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10 Robotics Companies to Watch in 2020

Filed under: High Tech / IT / Software, Tech Trends

10 Robotics Companies to Watch in 2020

By: Jon Piggins, Redfish Technology

 

Fear & apprehension have dominated the narrative around robotics for years (“Robophobia” is a clinically recognized anxiety disorder). Common concerns include the dangers & ethics regarding autonomous military machines, “job stealing” manufacturing robots, and machines that become sentient and turn on humans.

One things is for sure…Robotics applications (and associated technology; Artificial Intelligence/Machine Learning/Deep Learning) are destined for ubiquity. Fortunately, there are plenty of companies working hard to leverage robotics to improve & enhance our lives…here are some of our favorite companies in the space who are doing some really cool stuff for our common good.

 

Canvas

“Pneubotics”? The inflatable robot of the movie “Big Hero 6” was based on real soft robotics research, like the kinds being experimented with at Canvas. We haven’t yet seen many inflatable robots, but they offer a number of advantages; they’re relatively inexpensive, adaptive, and they’re very easy to fix. Compared to traditional robots, they’re extraordinarily lightweight, and they pack down to a small fraction of their size once deflated. Despite their compactness, they can be strong and unexpectedly fast. Perhaps most important, they’re passively safe, since they don’t have much in the way of rigid components or the inertia that comes with them. See their robots in action HERE.

 

 

Roam

Roam is building the first commercial wearable robotic devices, called exoskeletons, to help people with mobility issues and improve how people play sports. The company’s first commercial device is a robotic exoskeleton designed to boost the skiing experience. The Elevate Ski XO is targeted toward diehard skiers who wish to ski longer and stronger while pushing the edges of what’s possible. The Elevate is also great for those who love skiing but are limited due to knee pain or muscle fatigue.

 

 

Piaggio Fast Foward

Founded in 2015 by the Piaggio Group, Piaggio Fast Forward creates lightweight, intelligent, and sustainable mobility solutions. Based in Boston, MA, the company is dedicated to helping people move better, further, faster, and more enjoyably. PFF products leverage state-of-the-art technology and design to promote more vibrant cities filled with pedestrians, cyclists, and skaters. PFF’s first product is “gita” a mobile-carrier that follows people on the go. Carrying up to 45 pounds, “gita” encourages an active lifestyle for anyone who wants to move with efficiency and ease, from millennials and parents to seniors and disabled individuals.

 

 

Dorabot

Dorabot, founded in 2014, develops automated warehouse solutions using cutting-edge AI and robotics, including computer vision, motion planning, mobility and deep learning, etc. Covering induction, sorting, transportation and loading, we provide end-to-end solutions for logistics, express, e-commerce, seaports, airports, manufacturing and other scenarios.

 

 

Sphero

Sphero invented a now world-famous app-enabled robotic ball, which is used in classrooms all over the world to teach through play. In addition to the original ball, other products include the Sphero 2.0 and the Sphero Mini as well as app-enabled racing robots named Ollie and Darkside. The company’s Sphero Edu app is a hub for programming its robots and more.

 

 

Diligent Robots

Diligent Robotics is an A.I. company creating robot assistants that empower service teams to focus on the work they care most about. They build the Artificial Intelligence that enables service robots to collaborate with people and adapt to dynamic human environments. With a founding team of social robotics experts, their robots feature mobile manipulation, social intelligence and human-guided learning capabilities. “Moxi” is their hospital robot assistant that helps clinical staff with non-patient-facing tasks, so staff have more time for patient care.

 

 

Picknik Robots

Picknik offers open source, customizable robotics solutions. Their wide array of services include motion planning, advanced inverse kinematics, real-time control, collision avoidance, custom ros integration, 2D navigation, virtual reality, robot modeling, workspace analysis machine learning and more.

