Just Appraised’s Post

I've had some people ask if we are a "staffing firm" and the answer is NO, kind of. Altezas is a full service, FLEXIBLE consulting firm with On-Shore, Near-Shore & Off-Shore delivery models. Do we do staffing?...sure, but its not our core offering. We provide staffing solutions to help scale an organization, then integrate ourselves as partners to help drive growth within your organization...and we've got about 100 years of combined experience doing just that! If your company is growing, looking to grow or even THINKING ABOUT GROWING...no need to sift through mass applicants, your shortlist of people looking for opportunities to GROW is right here: COO CPO* VP of Product VP of Operations VP of Software Engineering or CTO Sr. Director of Innovation Director of QA Sr. Director of IT Support Services Director/VP of IT Operations/Support(contract) Director of IT Operations(FTE) Director/VP of Systems Engineering Manager of Systems Engineering Call Center Manager Product Developer/QA Leader I cannot emphasize how much confidence I have in each one of these people. "Trust me, buddy, you want to take this call" (name that movie?) Message me or call me and ill get you connected to them. Were not trying to earn your business at Altezas, we're trying to keep it! #Altezas #TalentAcquisition #LeadershipDevelopment #HumanResources #ExecutiveLeadership #LeadershipSkills #TalentManagement #HRLeadership #EmployeeDevelopment #TeamBuilding #LeadershipCoaching #DiversityandInclusion #EmployeeEngagement #LeadershipTraining #TalentRetention #ExecutiveCoaching #OrganizationalDevelopment #SuccessionPlanning #LeadershipMatters #TalentStrategy #HRStrategy #LeadershipInnovation #LeadershipMindset #TalentPipeline #LeadershipQualities #HiringStrategies #EmployeePerformance #TransformationalLeadership #LeadershipExcellence #TalentAssessment #LeadershipInspiration

Building an awesome PM team is key, but finding the right fit can be hard. What's your biggest hurdle in the hiring hunt this fine Friday? A) Identifying qualified candidates with the right skillset B) Standing out from the competition to entice top performers C) Streamlining the recruitment process for a seamless candidate experience D) All of the above!  Hit us in the comments with your hiring woes (or wins!)  P.S. We've got some tips to tackle those hiring headaches coming soon. Stay tuned! #talentelevategroup #womeninpmnetwork #recruitment #projectmanager #scrummaster #hiringstruggles 

Hiring the right talent is crucial for any company's success, but what about retaining that talent? According to a report by the DevOps Institute, hiring and retention should go hand in hand. As TA's, Managers, and CEO's, how do you ensure that the talent you hire has aligned incentives to build your company? Let's discuss in the comments! Thanks to the DevOps Institute for this insightful report - Markus Bause #talentmanagement #retention #companygrowth #devops #upskilling #it #teams #headhunting #recruiting #infosecurity

"What Do You Do As a Fractional CTO?" A question I've been asked already multiple times. I hate to say it, but "it always depends": - do I need to work more operationally or strategically? - do I need to fill a specific role or function? - is it more about a specific project or scope? - Is it about 3 to 4 working days per week or less? Here are the Top-5 problems I help my clients with: 1. Talent acquisition: Build or scale high performing engineering teams 2. Strategic planning: Create alignment between business and tech 3. Product development: Oversee and enhance product and software development lifecycle 4. Operational excellence: Solve operational issues and create robust processes 5. Cost optimization: Restructure IT or software development departments, review/refine IT budgets Rule of thumb: The more days per week, the more it makes sense to be involved operationally; the less days per week, the more I should work strategically. Does this match with what you had expected? Let me know in the comments. #CTOExcellence #CTOInsights #FractionalCTO

Are you searching for a visionary Chief Technology Officer (CTO) to drive your company's technological excellence? Look no further! At Bravo Talent Careers, your reliable recruitment ally, we have the perfect candidate ready to transform your organization. #CTO #ChiefTechnologyOfficer #InnovationLeader #TechnologyVisionary #TechLeadership #DigitalTransformation #InnovationInTech #CybersecurityExpert #TeamEmpowerment #ProblemSolver #TechInnovation #TalentAcquisition #TechRecruitment #BridgingExcellence #ElevatingCareers #BravoTalentCareers #TechnologyLeadership #StrategicVision #TechInnovation #DigitalStrategy

