10 Hiring Mistakes Start-ups Should Avoid

The incubator and start-up scene is thriving in a number of cities, including Denver, where our newest office is located. The EdgeLink clientele is comprised of a varying profile of company types spanning F500, SMB, and new start-up organizations. Because our experience is deep across all company profiles, we’ve been able to advise corporations on how to optimize hiring practices in order to find, acquire and retain top IT talent in a highly competitive marketplace. Incorporating all of these elements into a successful human capital life cycle is a very difficult and complex undertaking.

Recently, John Kingdeski of our Denver office, showcased his hiring process thought leadership to a group of RVC members. His presentation centered around 10 common mistakes that start-ups can avoid when hiring their start-up teams; specifically IT talent. Continue reading

Is There Such a Thing as Work Stability?

IT Candidate Job StabilityOver the past decade, we’ve witnessed a number of changes in the IT employment market:  the ecstatic highs of the dot com boom, the plunge into recession, and now the slow climb through a recovery-era, high-skill demand. With the ever changing landscape that is information technology, we start to ask ourselves if there is such a thing as work stability within the IT workforce.  Whether it’s full-time employment or contract staffing, the only certainty is the constancy of change. For all IT professionals, adapting to this change is vital to maintaining a sustainable work history. Some of the key areas to focus on in order to remain marketable through economic ups and downs include: Continue reading

Part 2: Hiring in a Tight Market- Why You Should Move Quickly

Hiring fast in a tight market

Last week, I discussed the challenge of hiring in a tight market and why waiting to make a decision may be the right strategy. However, there are always opposing sides of each argument, and in this case, we see that there are also very compelling reasons to move quickly in a tight market, when the right candidate surfaces.

As in every case, it’s very important to remain selective and to stick to your guns when looking to retain top talent. However, there is a point at which a decision should be made, and pulling the trigger at the right time may avoid a number of unforeseen downstream obstacles. Continue reading

Part 1: Is Being More Selective When Hiring in a Tight Market the Right Answer?

Being More Selective when HiringThe market for technical talent is thinning. We are witnessing highly skilled resources becoming  scarce across all areas of the technology spectrum. However, what we are seeing is that there are also slowing trends in hiring as the demand continues to grow. So, what is the right answer: be more selective or make quicker decisions?  We’ll speak to this topic in two articles, addressing both sides of the argument.

Here are a few of the reasons why it makes sense to be more selective in a tight market. Continue reading