 

 

Anybots

Short of being face-to-face, Anybots offers one of the most interactive forms of communication available today by providing the user a personal remote avatar that can be controlled through a simple browser-based interface, with intuitive controls allowing for a truly immersive experience. With Anybots you can instantly be immersed in a distant environment experiencing the forefront of a new class of communication called mobile telepresence, allowing you to never miss an important event, meeting, or experience again. Individuals who cannot make it to a distant location can use this robot to afford them an experience that is, geographically, out of reach, or those who are homebound could use Anybot’s robot to attend social gatherings, be they in or out-of-doors.

 

 

Makani Power

Makani is developing energy kites that use a wing tethered to a ground station to efficiently harness energy from the wind, generating electricity at utility-scale. As the kite flies autonomously in loops, rotors on the wing spin as the wind moves through them, generating electricity that is sent down the tether to the grid.

 

 

Sunfolding

Sunfolding designs and manufactures simpler solar trackers that fuel the future of smart solar and move our world forward. Sunfolding’s flagship product, the Sunfolding T29™ Single-Axis Tracker, features seriously simplified components. The Sunfolding T29 makes solar power plants easy to install and smarter to operate, with motor-free tracker rows and 95% fewer maintenance locations.

15 Cybersecurity Companies to watch in 2020

Filed under: Tech Trends

15 Cybersecurity Companies to watch in 2020

By Redfish Technology

 

Every emerging technology poses its own unique set of security challenges. Traditional concerns about financial & identity theft, espionage, and malware haven’t gone away, they’ve just been joined by new dangers like Denial of Service attacks, data breaches and cyberattacks on connected “Internet of Things” devices. As the growing ubiquity of technology exposes us to new threats, here are some companies hard at work to protect us.

 

Fortscale (www.fortscale.com) Fortscale is redefining behavioral analytics, with the industry’s first embeddable engine, making behavioral analytics available for everyone. Fortscale automates the delivery and use of behavioral analytics throughout the security infrastructure, embedding it within the native operations of security devices, so it can be used to quickly pinpoint risks, improve decision-making and strengthen security. When integrated, Fortscale processes the data collected by the device, using predictive, big data analytics and advanced machine learning, to autonomously model behaviors and quickly and accurately identify anomalous, high-risk activity.

 

Firelayers (www.firelayers.com) FireLayers enables IT to proactively protect the usage of cloud applications via rule-based policies while ensuring that they maintain the required security and compliance levels. They protect cloud application usage from initial user identification to the safe retrieval of data and request fulfillment. They add a layer of proactive protection and monitoring to any cloud application identifying all users, applications, and actions.

 

CyberHaven (www.cyberhaven.io) Cyberhaven provides rapid enablement for GDPR and CCPA compliance, streamlined data security and modern risk management. Cyberhaven automatically traces all of your data as it moves through your enterprise in real time, on prem and in the cloud, enabling you to search, navigate, and control the flows of data as easily as finding your way around city streets with a GPS. Their technology is simple and blazingly fast to deploy, and you don’t need to change, tag or classify your data to use it.

 

NokNok Labs (www.noknoklabs.com) Nok Nok Labs, Inc., based in San Jose, CA, was founded to transform online authentication for modern computing. The company is backed by a team of security industry veterans from PGP, Netscape, PayPal & Phoenix, and have a deep experience in building Internet scale security protocols and products. The company’s products transform authentication by enabling end-to-end trust across the web using authentication methods that are natural to end-users and provide strong proof of identity.

 

Voltage Security (www.voltagesecurity.com) Voltage Security provides data-centric security and stateless key management solutions to combat new security threats and address compliance by protecting structured and unstructured data as it is used across data centers, public and private clouds and mobile devices. Voltage solutions are in use at almost 1,000 enterprise customers, including some of the world’s leading brand-name companies in payments, banking, retail, insurance, energy, healthcare and government such as ING, Kaiser Permanente, Kodak, Wells Fargo and Heartland Payment Systems.

