Cloud Computing Tag

 

3 Tips for Candidates to Effectively Work with a Recruiter

19 Sep 2018, Posted by Rayboy Insider Search in Blog

Working with a cybersecurity and data management recruiter can help you find the job of your dreams but jumping into the recruitment process without understanding how it works can make the experience less successful. Here are tips on how to effectively work with a cybersecurity recruiter.

Ask Questions to Find a Good Fit

The first thing to keep in mind is that the recruiter will be qualifying you, so you need to qualify the recruiter in return. Validate that they play in the same game as you. What is their niche? Do they specialize in the industry you want to work in? What job types have they recruited for in the past? It is almost always better if you have a recruiter that is an expert in your field as opposed to a generalist. They will be familiar with the employment landscape and will be able to tell you if a given company fits with your personality, values, and skill set.

Communicate Clearly and Honestly

One thing that helps build trust is open and honest communication. It is good idea to have a conversation with the recruiter about what level of communication to expect from both sides. Communication will also ensure that you and the recruiter agree on the recruitment process. You want to be on the same page every step of the way. You also want to ask the recruiter how they will be representing you. Are they sending your resume to hiring managers or HR? Are they making phone calls on your behalf? You want to understand their methods. Recruiters have a direct relationship with hiring managers and serve as a facilitator to qualify the opportunity initially and throughout the exploratory interview process. As a candidate, you should consistently communicate with your recruiter and share your likes and concerns with them. The recruiter performs their job better when they have feedback, thus, it is in your best interest to be candid about your thoughts and feelings.

Determine if the Recruiter Will be Acting in Your Best Interest

This issue is essential as it pertains to the final phase of the recruitment process. How does the closing go? Who negotiates compensation in the final phases? Do you negotiate compensation directly with the hiring manager or does the recruiter handle negotiations? You want to come to agreement early on about how the closing and negotiation will go down. It is often best if the recruiter handles compensation negotiations. Because they act as a third party, recruiters can approach the situation neutrally. This route is generally less awkward and less stressful on you. Because negotiations can sometimes become combative, having a filter helps if you end up taking the position. You don’t want to start in a situation where your last conversation with your new manager was combative. Relying on the recruiter to negotiate can keep the final stages of the courtship process positive.

Do you need exceptional talent in the Cybersecurity, Data Storage, or Data Center Infrastructure Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

Trends in the Cybersecurity Market

15 Aug 2018, Posted by Rayboy Insider Search in Blog

There are several significant cybersecurity trends in the market, including negative unemployment, companies’ reaction to the current job market, and impending consolidations. All of these trends have an impact on professionals working in the field, and on companies that need them. The trends are also impacting executive recruitment in the space. Knowledge is power so, it’s a good time to dive in and explore the implications of these trends.

Negative Unemployment

One of the most visible trends in the cybersecurity market is negative unemployment. Like in many segments of the tech field, there are more job vacancies than there are people to fill them. Supply and demand dictates that when there are more open positions than there are candidates, the cost of employees will go up. Wages are expected to rise throughout the IT and technology industry, with most roles averaging a 2% increase. However, cybersecurity specialists are in particularly high demand. According to the Robert Walters 2018 Salary Survey, salaries for these positions could increase as much as 7% this year.

How Companies are Reacting

It will be difficult to predict how companies will react to this negative unemployment trend. Some companies might recognize the issue immediately and adjust hiring strategies accordingly. Other organizations could struggle to come to terms with the issue. If companies do not adjust hiring strategies, recruiting qualified cybersecurity professionals will be difficult. Security firms might also find their talent is being poached by the competition.

Impending Consolidation

Another trend we expect to see is consolidation. Customers and candidates increasingly want security vendors that can provide a suite of solutions, rather than companies that only provide a single solution. Therefore, you can expect the demand for these types of companies to rise, while innovative startups that have been bringing point solutions (e.g. network, end point, orchestration, cloud, mobile) to market will have a tougher time competing. This creates a gap in the market.

Point Products vs. a Suite of Solutions

The trend toward consolidation should not come as too much of a surprise; businesses of all sizes face a variety of security issues and want to be prepared. If companies want the protection that they need, there are two choices: purchasing multiple singe solutions or working with a consolidated vendor that provides comprehensive security solutions. To have a variety of single solutions businesses need to manage multiple vendors. This could end up being more expensive, yet less convenient. Consolidation is the easier way to go.

Mergers & Acquisitions

You can also expect to see an increase in mergers and acquisitions. You already see established vendors such as Palo Alto Networks and Symantec acquiring smaller startups. Startups are going to struggle if they focus on point products which have simply become too hard to sell. These companies will also experience more turnover as M&A activity will create redundancy.

