So, I have been working with exec recruiters in the Valley to land a VP/Director type job in SF startups. Seems like most of this recruitment happens thru' exec recruiters, who act as brokers between founders (mostly hackers with little management background) and candidates. Seems like in the name of "coaching" the founders, a lot of BS goes on.
Exec recruiters focus on how many direct reports the candidate has managed.
As a guy who has managed ~50 engineers, the number doesn't matter (except in big company political disputes). The key issue that is relevant is if a candidate has managed managers ('cos thats when people learn how to delegate).
Recruiters don't really care about the candidate's tech chops. To be fair, they are not capable of evaluating people from that angle. "Code talks" and if a VP Engg can't code, don't think the company can succeed. Knowing scrum process is good, but process is not the output of a company (product is).
Recruiters also represent multiple clients at the same time, so there is an incentive mismatch. The focus is on maximizing commission, not getting the founders to talk to the right candidates.
Seems like the exec recruiting business is stuck in the country club mindset and outdated notions. Wish AngelList does a better job w/ handling exec positions.
I m using a temp HN a/c, since I am in the middle of interviewing & dont want to offend anyone.
The perm fee is typically paid w/ guarantees. Usually that the candidate stays for 6 months to a year. So you see the recruiter is looking for someone that has dealt with the politics of a large organization, and can be diplomatic and not get himself fired before the refundable portion of the perm fee seasons.
Code, that's the company's problem... The recruiter doesn't care if the guy can actually do the job, they are only matching experience to requirements, and then coaching the CEO on who historically sticks around to take more of the investors $$$..
The problem is not with the recruiters... its with CEO/Founders etc that have no experience hiring people and who aren't good managers to begin with. The best coder may not be the best VP's of engineering.
If you're trying to get a VP job without VP experience well what makes you ready for such a position? What have you done to be entrusted with the heart of a company? You have to show someone that... or make it easy for them to say yes... (that means lower your salary requirements, take more on the backend).. any who
Hope that helps..