 

Arxan (www.arxan.com) Arxan Technologies is an American technology company specializing in Application Attack Prevention and Self-Protection solution for IoT, Mobile, and other applications. The company reports that applications secured by it are running on over 500 million devices. Arxan solutions are used to protect applications across a range of industries, including: Mobile Payments & Banking, Automotive IoT, Healthcare IoT, Gaming and High-Tech. Arxan’s security products are used to protect the confidentiality of applications (which can be breached by reverse-engineering, code analysis and other means) and the integrity of applications (which can be compromised through code modification, malware insertion and other types of attacks).

 

TigerConnect (www.tigerconnect.com) Of the largest hospital systems in the U.S., 5 out of 10 trust TigerConnect with their healthcare communications. By using TigerConnect’s secure messaging platform to expedite admissions and discharges, hospitals ensure continuity of care during shift changes, consultations, and so much more. TigerConnect also integrates with the systems organizations already use, which means that work gets streamlined – not disrupted. No matter the size of your organization, TigerConnect was designed with the goal of helping you treat more patients, in a safer way, in less time than ever before.

 

Cloudmark (www.cloudmark.com) Cloudmark is a trusted leader in intelligent threat protection against known and future attacks, safeguarding 12 percent of the world’s inboxes from wide-scale and targeted email threats. With more than a decade of experience protecting the world’s largest messaging environments, only Cloudmark combines global threat intelligence from a billion subscribers with local behavioral context tracking to deliver instant and predictive defense against data theft and security breaches that result in financial loss and damage to brand and reputation. Cloudmark protects more than 120 tier-one service providers and tens of thousands of enterprises, including, Verizon, Swisscom, Comcast, Cox and NTT.

TrueVault (www.truevault.com) TrueVault is the first data security company entirely focused on protecting Personally Identifiable Information (PII). TrueVault decouples consumer identity from consumer behavior to eliminate data security risks and compliance liabilities, giving companies only the data they need. As organizations collect and store more data to drive their businesses forward, they are simultaneously increasing their risk and liability. TrueVault removes 100 percent of that liability and ensures compliance with regulations such as HIPAA, GDPR, and the California Privacy Act.

 

ThinAir (www.thinair.com) The ThinAir Next-Gen Endpoint Data Visibility Platform delivers complete intelligence about every information in your organization, with simplicity and speed. ThinAir’s patented technology answers sophisticated questions about user interaction with data including information creation, consumption and communication empowering security and IT professionals with instant data-element level visibility including financial impact, in real time and historically.

 

Contrast Security (www.contrastsecurity.com) Contrast Security is a world leading provider of security technology that enables software applications to protect themselves against cyber attacks, heralding a new era of self-protecting software. More accurate and effective than outdated legacy security measures, Contrast Security is a completely new approach to application security – the world’s first comprehensive platform for protecting enterprise applications from within. Contrast’s patented deep security instrumentation is the breakthrough technology that enables highly accurate analysis and always-on protection of an entire application portfolio, without disruptive scanning or expensive security experts.

 

Distil Networks (www.distilnetworks.com) Distil Networks, the global leader in bot detection and mitigation, is the only proactive and precise way to mitigate bad bots across web applications, mobile and APIs. With Distil, you automatically block 99.9% of malicious traffic without impacting legitimate users. Distil Web Security defends websites against web scraping, competitive data mining, account takeovers, transaction fraud, unauthorized vulnerability scans, spam, man-in-the-middle attacks, digital ad fraud, and denial of service. Distil API Security protects public and partner-facing APIs against developer errors, integration bugs, automated scraping, and web and mobile hijacking. Distil Analyst Managed Service brings human intelligence to the science of bot mitigation.

 

CodeDX (www.codedx.com) Code Dx Enterprise is an automated application vulnerability management tool that makes all of your testing tools work together to provide one set of correlated results, then helps you prioritize and manage vulnerabilities—integrating with your application lifecycle management tools so your security and development teams work together for faster remediation.

