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𝗣𝗛𝗜𝗟 𝗣𝗛𝗜𝗟𝗦-𝗴𝗼𝗼𝗱! 𝗣𝗛𝗜𝗟-𝗶𝗻𝗴 𝘆𝗼𝘂 𝘄𝗶𝘁𝗵 𝗳𝘂𝗹𝗹-𝗣𝗛𝗜𝗟-𝗺𝗲𝗻𝘁! THANK YOU for recognizing the deep talent acquisition, alignment and solutioning expertise of The Leon Group to help support your further growth and expansion. YOU know who you are! THANK YOU for partnering with our team for these more recent and essential hiring requirements this year: -       Chief Operating Officer -       Chief Financial Officer -       Chief Revenue Officer -       Principal Data Scientist Officer -       Principal Product Engineer -       VP, Demand Generation -       VP, Product Management -       Senior Data Scientist -       Senior Director, Structure Data Analytics -       Senior Product Marketing Manager -       Managing Director, Forensics Consulting and Expert Testimony -       Managing Director, DMS -       Enterprise Sales Executive – (a few) -       Director of Information Technology -       Director of Engineering -       Director of Professional Services -       Senior Cloud Engineer -       Senior Solutions Architect -       Federal, Solutions Architect -       Solutions Engineer -       Lead Software Engineer -       Technical Project Manager -       And more… I am 𝙏𝙃𝘼𝙉𝙆𝙁𝙐𝙇 for our partners and the trust they have provided to our deep and diverse resources, and ways our defined due-diligence process ensures precise performance! And too, I am always 𝙏𝙃𝘼𝙉𝙆𝙁𝙐𝙇 for my loving family, close friends, and good health, and again, for our phenomenal clients who continually turn to our talent acquisition and alignment solutions to source and secure diverse technical, strategic, and top-level talent fits. 𝗟𝗜𝗞𝗘 𝗧𝗛𝗜𝗦?🌞 🌞 🌞 🌞 Then - Follow me 🚶♀️ . Show me a thumbs up 👍, another emoji (⁉) or some love 💌 . Share 👩🏫 . Provide a profound comment. ❗Even give a referral. 🤞 #talentalignment #betteroutcomes #happiness #betterhealth #winwinwin

Looking for top tier AI talent? 🔍 WalMart's search for an experienced Staff Data Scientist highlights a common recruitment challenge - finding candidates with a perfect balance of domain knowledge, technical skills, and team unity. Identifying such candidates is no small task! 🎯 A PhD in a relevant field, 5+ years in data science or machine learning, coding, algorithm development, and not to forget, exemplary communication skills - such a blend is not easy to come by. Makes one wonder how many potential stars might be overlooked due to this gap! But why struggle alone when recruitment experts from Periscope Search Group are here to help? 💡 Let's revamp the method of identifying the match for your next role. Let's work together on aligning the profiles perfectly poised to drive your business forward, as the Data Scientist will for Walmart. Are you leveraging data optimally? Are you facilitating your team’s ability to communicate effectively and work cohesively? Think about your most recent hires - Were there lingering uncertainties or questions that only an expert could address? Let's discuss. #jobs #hiring #toronto #recruiting Connect with Periscope Search Group at the earliest to resolve your recruiting pain points immediately! Let's redefine success, together. 💼🌟

Hiring your first dedicated product analyst is an important milestone for any growing company. But when is the right time to make this investment? 💰 In my recent series Beyond the Data (you can check it out on my profile), I asked product leaders to share their thoughts on the best timing for bringing on a specialized data expert. The main thing I discovered is that there isn't a right time. ⏳ Are you ready to scale? What level of maturity is your data at? Do you have the tools in place for an analyst? If you don't have the data infrastructure in place, an analyst isn't going to be able to leverage information from it and give you the insights you need. This is going to come at different points for each company, so it's less about a particular time and more about the preparation needed to make this happen. If you're thinking about making your first data hire, I'd love to share more insights like this with you. Come say hi 👋🏻 #data  #dataanalytics #product #dataleadership #productleaders #productanalytics #analytics #recruitment #hiring #hiringtips

