The scenario: You created a platform that solves problems in a particular industry. It all started with a small team compiled of individuals that ‘bought into’ the idea and mission of your business. Finally, all the hard works paid off and you get the investment from VCs you need. Your product has ‘proof of concept,’ so to remain pertinent, you need to hire people that will continue to develop the product. Now, you need to grow your business from 15-50 people over the next 18 months. This will be one of your biggest challenges because without this Talent you won’t be able to deliver against your commitment to investors. The strategy

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The scenario: You created a platform that solves problems in a particular industry. It all started with a small team compiled of individuals that ‘bought into’ the idea and mission of your business. Finally, all the hard works paid off and you get the investment from VCs you need. Your product has ‘proof of concept,’ so to remain pertinent, you need to hire people that will continue to develop the product. Now, you need to grow your business from 15-50 people over the next 18 months. This will be one of your biggest challenges because without this Talent you won’t be able to deliver against your commitment to investors. The strategy

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On a daily basis, we investigate scaling digital start-ups and we see the same mistake time and time again: the lack of planning for Talent Acquisition. Companies plan and create strategies to ensure goals are met in all areas of business, yet often fail to create plans for hiring the actual people needed to bring the vision to market. This is curious considering 80% of respondents in our recent 2016 Red Executive survey stated ‘the identification and engagement of talent’ as their number one concern for 2017. Yet, start-ups do not invest as they should in this area. Without the proper talent, goals will not be reached, company time and money

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On a daily basis, we investigate scaling digital start-ups and we see the same mistake time and time again: the lack of planning for Talent Acquisition. Companies plan and create strategies to ensure goals are met in all areas of business, yet often fail to create plans for hiring the actual people needed to bring the vision to market. This is curious considering 80% of respondents in our recent 2016 Red Executive survey stated ‘the identification and engagement of talent’ as their number one concern for 2017. Yet, start-ups do not invest as they should in this area. Without the proper talent, goals will not be reached, company time and money

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Creating a positive Candidate Experience when hiring for your business, plays an important role in any successful strategy. It allows your business to stand out in the job market and attract the top talent. Ultimately, winning the War. You must win this war. You need Candidates with the right skills and abilities to help bring your vision and product to market, ultimately reaching your goals. Yet, a surprising amount of businesses do not invest the necessary time into creating a talent strategy, ensuring every Candidate that applies for a job has a positive experience. We’ve created an infographic that shows you exactly what is needed to create a positive recruitment process.

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Creating a positive Candidate Experience when hiring for your business, plays an important role in any successful strategy. It allows your business to stand out in the job market and attract the top talent. Ultimately, winning the War. You must win this war. You need Candidates with the right skills and abilities to help bring your vision and product to market, ultimately reaching your goals. Yet, a surprising amount of businesses do not invest the necessary time into creating a talent strategy, ensuring every Candidate that applies for a job has a positive experience. We’ve created an infographic that shows you exactly what is needed to create a positive recruitment process.

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Moving house, getting married and changing jobs are considered three of the most stressful events someone can experience. We can’t help you move house and we’re not very good at planning weddings but we are experts at job interviews and we can help you prepare. The excitement begins when you get that call to schedule your first interview for an amazing role at a great company. You can already picture yourself working in the position. Then the nerves kick in and you begin to worry, what if I don’t ‘rock’ the interview? How do I prepare for the interview? We’re going to tell you exactly what you need to worry about

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Moving house, getting married and changing jobs are considered three of the most stressful events someone can experience. We can’t help you move house and we’re not very good at planning weddings but we are experts at job interviews and we can help you prepare. The excitement begins when you get that call to schedule your first interview for an amazing role at a great company. You can already picture yourself working in the position. Then the nerves kick in and you begin to worry, what if I don’t ‘rock’ the interview? How do I prepare for the interview? We’re going to tell you exactly what you need to worry about

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You have a big project deadline on the horizon. You and your team need to pull together and get it done. There is no time for division amongst members but one member is not good at working with others, they have developed some bad habits, and it’s impacting the team’s ability to get their tasks accomplished. Bad habits impact everyone you work with and can cause tension. This can create problems for the team, which ultimately impacts the performance of the business. When a team works together, performance increases and you are able to achieve your goals. Not sure if you are guilty of these bad habits? Check our list of

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You have a big project deadline on the horizon. You and your team need to pull together and get it done. There is no time for division amongst members but one member is not good at working with others, they have developed some bad habits, and it’s impacting the team’s ability to get their tasks accomplished. Bad habits impact everyone you work with and can cause tension. This can create problems for the team, which ultimately impacts the performance of the business. When a team works together, performance increases and you are able to achieve your goals. Not sure if you are guilty of these bad habits? Check our list of

