Wonders’ Post

What qualities make you a great hiring manager in tech?🖥️ Tech hiring is not as easy as it sounds. Being a great hiring manager in the tech industry involves a combination of technical knowledge, interpersonal skills, strategic thinking, and a deep understanding of the industry. 👇Here are some qualities that make you a great tech hiring manager. 1. Technical Proficiency: Have a strong grasp of the different technical roles you are hiring for, such as data scientists, DevOps engineers, etc. Stay informed about the latest technologies and industry trends to assess candidates. 2. Strategic Vision: Hire with the company’s future needs in mind, not just immediate requirements. Consider how a candidate might grow with the company and think about the long-term vision. 3. Analytical Skills: Use data and metrics to evaluate the effectiveness of your hiring processes and make informed decisions. 4. Networking and Sourcing: Utilize various platforms (LinkedIn, GitHub, tech forums) to find and engage potential candidates actively. 5. Adaptability: Be prepared to adjust your hiring strategies based on market trends, candidate feedback, and company needs. 6. Mentorship and Development: Show interest in your hires' career development by providing opportunities for learning and growth. Remember, technical hiring is different from other hiring forms, so utilize the power of technology. Leveraging tools like AI interview software, video interview software, and coding assessment platforms are going to be your saviors. #techhiring #techrecruitment #hiringmanager #hr #recruiters

Engaging open talent is no longer just a nice to have. It is a crucial way to get new skills into your company. Start-ups and large companies need to add new talent but rising tech talent shortages and budget cuts make that hard. Hiring managers need to try new ways to get talent. I absolute love this quote from Dr Matthew Freer on how engaging open talent on Gigged.AI helped quickly and effectively add new skills to a rapidly growing company: "As a company scaling up in a short space of time, Gigged.AI have given Infix Support the ability to hire a project/programme manager with an incredible amount of experience to help our implementation across NHS Scotland over the next 12 months. Within hours of the post we had some top talent and the platform makes the process so easy. Jennifer Ralston was super helpful and engaged through the whole process. For all you companies out there needing some support you HAVE to visit Gigged.AI. Mind blown! 🤯" You can hire fractional Project Managers, Business Analysts, Data Analysts, Data Scientists, UX Designers and Cyber Experts in less than two days. #opentalent #hiring #techhiring

What qualities make you a great hiring manager in tech?🖥️ Tech hiring is not as easy as it sounds. Being a great hiring manager in the tech industry involves a combination of technical knowledge, interpersonal skills, strategic thinking, and a deep understanding of the industry. 👇Here are some qualities that make you a great tech hiring manager. 1. Technical Proficiency: Have a strong grasp of the different technical roles you are hiring for, such as data scientists, DevOps engineers, etc. Stay informed about the latest technologies and industry trends to assess candidates. 2. Strategic Vision: Hire with the company’s future needs in mind, not just immediate requirements. Consider how a candidate might grow with the company and think about the long-term vision. 3. Analytical Skills: Use data and metrics to evaluate the effectiveness of your hiring processes and make informed decisions. 4. Networking and Sourcing: Utilize various platforms (LinkedIn, GitHub, tech forums) to find and engage potential candidates actively. 5. Adaptability: Be prepared to adjust your hiring strategies based on market trends, candidate feedback, and company needs. 6. Mentorship and Development: Show interest in your hires' career development by providing opportunities for learning and growth. Remember, technical hiring is different from other hiring forms, so utilize the power of technology. Leveraging tools like AI interview software, video interview software, and coding assessment platforms are going to be your saviors.  . . #techhiring #techrecruitment #hiringmanager #hr #recruiters #incruiter

Hello ! 👋 My time at Alphabet has now come to an end and I'm officially on the lookout for my next professional adventure! 🚀 So, here's the deal: If you hear whispers of an incredible Business/Operations Analyst or Project Manager job opportunity floating in the corporate cosmos, think of me. If you spot the perfect job listing while scrolling through your LinkedIn galaxy, share it with me. 🌌 Your friendly neighborhood job-seeker is equipped with a stellar CV, a knack for teamwork, and a commitment to bringing a daily dose of laughter to the office (seriously, I've got dad jokes for days). 🤣 Feel free to hit that magical 'Share' button, and let's turn this job-seeking journey into a collaborative quest! 🌐✨ Your support means the world to me, and who knows, maybe the universe has some cosmic connections waiting to unfold. 🌠 Thanks a million, and here's to the next exciting chapter! 🚀📚 Let the job hunt begin! 💼 #NewYearNewJob #JobHunting #Networking #JobSeeker #HireMe #CareerAdventure #LinkedInMagic #NewOpportunities #JobSearch #CareerOpportunity #Hiring #CareerSearch #Employment #ResumeTips #JobHunt #JobOpening #NowHiring #CareerAdvice #JobAlert #Networking #JobApplication #JobTips #JobInterview #JobPosting #CareerDevelopment #JobOpportunity #JobMarket #BusinessAnalyst #BAJobs #DataAnalysis #RequirementsAnalysis #BusinessIntelligence #DataAnalytics #BACommunity #AnalyticsJobs #ProjectManagement #AgileBA #SystemAnalysis #JobSeeker #CareerOpportunity #DigitalTransformation #TechJobs #JobSearch #BusinessProcess #BASkills #BusinessStrategy #JobHunt

