CASE STUDY - NEEDLE vs HAYSTACK, DOES THIS PERSON ACTUALLY EXIST?

Help Wanted:  “How will you find us a brilliant Chemical Process Engineer to commission and run our anaerobic digestion power plant…in California?”

Company:                  Anaerobic Digestion/Alternative Energy Start Up

Position:                    Chemical Process Engineer with MBA

Search Start:             December 2011

Search End:               March 2012

The Challenge:  A four person start up based in Boston had just landed the next-to-impossible; a multi-billion dollar, multi-year contract with one of the nations largest grocery chains.  With the first pilot plant build out in progress and an enthusiastic client, the team had one critical problem they needed to solve immediately…find a multi-talented engineer to commission and run the plant in Southern California.  The problem wasn’t finding a chemical engineer, it was finding a licensed chemical engineer who also had an MBA, experience running or managing a plant, and an entrepreneurial mindset.  More important, this rare person had to quickly earn the trust of a team sitting 3,000 miles away.  This person would need to work independently on a new technology, trouble shoot any issues that arose during the commissioning process, act as the main point of contact for the client, and perform all this under a tight deadline.  In short, hold all the keys to the success of the entire project.  Everything this team had worked on for the past four years would be won or lost by this essential hire.  GAME ON!!

The Search:  Once we carved out a profile, discussions around geography began out of the gate.  While ideally this person would have a West Coast presence, the team preferred to hire an East Coast person thereby ensuring regular face-to-face meetings, and more opportunity to get to know them.  However, this would require more coast to coast flights, driving up the company’s operating costs, leaning on an already tight budget.  It didn’t make sense.  We would have to find a way to vet this person beyond shadows of doubt, and right size the ideals to the realities of the search.  Further, we would have less of a hill to climb if we hired a local presence who was already accustomed to living in Southern California and has an established network of professionals to call in when the time comes to grow the team.  Hiring a relo often means a flight risk if the individual becomes unhappy with the quality of their life.  If they have a family, you've just increased those odds by 50%. 

The complexities of a search like this are doubled when additional requirements such as a PE license and MBA are put on the list of “must have’s”.  And while experience with alternative energy technologies wasn’t a requirement, I felt this would be the game changer if I found a candidate with some exposure or interest in the green space.  I knew this was literally a needle in a haystack search.  So I focused on top-flight schools in California and targeted engineering associations, networks and other alumni programs. 

The first few candidates we talked to held 75% of the qualifications, but the chemistry (between the founders and the candidates) was lacking.  Some came across as purely academic, while others lacked the seriousness of personality we needed…especially as a client-facing representative.

The Solution:  A boat-load of focused research, multiple calls and many turned-over stones later, the answer came with an unexpected twist.  A potential candidate I had identified, and who took personal interest in the technology, mentioned a fellow classmate in his MBA program.  While he had already accepted a position for himself, he couldn’t help but think his colleague would be a very interesting match.  They were into the last few weeks of the program and the soon-to-be graduates were all seeking their next career move.  Needless to say we were on the phone the next day.

The referral turned out to be an exact match of my and the client’s ideals.   He is a Chemical Engineer, PE with an MBA and 10 years of professional experience, with almost four years of recent experience building out, commissioning and running a power plant…an alternative energy plant in Las Vegas. 

A few days after receipt of his CV we booked phone interviews.  About a week later we booked his flight to Boston and took the next steps to solidifying his candidacy.  Less than six weeks after we launched the search, we had all we needed to move forward on this stellar candidate.  The offer process was a bit rigorous…this was a candidate who was accustomed to earning almost $50K more than what my client budgeted for the position.  What we couldn’t pay him in salary, we had to make up for in equity.  And that, as it turns out, was the magic word for our new Director of Engineering.  The offer was tendered and accepted.

