Hiring a great team is effort and requires a systematic process. At Microsoft, I was deeply engaged in recruiting and attained the level of As-App interview with final say on interview loop hiring decisions. I am glad to help your organization develop a system enabling you to hire the best.
Rather than focus on finding fault with candidates, my approach teaches how to bring out the best in candidates after which a good hiring decision can be made. This positive approach also leaves candidates feeling good about your company. Always remember, these candidates are also future customers.
Too often, I have seen a great engineer be hired and then not properly on-boarded leaving them unsure of themselves and not able to positively contribute to the team. I can help you establish a solid on-boarding process to train and ramp your new hires allowing them to become productive and confident quickly and effectively.
Losing a great engineer is painful and losing many is potentially fatal to an organization. It is important to re-recruit your best people and ensure your core engineering team remains strong while minimizing causes for attrition. I can help you establish a process and metrics to track and control attrition.
When you are short staffed you can least afford the needed resources to invest to make great hires. I am able to help you get past a hiring crunch by streamlining the processes and actively helping in the hiring crunch time period.