There is a huge difference in the various leadership levels of data and analytics that most companies miss.   When hiring, there is a default to go technical and focus on that almost exclusively.   If I am hiring for a head of data engineering or a head of data science, that makes sense and that’s what I’ve done in the past. You want a strong technical leader in those roles who can manage the day-to-day tasks of the team. Most companies get this right. But this is not a strategic role, this is a mid-level manager role that never really does much at a strategic level.    Here’s where most companies get it wrong. The next level up.   When you need a head, vp, chief of data and analytics and now AI, you need an operational expert. Someone who knows how to get things built, make money, and attract the right talent. This is about operational impact, not technical chops.    At this level, the role morphs into something else and many leaders who were great at just running one team, tend to fail when brought up to this level. Because nobody showed them all the new tasks they will have to do. At this level I am spending most of my time on legal issue, customer issues, vendor management, the strategic use of our data, future proofing the company with the teams work and looking at cross team use of data. Processes and systems that improve operational impact are far more important than technical knowledge now. Does that mean no knowledge? No, but don’t ask me what model I’m using or how much coding I do, because that’s not the job anymore.   This is also the level where most companies fail to understand the role is a strategic role and not a technical role and fail to put them to use in a way that allows them to thrive. It becomes an assistant manager role at a fast-food restaurant, you get blamed for stuff you don’t control and are left to clean up the mess that the manager doesn’t care to. This leads to a high rate of burnout and a high rate of disappointment by companies.   Know how to hire for this more strategic role is one of the biggest issues companies face today. They get this wrong constantly. When they stop trying to hire for the strategy role like they do for the technical role, only then will things change and candidates and companies will find alignment. #data #analytics #hiring

When asked “How do you see the current hiring market?”  I think about Andrei’s pockets theory, which explains it well in my opinion. 🎒 Some pockets (data engineering, data architecture, data leadership, ML, AI) are in very high demand, and low supply, similar to or higher than 2021-2022 levels. 👝 Some pockets (Backend engineering, Tech lead) are also in high demand but the supply (at least on paper) is closer to matching that demand. 🛄 Some other pockets (data/business analyst, non-technical product roles, and operations in general) have a massive supply and a relatively small demand compared to previous years. This is how I’m experiencing it from my small corner of the market. #hiring

Who is hiring? There is a ton of great talent looking for new opportunities across sales, marketing, product, data science, and strategy. So I ask again, who is hiring? Data companies, AI, investment firms, insights providers, expert networks - now is your chance to broadcast those open roles. Post in the comments any roles and I'll include them in tomorrow's newsletter. Be sure to subscribe for weekly job opportunities, people moves tracking, fundraising, M&A, upcoming events and more (it's free): https://lnkd.in/eBqGF2gv Likes and comments for reach are appreciated. And headhunters are welcome too. Include your email if you're open to top talent reaching out to you. #careers #data #insights

2 Ways to save TIME during your hiring process. Hiring Managers in Data Science, Data Analytics, Data Engineering, MLE, and Analytics Engineering tune in... 1. Be realistic with what you're looking for in a candidate. Don't put together a dream wish list of qualifications and anticipate a candidate to check off 100% of the boxes. Or even worse...hope to find a Full Stack Senior Data Scientist with a PhD, 7 years of experience building models from scratch with a hot tech stack in NYC and have a budget of $120,000 - $135,000. Not going to happen. Be realistic with yourself for what you and your team actually need and save yourself time before you start a journey with no end. 2. Partner with a specialized recruiting agency. Specialized agencies are here to make your lives and your internal recruiters lives easier. They help streamline the process and consult on any bottlenecks you may have in your interview structure. Given their specialization, they also will be able to narrow in on exactly what you're looking for quicker. Sometimes it's difficult for internal recruiters to tackle the super niche roles when they have a mountain of other requisitions to also tend to. Do you think it's time you make some changes to your hiring process? Connect, like, and share for more hiring tips! #businessstrategy #techrecruitment #interviewing #consulting #hiring

As our next phase of growth happens we’re looking for new skill sets and new people. Come have a chat with Vikki Fitzpatrick to learn about our journey and what we’ve got planned over the next 24 months 🚀