Today:  Upon hire, my candidate exceeded the Founder’s expectations and expertly executed the commissioning process, passing with flying colors.  The plant has been running under his capable hands for the past 13 months.  He still loves his job and is enjoying the day-to-day challenges that come with working on a new green technology.  After flying under the radar for the past six years, my client was finally “forced” into the spotlight by their client in California.  News of the Company, and the anaerobic digester plant, has recently reached the eyes and ears of green technology enthusiasts and professionals from the left coast to the right coast.  To read more about their success, refer to my prior blog below; “Waste Not, Want Not”

CASE STUDY - WE NEED A CEO FOR AN MIT START UP

 

Help Wanted:           A VC-Backed Start-Up in Water Technology Needs a CEO

Company:                  Start-Up Water Technology out of MIT

Position:                    CEO with capital raise and technology experience

Search Start:             August 2009

Search End:               October 2009

The Challenge:  A new membrane technology developed in an MIT lab by two distinguished PhD’s had surfaced as a potential solution for commercial, municipal and industrial applications.  The unique properties of this membrane offered an easy-to-clean, reusable filter capable of capturing microscopic particles needed to clean industrial waste water, and did not require frequent and costly replacement   With only IP and a small amount of starting capital in hand, the founders had no network to support the build out of an Executive Team, and they had few resources in order to attract the right people.  But the formation of a company was there, and the first order of business; hire a CEO.

The Search:  Meeting with the Co-founder in August of 2009, it was clear the team needed someone who could meet three basic needs; 1) A background in water technology and preferably a focus on membranes development.  2) Leadership of a small, growing company with few resources and limited budget.  3) Experience in raising capital and influencing the investment community. 

Targeting the local water industry experts would not be too difficult.  There are a limited number of companies focused on membrane development, however, simply because membrane’s are considered a commodity and are more popular overseas than in the US for industrial application.  Finding an expert CEO-level person may mean a national or international search.

Using my own network as a strategic first strike and seeking referrals would only get me so far.  I knew I needed to approach this search with more than a few phone calls.  I had to get out into the expat community and find a water expert who could introduce me to more water experts.  Coupled with a target list of local water technology companies with advanced product lines for commercial and industrial applications, I was fairly confident I would find this person here in the Northeast.  The uphill battle would be identifying a credible and effective CEO who would also be willing and able to take on the high risk of a start up.

The Solution:  Several candidates were surfaced within the first few weeks of the search.  Two were Senior Level group leaders from companies such as GE Water and Koch Membrane.  I knew I was on the right track, and both were capable of leading a technical team as well as running the operations.   Both had experience working on start up technologies.  But neither had capital raise experience.  Regardless, my client was thrilled with the progress and met these two experts while I continued my pursuit for the “grail” of a water industry CEO.

A call came from a friend suggesting I attend a networking event for expats in the Boston area.  This was a tight knit group of C-Level foreign nationals working and living the Boston area and they met once a month to network and collaborate on a variety of professional and personal projects.  I was seated next to a French CEO who was not only affable but very forthcoming about his job search.  He had recently left Millipore and had two spinouts of the parent company under his belt where he served as COO and CEO.  He was looking for a start up. 

The conversation lasted through dinner and dessert.  In the process of getting to know him, I had interviewed and vetted him for the role.  In the morning I drafted my presentation to the client.  They met later that week.  As I closed the double doors to the conference room that morning, watching them lean forward simultaneously over coffee cups, their body language said all I needed to know about the search process.  It was over. 

Interestingly, one of the other two candidates was so technically advanced and enthusiastic about the technology, the Founder decided to retain her as well to round out the team and apply her advanced knowledge to develop the product.

Today:  Within months of the CEO taking over the reins of the organization, he had achieved a $3M round of capital with the option of another $5M upon meeting milestones.  It was a joyful yet very challenging period in the development of the company as it was during the height of the recession and green technology in every corner of the industry was struggling to survive.  The CEO is still advancing the technology and company’s position.  With two successful projects (one completed with the US Navy, and one near completion), they are seeking additional capital and potential acquisition.  The Senior technologist also remains on the company’s payroll and is enjoying her role as both technical strategist and entrepreneur.

CASE STUDY - PRINCIPLE MECHANICAL ENGINEER

CASE STUDY

Help Wanted:  “Our Principle Engineer is very sick, we have no internal replacement and we can not be successful without him.”

