Will companies soon start searching for chief A.I. officers?

Future roles: Are Chief Artificial Intelligence Officers on the horizon?

The information technology sector has produced dozens of promising enterprise innovations in recent years. However, few offer as much potential as artificial intelligence-infused operations platforms. Analysts predict that this technology could transform the way companies do business, from product development to delivery. This sea change is unfolding quickly, according to Gartner. The technology research firm predicts that within three years, 20 percent of organizations worldwide will support employees whose primary job duties center on A.I.-based workflows. It is not farfetched to speculate that a select few of these professionals could occupy executive roles tailored to this new business climate. Will companies soon start searching for Chief A.I. Officers?

A.I. expert and Coursera CEO Andrew Ng believes this exact future is forthcoming, Fortune reported. Ng called A.I. "the new electricity" and explained that companies would be wise to begin recruiting entire teams dedicated to the technology, as it can impact virtually every business in every sector.

"My friends and I sometimes challenge each other to name an industry that will be difficult for A.I. to transform," he explained.

"Within three years 20 percent of organizations worldwide will support employees whose primary job duties center on A.I.-based workflows."

What skills might a potential CAIO possess? Software engineering experience would be essential, according to the Institute of Electrical and Electronics Engineers. Additionally, candidates with creative-thinking and problem-solving competencies would also do well in the role. Early CAIOs will indeed be required to navigate uncharted territory as they develop centralized methods for managing A.I. across the organization. Most importantly, professionals who occupy this position must be willing to learn. This technology is only just taking off, meaning these leaders will have to take in new developments as they go.

With A.I. in play, enterprises should reevaluate their recruitment needs and prepare for a future in which CAIOs populate the corner office. A forward-thinking talent acquisition firm like YES Partners can help. Our staff have their fingers on the pulse of the business world, leveraging their cutting-edge insight to help firms weather fundamental organizational shifts, including the emergence of A.I. technology.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Sales teams must prepare for the emergence of chatbots.

Robots in CRM: When products sell themselves

Facebook recently added a new product to its growing portfolio, according to Wired. The social networking giant publicized a software solution called ParlAI, a virtual communications workshop designed to improve artificial intelligence-equipped online messaging programs called chatbots. Facebook is one of the many technology companies investing serious resources in these tools. In fact, the market for these solutions totals $85 million at the moment and is projected to grow more than 35 percent over the next four years, according to Research Nester. Why?

Chatbots possess immense potential, specifically in the area of sales. Big name brands such as Cheese Cake Factory and H&M have already begun experimenting with the innovative messaging programs, The Washington Post reported. H&M customers can strike up conversations with chatbots via the instant messaging application Kik and ask for outfit recommendations, while Cheese Cake connoisseurs can source gift cards via the restaurant chain's chatbots. Both allow users to check out within the messaging window. There are even chatbots that allow messengers to book vacations and seek health advice, The New York Times reported. This software is already making a substantial impact, essentially transforming how companies connect with customers and orchestrate the sales process. That said, there is still more room to grow.

"Chatbots possess immense potential, specifically in the area of sales."

While chatbots are currently relegated to the retail and food service realm, they could soon find their way into more complex dealings, Inc. reported. Some professional services firms currently use them in customer support scenarios and, with a little fine-tuning, they could soon become key cogs in targeted lead-generation campaigns. With this eventuality in the works, businesses in all sectors would be wise to monitor the development of chatbots and position their sales teams for a chattier future. Of course, this preparation starts at the top. Human Resources personnel must find forward-thinking sales executives willing to embrace burgeoning innovations such as the chatbot.

A talent acquisition firm like YES Partners can help. Our staff members leverage deep industry ties to find passive candidates who have the experience, vision and drive to implement transformative, revenue-driving strategies.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

Many startups conflate or confuse two key technology-based roles: chief information officer and chief technology officer.

CIO or CTO: Which one does your startup need?

