Posts Tagged ‘Careers’
Wednesday, November 2nd, 2016
Making a job change is rarely an easy decision, admittedly though, so wonderful when it is. For the majority of you that have to work at it to land that next opportunity, much of your success lies in your ability to properly present yourself. Aside from your technical abilities, another key ingredient you need to add to the formula, is the use of a highly specialized industry recruiter. This one key ingredient (and while it is obviously self-serving to say that, it is non-the-less essential) can increase your chances of a great tasting outcome.
The right recruiter can prepare you and help to ensure that you present yourself in the best light. An experienced recruiter should walk you through the interviewing process by using their own proven formula to help you make a tasteful presentation. This type of help, should further ensure your chances of a successful outcome from your interviews, from start to finish. The right recruiter will help you examine your reasons for wanting to make a career move and help to frame them properly so not to make a mistake by saying the wrong thing and even more important, how to say the right things.
Sunday, June 5th, 2016
There is a significant amount of decent buzz surrounding DAC Austin, which for me, is a bit surprising. On the plus side, I think DAC will see a lot of folks from the region that simply cannot make the trek west; the typical home for DAC. Considering that Austin (and surrounding Texas areas like Dallas) is probably the second biggest hub for EDA type engineers, I think DAC will see a lot of fresh faces. After all, the conferences are second to none and it is a great experience for those that have never walked the DAC floor. We all know the usual suspects, those that rarely miss a DAC, will certainly be there. Austin will not preclude (plug in Intel, Freescale, TSMC, Global and the rest) them from going.
Friday, April 15th, 2016
I have placed more candidates than I can count and have additionally prepared more candidates for their interviews, than I have yelled at my kids… (OK I admit to stretching there a bit). I cannot begin to tell you how many candidates make the most elementary mistakes during their first interview(s), serving to eliminate themselves before they have even had a chance to prove their worthiness. It is certainly great to possess the needed technical skills for the position but it is even greater to know how to showcase those skills, to give you the best shot at acing the interview.
Here are a few of my more basic tips and what I always tell my candidates before they interview. I explain to them that the simplest, most logical goal is to have one single objective…and that is to get through the 1st interview successfully. Since most first interviews are phone screens, the discussions can vary depending on the company and the person doing the interviewing.
Thursday, July 31st, 2014
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!!!!
Tuesday, May 13th, 2014
Well, “BYE-BYE BDA” (sung to “Bye Bye Birdie”) and “Jasper”, (sung to “Casper the friendly ghost’) because of how they too have disappeared) and HELLO to “how long before there are no more Start-ups in EDA” sung to (you better not laugh, you better not cry).
So, how does the smaller guy compete or even more importantly, how does EDA build a more sustainable mid-tier bridge to offer reasonable alternatives to the Goliaths. By “alternatives”, I do not only mean as an exit strategy, but as a reasonable competitive alternative to just going to WALMART, (yes I said WALMART). Let’s face it folks, the world has shifted and we are in this ever-evolving big- company world environment in virtually every segment of business. Somehow, small companies need to learn how to better compete with the Big-Boys…in our case the Big 3, no names needed. Indeed it is difficult, because the current exit strategy (for most start-ups) is to sell out to these Big-Boys and so it happens, the big gobble the small, thus making it very difficult for all the rest to compete. Using the WALMART analogy…they come to a town and slowly cannibalize most of the businesses in the town. They do this by offering a really good price (quality does not always matter, nor does service) and making it easier to choose them for a variety of reasons, like one-stop shopping, more things that fit in your cart at one time, etc. Slowly the smaller mom and pops (now called Start-Ups) have a decision to make. Either join forces with someone a little bigger or close the doors. The “little bigger” is our answer. (more…)
Wednesday, January 22nd, 2014
I talk to many of you often about the challenges facing our start-ups. From CEO’s and top management, to those considering joining a Start-up, the chorus of concerns and frustrations about the complexities of dealing with Start-Ups is not uncommon, rather, it is something so many of you voice frequently. Be it growing a Start-Up, to going to a Start-Up, the recurring theme it seems is, “how do we compete with the Goliaths” (my word not yours, writers get to choose their words) that make it so difficult for smaller companies to succeed.
Start-ups start with a dream…for EDA it is slightly different as the product is a more industry-focused tool or IP or such, with a specific solution that, for the most part, has a very exacting targeted usage. Granted, things can change as development progresses but in EDA, we know where it should fit, how it will be used and who must be brought on as a partner for it to work. This is what differentiates us from most of the other Silicon Valley Start-Ups…they get an idea and they are out to change the world. So many kids (by kids, I mean big kids) today have these somewhat crazy ideas, and start a new company with the belief that they will significantly change how something is done, or change the convention if you will, from old to new with amazing implications on the future, making them a overnight million or even billionaire.
This is what differentiates us from them…While I am getting slightly off track, this is a problem our community faces…the ability for an amazingly successful exit strategy. I do think that those that have chosen the field of EDA have a different outlook than most other tech businesses, as we see the success of the “concept” as the glory and are not quite as motivated by the money. We seem to see the broader range implications of the actual development, and marvel at what we create.
Anyway, back to my initial point. An EDA start-up faces quite different obstacles than most others in that whatever you do, for the most part, must work within the Big Boys (or as I previously called them, the Goliaths) existing flows, for the most part. This forced cooperation presents very specialized challenges as some start-ups are building totally new dimensions in flows, others are trying to build a better way of doing something someone else sort of does, but no matter the project, all of them need to work with the Goliaths. The exit strategies have been (for the most part) a sell-out to these Goliaths, either because it was the best option available or the legal challenge made it -shall we say- simpler.