Company:                  Engineering Firm/Industrial

Position:                    Senior Mechanical Engineer

Search Start:             December 2010

Search End:               March 2011

The Challenge:  The company had a sudden and significant problem requiring a delicate but fast solution.  Their Principle Mechanical Engineer, a person who had been with them from the day they launched, had fallen gravely ill.  There was no time frame for how long he would be out of commission, and no guarantee that he would come back in a full-time capacity. 

The company had also recently won a bid for a large and very complicated project that meant months of complex engineering work and a significant amount of revenue for the firm.  A much needed infusion of cash during the height of the economic crisis.

The type of engineer my client needed does not grow on trees.  They needed a Senior Mechanical Engineer, with a Professional Engineering (PE) license, and significant industrial engineering experience.  Further complicating the situation is the type of engineering the company specializes in; process engineering, design/build of power plants, facilities and complex chemical processes.  They needed someone who could spec out, draft, design, and project manage.  Sounds like a typical engineering role, but in actuality, most of the engineers with the experience they needed (15+ years under their belt) haven’t touched AutoCAD in years.  They usually have an internal resource drafting/editing designs as needed. 

I’ll add one small wrinkle to this situation. They had tried working with recruiters in the past but with no success.  They stated there was no one out there who truly understood what they did or was willing to invest a great deal of time in figuring it out.   Hiring into their unique culture and high standards would be a considerable challenge. This would be my first time working with the firm.  I knew when I left the meeting this was a perfect fit for me.

The Search:  Networking into the chemical process design engineering world is extremely difficult.  Most of the really talented people know each other, or know of each other, and they are typically gainfully employed or gleefully self employed.  They have little to no interest in entertaining a move unless they have to.  They are also not overtly public about their profiles.  You won’t find them on LinkedIn or any of the resume sourcing boards.  Getting an introduction is only successful if the engineer candidate knows the person and is a trusted resource. 

The first two weeks of the search brought a few decent but less experienced candidates.  People definitely worth talking to, but no one who really matched my expectations relative to the complexity of the projects they worked on, nor the hands-on design experience my client desired.  As we continued to work together, educating each other on both their perception of the candidate market, and my knowledge of what the market would bear, further culling out the must haves from the plusses, I realized that the search parameters and the geography would have to expand in order for us to find this rare talent.

Through multiple connections and conversations with other principal level engineers and hiring managers who also sought these skill sets, I learned that there were only about five truly dynamic, incredibly talented and potentially available candidates who would be an ideal match.  The tentative position my client was in, coupled with the possibility the tenured Mechanical Engineer may recover and return made the position less attractive.  What if they hired someone but didn’t have enough work to keep both busy?  Or worse, would there be a power struggle between the two putting them at odds with each other and the other partners? 

The feedback I received once candidates reviewed the position summary (‘You’re never going to find someone like this, they just don’t exist.’) or as I discussed the specifics of the situation was somewhat negative.  Why would anyone leave a full-time position where they are well paid and work is plentiful for a situation where they may end up back on the street within the year?  Oh, and by the way, have you heard the latest unemployment numbers?

As the odds got lower, my persistence increased.  I continued to drill, discover and identify candidates through extensive networking, and this included leveraging my many wonderful contacts turning their network upside down to identify one or two potentials.  A timely conversation with a local Senior Engineer who had someone in mind recommended I call him immediately.  The candidate lived in Connecticut and would require relocation, but he was the single most talented Senior Mechanical Engineer he’d ever worked with, and I would be impressed with the depth and breadth of his experience. 

The Solution:  He had 25+ years of industrial and commercial mechanical engineering experience, on both domestic and international projects, developing and designing custom solutions for extremely complex, next-to-impossible, chemical process challenges for demanding multi-national clients.  But this was not the only area he had expertise in…he was also extremely diverse.  In addition to many other areas of industrial design experience, he had deep experience in consulting on industrial HVAC solutions, a much-needed skill set for the firm.   

Within the first hour of the interview, the match seemed ideal.  My client was also incredibly impressed with the energy and enthusiasm the candidate demonstrated, and the willingness he expressed to take on the opportunity.  The candidate would not only need to relocate, but he would also need to shut down his consulting firm which included breaking a lease and a physical move of both office and residence.  It was a very unusual situation but both client and candidate seemed satisfied that this was necessary and each required a time-sensitive response.  Within three weeks of the first meeting, an offer was drafted and accepted.  The candidate began his assignment in the spring of 2010. 