As advanced enterprise hardware and software solutions progress, business and technology become further entwined. Few understand this better than startup founders, many of whom lead the companies driving this trend. However, this technological awareness doesn't necessarily translate internally, especially when it comes to hiring and recruitment. The often jumbled search for key technical stakeholders encapsulates this issue.

According to TechRepublic, many burgeoning firms conflate or confuse two key technology-based roles: chief information officer and chief technology officer. While there is some overlap in the skills among these leaders, each performs wholly unique duties that benefit the organization in drastically different ways.

Understanding the CIO
All of the enterprise technology that supports day-to-day operations falls under the purview of the CIO, according to the Society for Human Resource Management. These leaders manage all onsite hardware and software, facilitating essential maintenance and user support activities. Additionally, most work with fellow C-level contributors to align IT operations with overarching business goals to promote scalability and boost profit margins. CIOs might also oversee the collection and application of system performance metrics for organizations that have embraced big data.

In the U.S., CIOs make an average of $151,562 per year, with some earning salaries as high as $230,000, according to data from PayScale.

"While the CIO directs internal IT activities, the CTO works to produce digital products for external consumption."

Understanding the CTO
While the CIO directs internal IT activities, the CTO works with engineering teams to produce digital products for external consumption, according to SHRM. Consequently, these leaders spend most of their time architecting hardware and software, as well as working with stakeholders in the other departments to properly package and promote the assets they design. CTOs normally wield considerably influence within the organization as their activities correlate directly to overall profitability.

CTOs make roughly the same amount as their internal counterparts, according to PayScale.

Startups looking to fill one or both of these positions with transformative talent must take these details into consideration when evaluating potential candidates. Of course, in situations like this, going it alone is not the best option. Executive search firms can help growing enterprises find the technological leaders they need to move forward, providing well-connected executive search consultants who know the space and can find the RIGHT professionals for these roles.

Is your startup interested in taking this collaborative route? Connect with YES Partners today. To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can a company in need of technical talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that.

Are you ready for the tech war for talent?

The technology sector continues to grow as engineers and programmers develop new innovations designed to ease the background processes of life. Businesses are of course taking advantage of these creations, integrating advanced enterprise technology into workflows of all kinds. Worldwide information technology spending is expected to increase 2.7 percent to $3.5 trillion this year, according to data from Gartner. This rapid operational modernization has forced businesses to bolster their IT ranks and seek out indispensable technical specialists who cannot only manage modern enterprise systems and devices but also offer guidance on how the organization might weather future technological challenges. How can a company in need of such talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that:

Target smaller markets
While a good number of talented IT professionals certainly congregate around big cities such as New York and San Francisco, many more live in smaller markets in the Midwest and Southeast, FastCompany reported. Consequently, savvy human resources personnel shift their attention to these areas where competition is less fierce. Most offer up relocation packages and sign-on bonuses to sweeten the pot to draw out hidden talent and bolster their IT teams.

"Offering the right perks at the right time can go a long way toward netting the perfect IT addition."

Pay attention to perks
Organizations searching for premier IT talent go up against companies such as Google and Microsoft – heavy hitters known for doling out healthy compensation packages stuffed with perks. These offerings are well out of reach for small, midsize and even some larger firms. However, that doesn't mean more modestly resourced HR teams should just give up. Offering the right perks at the right time can go a long way toward netting the perfect IT addition, according to FastCompany. Companies should put together multiple offers with different compensatory configurations. Additionally, maintaining new-age workplace programs can also help, especially when it comes to recruiting younger workers.

Work with a partner
Although internal efforts can produce results, you might need help from an external resource when looking for top IT talent. Executive search firms are the ideal option here, as these organizations can leverage strong industry connections to reach out to passive job seekers who may be thinking of pursuing new opportunities but have yet to take action. Keep in mind also this is all they do, i.e. their focus day-by-day! Is your company prepared to up its IT recruitment efforts and hire transformative new talent for the tech department? Connect with YES Partners today.   

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

A good number of millennials consider enterprise technology when evaluating potential employers.