So where am I going with all this set-up. In my discussions, many a talk has been had to building stronger partnerships within the smaller company communities by coming together and sharing, joining forces, and cooperating more. The result is to make each company’s flow more important and allow it to cover more ground by working in tandem. Even stronger mid range companies benefit from this as they can better compete for their little piece of the pie and keep the Goliaths more at bay. Some start-ups find other Start-Ups to compliment what they are building by helping each other gain traction in their area…we have seen this done successfully over and over. This type of partnership, collaboration must continue and even escalate. The logical next step is similar to what Ansys did with Apache; find other companies that can acquire or join forces to better compete with the Goliaths. More companies need to find common ground to merge, and while I know that VC’s are throwing up reading this, we must not ignore the bigger picture, which is to grow and build a better infrastructure around the Start Up EDA community. This should ultimately net better results when selling. We have the companies, the brain power, the technologies and long term, this can prove to be the best and most profitable solution for these small companies, allowing for an even stronger value proposition on exit than if they relinquish separately.
On another good note, EDA industry rose by 6.8% for Q3 2013 when compared to the same quarter the year before. Q3 was 4.2% ahead of the previous quarter while comparing the last 4 quarters to the same previous 4 quarters and showed a nice increase of 5.8%. Stable, steady, and I think reassuring…no records broken…just nice clean and hopefully sustainable growth. Now may it only continue for my /our 401k’s.
Thursday, June 27th, 2013
My moniker White Jacket and I spent three days, morning to night, working DAC. (Check out my new DAC video… http://www10.edacafe.com/video/EDA-Careers-Mark-Gilbert-President/39972/media.html). The show was enjoyably close to my hotel (a few scant steps…closest I have ever stayed to a center) and the show itself was remarkably easy to navigate. I was pleasantly gratified that how I reported DAC would be, was pretty much how DAC was. Overall, I would say the conference was not bad in the least and I dare say for most, pretty spectacular. DAC is a sort-of stomping ground for adult engineers and Austin (a “weird” stomping ground on its own) allowed a lot of us to do some serious stomping after the engineering talk stopped.
Thursday, May 30th, 2013
This is a story about exactly why EDA changes everything (albeit down the line) and how software continues to permeate every corner of our business and professional life. I remember when I was first drafted into EDA as a recruiter. The infamous and back then well known Bob Gold said enough with deciding, debating what your next venture is going to be…it is time for you to get back in the game and I have the perfect opportunity for you. Famous last words they were.
I had just left a considerable web development company in 96-97 where I was the VP of Marketing. This thing called the Internet was exploding and we were waiting on 150 million dollars in funding, as we were one of the hottest development companies in the country. Problem was, we waited and waited and grew and grew in anticipation and when the money did not come, well that ended that. Fortunately I had a few successes in Sales and Marketing in my life and wanted the next opportunity to be the right one. When Bob said let’s do this, I will make you a partner, I decided to give it a shot as I knew I could make a significant contribution. I understood IT and had developed software before, so I thought this could work. I had no clue how complex EDA was and how much learning was awaiting me. Never did I think I would be the “go to recruiter” for EDA, one of the most complex areas of recruiting.
Wednesday, February 6th, 2013
This month I am going to specifically focus on a very particular segment of hiring… SALES…or as they are called in EDA, Account Managers, Bread Winners, Money Makers, The Engine, The trouble for R&D Guys, The pain to AE’s and so on. There are lots of descriptions and levels when it comes to Sales people; depending on the company, the functionality can vary greatly. Titles do not always tell the whole story; that holds especially true in a Start-Up. A VP of Sales can (in essence) be the same as a bag-carrying Account Manager, (again especially in a start-up) as he/she might be the only person “selling” in the company. I am going to cover a few areas of expertise for Account Managers this month. Please realize that the job and title can vary greatly from company to company. The question I am going to try and answer (and by-the-way, I ask for your additional input by adding comments) is “what should a hiring manager or the CEO (and all those involved) be looking for in a good Account Manager”. This in part is also how any good Account Manager should prepare for their interviews as well.
First, the obvious…Every good Account Manager should have a decent track record of customer satisfaction and the reference accounts to prove it. In addition, a strong candidate should demonstrably show a clear demonstration of selling skills and style. Of course, Personality plays strongly into this area…if you do not know how to engage your customers, build rapport and gain their trust, it will be difficult for them to want to give you their business. I can promise you that every company will look for this component in their very first interview!
Wednesday, November 7th, 2012
I have discussed the merits of using a recruiter before realizing that some might think that I am, in effect, selflessly advocating using me…but honestly (well not 100% honestly) that is not my sole intent. Even if (for some unknown remote, unimaginable reason) I am not your recruiter of choice (that was said for a laugh even if it had a ring of truth), there are strong reasons to substantiate using a qualified committed recruiter. They say (in legal circles) that a person who represents him/herself has a fool for a client. I would respectfully argue that the same could hold true for someone seeking a new opportunity and representing him or herself independently. Of course there are legitimate exceptions, such as strong direct contacts or if you are solicited directly by the company or by someone whom you have a strong previous relationship.
So, forget my seemingly selflessness and instead think about the logic of some of the following:
Submission through a website or through a recruiter…
Think about how many resumes come to a company through their website…you have no ability to follow up, no one to contact and no idea if they ever even looked at your resume. Now think about what happens when you go though a recruiter who sent it in to a direct contact with whom he/she can call, email and follow up. Which do you think works to your advantage?