Effectively harnessing the disruptive power of today’s technologies can mean the difference between success and failure in a wide variety of industries.

Whether first-hand or through the experiences of others, the past two years have demonstrated that teams can be just as effective working remotely as working in person. However, this doesn’t mean that you should be losing out on the benefits of some of the more traditional office activities ⁠— like team retreats.

Chief technology officers (CTOs) are key members of the executive team who provide leadership, direction, and expertise to technical teams. This is true whether you’re a 10-person start up, an established SMB, or a large enterprise.

Selecting the right technical screening methods to properly assess the skill and experience level of job applicants during the hiring process can help to distinguish between Junior developers and Senior developers.

The IBM Institute for Business Value published a Chief Technology Officer (CTO) study in late 2021 to summarize the role’s evolution “throughout a period of exceptional disruption.” IBM states that “the CTO has become one of the most strategic roles

If you’re actively growing your organization, and if your business has a technical side that requires management, you need a Chief Technology Officer (CTO). That’s an easy call. But who to hire, and how to hire? These are trickier questions.

If the thought of hiring programmers stresses you out, you’re not alone. The technical expertise needed to become a programmer doesn’t exactly overlap with other career choices. Programmers, known also as software developers or coders, are responsible for creating, testing, troubleshooting, and maintaining computer programs.

Tech recruiting is challenging; there’s no way around it. The best talent is often gainfully employed, and even if you’re flipping through resumes of active job seekers, it’s difficult to find the right person for a tech role.

The average base salary for a senior developer in the United States is $100,679, with additional compensation equalling about $5,000 per year.

Let’s face it: the best tech talent is hard to find and even harder to recruit. Demand for quality IT pros far outpaces supply, which has resulted in a talent shortage and a competitive, high-paced environment.