Joining us today is Adam Redlich, Vice President and Talent Acquisition at Octane. Adam shares the difference between time to fill and time to hire, why if a candidate is a maybe, they're a no, and why if a company pushes you to sign quickly, there's usually something they don't want you to find out.
Key Points From This Episode:
- An introduction to today's guest, Adam Redlich, at Octane.
- The state of things at Octane, having moved from hybrid to remote working.
- Expectations and predictions on how the remote and hybrid systems will evolve.
- Adam's role at Octane and what the business focuses on within the Fintech space.
- How the growth they have experienced was not part of any particular plan.
- Why they have chosen to be conservative with growth.
- Distinguishing between when it is time to fill and when it is time to hire.
- Why he works according to the mantra that if somebody is a maybe, they are a no.
- What you should do as a candidate if an employer tries to keep you on the line.
- Why he believes that transparency is key to the hiring process.
- How working in a bigger more established company might not be the best place to start.
- Diversity inclusion at Octane and how Adam was involved in the process.
- How, if a company is pushing you to sign quickly, there is usually something they don't want you to find out.
- How upfront you should be with your current employer when you are looking for a new role.
Tweetable:
"One of the engineering leaders made the comment, if somebody is a maybe, they are no and for me, that's been a mantra that I've had since, because, especially at a growth stage company, we need to hire people that we're excited about." — Adam Redlich [0:13:28]
"I believe that transparency is key throughout the process. I let candidates know, early on, during my very first conversation with them." — Adam Redlich [0:15:50]
Links Mentioned in Today's Episode:
Adam Redlich on LinkedIn
Talk Talent to Me
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