To Talent or Not to Talent

To Talent or Not to Talent

Ask around Binc, and you will quickly learn that a lot of us have very strange stories about how we entered recruiting as a job field.  And yes, you can enter the talent market as a recruiter for your full-time job!  Even though I had imagined recruiting to be something similar to admissions directors at college: some super elite club where you have to know the secret handshake to get in, I learned that this was not the case.

Talk About It

Talk About It

I attended the Summit with the simple goal of learning more about diversity in the workplace and to hear perspectives from others because I, albeit a Black male in Silicon Valley, haven’t actually thought too deeply about this topic. So, in this article, I’ve shared three takeaways that resonated with me: 1) leaders need to be involved; 2) there is bias embedded in the code; and 3) diversity needs to be on the front lines of communication. If we truly want to embrace diversity and inclusion, it needs to be a wholehearted, comprehensive effort.

Why Meditation Matters

Why Meditation Matters

This idea, I think, is why most people don’t pick up meditation. They don’t see the point. And ask: what benefit is there?

The benefits are pretty intense. There are nearly endless, and scientifically backed, benefits of meditation, and there is a very detailed summary of those benefits here.

What I wish to speak to though, is how meditation can impact your daily work life. No matter the type of meditation practice you engage in, it facilitates a feeling of awareness.

What Candidates Want Today

The tech market has changed. It is superfluous to say it at this point, but perhaps a more meaningful statement would be: the tech market has changed and the ramifications are still in the process of being understood. When it comes to talent, jobs, and hiring, Binc has experienced firsthand what this means for candidates and how they are responding to the new topography of the market. As a result, what candidates want has changed.

Boomerang Bincer

In 2012, I followed Boris Epstein, the co-founder of Binc, into the conference room of our current client for my exit interview with the company that had given me my first “real” job after college.  Years of dealing with uncertain candidates helped Boris to sense my trepidation.  I was sad to be doing my exit interview, not least of all because it meant I would be packing up my life and moving across the country for the foreseeable future.

The Data On What Candidates Want

We sometimes get lost in the macro view of the market; a large, expansive perspective where the details disappear. But it is the details that matter. Maybe we focus on something like the conversion from submission to hire for a client. It matters, certainly, but for the next engineer we’re talking to, it matters much less than ensuring their individual experience is the best it can possibly be.

This Is Embarrassing for Silicon Valley

For this piece, I’m focusing on the talent/recruiting angle as it pertains to building a diverse team and company. Having partnered with a variety of tech startups over the past 3+ years as a talent consultant, I feel fortunate for the insight and lessons learned. I’m still learning, however, and thus welcome any connections, best practices, tips, etc. to further my knowledge. In the same spirit, this is my contribution to the on-going conversation.  Feel free to share your thoughts and learnings in the comments section.