Raquel Rivera’s Post

Hi everyone - I'm looking for a new role in a semiconductor sales/FAE capacity. I would like to know what this looks like from the salesperson's perspective and would love to chat about what this looks like at a few companies. In previous engineering roles, my favorite thing was to walk around and see what everyone else was struggling with, and how to help. Whether this was picking parts, figuring out how to make them work, or poking compiler errors, helping people get things working was always a joy. To that end, I'm wondering what the communication side of this looks like. Phone call frequency/hours, email frequency/detail, interaction with upstream engineers, etc. I have a decent idea what this looks like, but may be missing some important details. #OpenToWork #Engineering

Evaluating technical skills in interviews isn't just about asking hard questions. It's about asking the right question for the role. There are a half dozen or more techniques that you can use to evaluate coding skills in candidates, and they all have pros and cons...well, they all have cons, and some have pros. Each technique needs to balance a bunch of different things, like: → Candidate Experience and Time Commitment → Interviewer Time Commitment → Interviewer Expertise Needed → Cost of Implementation → Decision Confidence Figuring out how to create a great process that addresses all of those things can be difficult, especially when you're an already overworked engineering manager. If that's you, feel free to reach out about how I can use my engineering management expertise to help you create the best process for your open roles.

LinkedIn Thought of the day: TEAM SPIRIT In the spirit of the Olympics, what if Linked In had "teams"? Team Management, Team HR, Team Marketing, Team Recruiters, Team Tech, Team Sales Because there is no "I" in team, All members of each team helped each other out to match with nlanding open roles? Thoughts? Discuss below

"Pressure is a privilege." The right temperature helps the perfect cooking. 🍳 Friction is one of the most critical forces of nature for our survival. ⛈️ Yet, given a chance, we try our best to avoid pressure or friction. We will easily give up on the opportunity (privilege) to grow up and better ourselves. Having difficulties and challenges during the early years of our personal growth is the most rewarding thing that can happen to us. This is the biggest hack for personal growth that anyone can take advantage of without hesitation. Here's something you'll be able to do today. 1. For each month, assign a challenge for yourselves that you want to tackle head-on (pressure) 2. Embrace the difficulties and actively pinpoint the new learning points (opportunities) 3. Stick to the channel for E2E, even if there are days you fail to keep up and unlock the potential that's on the other side of the pressure. From next month, I'm thinking of starting a Monthly Group Challenge to build a new habit together. It's open to all, and we can all be our accountability partners! Anyone interested?

Great advice Daniel Botero! Ultimately, what you want to do is grow your network. That doesn't involve just approaching people and asking for jobs or referrals to open roles. It involves actually putting in time and effort to form connections. You're chatting about your industries and careers. You're getting to know one another. Then, later, maybe a referral will come organically. But that's a bonus, not the goal. The goal is a network with whom you can enjoy insightful conversations and learn. That's a huge win in and of itself, and should be appreciated.

Want to get more referrals? Start doing these things: I have found that to go from a complete stranger to a referral, there are 5 steps. Just like you would not ask a complete stranger to marry you, you should not ask a complete stranger to give you a referral. 1. The connection: Find commonality to stand out from other connection requests. 2. The first interaction: Make it all about them. Show you’re interested in their journey and how they got there. 3. The feedback loop: Ask for their advice, and follow up with the progress to stay on top of their minds. 4. Open Jobs: Find the positions that you want to be referred to and research all about them. 5. The referral: Ask for the referral, but make it easy for them. If they can trust you, they will be willing to give you a hand inside the company and stay on top of your process. P.S. You can skip 1-2 steps, but never more than that. This five-step framework works every time. What other things would you add?

There are many interview techniques to evaluate technical skills, but they're not all right for every situation. Get in touch with us to talk more about how we can help you identify what techniques to use for your open roles and what services we offer to help create the process that will land you the perfect candidate.

“I'm wasting my career here!” -- Steve told me. "If they allowed you to have a different role, would you stay?" -- I asked. "They pay me well, I believe in this company and like the people. But I don't think there's a place for me here..." -- Steve responded. --- I've had this dialogue with hundreds of people. More than half would rather stay with their companies if given the option. And, this is where HR continues to miss the mark. ❌ "Our satisfaction surveys show that 97% of people are happy here." (Yes, but what's consuming Steve that's not mentioned in the survey?) ❌ We encourage everyone to apply for open roles in our career portal. (OK, but why is Steve searching on LinkedIn or Indeed instead of exhausting his options here?) ❌ Everyone reviews career goals with their boss during their annual review. (But, what if the boss is THE key contributor to Steve's unhappiness?) --- Because of this, Steve is left feeling undervalued and unsupported. Left to his own devices, he struggles to imagine a better path for himself in this company. So he leaves. Another one bites the dust. Thousands of organizations lose valuable talent every day -- and pay a hefty price for it. It's a HUGE missed opportunity. 👋 Hi! I'm Roberto. I help organizations retain and future-proof their top talent by developing a reinvention competence. DM me to learn more.

An RTL designer’s favorite type of music? . . . Rock and clock! A poor joke—I know! But what's not a joke is that I along with my friend Samiksha Tiwari are starting Some Days of RTL - A Verilog-IC-al Quest! For the next few days, we’ll be deep-diving into Verilog and pushing codes on Github. Here’s what’s in store: 🔹 Gates Gone Wild : Gate level modeling 🔹 Verilog Dynamics : Dataflow modeling. 🔹 A Behavioral Check : Behavioral modeling. Come along for the crazy trip as we explore flip-flops and logic gates. Stay tuned and check out my GitHub repo, link in the comments for the nitty-gritty! P.S. : I’m on the lookout for connections, mentorship opportunities, feedback, and, of course, any recruiters who are as excited about RTL design as I am. P.P.S. : Let's rock and clock :)

YOU’RE RIGHT! AND I DISAGREE! Hi, I’m Dave Reitman, the Ramblin’ Recruiter. Today’s topic: ghosting by candidates. There’s a lot of chatter about being ghosted by recruiters and hiring managers. Nobody talks about the elephant in the room. Example: I post a job. A strong candidate applies. I request a conversation. Candidate does not respond. I try twice more. Nothing. Now, I’m not a monster; I know that seismic events can happen; a sudden death, for example. But communication has never been easier. It takes 15 seconds to write an email saying “I’m swamped this week; I’ll get back to you.” If you express interest in my open req, and don’t follow up, that’s professional malpractice. Makes you look like an amateur. If you’re just “kicking the tires,” that’s fine. I’m still happy to chat. Unless you are an attractive chatbot asking “Are you seeking for job,” it’s never OK to ghost. Oh, that elephant in the room? It’s me! I never forget.