Talent Wars
Mark J. Landay
Two Decades Recruitment & Executive Search Degree in Human Resources Numerous Position in a Variety of Industries Startup & Growth Companies Top Headhunter in America
PositionProfile
What does the person need to do to be considered successful in this position? (Get specifics here, with details about the tasks.) What's the primary skill the person needs to have, and how will the person use this skill on the job? What do the best people in this job do differently than the average or below-average person? What's a critical team effort for this person? What's the biggest problem the person has to solve? What's the biggest change or improvement the person needs to make?
Job Specs vs. Real Job
It’s what you DO with what you HAVE, not what you HAVE that counts!
Sourcing
SEO your ad. Compelling opportunity – 30% increase Sourcing top people is comparable to selling a custom product to a discriminating buyer where there's plenty of competition. A jobs for A players, B jobs for B players
Interviewing
Past Performance Major Accomplishment & Dig, Dig, Dig! Competency & Motivation Sell Opportunity – Challenges, Success, Growth
Assessment
10 Core Factors
Comparison to Job Needs
1. Technical 2. Motivation 3. Team Leadership EQ 4. Problem-solving 5. Comparable results 6. Planning/executing 7. Cultural fit 8. Trend of growth 9. Character/values 10. Potential
1. Incompetent 2. Competent, unmotivated 2.5 Meets expectations 3. Competent, fully motivated 4. Does more, better 5. Another level
Hiring
Candidate decision process Reference Checks Offers
CTO Career & Track
Chief Engineering Officer Architect Technical Deal Maker CIO
Questions & Contact
Mark J. Landay - mark@dynamicsynergy.com