 

ForAllSecure (www.forallsecure.com) ForAllSecure is building autonomous cybersecurity tools for developers, enterprise IT, and end-users that automatically find and fix vulnerabilities in run-time executable software pre-production and when deployed. A startup with ties to Carnegie Mellon University, ForAllSecure has created a system it calls Mayhem that can scan code for security holes and plug them without any human intervention.

 

Karamba Security (www.karambasecurity.com) Karamba Security’s automotive-grade software detects and prevents cyberattacks on connected devices: automotive ECUs, Industry 4.0 controllers, enterprise edge devices, and IoT endpoints. Karamba’s patented run-time integrity is automatically integrated with the system’s software, as a part of the software build process. It automatically detects and prevents changes to the system’s factory settings, i.e. exploits of security vulnerabilities within the system.

 

6 Tips on How to Discuss & Negotiate Salary / Compensation

Filed under: Salary

6 Tips on How to Discuss & Negotiate Salary / Compensation

By: Jon Piggins, Director of Business Development

Redfish Technology

 

The Pay Equity & Salary History regulations that are being adopted by more cities & states are making the discussion around compensation a bit tricky. Back in the “old days” a recruiter or company would simply ask “How much are you making now?” and even request W2’s to support the figures provided. The questions you’ll most likely get today are “What are your salary/compensation expectations” or “what sort of compensation range would you need to consider making a move?”.

 

While laws surrounding the topic of compensation are well intentioned as an effort to chip away at pay inequity, they have created a bit of ambiguity around the subject. As recruiters, we talk to candidates & companies about compensation all the time and here are some recommendations to help you navigate the matter, with recruiters, hiring companies or even your current employer.

 

Do your homework & Educate yourself on the market: There are plenty of compensation surveys & calculators out there…here are a few common ones we often share with our clients & candidates.

https://www.dice.com/salary-calculator
https://www.payscale.com/salary-calculator
https://www.glassdoor.com/Salaries/know-your-worth.htm
https://hired.com/salary-calculator

 

Ask your recruiter: There are times when our clients have asked us to leave compensation open, but we try to nail it down to at least a range. You can also ask your recruiter…we spend every day talking to candidates, companies & each other about the current market, so any good recruiter should be able to give you a realistic estimate of someone with your experience, education, etc. is making these days…and don’t let initial figures rule anything out. We recently had a company peg their comp range at $170-$180k/yr & wound up offering someone well over $200k, but they were able to justify it because of how much our candidate was brining to the table (essentially a hire & a half).

 

Flip it: A great way to deal with questions surrounding your compensation expectations is to turn it back on your interviewer. Something like, “If it turns out that I’m the person you hire for this position, I’m sure we’d be able to reach a mutually agreeable salary, as I’m willing to be flexible. Can you give me an idea as to what the budgeted salary range is?” You’re not trying to be evasive, you’re establishing even footing & looking to have an open discussion around compensations…plus it frames things well, that you’re optimistic you’ll be able to figure things out if it turns out that there’s a fit and mutual interest.

 

OK, you’ve made it past the initial “How much do you (want to) make?” and “What does the position pay?” stage and we’re moving in the direction of an offer…here are some tips to help you across the finish line.

 

Provide context, your “why”: Its one thing to say “I need $180k to even look at something new.” Vs. “I’m really interested in what ABC Company is doing, but I’m currently at $180k with 2 kids in college & a mortgage in Mountain View, plus my Mom just moved in & we’re helping to take care of her until we find a more permanent option.”. Explaining your “why” gives context and humanizes things, so don’t be afraid to share some insight into what’s driving your compensations expectations and needs.