Adjusting Expectations

Consolidation will require adjusting the expectations of hiring managers, particularly when reviewing resumes that indicate job-hopping. Because of the high turnover of point product startups, risk-inclined talent is often forced to make changes. This leaves gaps in their resumes or creates a perception that they cannot hold a job. However, it is important to realize that risk-inclined candidates often have no choice as timing of exits are often unpredictable.

Do you need exceptional talent in the Data Storage, Data Center Infrastructure, or Cybersecurity Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

How Can Companies Attract the Best Talent?

18 Jul 2018, Posted by Rayboy Insider Search in Blog

All too often, companies focus their recruiting strategy on describing the job responsibilities and their preferred requirements – essentially what the company is looking for in a candidate. While there’s nothing wrong with sharing that information, it will not attract the passive A-players they want to hire: someone who is currently employed, doing well, and not actively looking for a job. Giving them a description of a job similar to what they are already doing will not compel them to make a move. In today’s highly competitive employment market, a company has to stand out in order to attract the best talent. This begins with crafting a unique and exciting employment value proposition – essentially why a candidate should be interested whether they are actively looking or not. The company should convey the benefits of the job itself, the team they will be a part of, as well as the company as a whole.

The Job

To pique a candidate’s curiosity enough to want to learn more about an opportunity, a company needs to answer the question candidates will surely have, which is: “what’s in it for me?” Consider answering these questions as a good starting place:

  • How will this role challenge someone, and help them learn and grow?
  • What training is offered to assist them in that development?
  • What is the future career path that someone could expect if they exceed expectations?
  • What type of compensation can be earned, not only monetarily, but also via equity and/or other benefits?
  • What have other top performers in the company been able to earn based on over-achievement of objectives?
  • What impact can the role have on the organization to help really move the needle, and how might they be recognized for such achievements?

The Team

A candidate’s relationship with their manager and extended team have a huge impact on their fulfillment in a job. As such, the hiring manager and the team should be a major selling point to attract candidates. Consider the candidate’s point of view and answer these questions:

  • What is the manager’s leadership style and philosophy?
  • Are people generally happy working for him/her?
  • Have other team members been promoted while under this manager’s leadership?
  • What internal resources are available to help contribute to someone’s success?
  • Are there other top performers on the team that an incoming employee can model after and learn from?
  • What is this manager’s/team’s reputation in the marketplace?

The Company

Candidates want to join a company that has a bright future and where they can envision themselves for the long-term. Items of importance to a candidate may include:

  • Who is part of the executive leadership team, and do they have a proven track record?
  • Does the company have a reputation for innovation and a differentiated solution to offer their customers?
  • Do they have a positive culture that empowers their employees?
  • Is the company in a growth industry with an ever-expanding pie for them to take a bigger share of?
  • Are they already recognized as a market leader, and how so?
  • If public, how is the stock performing?
  • If still private, who are their primary investors?
  • What has been the growth trajectory the last couple of years, and how rapidly have they been increasing employee headcount?
  • Who are some key referenceable clients the company has been successful in landing?
  • What other companies do they have partnerships and alliances in place with?
  • Have they received any awards or accolades from analyst firms such as Gartner or other industry media outlets?

The answer to all of these questions about the job, the hiring manager and team, and the company is the sizzle that will get candidates excited! When compiled into a compelling story and delivered with passion, this is much more likely to get a passive A-player on the hook to explore the opportunity. This however, is just the first step. Companies must recognize that interviewing is a courtship process, and a two-way street.

Do you need exceptional talent in the Data Storage, Data Center Infrastructure, or Cybersecurity Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

Why Should Companies Partner with a Recruiting Firm?

20 Jun 2018, Posted by Rayboy Insider Search in Blog

Filling an open position can cost a company thousands of dollars between the expense of advertisements and interviewing candidates, not to mention the opportunity cost of a role remaining open for an extended period. Partnering with the right recruiting firm accelerates the company’s hiring timeline, gives access to the top passive candidates, and ensures an efficient and effective interview process, resulting in successful hires.

Speed

Time is money, and the longer a critical role remains unfilled, the more money it costs the employer. Partnering with a recruiting firm may drastically shorten the time to fill a given position, providing immediate return on investment. Most top recruiters specialize in a niche based on the FILL methodology – Function, Industry, Location, and Level. This specialization means they already have both a thorough understanding of a company’s needs, as well as relationships with a network of top performers they can quickly tap into. They also operate with a high degree of urgency, making a company’s hiring needs their top priority.

