deception. In the book, Woz points out,

We humans are born with an inner drive to explore the nature of our surroundings. As young men, both Kevin Mitnick and I were intensely curious about the world and eager to prove ourselves. We were rewarded often in our attempts to learn new things, solve puzzles, and win at games . . . For our boldest scientists and technological entrpreneurs, as well as for people like Kevin Mitnick, following this inner urge offers the greatest thrills, letting us accomplish things that others believe cannot be done.

(For more on Kevin Mitnick, check out our post on his book, Cybersecurity Classic The Art of Deception.)

Bill Gates Started as a Hacker

Hackers like Kevin Mitnick — as well as Bill Gates and Steve Wozniak, for that matter — hack to explore and to learn. It was more an expression of their passion for the computing. It was how they clocked the 10,000 hours that author Malcolm Gladwell says is necessary to become an outlier who is truly great. According to Bill Gates, Hacking for a computer scientist is like gigging for, say, The Beatles.

Kevin Mitnick’s book reminds us that the most prone-to-hacking operating system of all is OS Human Being. Yes, we are the weakest link. Enter Mr. Robot, a series whose time has come.

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Cybersecurity Search Firm Picks Top Silicon Valley Scene

Cybersecurity Search Firm Picks Top Silicon Valley Scene

As a cybersecurity search firm, The Good Search, recruits top cybersecurity executives and technologists. We are cybersecurity headhunters. That’s what we do.

Because we conduct senior executive and technology search in the software security space, I spend a lot of time talking to the most brilliant engineers and executives who keep this Internet of ours up-and-running.  It isn’t easy and often, it isn’t pretty.  But the Gilfoyles of the world get it done and, for that, we salute them.

Gilfoyle is a character on the hit HBO television series Silicon Valley. Actor Martin Starr plays Gilfoyle with nerdy precision and the requisite expletives. In this scene, he details exactly what Gilfoyle does.

https://www.youtube.com/watch?v=T_D3d1RWBrI

A writer for Vogue — yes, Vogue, the fashion magazine — has a crush on Gilfoyle, as do we. In an article entitled, Admit It: You Think Silicon Valley’s Gilfoyle Is Hot, Chelsea Hassler explains her reasoning,

To be clear, I’m not just saying this because I’m super into the whole “hail Satan” thing—and he’s very clearly into that. Gilfoyle’s indifference to the cattiness of the people around him is what makes him attractive. Or maybe it’s because he’s the only person who seems to retain some sense of self when all the madness goes down. Or maybe it’s just that he’s the sarcastic heartbeat of the show, causing the tension to drop every time he walks into frame.

She goes on to list what she finds so enticing about him, from “He’s the brains of the operation” to, our favorite, “He defines deadpan.”‘  Here, Gilfolye hacks a smart refrigerator.

 

Gilfoyle, we salute you.

 

Top Tech Recruiting Scenes on HBO’s Silicon Valley

Top Tech Recruiting Scenes on HBO’s Silicon Valley

Top Tech Recruiting Scenes on HBO’s Silicon Valley

As an executive search firm that revels in recruiting technology talent of the highest caliber, we find the HBO TV series Silicon Valley filled with insight and delicious nerd humor. True, we wish the show’s bro-grammer cast featured more female characters, just as we wish the real Silicon Valley featured more diverse senior executives, an issue highlighted with the hashtag #ILookLikeAnEngineer. (For more on diversity, check out our post, Silicon Valley Wants Black Coders. What’s The Issue?) To the show’s credit, it does tackle the woman engineering shortage issue in scenes with the startup’s lone female engineer.

Woman Engineer

Interviews Can Be Awkward

I highly recommend the show to anyone in technology recruiting or to anyone who has lived, breathed, and worked in software at the intersection of venture capital. That pressure cooker attracts brilliant people who are often eccentric or a bit awkward. Some may be Aspies or Autistics, as many in the Autism spectrum prefer to be called. (See our post on Genius Candidates in technology. )  Most of the time, I find the candidate quirks endearing, though at times they present challenges in job interviews.