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Posted in Career Advice

It was time for a change. I wanted a new environment, new adventures and a new career. I was over the cold and damp winters of Ireland and craved 300 days of sunshine a year. So I decided to move, it was time to take my Irish charm international. I made the decision to relocate to Malta. Since arriving, there have been many challenges and rewarding experiences. I wanted to share my top 5 tips for relocating to a new country and how to make the most of your new home. 1. Have any doubts? Take the leap Your hometown isn’t going anywhere. Your friends and family will be there waiting

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It was time for a change. I wanted a new environment, new adventures and a new career. I was over the cold and damp winters of Ireland and craved 300 days of sunshine a year. So I decided to move, it was time to take my Irish charm international. I made the decision to relocate to Malta. Since arriving, there have been many challenges and rewarding experiences. I wanted to share my top 5 tips for relocating to a new country and how to make the most of your new home. 1. Have any doubts? Take the leap Your hometown isn’t going anywhere. Your friends and family will be there waiting

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Posted in Interest

Candidate engagement is a ‘hot topic.’ It is difficult for a Recruiter to stand out in today’s Candidate-driven market. At Red Executive, we spend a great deal of time discussing ways to improve how we approach potential Candidates, particularly on the tech-focused side of our business. Personalization is always something we are trying to achieve, and the likes of Github and Stack Overflow makes it a little easier, as it provides us with both professional and personal information about the Candidate. I was keen to share the best piece of ‘attempted’ engagement I have seen in a long time and highlight how our consultant, Bjorn Josephson, managed to stand out, as

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Candidate engagement is a ‘hot topic.’ It is difficult for a Recruiter to stand out in today’s Candidate-driven market. At Red Executive, we spend a great deal of time discussing ways to improve how we approach potential Candidates, particularly on the tech-focused side of our business. Personalization is always something we are trying to achieve, and the likes of Github and Stack Overflow makes it a little easier, as it provides us with both professional and personal information about the Candidate. I was keen to share the best piece of ‘attempted’ engagement I have seen in a long time and highlight how our consultant, Bjorn Josephson, managed to stand out, as

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Data has become an important factor in decision making for businesses worldwide, as it facilities more informed choices. With all the information available us, it’s puzzling that when interviewing, we often revert to our ‘gut’ feeling about a Candidate. It’s baffling, since making the right hire is one of the most important decisions for your business. At Red Executive, we have, on average, 200 interviews being conducted a month. In January, 186 decisions were made based on ‘gut’ feelings and without the use of data. By using data, you greatly improve the chances of making the right hire, the first time around. This is evident with our Clients who implement the

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Data has become an important factor in decision making for businesses worldwide, as it facilities more informed choices. With all the information available us, it’s puzzling that when interviewing, we often revert to our ‘gut’ feeling about a Candidate. It’s baffling, since making the right hire is one of the most important decisions for your business. At Red Executive, we have, on average, 200 interviews being conducted a month. In January, 186 decisions were made based on ‘gut’ feelings and without the use of data. By using data, you greatly improve the chances of making the right hire, the first time around. This is evident with our Clients who implement the

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Posted in Recruiter Advice

In honour of Valentine’s Day, we asked the Red Executive team to share what they love most about the Digital Industry and Recruiting. Here is what they said: Martin Collins, Founder & MD I love the ‘dynamic’ of any recruitment process. Often you hear people complain their job involves the same element of work over and over. However, given we are working with people the ‘dynamic’ constantly changes. I’ve been in the industry for 16 years and I have yet to experience two processes that have followed the same path. Processes are like snowflakes, two are never identical. That’s what makes my job so interesting and engaging. Connect with Martin on

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In honour of Valentine’s Day, we asked the Red Executive team to share what they love most about the Digital Industry and Recruiting. Here is what they said: Martin Collins, Founder & MD I love the ‘dynamic’ of any recruitment process. Often you hear people complain their job involves the same element of work over and over. However, given we are working with people the ‘dynamic’ constantly changes. I’ve been in the industry for 16 years and I have yet to experience two processes that have followed the same path. Processes are like snowflakes, two are never identical. That’s what makes my job so interesting and engaging. Connect with Martin on

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Nicola has been a Recruiter at Red Executive for 3 and a half years. She shares what made her join, what she loves about it and what it takes to be great at your job. What was your background before joining Red Executive? I began my Recruiting career in the Investment Banking Industry, then moved onto a role that dealt with international sales. I realised I loved working in an international market and wanted to find a role where this was the focus. What made you join Red Executive as a Recruiter? There were three main elements that drew my interest to Red Executive: I had an interest in digital advertising,

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Nicola has been a Recruiter at Red Executive for 3 and a half years. She shares what made her join, what she loves about it and what it takes to be great at your job. What was your background before joining Red Executive? I began my Recruiting career in the Investment Banking Industry, then moved onto a role that dealt with international sales. I realised I loved working in an international market and wanted to find a role where this was the focus. What made you join Red Executive as a Recruiter? There were three main elements that drew my interest to Red Executive: I had an interest in digital advertising,

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Posted in Interest