Today:  The candidate remained with the firm through late Spring of 2013.  An unfortunate family circumstance forced his resignation to care for his family.  As an expat, he was happy to return home but sad to leave behind a tremendous career opportunity.

Having a window of three months to prepare for this transition, I went back out to the market with a new vigor to identify and hire his replacement.  I knew exactly what we needed and though it would still be a tall order, it was a familiar one.  Within a few weeks of launching the search, a strong local candidate was identified with extensive lead-time.   In June 2013, the baton was passed from the retiring ME to the newly hired ME who was again a unique find in a very limited field of experts.  The feedback so far has been exceedingly positive and both candidate and client are extremely happy with the match.

FEED: Waste Not, Want Not

http://www.marketwatch.com/story/kroger-unveils-a-clean-energy-production-system-powered-by-food-waste-2013-05-15

I am so excited about this company...still!  It's been over two years since I learned about FEED, but for many May 15, 2013 will be the first time they hear about this exciting Boston-based company "FEED Resource Recovery".  Flying under the radar for the last five years, I met the Founders almost three years ago as they were just entering into a most promising relationship with one of the nation's largest grocery chains. The time had come to make a critical technical hire, and it had to be the perfect match.  In an effort to truly understand the game-changing technology FEED was proposing, I signed an NDA, posed with a fake mustache for the amusement of all, and began diligently researching the industry and marketplace.  It didn't take long to realize this was a delicate technology, a niche industry, a complex market, and a very challenging search.  A needle-in-a-haystack, next-to-impossible search.  In other words, for me, a PERFECT opportunity!

Within a few weeks a pipeline of very talented and qualified candidates was developed.  We had a shortlist in no time, and from that list, we had identified and hired the ideal person to commission and oversee the day-to-day operations of the first pilot plant in Southern California.  A Senior Engineer with experience commissioning and running alternative energy power plants, with a degree in Chemistry AND an MBA in Operations and Technology Management...living on the West Coast.  How does it get any better than that?  It doesn't.  This was, indeed, the ideal match.

Partnering with this team has been an incredibly rewarding experience.  I have enjoyed every moment working with these smart, dedicated and down-to-earth visionaries.  I share their enthusiasm and passion for re-purposing one of our most precious resources.  If you ask my children what is Mom's number one pet-peeve?  They would answer quite concretely "wasting food and water".  I have an almost zero tolerance for both (I spoil my kids with high quality foods, and nothing makes me crazier then finding out half a sandwich was tossed out because someone didn't feel like having peanut butter and jelly that day...even though he requested it!).

Ok, so maybe I'm an idealist.  But you sort of have to be if you are supporting break-through technologies in the green industry. I don't expect perfection, but I advocate loudly for doing the best we can with what we know, and what we have.  We know millions worldwide go hungry every day.  We know millions of dollars in organics and other food products are wasted every year.  We know we can't solve the first problem today.  But I can sleep better knowing that we now have a solution to the second problem...and it works like a dream.

http://www.marketwatch.com/story/kroger-unveils-a-clean-energy-production-system-powered-by-food-waste-2013-05-15

 

Finders/Keepers: Surprising Trends in Hiring and Retaining Great People

My colleague and good friend, Christy Hillman, Recruiter Extraordinaire with Career Management Associates in Maine gave me an invaluable piece of advice the other day.  I had been unable to reach several entry-level candidates who were actively seeking new opportunities, and having tried both phone calls and emails, I became increasingly frustrated and concerned that I was losing my recruiting instincts.  With two magical words Christy made a suggestion; do what they would do to reach each other:  "Text them" she said.  You could practically smell the smoke from the imaginary lightbulb that suddenly burst into flame over my head.

It was a revelation, and it was extremely effective.  Why didn't I think of this sooner?

Having no knowledge of who I was, why they were getting a text from me, or how I got their cell phone number in the first place (trade secret), I received almost immediate responses, and no shortage of interest from them in learning more about what I was working on.  I was hooked!   More importantly, so were they.