Passive Candidates

All companies recognize the need to hire top talent. However, if their hiring strategy involves posting a job and interviewing whoever applies, they are certainly not getting the best of the best – only the best of the candidates who are actively looking. Most true A-players who are in the top 10% of their field are currently employed, being well taken care of, and not actively looking for a job. Their resume is not on a job board, and they don’t even know that a company’s job posting exists.

An executive recruiter persistently reaches out to these individuals using every means of communication possible. Based on their industry expertise, recruiters are able to quickly develop a rapport with passive candidate. They come to understand the candidate’s primary motivators and career aspirations and present a company’s opportunity as a potential career advancement move. Artfully opening a candidate’s mind to having an initial exploratory conversation when they were not looking to make a change is one of the key skills a recruiting partner brings to the table.

Expertise

An executive recruiter brings expertise in managing an efficient and effective hiring process. From qualifying candidates at a deeper level and only presenting those who are center of the bullseye, to ensuring that candidates are well prepared for interviews, recruiters save their clients time every step of the way. They keep the client abreast of other companies the candidate might be interviewing with, and the timing considerations that may come into play with such competitive opportunities. Once a finalist is selected, a recruiter assists with reference checks, and consults on what level of offer is necessary for the candidate to accept as well as negotiate a mutually agreeable start date. They also address the counteroffer issue with the candidate early and often to make sure they follow through on their commitment.

A recruiting partner will help their client not only identify and attract the best potential candidates, but most importantly, successfully land the candidate they want to hire.

 

Do you need exceptional talent in Data Storage, Virtualization, Networking, Security, Cloud, or Big Data Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

Consolidation Temptation- MONEY MONEY MONEY

23 Oct 2015, Posted by Jeska Rayboy in Blog

What an exciting time to be in the Storage and Data Center Infrastructure market!!! It is so competitive with new technologies popping up everyday that companies are rampantly partnering up for better future strategic positioning. If you thought that Symantec selling Veritas for 8 Billon (Click here for article) was a big deal, that looks like small potatoes compared to Michael Dell’s purchase of EMC. Who saw that 67 Billion dollar acquisition coming? (Click here for article ).  Dell and EMC are both hugely successful companies in their own right, and the combined firm will be a major force to be reckoned with.  It will be very interesting to hear about how things develop with this mega-merger. As we receive additional feedback from people in the marketplace, we will post future updates.dell emc 2

The Dell/EMC acquisition isn’t the only one that has happened in the past month, just the most expensive… Perhaps everyone is getting ready to crush it in 2016. IBM just bought Cleversafe (Click here for article).Western Digital bought SanDisk  for 19 Billion (Click here for article). Thales Group bought Vormetric  for 400 Million (Click here for article).

Who do you think will be the next corporate marriage????!!!!!

We are working on a Pre-sales SE opportunity in the Pacific North West.

Rayboy Insider Search specializes in Sales, Marketing, Engineering, and Management talent in the storage/software industry. The company we are currently partnering with is a $3B firm that is already a household name and growing nearly 20% annually Our client is in Gartner’s leadership quadrant in every market they play, including Desktop Virtualization, Cloud Computing, Application Delivery, and Mobility. The firm recently made a major acquisition in the mobility space which gives them an unrivaled product portfolio. These technologies are all top priorities for CIO’s today, and this firm has strong solution offerings across every segment. The company is also one of the most highly rated companies to work for on GlassDoor, and they have a tenured stable management team that are well liked by the sales organization.seattle job

Mobility is extremely hot, and far from being played out. Our client has the strongest end to end mobility story in the market today. They already have relationships with 90% of the F1000, so this Mobility Pre-Sales SE has the opportunity to walk into major accounts and get an audience day one. This role will be selling to a geography encompassing the Pac-NW and will be partnered with a strong Mobility Sales Rep in the region who is already ramped up and ready to go. Every conversation the company’s core reps have involves mobility and there is a substantial team of aggressive core reps walking this team into opportunities throughout the region. They have a strong cohesive unit in this territory, so the right individual will have a team environment they can jump right into. This is a chance to join a growing team with a market leader in a hot market – timing couldn’t be better! If you or someone you know may be interested in learning more contact us now at [email protected] or click here.

We are looking for a Networking Sales Specialist  in Houston for a Tier-1 Mkt Leader.

