Alan Talks Algorithms, Hiring Advice and More
Posted on 27th November 2017
Before joining Scede.io Alan worked with top brands such as Skyscanner and ASOS and is well versed in both technical recruitment and employer branding.
We sat down with Alan to talk about algorithms, hiring advice and more.
You can check out his interview below:
What is the most rewarding part of your job?
For me it’s all about adding value to the businesses I work with.
This can be in the form of finding that great candidate that has a really positive impact on a company, product or hearing the excitement from a candidate when you give them the offer details of a potentially life changing opportunity.
It’s also incredibly satisfying when you implement a new tool or process that increases productivity and effectiveness of a hiring process.
What kind of clients do you help? What’s your favourite thing about your clients?
During my career I’ve helped many different companies as both an external and internal recruiter.
Before I joined Scede.io I was helping scale one of the UK’s billion dollar tech unicorns build out their engineering team in London.
Since joining Scede.io I have been working with Autonomous Intelligent Driving GmbH (AID) in Munich and they have huge growth plans. Their mission is to enable autonomous driving in urban environments.
With this particular project, our main objective is to build a scalable process and staffing function that can help the business scale at pace.
It’s been a really great experience so far and having so many different challenges has kept me on my toes!
What’s the best piece of hiring advice you can give?
Don’t assume that everyone knows your business.
Take the time to explain everything about your business, including the challenges the individual will face if they were to join, your journey so far and what your plans are for the future, and the role a potential candidate will play in that journey.
The current market is very much in the position that demand for talent exceeds supply, so how you present yourself and your company will have a significant impact on the likelihood of a candidate accepting an offer you present to them.
What new skill would you like to learn in 2018?
There is an ever evolving set of demands for the modern talent manager but for me I’m really interested in learning more about how “big data” can aid in candidate sourcing.
I’ve seen and played with a few tools but would like to get my head into this topic more and really understand how I can best use algorithms and large data sets to the benefit of the companies I partner.
How do you keep up with the tech world to ensure your clients are getting the best candidates?
I like to go to industry events and listen to speakers. It’s great to help me understand more about the field in which I operate and I tend to find candidates that show a passion for what their craft are often speaking at these events and they are the ones to keep an eye on.
In your opinion, what is the most effective way to source and find top tech talent?
Keep on top of tech trends; look for those who contribute to topics on and offline and whose work is admired by the many not the few.
By engaging with the community and treating candidates as people you are more likely to build rapport and trust with the whole community. This can lead to building great relationships and knowing your market a hell of a lot better.
If you’d like a conversation with Alan about scaling your business or advice on hiring, please get in touch here.
We work with high growth gaming studios to ensure they hire the best staff for their companies and their environments. We work with you, on site, as part of your team. We’ve helped to build teams for Supercell, Klarna, Farmdrop and more. If you’d like help building your team, get in touch here .