Want to attract millennials? Get new tech

It's no secret that millennials are passionate about technology. For members of this generation, devices such as laptops and smartphones are essential at home and in the office. In fact, a good number of these electronics-obsessed professionals consider this unique fixation when evaluating potential employers, according to data from Deloitte.

Consequently, many organizations make it a point to adopt new enterprise technology to increase their appeal among millennials. If you're looking to fill key positions with strident young leaders, you might consider doing the same. Here are some up-and-coming technologies to consider:

Collaborative tools
These days, internal collaboration is essential in the workplace, as businesses must remain nimble and act fast to keep up with competitors. There are a variety of digital tools on the market that facilitate this sort of approach, including the trendy application Slack, which includes team-based chat and file-sharing features, according to ZDNet.

The software company allows small organizations to test its solution free of charge. Of course, if you're one of the millions of enterprises using the Microsoft ecosystem, you can adopt its equivalent Microsoft Teams.

"A good number of millennials factor in enterprise technology when evaluating potential employers."

The cloud
The worldwide cloud services market is expected to grow by more than 17 percent this year, Gartner discovered. Why? Businesses in every sector are flocking to the cloud, trading in on-premises servers for scalable, cost-effective cloud deployments.

However, this doesn't mean you have to make the swap tomorrow. You can go for a hybrid arrangement which will allow you to transition gradually, without throwing away capital investments.

Once you fill your office with new technology, you're going to need some qualified candidates. A retained executive search firm like YES Partners can help. Our highly-trained executive search consultants can connect you with millennial leaders with vision and true executive experience.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

If your organization is struggling to get young talent through the door, you should reconfigure your hiring processes and internal policies to appeal to millennial leaders.

How to get millennials through the door

Millennials now comprise more than 30 percent of the U.S. labor force, according to recent research from Deloitte. Like members of past generations, these young individuals hold unique views on the workplace and expect prospective employers to respect such perspectives. To put it frankly, businesses that want to succeed in the modern marketplace cannot afford to push aside the concerns of millennial candidates. 

If your organization is struggling to get young talent through the door, you should reconfigure your hiring processes and internal policies to appeal to millennial leaders. Review these strategies to get started:

Market your company values
Young professionals from this generation are especially concerned about what companies courting them stand for, according to Entrepreneur. With this in mind, take some time to consider your mission statement and how the products or services you offer affect the lives of your customers. When speaking with millennial talent, be sure to articulate these ideas to encourage excitement and explain that you're searching for someone who will have an impact on people, and not simply fill a role.

"Young professionals from this generation are especially concerned about what companies courting them stand for."

Turn to technology
Most millennials are digital natives, meaning they grew up with technology and therefore integrate it into everyday life. Consequently, young leaders of this generation assume employers will provide the digital tools they need to churn out impactful work, Inc. reported. So, consider upgrading your enterprise systems if you've got the means. Additionally, look into cutting-edge productivity tools like Google Apps for Work or Slack. These cloud-based tools are not only cheap and easy to implement but will satisfy millennial candidates with high technology expectations.

Once you make these changes, you'll need talented millennial candidates with the executive experience and zeal needed to move your company forward. YES Partners can help. Our retained global executive search consultants can connect you with top-notch young talent.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Deloitte offers up some concrete answers to the question every employer seems to be asking these days: What do millennials want?

What do millennial executives want out of work?

Pinning down the general needs and wants of millennial leaders is no easy task. Older members of this generation often possess entirely different professional values than their younger peers. Of course, when you consider geography and other external factors, the whole situation becomes even more complicated.

Luckily, professional services firm Deloitte offers insight into this group of diverse executive leaders with its "Millennial Survey," an exhaustive study that includes responses from thousands of young professionals at companies across the globe. The 2016 edition offers up some concrete answers to the question every employer seems to be asking these days: What do millennials want?

Millennial business leaders expect employers to facilitate flexibility in the workplace.Millennial business leaders expect employers to facilitate flexibility in the workplace.

