If you’re looking to transition into a new industry – say, the tech industry, perhaps? – you’re likely wondering what the best learning & development option is for you. A professional bootcamp like the ones offered by the FlatIron School may be your best fit. If you’re wondering what steps you should take to gain the skills you need for your dream job, Lauren Bauml, campus director at the FlatIron School, has some great insight into the bootcamp option!
There are 5,200 new tech jobs in Austin last year. This is a prime time to revisit your professional goals.
The Austin Technology Council is our member’s biggest cheerleader. We are proud to connect member employees with media opportunities like the one you just saw. Our organization is frequently contacted to source tech leaders for high-visibility media opportunities like:
- live interviews with local & national new outlets
- guest appearances on radio & video podcasts
- community highlights in printed publications
- expert speaker/panelist invites to distinguished community events
- and many more
Members: email Caitlin to tell us about your expertise so we can connect you to the right opportunity.
Future Members: email Caitlin to discuss this and more member benefits like it and how ATC can help your company reach its goals.
Senior Talent Gaps
By Wade Allen, CEO – Cendea
Whether you are dealing with a start-up company or one that is expanding, one of the impediments that can cause that growth to flatline is the inability to add the key talent necessary to make that happen. Ideas and products are great, but someone must be able to organize and properly lead the people to turn those into profit.
There are several periods on the normal growth curve where a Senior Talent Gap could seriously interfere with progress, as shown below:
Most companies are in the business to grow over time, but exactly what does that mean? Growth in headcount or territory or revenue? Value is often determined by the trust and respect the enterprise gains over time and also perhaps what someone would pay to buy the company or the product offering in a competitively priced market.
Far too many companies – even those with exceptional products or technology – fail to advance from Introduction to Growth to Maturity to Excellence. And far too often, this is due to not adding the right leadership at the right time to take them to the next level.
The challenge is always to remain on the growth curve, but the roadblocks include:
- We don’t have the resources.
- We don’t know how to get there.
- That’s someone else’s problem.
- It will just happen.
Sitting and ignoring the elephant in the room doesn’t make it go away. You need to clear out any and all roadblocks. And if you don’t have the right people in place, then you need a clear plan to recruit them.
If you have a minor water faucet issue at home and you can fix it, you fix it. If it’s major and you can’t fix it, then you hire a plumber. You need and want specific expertise.
It’s no different for securing the right talent – if you have the ability to go out and secure the right talent on your own, then go do it. But remember, you should be looking to maximize shareholder value – as in a Return on Investment (ROI). And ROI means that you invested either your time or your dollars to get that return.
The old saying is very true: it takes money to make money! If spending money produces a greater ROI, then you should be figuring out who can help you maximize that ROI.
Just as the legal profession has a spectrum of options from attorneys that focus on contracts to those who focus on real estate or M&A, finding talent has a spectrum of options from entry-level to mid-level positions to executive management. Entry-level and most mid-level positions are typically engaged on a contingency basis, whereas executive and most key positions are usually done on a retained basis.
Just remember that you are trying to maximize the ROI on this hire. The right hire can be tremendously rewarding – and the wrong hire can be catastrophic! If you need help making this happen, then just like that plumbing issue, get it!
Cendea was founded over 24 years ago to solve key talent issues such as the Senior Talent Gaps the founding Partners personally encountered in their careers of growing companies. If you’d like to know more, please feel free to call us at 512.219.6000.
Wade Allen, President & CEO, x101
Jim Bledsoe, Senior Partner, x121
What are the top five questions you should ask Sana Benefits that proves that we are different from your traditional insurance broker agency?
What surprises you about the Healthcare Industry?
You have this huge chunk of our economy full of well-intentioned, highly trained people – doctors, nurses, support personnel, researchers, policy-makers – waking up every day trying to do a good job, but somehow the resulting system is just totally broken. The products and services are way too expensive, difficult to navigate and technologically backwards. And people largely hate interacting with their healthcare. It’s a paradox at the highest level.
What are Sana’s core values?
Transparency. Treating our members and employees like human beings. Building better designed and better-integrated products and services. Cutting out waste to lower total cost for everyone.
How does enrollment work? Do you integrate with any existing HRIS / Payroll / BenAdmin systems? Are you a BenAdmin system yourself?
We will help run the enrollment process for our customers if they want support. Our system accepts standard enrollment feeds that BenAdmin systems export. We can also accept spreadsheets. We are capable of building integrations with client systems, which we would do at no additional cost.
Other insurance broker agencies say customer service is a differentiator, but that often turns out not to be the case. How do I know your service is actually good?
Focus on Net Promoter Score at the highest level, the customer service team will respond within 24 hours.
What do I need to get a quick quote from y’all and can how soon can I get it?
- You can get a quote from us in less than 10 minutes just by calling us at (833) SANA-123 or emailing us at firstname.lastname@example.org. We can give preliminary quotes without names, but we need names, DOB, zipcodes, gender and coverage tier for each dependent to give final quotes. We run the names against a pharmacy database that returns an anonymized group-level risk score to set final rates.