RayboyIS specializes in Sales, Marketing, Engineering, and Management talent in the storage/software industry. We are currently partnering with a $3B firm that is already a household name and growing nearly 20% annually Our client is in Gartner’s leadership quadrant in every market they play, including Desktop Virtualization, Cloud Computing, Application Delivery, and Mobility. The firm recently made a major acquisition in the mobility space which gives them an unrivaled product portfolio. These technologies are all top priorities for CIO’s today, and this firm has strong solution offerings across every segment. The company is also one of the most highly rated companies to work for on GlassDoor, and they have a tenured stable management team that are well liked by the sales organization. texas job

The networking group is the fastest growing segment inside of the company. For the past four years they have been outpacing a market that is growing 8% annually, having had back to back record years of 30-50% annual growth.  As such, they are currently looking for a Networking Sales Specialist to be home-based in Houston to cover E.TX/Louisiana. Networking Specialists are typically the highest earners in this company and this Rep will be walking into a role that has multiple large existing accounts to call into, including Apple Mall, NRG, Direct Energy, Energy Transfer, Harris Health, Noble Energy, Rockwater Energy and more. This rep will also have two other reps selling the networking solutions for them, helping them retire part of their quota without their own effort. This is a chance to join a growing team with a market leader in a hot market – timing couldn’t be better!

If you or anyone you know may be interested in learning more contact us now at [email protected] or click here.

 

 

At Rayboy Insider Search, we specializes in Sales, Marketing, Engineering, and Executive Leadership talent in the storage, software, and infrastructure marketplace. We are currently partnering w/ a client that is an independent, agile business unit within one of the most well-known names in technology; essentially a startup with none of the risks inside of a multi-billion dollar company.  They are disrupting the big data server landscape with a differentiated fabric computing platformproviding the highest-density, most energy-efficient server on the market.  Switching, storage, and compute are unified into a single appliance, and it centralizes the management under a single pane of glass. This combination adds up to a value prop that saves customers 20-50% on TCO compared to traditional server infrastructure. Verizon Terremark is their largest customer, and is leveraging this company’s solution to build their next-generation cloud. Additionally, they are also running some of the world’s largest data centers for other customers such as Rackspace, Yahoo, Microsoft, and Red Hat, as well as many bleeding edge web shops. They recently set a significant industry benchmark record with the largest known demonstration of Openstack scalability ever.business-job-interview-hiring-young-men-welcomes-boss-senior-his-female-assistant-their-office-43206928

People who join this group will get to learn about all of these different facets of the data center, as opposed to just focusing on a single type of technology. It’s a great opportunity for employees to expand their capabilities and expertiseThey are in the vortex of some massive change to compute architecture, so for sales reps interested in technologies like Hadoop, Openstack, Fabric Computing, Cloud Computing, and Big Data, they will be engaging with those every day.

They already have A-player Sales Reps dong well in the Northeast and Texas and are looking to add another rock star to cover the Southeast (PA to FL). Ideally, this person would be based somewhere in the middle of the territory, in either Atlanta, NC, or VA/MD. The compensation plan is extremely lucrative and includes aggressive accelerators, uncapped earnings, as well as an equity package of RSU’s. They’ve had top sales reps W2 over $1M in the past, so they are not afraid to pay sales people well. Top performers are recognized and rewarded, and there will absolutely be career advancement opportunities as the company continues to scale. This is an opportunity to play a pivotal role in the success of a red-hot startup division that is already generating huge revenue and shipping a clearly differentiated product- the timing couldn’t be better.

If you or someone you know may be a good fit for this opportunity, Please contact us A.S.A.P at [email protected] or APPLY HERE.

We are currently partnering with a $3B firm that is expanding its networking practice nationally, and hiring a Networking Systems Engineer in Detroit Our client is in Gartner’s leadership quadrant in every market they play, and are already a household name in the virtualization/cloud/networking marketplace. They recently made a major acquisition in the mobility space which gives them an unrivaled product portfolio. Of the top 10 priorities for CIO’s today, this company is ranked #1 or 2 in 6 out of those 10 markets, so they are very relevant to the C-suite. 

The networking group is the fastest growing segment inside of the company. For the past four years they have been outpacing a market that is growing 8% annually,having had back to back record years of 30-50% annual growth.  To continue building on this momentum, they are adding an SE in Detroit.  This  SE will be paired with a Sales Rep that is already at plan for Q3, so this SE will be walking into a healthy pipeline of opportunities and will be in a position to hit the ground running. This person will be covering a territory encompassing MI and parts of IN, so there will be limited overnight travel involved. With a history of promotion from within, there is a clear path for career growth as they continue to scale. This is a chance to join a growing team with a market leader in a hot market – timing couldn’t be better.

Our client is urgent and looking to interview and hire YESTERDAY. Often times, the biggest steps forward you take in your career present themselves when you are not actively looking. Even if you are currently happy and not considering a change at this time, this opportunity is worth a few minutes to hear more about. If not for yourself, one of your fortunate colleagues might be grateful if you passed it along. If you are interested in learning more please APPLY HERE.