Get ready hiring managers, the digital natives are populating our workplace at explosive rates, and staying ahead of them requires a lot more mental fitness and flexibility on our part.  Your success in hiring them will be based on speed, determination and the ability to project your companies as savvy and streamlined enterprises.  That extends to your recruiting partners as well, which is often a candidate's first glimpse into how you do business. 

What attracts candidates today may surprise you, and I'm not sure this will cover everything, but here's what they look at outside of a good compensation package and a jazzy title:

Buzz
Who else works here and what do they like/dislike about the company?  Yep, social networking has a wonderful ROI for those who have used it wisely.  Anything they want to know about a company's culture, financial health, or turnover rate can be easily acquired through a little research and due diligence.  If your company has high turnover, questionable financial health or a 'cultural toxicity' problem, address this upfront and don't let the A Players walk away with the wrong impression. 

Tech
What kind of smart phone will you offer?  Believe it or not this is important to young, busy professionals who have invested a lot of time in learning and populating their cell phone with must-have apps.  If they need to carry two phones (one for personal use, one for work), that can certainly lead to another type of usage concerns.  But exposure to multiple systems will also keep them up to date on the latest technologies...an important benefit to you.  This goes for laptops, tablets or any technology your company employs to get the job done.

401 
K- that is...do you offer one?  Is there a match?  How about tuition reimbursement?  The cost of education continues to rise and many people are putting their advanced degrees on hold until they can afford it, meaning tuition assistance through their employer.  Encouraging a candidate to pursue their education can be mutually beneficial, but protect your investment. Institute a tuition reimbursement agreement that requires employees sign a one or two year commitment contract that kicks in once they graduate.  For those who are picking up a class here or there without declaring a degree program, offer a partial reimbursement...and if you're boot strapping, reimburse only for those classes that are relevant to their jobs.

Digs
Can I see myself here?  What vibe does your workplace reflect?  Is it dark and stodgy or light and airy?  Will they feel a sense of collaboration or are these closed doors and green florescent halls reminiscent of a Mad Men-esque office?  Give employees an opportunity to make suggestions, or if they have a private office, allow them to make subtle but meaningful contributions to the decor...even a new coat of paint can make them feel more productive.  Set the ground rules though, and check on the details of your office lease for restrictions.

Face-Time
Is this a Flexible Environment?  For non-essential personnel, do you offer the flexibility to work from home weekly, or on occasion?  An enduring '8-5 fits all' standard operating procedure that prohibits anything but the punch-in, punch-out corporate culture can stand between you and your best candidates.  If you can't change it, focus on the importance of a face-to-face connection, highlight the benefits to creating a strong and creative culture, and tell them it's a precedent that works best for the entire Company.  Work day flexibility may become more critical to people working further away, who have transportation limitations, or long commutes due to overpopulated road ways.  Offering staggered work hours can take the burden off your employees and translates into more productive hours and less car-lag...a new health problem brought on by too many hours stuck in traffic.  Speaking of which...

Pikes, Bikes & Tolls
Do you offer a commuting allowance?  Subsidies, train passes, gas reimbursement, even bicycle rental...getting to work has never been more expensive.  If you cover any of this, you should mention it to candidates during first interview rounds.  If you are hiring a salesperson, this can become the critical differential between your company and a competing firm.  A sales leader who needs to hire a team will be tasked with an uphill battle if she can't offer a strong travel reimbursement policy.  Help HER help you increase those revenues...incentivize, incentivize, incentivize!

Not just Greenbacks 
Are YOU green?  We're interested in knowing about your sustainability program.  Don't underestimate the young professional's value system.  They may have grown up in a consumer crazed world, but many have developed a conservative attitude relative to the efficient use of resources.  Some recent college grads have told me personally that they will not go to work for a company that doesn't at least have a recycling program in place.  Now more than ever, greening up your corporate practices can set you apart from competing offers.

Bench Strength and Mental Breaks
Do you have a fitness center?  How about day care facilities?  Access to health/fitness facilities, a decent cafeteria and on-site childcare are still extremely desirable.  These benefits create a personal/professional infrastructure that can help alleviate stress and take a lot of pressure off working parents who struggle with affordable childcare.  As for wellness, don't be surprised if your potential new hire negotiates for more vacation time instead of a bigger base salary.  There's no point in arguing with them, they know the burn out rate for executives is high, and being able to recharge their batteries on a regular basis will make all the difference in your employee retention rates.  If you don't have a hard corporate policy on how much vacation time each employee is allotted (based on tenure or level), this is a great way to offer flexibility without having to increase your hiring budget.   

