REASON #5 – Why You Should Work at Redfish technology – Team Building Events!
Work hard, play hard…we put in plenty of long days serving our clients & candidates, but make sure to balance it out with some seriously fun times, including trips to; Vegas, Napa, SF, Seattle, Halloween parties, Charity Balls, Golf Tournaments, Marathons.
Redfish tech is one of those special companies where we can put in 10+hr days and look forward to hanging out together outside of work (including Thanksgiving dinner at Leah O’Flynn’s next week!).
WEEKLY CAREER RECRUITING SPOTLIGHT
WEST COAST ACCOUNT EXECUTIVES, MARKETING MANAGER IN THE BAY AREA, ENGINEERS IN LOS ANGELES, DIRECTOR OF SALES OPERATIONS IN TX, AND MORE!
This week, we’re recruiting for featured positions across the U.S including: Account Executives on the West Coast for a Bay Area based Enterprise Machine Learning client, a Marketing Manager role with an “adaptive learning” client, Multiple Engineering positions (QA, Release Engineer, & Frontend) for a B2C eCommerce firm with offices in Downtown LA and a senior level Sales Operations Director for a Global Logistics company in TX.
ACCOUNT EXECUTIVES, WEST COAST
Our client’s secure machine learning platform is deployed with some of the largest enterprises in the world across finance, healthcare, and technology. They empower their customers to securely unlock value from previously untouchable data, while ensuring that no data can be exposed or exploited. We are looking for enterprise account executives with a deep background in solutions selling (based in any major West Coast city).
Our client is building a leading technology company and changing the way people learn. They make software that enables institutions and organizations to create personalized learning and training experiences that help people learn more efficiently and quantify what they know. They have a wide range of clients, from leading publishers (including Cengage, Elsevier, McGraw-Hill) to online course providers (such as edX) to innovative academic institutions (like ASU and NYU. The Marketing Manager role represents a fantastic, ground-up opportunity to help change how the world learns.
MOBILE QA, RELEASE ENGINEERS & FRONTEND DEVELOPERS
This cross-platform digital technology company is focused on bringing people together to celebrate the most important life moments, from kids’ birthdays to happy hours. The company has already assembled a core team of veteran technologists, developers and product folks but they need even more people who are passionate about what it takes to make, operate and publish great consumer focused products.
DIRECTOR OF SALES OPERATIONS
Our client is leveraging AI & Machine Learning to revolutionize end to end global logistics & supply chain management. Their technology brings together data from customers, channels, suppliers, contract manufacturers and partners, allowing companies to use that data in real time, with cognitive artificial intelligence and machine learning to drive smarter decisions. They have a need for a polished Senior level Sales Operations Director for their rapidly expanding team.
SEARCH ALL JOBS
Above are some of the key opportunities that are priority hires for us this week. You can find details on these jobs and other fabulous tech career opportunities on our website.
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Redfish Technology – Building Growth-Mode Tech Companies with Hand-Picked Talent.
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.
The Top Five On-Boarding To-Dos Before the Start Date
By Tory Thomas, Executive Recruiter, IT Sales & Marketing
You may be asking “Why on-board before the start date?”
Well… really you should be on-boarding from the first contact with a candidate. When you receive a resume from a candidate, you should be sending a warm acknowledgment, even if you aren’t hiring for that exact profile right now. This is how you build your talent pipeline.
When you schedule a first interview or have an informal dialogue, you are making an impression. At this point you are acting as your company’s brand ambassador and forming an impression with the candidate. Read more »
The Top 5 Reasons Not To Accept a Counter Offer
By Mike Curry, Executive Recruiter, IT Division
So you find yourself with an offer from a new company, and whether you actively solicit a counter or you simply allow one to come, you are playing with fire. It is a highly risky move to accept a counter offer. These are the main reasons not to accept a counter offer.
1. Your Manager is Going to Hate You.
Okay, hate may be strong but s/he is not going to be happy with you. Once the relief that you are staying and that the projects underway haven’t been sabotaged by a sudden departure, negative feelings are going to seep in. The manager will likely harbor feelings of doubt about whether you solicited an offer just for leverage. S/he may worry that this incident will let loose a chain reaction, with others taking a stab at it. There’s going to be second guessing about whether you may try this again. Such a move will definitely be perceived as a breach of trust. Read more »
Resumes – Lipstick on a Pig
If you Embellish, it will be a Blemish – or Much Worse
The results of a recent Career Builder survey have been splattered all over the internet in the last several days. The responses reveal that 58% of employers have caught a lie on a resume; and 33 % said they have seen an increase in resume embellishments post-recession.
The poll found that this transgressions include embellished skill set (57%), embellished responsibilities (55%), dates of employment (42%), job title (34%), academic degree (33%), companies worked (26%), and accolades/awards (18%). It is very interestingly the industry that finds the most fibbing is financial services (eh-hem) at 73%! But Information Technology came in a 63%, and Health Care at 63%.
HireRight.com, a provider of on-demand employment background screening, found that 34% of job applicants lie on resumes. Read more »
The Résumé is Dead, Long Live the Résumé
LinkedIn, and Facebook, and Dice, oh my!
By Anna Mathieu
Professional networking site LinkedIn is the leading social media venue for career networking and recruiting alike. The concise display of Experience, Education, Skills, and Projects, peppered with Endorsements and Recommendations, ensures easy accessibility and searchability in a well-packaged graphic format.
Monster, Dice, CareerBuilder, The Ladders, Glassdoor, Execunet, etc. all offer a digital compendium of candidate’s qualifications. Not only can you search for jobs, but recruiters and hiring managers can use keyword search to land on your profile. One click applications make it easy peasy lemon squeezy to apply for a job. Read more »
50 Ways to Quit Your Employer
(Sing to Paul Simon’s 50 Ways to Leave Your Lover)
“The job offer has arrived”, my recruiter said to me
“The next steps then follow logically
I’d like to help you on some scenarios to foresee
There must be fifty ways to leave your employer”
She said, “It’s my role to make this smooth
Furthermore, you should call me if there are any issues
But I’ll repeat myself, to prepare for the interlude
You must give a letter of resignation to your employer
Two weeks’ notice to your employer”
Just stay on track, Jack
Advise on your new plan, Stan
You don’t need to contain your joy, Roy
Just get yourself free
Talk to your boss, Gus
You don’t need to discuss much
Your decision is final, Lee
And get yourself free Read more »
Why Employers Should Include a 48-Hour Expiration Date in an Offer Letter
By Meredith Dean, Executive Recruiter, IT Division
The whole point of any hiring process is to fill a current hiring need. The hiring process isn’t done until it’s done. That means getting the offer letter signed and assuring that the candidate arrives at the new employer on the appointed day.
So as soon as the ideal candidate is identified: make the offer, manage the variables, and minimize the risks to successfully hiring him/her. Read more »