Be Flexible: Beyond cash, what else is important to you? e.g. Benefits, RSU’s/stock/options, opportunity, track record of the founders (have they had successful exits?), commute? Don’t forget to take a holistic view of the compensation package. We have many clients who work hard to not just remain competitive in the marketplace from a cash standpoint, but go above & beyond by offering benefits like; school or home loan pay downs, 529 education fund donations for employee’s children, and mandatory paid vacations.

 

Leverage (how to use it properly), “If-Then”: Another mistake we see is when people simply keep asking for more money to see if they can get it. Assuming you’re interested in potentially working at a company, figure out what you’d need to work there, and quantify your needs. Help your potential employer by giving them something when you’re asking them for more money, benefits, stock…it means a lot more to be able to extend and “If – Then” commitment vs. “can you increase the offer?”. It’s reciprocal, you’re giving your commitment in return for their increased offer, plus it gives your hiring manager the internal leverage to get approval for the increase…they’re not just asking for money, they’re guaranteeing a hire if the increase is approved. It goes something like this; “Based on our conversations, I believe I’ll be a good fit at “ABC Company” because of (X, Y, and Z). I know this position was slated for $150k/yr, that’s currently what I’m making. My expectation when I started looking for a new position was at least a 10% bump and if we can get to that I’m ready to give my notice, decline any counter offer & start within 2-3 weeks.”

 

Be Realistic: the Curse of the “Golden Handcuffs”: We get people coming out of the “FANGS” or other large, well established tech companies with deep pockets who say they’re bored & want in on the exciting startup world, but they want to have their cake & eat it too…they still want $350k/yr from a 20 person Series A company where the founders haven’t pulled a paycheck for 6 months. There’s a happy medium that needs to be reached & you have to be realistic about the risk-reward…and big companies aren’t always less risky. A quick way to fix a bad quarter or two @ a big company is to lay off a few thousand employees, especially the expensive ones.

 

The subject of compensation can be a touchy one and it isn’t something that most people deal with on a regular basis. However, there are plenty of ways the topic can be managed from initial conversations through to an offer. If you have any questions, or could use some help navigating the subject of “money”, please feel free to CONTACT US.

7 Tips For a Successful Video Interview

Filed under: Candidates / Job Seekers, Job Search

7 Tips For a Successful Video Interview

By: Jon Piggins, Director of Business Development

Redfish Technology

 

We’re seeing more of our clients utilize video interviews (both live & recorded) and while they can be an efficient tool in the interview process, they also present some unique challenges. There are plenty of articles out there that give good basic advice; dress as you would for a professional email, have an appropriate setting/backdrop, speak clearly. Here’s some additional advice that comes straight from challenges our candidates & clients have experienced.

 

Test, Prepare & Practice: Live video or recorded interviews can be awkward. Record yourself & playback to see where you might improve your “on air” performance…are you mumbling or fidgeting, could the lighting be better, is the camera angle off (it should be at eye level, showing your upper torso with some space above your head). You can also practice “live” with a friend & ask them to critique you. Look into the camera: Don’t forget to smile and make eye contact when appropriate.

 

Have a pen, notepad and copy of your resume on your desk…just as you would for an in person interview.

 

When scheduling your interview, ask the interviewer for their cell or direct office phone number. In the event you have technical difficulties or the audio/video cuts out, you can call then at that number to troubleshoot, finish via phone, or pick a time to reschedule.

 

Remove all potential distractions: Put your phone on silent & unplug your landline. Put a sign on your door stating that you’re conducting a video interview & to not ring the doorbell or knock. If there is an interruption (someone enters the room, your dog starts barking, etc), apologize to the interviewer, ask for a few moments, mute your microphone & disable your camera. Deal with the source of the interruption and make sure the room is secure before proceeding with the interview.

 

Create cue cards or a “cheat sheet”: This is one way to turn the odds in you favor in a way you can’t during an in-person interview. Write down questions, key points you’d like to hit, information about the company or hiring manager and post them behind the camera so that you can reference them during the interview.

