AutoDesk, DYN, Insperity, kronos, MassTLC, Scribe Software, talent acquisition, workforce development

Hiring Outside the Hub – A Look from the Inside

workforce development community gathered at Dyn in Manchester, NH on August 28, 2014, to talk about
the pros and cons of hiring top talent outside Boston and Cambridge.  It
was a clear consensus with the panel that behind outside hub does not have to
be a disadvantage.  Talent acquisition, whether your company is in the
Boston/Cambridge area or outside the area is all about establishing a value
proposition.   It’s a requirement that you clearly articulate why
your company is the right place for a potential candidate to come and
important to think about what sets you apart from your competition.  For
New Hampshire, companies tout the benefit of no commutes and the best place to
work and live.  Total compensation including salary, bonus, benefits and
the available opportunity have to be considered.
Karpinsky, VP of Talent and HR at Dyn, Lou Guercia, CEO at Scribe Software and
Jim Paquette, Software Development Manager at AutoDesk were part of the panel
moderated by Jason Alexander from BANK W Holdings.  Many tips were shared
amongst the panel and audience.  A few key takeaways are below:
  • Do I hire the $125K developer today that is going to
    fix my problems today or the $65K-70K that will take some time develop but
    will be here for tomorrow’ problems and be part of the core of the
    organization?  Most of the time it’s better to build core than think
    short term.
  • The key to a successful university relationship is
    reciprocity and engagement.  Approachability of a school helps –
    navigating universities isn’t always easy!
  • Referrals:
    • Scribe pays its employees $5K for tech talent
    • AutoDesk just revamped their referral program. 
      They have a progressive plan for successive hires that it makes it pretty
      easy to get to $20K
    • DYN – word of caution if referrals are too high, make
      sure you create some diversity and different perspectives within your
      organization.  Because of this, Dyn changed their referral bonus to
      allow them to pursue other avenues to bring in other perspectives.
    • Jason Alexander added, your employees are your
      network, make sure your employees know your story well before you put in
      a strong referral program.
  • Tip!  Host a LinkedIn lunch – host a lunch for
    your employees, put up an open position on the board, including the skills
    needed, experience etc.  Have your employees bring their computers
    and troll their LinkedIn networks for possible candidates
  • What do companies pay tuition reimbursements?  –
    DYN $5K,  another company in the audience is at $2K
  • Do you look to the High Schools to find potential
    It appears that most work with
    colleges and universities.  There are many High School students,
    however, who do not know where they want to go, what their major could be
    and/or what career they want to pursue.  If the employers tap into
    the high schools, they have a chance to attract and motivate a student in
    the early stages of that decision. Guidance Counselors would love to work
    with companies to give their students options.

to Dyn for hosting the group and providing breakfast, our workforce development
sponsors Insperity and Kronos and to our panelists and audience for taking the
time out of their day to join us. 
our workforce development community is focusing on women in tech.  What
does it take to launch and maintain a women’s initiative within your
organization to strengthen women in tech?  We hope you can join us!

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