Paul started his career in technology with stints in software development, immunology, research, and sales. Prior to founding Sage in 2009, Paul ran global recruiting teams for AKQA, Crispin Porter+Bogusky, and Robert Half Technology. At Robert Half, he managed the largest technology recruiting division in San Francisco. At Sage, Paul developed an efficient recruiting model and methodology to better align incentives for candidates and employers alike, helping make Sage one of the most value-driven recruiting firms in San Francisco, the US, and Europe. Paul holds a master’s degree in organizational development from the University of San Francisco, and a bachelor’s degree in economics with a concentration in computer science from the University of California at San Diego. He also has certifications in executive coaching and yoga.
In such a competitive market, it’s more important than ever to ensure that you provide the best candidate experience, so that today’s top talent chooses to work at your company. Here are 5 steps to get quality candidates to say YES to your job offer.
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We helped recruit a Cyber Security Engineer and we found these useful insights we learnt in the process.
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These days, sourcing is done entirely digitally. A recruiting team will use technology tools and social media to locate, evaluate, and categorize candidates, yet these are just the first steps.
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For months the media has been all abuzz about the revelations that Facebook exposed our personal data to a political and commercial consulting firm. All of the clicks, the likes, the quizzes and page shares. All the pieces of our online persona that once seemed trivial are now popping up as symptoms of our personalities, which can be exploited.
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