Retaining your star employees means paying attention to a wide variety of trends and finding out what the competition does to keep their people happy.  Identifying flight risks in advance of their leaving also means keeping an open door, and mind, to learning what they value in an employer.  These wants/needs change as an employee matures, but one thing never changes; they all want to feel valued, cared for and secure.

 

Build a Candidate Pipeline Like a Top Recruiting Professional

Here are the top five recruiting practices to building a strong candidate pipeline;

11)      Never say never.   While that stellar resume in front of you does not fit your needs today, it doesn’t mean there won’t be some future value in knowing that person.   High caliber candidates are busy too, so no need to offer a 30 minute interview, a quick phone call acknowledging receipt of their resume, and an offer to exchange contact information, can make a lasting impression and offers both parties an opportunity to enjoy more dynamic networking later on.

2

22)    Doing reference checks as a matter of course, and sourcing:  Don’t ever miss out on the opportunity a reference check can offer a hiring manager.  Not only is this a critical aspect to your interview process in validating the candidate, it’s a fantastic way to identify another future employee OR employer.  People love to talk about themselves, what they do, and the good work others have done for them.  These conversations can lead to incredible network building.  Not only could this reference be a good potential candidate for you, but you may also find the conversation leads to job prospecting for yourself.  Striking a good rapport with that reference can help you gain early insight or competitive leverage on an interesting role you may otherwise miss out on.  Don’t forget to stay in touch on email or scheduled call once every six months or so. 

33)      Use Social Media to Advertise a Challenging position:   Tweeters and bloggers make a great audience, especially for an industry expert.  But if you don’t use social media to tout your professional thoughts and ideas, you can research relevant tweeters and bloggers who have an active following and ask them to post information about the job you’re trying to fill.  Some may draw a hard line on what they are or aren’t willing to endorse, but it never hurts to ask if they would consider mentioning to their audience a great opportunity for which you’re struggling to source candidates.  With the job market still deep in the recovery phase, most people are willing to help bring people and jobs together.

44)       Use the “3 Touch Rule” to Reach a Strong Candidate:  If your HR department has been unsuccessful in connecting with a “passive” candidate who you know to be a top notch professional in your industry, ask them to be persistent and patient.  Most hiring managers will try only once, sometimes twice, to contact a candidate.  Go for the 3-touch approach; A phone call, followed up within 24 hours by an email, and a follow up call within one week.  Additionally, if that person has a Twitter or Blog, you may be able to get their attention by posting directly to them.  We know people are busy, and even though they have the interest and best intentions to get back to you, they may forget or have put it off until they’re in a position when they can talk to you….like back from vacation or after finishing a project.  Often if they have gone too long without responding, they may not return the call because they expect they’ve missed the window.  Don’t let them get away!  Follow up a fourth time after several more weeks, you may be happily surprised at how glad they are to hear from you again.

55)      Network in Unexpected Places:  In today’s world we often hear a newer cliché “Everyone Knows Everyone”.  While this isn’t physically possible, there is technical truth behind this idea.  We are all connected, one way or another, to a universal network offering innumerable routes for people to reach each other.  Celebrity Kevin Bacon proved this philosophy through his own pet project, Six Degrees of Kevin Bacon, demonstrating an intricate web of complete strangers who were but five or fewer people removed from direct contact with him.  Today’s advancing uber networked society allows us to find people in unexpected ways, perhaps through that guy you met at a two day workshop, the twenty-something who details your car, your hairdresser, the woman who makes those great cookies for the church social hour each week, and even the bartender who is the only person in the world you trust to make your martini just the way you like it.  Everyone knows someone.   And sometimes, you get really lucky.   Maybe the right person to know is right now sitting next to you on the train.  Today’s socially-charged recruiting professional knows that the gift of gab pays dividends, and shyness is a liability.  So stop hiding behind your Android and strike up a conversation with your commuting buddy…you never know who she knows!