 

Turn off all programs and applications on your computer that could interrupt the interview. Pop-ups, sounds & IM’s have caused embarrassing distractions during interviews.

 

As with any interview, make sure to follow up with a thank you. Pairing an email & handwritten note is best, but even a thoughtful thank you email goes a long way. For more advice on interviewing, or any of your career search needs, feel free to contact us!

A Beginner’s Guide to Startup Options & Equity

Filed under: Jobs/Employment, Offers / Counteroffers

A Beginner’s Guide to Startup Options & Equity

By: Jon Piggins, VP Business Development 

Redfish Technology

 

A Beginner’s Guide to Startup Options & Equity

In the startup world, most offers of employment include stock “options”, essentially granting you the right to buy shares of the company’s stock in the future at a predetermined price. For example (in a best case, simplified scenario), you accept an offer to work at “XYZ Company”, stay there more than 4 years (to fully “vest” 100% of your options). The “strike price” for your options is $2/share. In year 5, XYZ Company decides to issue an “Initial Public Offering” to begin selling shares of their company to investment banks & the general public. They price their stock at $20/share and it begins trading on the open market (e. “NASDAQ”, where the price will fluctuate based on demand). You now have the right to “exercise” your options, buying them at the predetermined $2/share and then sell them at the market price of $20/share, giving you a gross profit of $18/share.

 

So now that we have a basic understanding of what an option is, we’ll look at a few more important considerations when evaluating your offer (or current position).

 

Valuation

While a company is private, it’s valuation is managed by the board of directors (via a “409A Appraisal”) usually one a year (or if there’s a significant change, like a new VC round of funding). The valuation is based on a number of factors, but is intended to be an independent/objective Fair Market Value, or “FMV” (think of a house appraisal). Each round of valuation, in principal, represents an increase in the value of each share in the company. So, each increase in value also means that the cost per share in that company goes up. Meaning, if you started employment at XYZ Company when they were valued at $5 Million and your “strike price” was $2/share and now the company is valued at $10 Million and new hire would now have to pay $4/share for the same option. Hence, the benefit of “early equity”…getting in while the cost to exercise (“purchase”) your options is low (as it allows for more potential profit margin).

 

Calculations
In simple terms, you can come up with a rough value for your shares by using the following equations (and a company should be able to provide you with this information once you get to the offer stage).

 

% of “ownership”, how much your potential shares represent of all the company’s outstanding shares:
# of shares/options, divided by “total number of shares outstanding” = % of equity you’d have in the company. (eg. your # of shares/options of 50,000, divided by the total number of outstanding shares for the company of 10,000,000 = 0.005 or .5% equity in the company).

 

Value (on paper) of your shares/options:
# of shares/options x current FMV strike price – # of shares/options x your strike price = your current spread or profit margin. (eg. 10,000 shares at the last Board of Director’s FMV of $10/share – your 10,000 shares/options x your strike price of $5/share = $50,000 in a “paper” gross profit).

 

 

Vesting Schedule

This is simply the rate at which you gain the ability to purchase your options/shares. Industry standard is 4 years, the 1st year vesting (25%) after one year of employment and the remaining 75% vesting each month at a rate of 1/48 over the remaining 3yrs. After 4 years, you now own the right to exercise (“buy”) all of your options.

 

 

Liquidity Preference

Venture Capitalists & other investors get paid 1st. So, if a company has taken $40 million in funding and it decides to go public, no one else but the investors get paid until the proceeds exceed the $40M+ mark. Important to note (from an equity standpoint) when looking at a company that’s taken on a lot of funding & doesn’t have good traction, as there’s a good chance you’ll probably never realize any benefit from your options.

 

 

Summary

This is meant to be a very high level “Options 101” review of the topic. There are a multitude of factors that can come into play; dilution of shares/equity, different classes of stock, company acquisition, Restricted Stock Units (“RSU’s) vs. Options…but our hope is that a basic understanding of what options are & how you can calculate a rough valuation of a company and what your options represent in “ownership” of that company, you’ll be able to better evaluate your next (or current) opportunity. We’d be happy to answer any questions or do a deeper dive on these (or other) topics, so contact us if we can be of service!

