Recruiting · IoT- Internet of Things

Staffing for an early stage startup in the IOT and wearables space?

Kishore MPhil, Thought Leadership, Innovation Research, Complex Content, Business Research and Writing

April 14th, 2016

Options for staffing of a startup have increased. Executive recruitment firms such as Reynold Russell are adding services to their portfolio. You may know your problem but not necessarily the human resource solution. Staffing firms are bringing their wealth of knowledge of talent to help. There are some like TechCXO who provide services for the lifecycle of the project. Then there are analytics-driven firms. Finally, the power brokers like Rich Talent Group. Does any of you have experiences positive or negative to share? Any information on who is best for IOT and wearables?
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Karl Schulmeisters CTO ClearRoadmap

April 15th, 2016

I think the big mistake most folks in wearables and IoT are making is in looking at them as new categories.  They really aren't.   We've had "wearables" that monitor bio signs for decades  and we have had "wireless IoT" devices also for decades.

The major difference is the cost of the sensors and comm links has fallen off a cliff.  But the development processes unique to Embedded and what essentially are Medical Monitoring devices are not new.  And frankly they are very very different than the "Web 2.0/Release To Web"  methodology that most folks who are "IoT experts"  come from.

I would instead look for Mobile Medical Device developers and SCADA/PLC developers.  Because those are folks who have actual experience in these areas


Beth Marcus CEO & President at Playrific, Inc.

April 15th, 2016

If you let me know more precisely what you are looking for, perhaps I can help.  my CTO & I have stepped in a few times in the past and gotten people up and running and hired for them the core of the team.  

You can contact me at bamarcus@alum.mit.edu

Amanda Winstead Talent Acquisition Specialist

April 15th, 2016

Hello Kishore,

I began recruiting in a firm after college ( almost ten years ago) due to the lack of opportunities that were available to me in my field- recession. Back then, the ball was in the employers court and there were numerous talented individuals that found themselves flooding companies with resumes. The benefit of a large firm ( not a temp agency) is they have the ability to offer a contract to hire or long term contract - this way you can try it before buy it so to speak - or how they will explain it or you will not worry about unemployment.

I left there to gain the HR experience and have worked internally as a corporate recruiter as well as for a smaller boutique industry. I wanted to gain the HR experience. I believe many consultant that have been independently working will have the same mindset.

For the skills that you are looking for - a good recruiter should be able to work for you (the client) and if they qualify the position correctly instead of asking for a job description and just posting it - they should be able to use boolean search along with their resources to find the talent.

For the HR problem- there are interviewing techniques and compliance issues that you can reach out to me anytime with questions. Most recruiters will not know that but tell you that they have a huge network of talent specific to your need.

Some of the things to think about would be: How many different skill sets do you have? How much are they charging you per placement- If it were me (not trying to talk myself out of a job:) ) but I would hire my own internal HR / recruiter and put the time in. Even a virtual or remote role so that the cost is down could be an option. Depending on the number of roles that you have that cost adds up and it is worth it to get the top talent. You may work with a wonderful firm and horrible recruiter so it may be trial and error for you.

If I can help with any of your needs please let me know. On your end brand the culture, environment, and employee engagement to retain people and many times they will come to you. I am having the opposite problem- in my area the hiring managers do not want to take the time on the front end to ensure that the process is as efficient as possible. It is frustrating for me when I want to offer much more than a headhunter so I respect you for inquiring about your options and reaching out to your network. If you would like to email me at b2nrecruiting@gmail.com and I can send you some information that may be valuable in regards to saving your company money by making sure the right processes are in place with the hiring process and HR. I hope this helped  answer some of your inquires.

Best of luck to you!

Amanda Winstead

Kishore MPhil, Thought Leadership, Innovation Research, Complex Content, Business Research and Writing

April 15th, 2016

@Beth Marcus: Let us discuss this offline. As background, the product is visualized at www.eyeHand.com

Beth Marcus CEO & President at Playrific, Inc.

April 15th, 2016

Looks like I could help you find what you need, lmk

Kishore MPhil, Thought Leadership, Innovation Research, Complex Content, Business Research and Writing

April 15th, 2016

Thanks for all the responses. We are looking for CXO level personnel. The engineering, software, and design partners are in place. The attributes required are a hands-on product development of next generation wearables and IOT not the fitness or other such one-function products that we are familiar with. Someone capable of delivering on the development plan, keep the investors happy with on-time completion, and ensure that the next tranche of investment comes through.