When hiring new candidates, don't put too much weight on the candidate's experience. Different companies operate and invest differently. And it affects their skill development. Here is my experience working in various companies. I once worked for a tech company, they care about everything. Little things matter. They have luxury infrastructure and awesome talents. All the talents were hunted by many companies. They focus on everything. You can expect many cool things from this kind of company. Skill, networking, opportunities, and challenges are abundant so it develops talents. But when I worked in freshly started startup, 99% of their data was dirty. Of course, the focus was to clean up the data with minimum infrastructure. I was the only data scientist back then. I was also expected to deliver some projects. I also worked for a consulting company. They do not have data. How could I play around or do experiments? Everything I built is just PoC and probably needs a lot of adjustments when applied to real-life cases. Instead of judging too much on the talents' experience, focus on their potential and other soft skills. #marketplace

Back in 2017 I wrote about my experience with startup founders and hiring managers who did a terrible job vetting candidates for data-related roles: https://lnkd.in/d6u2w_Z9 Years later, it's depressing to see that this problem is far from being solved. On the bright side, where there's a problem, there's an opportunity. At Beal Projects I've even been able to start hiring data engineers to help with tools I'm using to perform skill assessment for clients. 🙌 If like many of us you're against "standardized cognitive tests" and interested in tailored assessments for data scientists and machine learning engineers to ensure all your finalists have the knowledge required to achieve top performance while increasing the diversity of your finalist pool, I'll be happy to give you some tips.

🎯 From Gut Instinct to Data-Driven Success: 🚀 Unlock the Secret to Smarter Hiring! 🚀 Assume you're a recruiting manager at a tech company who has spent years hiring new developers based on Your gut instinct and previous experience. While you've had some wins, you've also had your fair number of poor performers, which can lead to wasted resources and efforts. Determined to improve your hiring process, you decide to look into your statistics. You start by evaluating the performance of your present and former developers, focused on metrics like project completion time, code quality, and customer feedback. What you discover is eye-opening. Your top performers all have strong backgrounds in algorithms and data structures. But it's not just their coding skills that set them apart; they're also excellent problem solvers who can clearly communicate their ideas and work well with their team. Faced with this information, you decide to adjust your hiring criteria. You start by prioritising applicants with a strong academic background in computer science and including technical coding challenges in your interview process. You also place a greater focus on teamwork and communication skills. The impact is quick and amazing. Your new hires are performing better than ever, and your team is more productive and collaborative. By using data to drive your hiring decisions, you can not only improve the quality of your hires, but also reduce turnover and raise employee satisfaction. The difference is clear: data-driven hiring works. #PeopleAnalytics #HiringSuccess #DataDrivenRecruiting #TechTalent #StartupGrowth #EmployeeEngagement #RecruitmentStrategy #TalentAcquisition #HRStrategy #EmployeePerformance #RecruitmentInnovation #ContinuousImprovement

Hey 👋 IT leaders & hiring managers in my network + extended network- Who has upcoming tech projects? Examples of where I can support: AI/ML | Software Development | Data Engineering | Data Analytics | Cloud Solutions | Infrastructure | Project Management (and others). I’ll leverage my existing pipeline/network (and of course recruit fresh from the market). Let's do some hiring, DM me =)

Have you ever wondered if hiring someone with the right skill set but no domain expertise is a smart move? As a Product & Engineering leader, I faced this dilemma while building a feature team for an existing Data Engineering product. Here's what I discovered: I recently posted vacancies for various roles, and over 90% of applicants lacked domain expertise in Data Engineering. This raised a significant question: Should domain expertise be a factor in hiring? Consider these two scenarios from my experience: 1. Product Manager Without Domain Expertise: - Hired a candidate with great skills but no domain context. - Took three months to grasp the domain, yet outcomes were not impactful. - We parted ways after six months due to the lack of substantial progress. 2. Product Engineer With Domain Expertise: - Hired a candidate with a solid understanding of Data Engineering. - Became productive in a week and impactful in a month. - One of the best hires I made, contributing significantly to the team's success. Domain expertise can be built, but the time lost in doing so might not be feasible for certain roles. For specialized domains, hiring Product Managers with domain expertise is crucial. For Product Engineers, a mix of domain expertise and diverse backgrounds can drive innovation and efficiency. How does your team balance the need for domain expertise versus a diverse skill set? Share your thoughts and experiences in the comments! #EngineeringLeadership #DomainContext #ShrihariShastry

#hiringalert 🚀Elevate Your Career as Business Development Maverick at Planet Spark 🚀 🌐 Who We Are: Planet Spark isn't your ordinary company; we're a close-knit community of growth enthusiasts, leading the way in educational excellence. Our mission? To mold young minds through captivating learning adventures. As a Business Development Associate, you won't just be a passenger on our journey – you'll be steering the ship of our expansion and making an undeniable impact. 🎯 The Role: Business Development Associate ✨ 📍 Location: Gurgaon 🕒 Employment: Full-time 🌞 Shift: Day Shift 💼 CTC - Day Shift: ₹6.6 LPA (₹4.2LPA fixed + ₹2.4 LPA variable) 🌙 Shift: Night Shift 💼 CTC - Night Shift: ₹7.10 LPA (₹4.8LPA fixed + ₹2.4 LPA variable) 📚 Education: Any Graduation (2018-2023) 💼 Experience: 0-3 Years (Freshers, this means you too!) ✨ 🎓 What We're Seeking: - Savvy Communicator: Your interpersonal skills are off the charts, making you a maestro at forging connections. - Problem-Solving Dynamo: Challenges are your breakfast, tackled with analytical finesse. - Adaptability Champion: A chameleon in the business world, effortlessly switching between solo missions and collaborative endeavors. - Fresh Enthusiasm: If you're a fresher with an insatiable thirst for learning and contributing, your time is now. 📬 Ready to Embark on this Odyssey? INTERESTED CANDIDATES CAN FILL THE FORM : https://lnkd.in/gnSaMxfd