Ethical, society-conscious business operations
Approximately 64 percent of respondents said that modern organizations are too focused on simply generating revenue and neglect the world around them. To traditionalists, this insular approach makes total sense. However, young professionals believe that companies should contribute to society at large and facilitate ethical internal processes that match consumer values.

Now, addressing the latter issue is a tall task, even for C-level staff. But, if you really want to infuse your organization with young talent, you must reevaluate the way you do business and see if there are opportunities for growth, especially in the area of fairness, Harvard Business Review reported.

Connecting your company with the outside world is a bit easier. Just start with the small things. For instance, instead of organizing run-of-the-mill team-building tasks, sign your team up for a group volunteer activity. This will show millennial talent that you're working to interact with those outside of the organization.

Employee-focused human resources policies
It's no secret that millennials are fans of flexibility in the workplace. In fact, these young professionals are disrupting standard productivity models and spearheading key cultural shifts, such as the movement toward bring-your-own-device and work-from-home policies, that sever the connection between the office and operations.

The Deloitte survey showed that millennials expect employers to move in this direction and offer benefits that permit flexibility. This includes adopting the latest technology and providing family-friendly incentives such as work-from-home and extended-leave options.

If you're serious about attracting millennial talent, you must take these expectations into consideration. Similarly, if you want wholly qualified young executives to walk through your doors, you need to collaborate with a retained global executive search firm like YES Partners. Our executive search consultants can connect you with energetic millennial leaders who have the executive experience and zeal to usher in companywide change.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

As you start the search for your first CFO, be sure to keep in mind these key hiring and recruitment strategies.

Strategies for hiring a CFO

For all startups, there comes a time when more traditional corporate positions must be filled. Many start off by bringing on CEOs to lend some long-term direction and developmental objectivity. Chief financial officers normally come next – and for good reason.

These business leaders take on essential fiscal responsibilities, often shaping the futures of their organizations. However, hiring for this position is tough. Even seasoned human resources personnel have a difficult time pinning down the qualities that predict success and make an impactful CFO.

As you start the search for your first CFO, be sure to keep in mind these key hiring and recruitment strategies:

Assess your needs
Startup founders dealing with increased financial complexity often jump to the conclusion that they absolutely need a CFO when they actually require the services of an accountant and controller, Entrepreneur reported.

So before you commit to bringing on an executive-level money manager, review the state of your organization to see if such a move is necessary. If you're experiencing rapid top-line revenue growth or are already pulling in $5 million to $8 million per year, then it's time to move forward, Inc. advised.

Understand the role
Got the green light? Great. Now you need to better understand the position itself. Normally, CFOs are responsible for providing general financial guidance and allocating company resources. Additionally, most also collaborate with banks and investors and develop fiscal forecasts and tax strategies. These duties require a unique range of skills, including a robust knowledge of modern financial analytics tools and accounting practices, presentation chops and a knack for leadership.

"Consider partnering with an executive recruiter to find an impactful CFO who can transform your business."

Since your company is only just developing, you must also consider other variables. For instance, candidates with a passion for big data and technology should be at the top of your list, as these variables will soon become the driving forces behind global markets, according to Business Insider.

Find a partner
Though you may be a subject-matter expert with a deep knowledge of your sector, you probably don't have the time or the resources needed to pinpoint the ideal candidate.

With this in mind, you should consider partnering with an external organization to find a truly impactful CFO with the executive experience and skills to transform your business from a fledgling enterprise into an industry powerhouse.

In this case, a global executive search firm is most likely the ideal solution. Such a company can connect you with an executive recruitment consultant who has the sector-specific knowledge and deep industry connections required to net you a truly transformative CFO.

Ready to get started? Contact YES Partners today.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

  

If you find yourself in need of a CEO to run your growing startup, consult the following tips.

