Business Resource Center Blog

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.

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.

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.

We understand the unique challenges that today’s businesses face when it comes to hiring top tech talent. The demand for experienced IT professionals is at an all-time high, while the pool of qualified candidates actively seeking new roles remains limited.

When it comes to auditing your talent sourcing and acquisition strategies we know there are always questions on how to save time and money. But there’s no obvious shortcut to success.

How can your small business compete for top talent? Maybe you’re a lean startup operating on a shoestring. That doesn’t mean you can’t attract impactful players to your team.

If the fight for talent was a boxing match, smaller businesses and larger companies aren’t in the same weight class. There’s no competition.

Whether you work with in-house, remote contractors, or fully distributed teams, the way you onboard new employees is crucial to your long-term success.

By creating a repeatable process for sourcing, orienting, and assimilating new employees, you give your business the best chance for retention and productivity.