LFP133 – The Market For Talent & Getting A Job In Tech w/Ellis Seder CEO Santa Monica Talent

This week’s topic is all about getting jobs whatever your age or stage. Maybe you are in a Tech firm of some sort – if so how long are you likely to stay where you are and what’s the best way of getting your next gig? If you are not in it and wish to get in it how do you do that?

Santa Monica Talent help Startups scale-up in many tech sectors. One of the feathers in their cap is helping super-well known digital marketing and social media superstar Gary Veynerchuk build out Veynermedia in London.

CEO Ellis Seder has spent many years in Asia in the investment banking recruitment world before moving to London to work in the Startup world.

Thus he speaks from deep experience of knowing how recruitment works in the oldskool and newer tech ways.

Many of his suggestions apply to all our careers.

Topics discussed include:

  • Arsenal football club as a case study in how money and budget affect the talent market in sport
  • the trade-off between success and profit
  • apart from Leicester City it is typically the team that spends the most on wages that wins the league since 1993
  • the economics of buying football teams
  • the economics of MotoGP and winter biathlon
  • the difference with American Sports which salary cap and invented their own sports
  • until the Football League bring in a salary cap money will dominate. However requires cross-European support given that it is a competitive marketplace
  • the various tech sectors SMT work with
  • how the feel and aims varies across Tech sector
  • applying for jobs back in the day
  • the value of writing directly still works in SmallCo lands – how to maximise the chance of success
  • how George Papadopoulos, the first person to be convicted by Mueller, got a job on the Trump Campaign as an example of direct applications (with large and unintended consequences) – Part 1/2 on the Mark Steyn YouTube Channel
  • the importance of LinkedIn
  • to to use and how not to use LinkedIn
  • attending Company events as a conduit to engagement
  • the misconceptions of many students – “you are unlikely to get a job so apply for a million jobs” – the brute force approach which is rarely successful
  • far better to target contacts
  • the value of getting your CV professionally finished
  • standing out at Henley Business School
  • “On average – including Facebook and Google – people only stay in tech companies for 2 years 1 month”
  • moves are not so much driven, generally, by money more by opportunities and something new and exciting
  • how to get headhunted – LinkedIn
  • speaking at events
  • how poorly people apply to be on the LFP – lessons for job applications from that
  • “Most people, even at MBA schools, are not taught how to get a job”
  • even for simple roles SMT get 200-250 responses per advertised role – only 5% are appropriate for any given position (more brute force approaches)
  • A/B test your CV or application letter
  • “there is no one answer, no magic wand”
  • the latest trend in the US is “unbiased hiring” – removing names, photos and education on job applications (?!?)
  • “diversity” of workforce versus the success of family firms
  • high-tech, high-growth early stage salaries have not changed much in a decade and remain lower than in other such high-tech centres around the world
  • salaries are quite low
  • average developer salaries are around £67k pa
  • 2-5yrs experience in software sales salaries are around £40k base with potential £100k total on target earnings
  • more creativity in tech jobs compared to oldskool, more flexibility
  • “The talent pool in London is about as good as it gets in the world and I’d put New York and San Francisco in that”
  • the “digital pool” in London is about 300,000 people
  • packages in a Series A Startup may be around 50% of packages in incumbents – albeit with options on top
  • retention or otherwise of options
  • the portfolio approach to options
  • will anyone replace LinkedIn?
  • SMT work with Series A-C before they have an in-house talent team to help them scale-up
  • model is a hybrid between agency and interim head of talent
  • contact Ellis on LinkedIn

And much much more 🙂

Share and enjoy!