Strategies for hiring a startup CEO

Not all startup founders are equipped to manage the businesses they build. Many look outside the organization for leaders with the executive experience and vision it takes to transform their fledgling enterprises into industry-leading powerhouses. Of course, finding candidates with the ability to succeed in such roles can be challenging. Luckily, there are executive recruitment strategies that address this very situation.

If your growing startup needs a CEO, consult the following tips:

Start with a strategy
Before embarking on the search for your executive leader, you should first firm up your overarching developmental goals, the Harvard Business Review advised. With a blueprint for the future in hand, you can formulate an ideal profile for the individual fit to manage your company. This will enable you to easily narrow the field and select a CEO with skills needed to succeed within your organization.

"Prospective candidates for the CEO spot at your organization should exhibit grit."

Look for cultural compatibility, conviction
Though you may be in the process of building a more traditional internal infrastructure, your enterprise is different than most industry stalwarts. You most likely manage passionate, mission-driven employees with whom you maintain close relationships.

As a result, it is essential that you bring on an executive leader who will fit within your tight-knit team and feed off of the enthusiasm that fuels your business, Inc. advised. In short, find a fellow true believer to take over at the helm.

Focus on grit
Often, the hours spent working at a startup are long, the pay is low and the successes are few and far between. Only individuals with tenacity and a willingness to work in the trenches survive in such environments. Prospective candidates for the CEO spot at your organization should exhibit such qualities, Fast Company reported.

Think you might need some additional help looking for your first executive leader? Contact YES Partners! Our executive search consultants have the expertise and industry connections to link you with proven candidates who are more than qualified to take your company to new heights.

On many occasions a startup-CEO is asked to join when the company is still in pre-funding stage, i.e. the startup at that stage has virtually no money and therefore is not able to pay any salary but needs to attract the (right) candidates willing and able to work for initially equity alone. This narrows the available candidates with specific experience quite a bit. Due to the early stage nature it however is even more important to find the RIGHT candidate for a company.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

While you may never be able to avoid some of the awkwardness that accompanies phone interviews, you can get more out of these interactions by following these guidelines.

Tips for conducting an effective telephone interview

Phone interviews are often nerve-wracking for both employers and candidates. Interviewers strain to detect vocal cues that may denote larger character traits, while respondents attempt to condense their professional experience and accomplishments into cohesive, memorable soundbites. While you may never be able to avoid some of the awkwardness that accompanies phone interviews, you can get more out of these interactions by following these guidelines:

Plan and prepare
Once you've agreed to speak with candidates provided by your executive recruiter, start preparing for the interviews. First, look over their resumes and pick out some peculiarities you want to know more about, the Society for Human Resource Management suggested. Additionally, look for skills that may help them succeed in the role to which they have applied. You will want to explore these competencies during your discussions and use them to shape the interactions. Of course, familiarize yourself with the job description so that you fully understand your search criteria. 

Always follow up with candidates - this will separate your from the pack.Always follow up with candidates – this will separate you from the pack.

Question and assess
When you have candidates on the phone, begin by confirming their current employment status. Then, move into the subject areas you pinpointed during your preparation session. As the conversation continues, take notes and listen for details that might warrant follow-up questions, SHRM recommended. After tackling the skills portion of conversation, move on to more general themes. Ask them why they are looking for new opportunities and discuss their cultural expectations. End the call by outlining the next steps of the hiring process. These interactions should last between 15 and 30 minutes.

Follow up
These days, hiring managers often neglect candidates after hanging up. Even those intent on organizing in-person interviews fail to follow up and leave job hunters hanging for days or even weeks. This approach dismays talent and gives them reason to second-guess potential employers. Don't sow seeds of doubt. Instead, send a message to your candidates and thank them for their time, Inc. advised. Additionally, summarize next steps and give them a sense of where they stand. This seemingly insignificant gesture will give you a leg up on competing companies.  

So, are you interested in scheduling phone interviews with C-level staff who have the executive experience to get the job done? A retained executive search firm like YES Partners can help! Our executive search consultants have access to talent C-level contributors who can grow your business. Contact us today!

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

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