Interesting portion of the article. "There are 10x engineers and leaders. This is a controversial topic for many because they are rare and require special environments, but once you have seen one, you know that they exist. You will not find them by hiring a bunch of ok people. You find 10x people by trying to hire great people all the time, and once in a while a truly unbelievable talent comes out of that hiring pipeline. Satya Nadellas aren’t lurking around in hiring pipelines owned by managers that just want a 7th engineer on their team to pad out the on-call rotation." Today's hiring environment is a battle. It isn't always about money, you have to develop and maintain a good culture to keep the 10x's, leaders and to pull them in.

You cannot spend a fortune yet you want to bring your business to a new level. Meanwhile, you realize that achieving this goal is unlikely (if possible at all) without a CTO. This is a common situation for SMBs. Any good solutions? Yes. Engage a fractional CTO. Ironically, their rates are quite high. (Wait, Cyril, weren't you talking about saving money?) However, since you're hiring a virtual CTO for a limited time and ideally defined and limited functionality, it is significantly more cost-effective than opting for a full-time employee. You win time. You win costs. You win delivery. You'll hardly find a more flexible approach. #FractionalCTO

Though it may not feel like it, the PM hiring market is picking up compared to Q3-Q4 of last year. We recently had a discussion on this topic in our Supra Slack, and here's where we landed: 1/ There are more PM open roles than in Q4 last year, but more qualified candidates are looking for their next gig. So, the market still feels hypercompetitive. 2/ There's a shortage of Sr. Director/ Director / GPM roles. Many of those roles were cut in 2023 and haven't been backfilled yet. As a result, we're seeing many product people leaders move into senior IC roles. 3/ The lack of people management roles and flatter organizations have forced companies to evolve their IC PM career leaders. This is a positive change since senior IC PMs are compensated the same as their GPM/Director peers while staying close to the problem space and execution.

Landing and negotiating Product Leadership (Director to CPO) roles is a whole different game. Here are 3 differences in the product leadership job search... 👇 Aakash Gupta and I wrote a 20K+ word in-depth guide to the Product Leadership Job Search after speaking with 7 external Executive Recruiters, 2 internal big tech Executive Recruiters, 2 VC talent teams, and 12 CPOs/ VPs. Here are 3 major differences we saw between IC PM jobs and leadership searches... 1️⃣ Many top roles are never posted publicly. 10-30% of Director+ product roles and nearly 100% of CPO roles never see the light of day in public job boards. Companies often start searches before finalizing job descriptions, using Executive Recruiters and VC firms to run outbound searches. You NEED to build relationships with these recruiters and VCs as a leader. 2️⃣ Reputation, outcomes, and domain expertise matter most. Past colleagues and managers will be referenced in backchannel calls. You must demonstrate significant, measurable top-line business impact. Relevant experience in the specific domain is highly valued. 3️⃣ Compensation is higher but more variable. Director roles can pay 1.5-2x a Group PM. A VP can make 2x a Director. C-suite comp varies widely - top CPOs make millions and even 10s of millions at FAANG+. Finding reliable data requires tapping exec recruiters and VCs. Navigating this new world requires a strategic approach. Focus on your network, narrative, and long-term relationships. Don't underestimate the power of Executive Recruiters, who will only help you more as your career progresses. Link in the comments to my guest post on Aakash's popular Product Growth newsletter.

This is in turn good thought and there are both sides to the story and both are appealing: For: - can easily estimate the amount of effort and time required, which can benefit the team in general. - can quickly resolve technical issues and contribute to problem-solving. - can lead to making more informed decisions. Against - they are expected to do strategic planning, spending time in coding may divert their focus - they have diverse responsibilities, and it may hinder their other parts of work if they spend time coding. - more often their ability to make decisions and to lead is something that they are hired for, not for the expertise What do you think of this scenario? 💬