The Actors Are Nerds in Real Life

The show’s tech dialog and plot come across as believable for a number of reasons — the actors are nerds off the screen, the imaginary formulas have been concocted by serious computer scientists, and well-known technology luminaries put in cameo appearances on the show. The following clip details how committed the show is to making the technology details real.

We Love Silicon Valley Because We Love Tech

The Good Search is a technology search firm for a reason. Passion. Technology luminaries provide an intriguing glimpse into the future because they are the very people shaping it. Since the dot.com bubble, I have recruited senior executives to the hottest startups backed by top-tier venture capital firms that include Kleiner Perkins, Benchmark, and Sequoia.

For the past decade and a half, I have had the good fortune to have mind-blowing conversations with some of the most brilliant technologists of the century. Not everyone gets to do that. Like many of those we recruit, my imagination was captured by my first computer (an Apple IIe). I haven’t looked back since. That is why I look forward to the next episode of HBO’s Silicon Valley.  May it live long and prosper.

 

Recovery Is No Longer Jobless

Recovery Is No Longer Jobless

Recovery No Longer Jobless

Let’s face it: This has been a long, slow, jobless economic recovery. We have noticed it in the executive search and recruiting industry. Ever since America’s economic downturn reached its nadir, economists — the optimistic ones, anyway — have touted each year as THE ONE that the job market would bounce back. Yet while Wall Street rebounded, Main Street suffered.

To date, we have witnessed a strange dichotomy: a recovery desperately in need of decent jobs. But finally, the recovery is no longer jobless.Click To Tweet

3 Reasons for Economic Optimism

Economists are feeling good about the recovery. Here are 3 reasons why.

 

Unemployment is Down. Way Down.

This year unemployment dropped to 4.3% according to the Bureau of Labor Statistics. The rate is a 16-year low. Check out the chart below from Business Insider. If you look at a broader unemployment rate including people who are working part-time who’d prefer full-time jobs, the percentage fell to 8.4%, its lowest level since November 2007. We’re finally back to where we were a decade ago.

U.S. Unemplyment Rate Business Insider 2000 - 2017

Oil Prices are Down. Way Down.

Oil prices are down, and that’s a good thing. Every time consumers fill ‘er up at the gas station, they’re reminded the economy is better. They have ten or twenty extra dollars in savings per tank to show for it. GasBuddy.com reveals Gas Prices are nearly half what they were a few years ago. Households and businesses alike are benefiting from cheaper gas. More expendable income means more spending.

2017-12-06-macrotrends

Source: http://www.macrotrends.net/1369/crude-oil-price-history-chart

 

Housing starts are up. Way up.

Know what houses have to do with jobs? A lot. When the economy grows, people buy homes. When people buy new homes, they create construction jobs. It’s a strong indicator.

Housing Starts since 2007

Source: http://www.macrotrends.net/1314/housing-starts-historical-chart

Bottom line: If the economy really is healing, companies are hiring. And if companies are hiring, we are helping them find top talent, working our executive recruiting magic. It’s a good thing all around, and we’re as optimistic as the economists.

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2018 Demand for Advertising Executives

2018 Demand for Advertising Executives

2018 Demand for Advertising Executives

The 2018 Demand for Advertising executives is expected to remain stable in 2018, that according to new research from The Creative Group. Three-quarters of the ad agencies surveyed plan to maintain current levels, while on-out-of -every-twenty agencies plan to grow their firms. According to The Creative Group,

“Five percent of advertising and marketing executives surveyed plan to expand their teams. The majority (78%) anticipate maintaining staff levels and hiring primarily to fill vacated roles. In addition, 53% of executives said it’s challenging to find creative professionals today, up from 45% six months ago.” (more…)

Top Digital Talent Key to Survival

Top Digital Talent Key to Survival

Top Digital Talent Key to Survival

The New York Times has an urgent need for top digital talent. According to a leaked internal report, it is “winning at journalism”, but losing readers at an alarming rate. The  New York Times has seen readership “fall significantly” on its website and through its smartphone apps. Traditional media giants like The New York Times are losing market share — along with some of their best talent — to emergent digital competitors that are growing much faster. The leaked report recommends recruiting top digital talent in a sweeping digital talent initiative aimed at enabling the Times to survive.

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