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Mark Gilbert
Mark Gilbert
Mark has been involved in EDA recruiting for over 18 years. He is Founder and President of EDA Careers, but started his career in EDA as executive Vice President at EDA Jobs. Mark was also VP of Marketing and Business Development in the beginning of the Internet revolution and has been a … More »

Where is the Value Proposition In Using A Recruiter And Who Benefits Most, The Candidate or The Company…The State Of The Job Market…Coming, My Amazing Interview with CEO Wally Rhines…

July 31st, 2014 by Mark Gilbert

The answer to the first question might surprise you: both sides benefit equally.  A good recruiter does all the follow-up for both sides splitting his/her loyalty down the middle so both sides are represented fairly and everyone feels that they got a fair shake…something that’s so important in a small start-up environment and the best way to start the relationship.

The clear value proposition for the company comes from eliminating the mountains of bad resumes a company deals with, since a good recruiter only submits appropriate qualified resumes (which incidentally, should not be many).  For the candidate, it means finding appropriate fits to their background, getting their resume into the right hands, and then those hands having the relationship to follow-up and discuss the candidate.  VALUE PROPOSITION-CASE IN POINT…I just placed a candidate at a company that initially did not want to look at him.  In fact, they looked at the three other resumes (and interviewed the candidates) before proceeding on to him.  The CEO told me he did not seem to have the right background…I disputed his thinking, as he had 80% of what the company wanted, and further had the right type of personality so necessary to be a successful AE.  So I pressed him to at least talk to him, and talk to him he did.  He was in for a technical interview two days later and a job offer a few days after that.  Had the candidate sent his resume directly, he would have never been given the time of day…what made the difference was the belief that the company had in my knowledge of EDA (as it should be with any good recruiter), and the faith the candidate had in me to get him into the right hands.  That is VALUE PROPOSITION AT ITS BEST!!!!

All too often companies pass on candidates because they do not see the EXACT things they are looking for, and candidates pass because they think they know all they need to about the company.  An industry-focused recruiter, especially in an industry like EDA, must know the companies and how the candidate fits them and have established relationships with them.  Sometimes the stars align, other times they need alignment.  The VALUE PROPOSITION of a recruiter goes beyond the introduction…it continues through the entire process, making sure that busy companies do not forget to follow-up, and that a candidate knows the level of interest a company has and remains motivated.  Each interview requires careful follow-up and ultimately, if and when it comes to an offer, the recruiter must know the parameters on both sides, so a deal can progress reasonably and smoothly.  The recruiter is the perfect intermediary so that everything is buffered and neither side forms wrong impressions.

I know that using a recruiter can sometimes be a painful cost in the ongoing quest to find good talent.  However, as bandwidth decreases and individual and collective responsibilities increase, management is increasingly realizing that finding the right talent takes too much time away from the task at hand…building product and selling it!  Any smart executive knows that if they can painlessly hire someone on their own, it is clearly desirous; but to find the right talent and spend so much energy in doing so is not always the best or smartest way to manage your time. A good, specialized recruiter should send on-point resumes, making it less time-consuming to review resumes and that is worth its weight in gold…software.

Everyone should know that recruiting is not as easy as sending a resume and collecting a check; Lord I wish it were.  EDA is a “needle in a haystack” business and in times like these (which points to the state of EDA), it is harder than ever to hire.  Engineers are not jumping ship as fast and the reasons in and of themselves would take up a column.  It is probably the hardest time in our history to place candidates.  Companies are so picky and probably for good reason (in most cases), though I would argue they’re sometimes too picky and end up hurting themselves long term, but that is another column as well.

Bottom line: both the company and candidate benefit when a recruiter does their job properly, when they represent both sides so that the outcome has the best chance of long-term success.  For me personally, it is nice to be respected, to know that companies realize I will only send them a limited number of seemingly qualified resumes, that I will screen out the ones that have no chance, and that candidates know that I’m aware of the best places for them and I have a relationship that would benefit them.

I am working on my Wonderful Wally Rhines interview and it is taking way longer than expected.  I want to make sure that I captured the essence of this amazing guy and portray our discussion adequately, like I feel I did for Aart de Geuss.  He is a stalwart, a giant in our relatively small industry and yet maintains a demeanor that few can pull off as sincerely as he does.  His passion makes it clear why Mentor has been the company it has…and that is a good thing.  Hopefully I will finish it soon. Maybe before another acquisition…will it be Mentor?

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