What are candidates telling you about their job search experience?
In the tech community, company valuations have taken significant hits and, as a result, senior leaders have been left wondering what the near and mid-term future holds. While candidates routinely ask what we see in the market, the current economic climate has led to a somewhat polarizing view of their job searches. On one hand, concerns over an uncertain financial future have some taking a wait and see approach and a willingness to "ride out the storm”. On the other hand, people who normally have been hesitant to engage on potential opportunities are starting to take a look at what is available, now that their equity handcuffs are significantly reduced. There is a healthy skepticism out there, but companies are still hiring as they cannot afford to wait to bring on an impactful executive to finish out 2022 and to set themselves up for a successful year in 2023. That skepticism can cause a bit of panic for candidates as they look for the right next opportunity. Others have mentioned the increasing competition for roles, and I continue to hear some version of this every day. The common thread throughout is activity: while normal late year slowdown trends apply, the market for top talent continues to be robust.
Any advice for folks who are looking in this market?
Trust in your diligence – coming into a process with a plan is your best asset. Sometimes hiring processes can move at a brisk pace, possibly quicker than the candidate might like. Have an idea of what you need to learn to make an informed decision about the company and opportunity. If you are not getting the answers needed during the interview process, a recruiter can (and should) be your secret weapon, helping navigate with the key players to unearth all the relevant pieces. Most companies work with recruiters to set up a cadence with their teams to get candidates through each meeting, though that should be malleable if the situation calls for it.
Stay on target – juggling multiple opportunities can be overwhelming and can also lead to someone cutting corners to arrive at the finish line at the same time. If you are far down the path with one company, rushing to take several meetings in a short period of time for another just to have a comparison point may not be the best option. A lot can happen in a short period of time and both opportunities could disappear while you are trying to create leverage.
Any common mistakes people are making? Any common reason people are no’s?
Preparation (or lack thereof) – Preparation comes in many forms, from researching the company/product(s)/competitors to proactively getting ideas together in anticipation of an interview. Hiring managers want to see the person who feels ready to step into the role today. The majority of the C-Suite roles I work on (CMO, CRO in particular) include a step in the process at or near the end where a candidate prepares either a 90/120-day presentation, or completes an exercise provided by the company. This is when it makes a difference to put in the effort. These are often “make or break” interactions with several members of a leadership team and can really separate the A players from the second tier.
Culture fit – This is an often talked about and sometimes nebulous topic. It is easy to tell a candidate they did not get a job because of a lack of scope or scale (global remit, team size, revenue responsibility, etc.). However, it is much harder to talk about how a candidate just did not “feel” like the right fit for a company. There is a lot about culture that a candidate cannot control, but a few things someone can do to ensure they are not removing points from their own score.
– Do not talk negatively about previous employers/colleagues; if you need to explain a difficult departure or situation, stick with the facts, and take the high road when it comes to internal politics.
– Be prompt and responsive, both to the company and their people, along with the recruiters; a lack of discipline in this area is easily extrapolated to their day-to-day environment.
– Be a good human being; This one seems simple but treating everyone with respect throughout an interview process is the only way to go. The opposite is guaranteed to ensure your job search will continue.
