The Stride Blog
Get the latest tips on agile software development so you can scale and embrace change.
I am a huge fan of the New York Times, but today’s article, “Uber Case Could Be A Watershed for Women in Tech,” really pissed me off. Yes, it is absolutely true that many forms of harassment against women in the workplace have been going on forever, and yes it is true that sometimes, the individuals responsible for said harassment go unpunished. And it is also true that there are many bro-grammer cultures that can’t seem to figure out how to treat all employees fair and equally. But, the New York Times article quotes Freada Kapor Klein, a partner at the venture capital firm Kapor Capital and an Uber investor. Ms. Kapor Klein states that an Uber employee asked her, in regards to harassment of women in the workplace, ‘Has anyone gotten it right in tech?’” and her response was “not yet. And that means an opportunity for Uber.”
Imagine this situation: You've got a great idea for a software product. Your rich uncle is bankrolling you, and you've got a tiny office. You can afford to hire two developers to get the project going. Pick the wrong ones, and you've got no product, no revenue, and a very unhappy uncle. How can you choose your developers so that this won't happen?
Maybe you’ve made the decision to leave your job and are on an active search for your next gig. Or maybe you’re passively looking to see what’s out there. Either way, it’s very likely that your first interaction with your next potential company is going to be with a non-technical person. For smaller companies, you might talk directly with the CEO or founder. For bigger companies it’ll likely be a head of talent or technical recruiter.
There’s a tech talent war in New York City right now. The established firms like Facebook and Google are only getting bigger, and there are more tech startups than ever making NYC their home. As a result, hiring great tech talent is more challenging than ever. Yet, as a startup founder, it’s critical to find a great CTO. From overseeing quality of work from the tech team, running effective agile retrospectives, and meeting the goals of the business team, hiring the right CTO can have significant improvements to your company. There is no one right time to find a CTO. Some startups can go a long time without a CTO, some need one early on. Regardless of the stage of your startup, if you are looking to hire a CTO, follow these 7 steps to find your ideal candidate.
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Whether you’re a startup looking for your first employee, or an established firm looking to scale, keeping on top of the best hiring practices is a key competitive advantage. Here are three recruiting tactics that are underutilized:
Before I was named the CEO of Cyrus Innovation, I spent 9 great years working my way up at the company. I watched it grow from a small startup with big ideas, to the cutting-edge software development and consulting firm it is today. Before that, I spent 8 years at various other tech firms, most of which I began working with at the startup stage. And just like with every other person who chose to build their career around growing tech companies (or any type of company, for that matter), I have experienced my share of successes and failures. But from each of these experiences, I learned a valuable thing or two.
No matter what type of business you are involved in, there is one element that clearly must be present in order for you to succeed. This vital element to success is TALENT, and as the CEO of software development consulting firm Cyrus Innovation, one of the most important areas I need to make sure to staff with high-level talent is our team of programmers. But picking out the right candidates who fit into our cutting-edge business model is not always easy. However, I have learned a lot of lessons over the years that now allow me to minimize hiring mistakes.
You’re an entrepreneur and your startup is based on an amazing business idea. You’ve struck “creative gold” and now you are ready for the next stage: developing your app.