5 Great Benefits & Perks to Attract and Retain Employees

Filed under: Hiring Strategies, Offers / Counteroffers, Talent Acquisition

5 Great Benefits & Perks to Attract and Retain Employees

By: Jon Piggins

Director of Business Development, Redfish Technology

 

In today’s tight labor market, competition for top talent continues to heat up. We’ve seen some of our clients increase their hiring rates by offering benefits & perks beyond what’s now becoming standard, things like; unlimited vacation, “make your own hours”, 100% paid health/dental/vision coverage. Here are some of the best perks we’ve seen recently.

 

Vacation reimbursement: “Unlimited” vacation is great…if you use it. Turns out that many employees are so busy that they never wind up taking advantage of the benefit and the company winds up with stressed out, tired workers. One company we work with decided to solve the problem by creating “vacation reimbursement”, $3,000/yr per employee, can’t take it as cash & have to use it each year or you lose it.

 

Student loan paydowns: With 44.7 million borrowers owing more than $1.5 Trillion in student loans, the U.S. is drowning in school loans. Not just a financial burden, student loan debt can be stressful & limiting. We’ve had a few clients begin to offer monthly contributions to their employee’s loan payments, either by subsidizing the amount they had to pay or by matching payments (up to a limit) therefore helping to pay off the loan(s) sooner (sometime 7-10 years sooner).

 

529 accounts for employee’s children: Think of a 529 account like a “Roth IRA” for college. Contributions are invested & when it’s time to pay for college (tuition, room & board, books…) the money can be withdrawn without penalty or taxation. It’s a nice additional way to help employees beyond the traditional health savings & retirement plans most companies offer.

 

New baby fund: Have a baby, get $4,000. That’s what Bay Area based client of ours decided to start doing (diapers are expensive!). Seriously though, as wonderful as having a child can be, it’s expensive & stressful. Getting a nice chunk of change & a good break for maternity/paternity leave is a great perk for your workers.

 

Housecleaning & Laundry Services: Put in a 60 hour work week & then have to deal with cleaning chores and laundry…no thanks. We have a longtime client in LA who provides weekly laundry and twice monthly house cleaning services for their approx. 100 employees. Simply bring in your clothes in a big nylon bag on Monday, it gets picked up at the office & comes back on Wednesday cleaned and folded.

 

The great thing about these benefits is that they’re done in good spirit…yes they’re self-serving for a company in helping to attract & retain talent and increase productivity, but they’re also considerate towards employees with the goal of reducing their stress & burden and helping to make their lives a little easier.

2 Steps to Hack your Career Search (in 10 minutes or less)

Filed under: Candidates / Job Seekers

2 Steps to Hack your Career Search (in 10 minutes or less)

 

Actively looking for a new job…or just want to test the water to see what’s out there, but the thought of overhauling your old resume or creating a new one makes you cringe? 5-10 minutes spent on making a few changes & updates to your LinkedIn profile is a great way to increase your visibility to hiring companies & recruiters.

 

Companies & recruiters utilize Linkedin’s platform to run granular searches for candidates based on keywords in their profiles and their account settings. You can help control if and how you’ll be included in the results of these searches. Follow the simple steps below to increase your profile’s visibility and your odds for being contacted about relevant, new opportunities.

 

1st go to your linkedin profile and click on the “pencil” edit icon on the right hand corner (adjacent to your profile picture). Make sure that your contact info is up to date and that your “Summary” contains key words relevant to not only your current position, but also to the type of position(s) you’re interested in.

 

2nd, modify your settings to drive your relevance in searches being done on Linekedin. You can do this two ways:

 

Straight from Linkedin’s help page:

Sharing your career interests with recruiters from the Settings & Privacy page.

