18 min

Hiring Top Tech Talen‪t‬ Data Crunch

    • Natural Sciences

Hiring top tech talent is hard, especially when these people are in high demand. So how can you build your tech team? HR and hiring experts Laura and Theo talk about their process.  































Laura Ianuly: I think the most important thing, the best advice I could give a hiring manager is making sure that they understand what they’re looking for. They’ve defined it, and they understand it. Secondly, being certain that they recognize it when they see it. And then thirdly, they act. So the failure to do those three things well is going to have an inferior recruitment process. And it’s going to impede your ability to build the team as quickly as you need to.

Ginette: I’m Ginette,

Curtis: and I’m Curtis,

Ginette: and you are listening to Data Crunch,

Curtis: a podcast about how applied data science, machine learning, and artificial intelligence are changing the world.

Ginette: Data Crunch is produced by the Data Crunch Corporation, an analytics, training, and consulting company.

Ginette: If you want to become the type of tech talent we talk about on our show today, you’ll need to master algorithms, machine learning concepts, computer science basics, and many other important concepts. Brilliant is a great place to start digging into these. 

The nice thing about Brilliant is that you can learn in bite-sized pieces at your own pace, and with a bit of consistent effort, you can tackle some really tough subjects. Their courses have storytelling, code-writing, and interactive challenges, which makes them entertaining, challenging, and educational. Sign up for free and start learning by going to Brilliant.org slash Data Crunch, and also the first 200 people that go to that link will get 20% off the annual premium subscription.

Ginette: Now onto today’s show. Laura: I’m Laura Ianuly, the founder and CEO of Ianuly talent accelerators. We provide HR and recruitment strategy for venture-backed startup companies across ad tech, FinTech, health tech. We’re based in Seattle, Washington, and in New York. Prior to founding this business, I was the global head of HR and recruiting at DoubleClick. I joined as employee 70, 75. And when I left, we had over 1,500 employees and had gone public. And at the time it was the most successful IPO in New York. Curtis: That’s awesome. And how about you, Theo? Theo: Uh, my name’s Theo Ianuly. I’m the COO, CMO. I’m based out of the Seattle office. And three years ago, Laura brought the opportunity to me because Laura was growing at a rate where she needed help to continue to reach new audiences and reach new verticals in the startup space. So in the past three years, we’ve grown, and we’ve started to work with startups not only in Seattle, but New York and beyond.Curtis: That’s awesome. And so you guys see a lot of startups. I’m assuming a lot of these startups are in the tech sector. They need data teams. They need people who can do machine learning and data science and all these kinds of things. And the word that people hear is that there’s a big talent crunch with these kinds of people. They’re hard to hire. They’re hard to keep, and you guys live in this space. So, so maybe you can give us a street view of what this looks like practically for companies and how they’re navigating. Laura: Absolutely. I mean, there is definitely a war on talent. I think anybody who’s looking for a job feels it because they’re bombarded with calls from prospective clients needing to build their teams or re...

Hiring top tech talent is hard, especially when these people are in high demand. So how can you build your tech team? HR and hiring experts Laura and Theo talk about their process.  































Laura Ianuly: I think the most important thing, the best advice I could give a hiring manager is making sure that they understand what they’re looking for. They’ve defined it, and they understand it. Secondly, being certain that they recognize it when they see it. And then thirdly, they act. So the failure to do those three things well is going to have an inferior recruitment process. And it’s going to impede your ability to build the team as quickly as you need to.

Ginette: I’m Ginette,

Curtis: and I’m Curtis,

Ginette: and you are listening to Data Crunch,

Curtis: a podcast about how applied data science, machine learning, and artificial intelligence are changing the world.

Ginette: Data Crunch is produced by the Data Crunch Corporation, an analytics, training, and consulting company.

Ginette: If you want to become the type of tech talent we talk about on our show today, you’ll need to master algorithms, machine learning concepts, computer science basics, and many other important concepts. Brilliant is a great place to start digging into these. 

The nice thing about Brilliant is that you can learn in bite-sized pieces at your own pace, and with a bit of consistent effort, you can tackle some really tough subjects. Their courses have storytelling, code-writing, and interactive challenges, which makes them entertaining, challenging, and educational. Sign up for free and start learning by going to Brilliant.org slash Data Crunch, and also the first 200 people that go to that link will get 20% off the annual premium subscription.

Ginette: Now onto today’s show. Laura: I’m Laura Ianuly, the founder and CEO of Ianuly talent accelerators. We provide HR and recruitment strategy for venture-backed startup companies across ad tech, FinTech, health tech. We’re based in Seattle, Washington, and in New York. Prior to founding this business, I was the global head of HR and recruiting at DoubleClick. I joined as employee 70, 75. And when I left, we had over 1,500 employees and had gone public. And at the time it was the most successful IPO in New York. Curtis: That’s awesome. And how about you, Theo? Theo: Uh, my name’s Theo Ianuly. I’m the COO, CMO. I’m based out of the Seattle office. And three years ago, Laura brought the opportunity to me because Laura was growing at a rate where she needed help to continue to reach new audiences and reach new verticals in the startup space. So in the past three years, we’ve grown, and we’ve started to work with startups not only in Seattle, but New York and beyond.Curtis: That’s awesome. And so you guys see a lot of startups. I’m assuming a lot of these startups are in the tech sector. They need data teams. They need people who can do machine learning and data science and all these kinds of things. And the word that people hear is that there’s a big talent crunch with these kinds of people. They’re hard to hire. They’re hard to keep, and you guys live in this space. So, so maybe you can give us a street view of what this looks like practically for companies and how they’re navigating. Laura: Absolutely. I mean, there is definitely a war on talent. I think anybody who’s looking for a job feels it because they’re bombarded with calls from prospective clients needing to build their teams or re...

18 min

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