To share your career interests from the Settings & Privacy page:

  1. Click the Me icon at the top of your LinkedIn homepage.
  2. Select Settings & Privacy from the dropdown.
  3. Click the Privacy tab at the top of the page.
  4. Under the Job seeking preferences section, click Change next to Let recruiters know you’re open to opportunities.
  5. Switch the toggle to Yes to share that you’re open and appear in recruiter searches matching your career interests. Switch the toggle to No to stop sharing your career interests with recruiters.
  6. Your changes will be saved automatically.

Note:  Visit the Career interests page to edit additional settings such as job titles you’re considering, the types of jobs you’re open to, the industry you prefer, and more. Learn more about updating your career interests

 

Sharing your career interests with recruiters from your profile.

To share your career interests from your profile:

  1. Click the Me icon at the top of your LinkedIn homepage and click View profile under your name.
  2. From Your dashboard, click Career interests to access the Career interests page.
  3. In the Career interests section, toggle right to turn this feature on.
  1. You can write an optional introduction about yourself and anything else you’d like the recruiters to know. The maximum character count is 300.
  2. Follow the prompts on the page to select your career preferences:
    • Where are you in your search?
    • What job titles are you considering?
    • Where would you like your next job to be located?
    • What types of jobs are you open to?
    • What industries do you prefer?
    • What size company would you like to work for? (Number of employees)
  1. Any changes made to your job preferences will be automatically saved.

 

For more recommendations on how to super charge you job hunt, contact Redfish Technology’s teams of experienced recruiters today!

Featured opportunities this week include; Solution Engineers & Architects (Bay Area & Seattle), Developer Support Engineers (Bay Area), and a Sales Operations Specialist (Sunnyvale)

Filed under: Jobs/Employment

Featured opportunities this week include; Solution Engineers & Architects (Bay Area & Seattle), Developer Support Engineers (Bay Area), and a Sales Operations Specialist (Sunnyvale) #engineers #recruiting #engineeringjobs (https://bit.ly/2szxvy3 , https://bit.ly/2AQmOLW , https://bit.ly/2syrwcD , https://bit.ly/2RZH5se , https://bit.ly/2DqenbK , https://bit.ly/2S3GC8n , https://bit.ly/2FSUKL3 , https://bit.ly/2Hsd28F , https://bit.ly/2Ht8zlX)

Recruiting Success Stories: Will Pearson, Commerce Operations Manager – Wine Application

Filed under: Featured Placements

Recruiting Success Stories

Featured Placement – Will PearsonWill Pearson

Commerce Operations Manager – Wine Application

 

The ‘Shazam for wine’ is the fastest growing and most downloaded wine application in the Apple App Store. 10 million wine drinkers worldwide use Vivino to scan labels and identify wines, rate and compare, and social dialogue about wine. When Vivino decided to enter a new market selling directly to consumers, the Chief Business Development Officer asked Redfish Technology to find Read more »

Salary Information Reports: Software / IT / STEM

Filed under: Salary, Tech Trends

Salary Information Reports:

Software / IT / STEMCash Money salary compensation

 

The Computerworld IT Salary Survey 2015 focuses on IT talent, and their report shows that there are noteworthy gains in the sector after several years of slower wage growth.

Averaging a range of positions, the average total compensation has increased 3.6% in 2015, compared to 2.0% in 2014. On average survey respondents reports total compensation for specific positions at: Business intelligence analyst $90,237, Systems administrator $71,907, Software engineer $104,156, Systems architect $117,409, Product manager $112,427, Internet technology architect/strategist $141,447.

The report states that 49% of those surveyed report that base pay is among the most important aspects of their current jobs, followed at 44% by job stability. 60% of those looking for a new job are motivated by higher compensation. Companies that require cutting-edge IT skills are offering greater salaries and bonuses to lure talented tech workers. Read more »