Hiring great people is hard. Convincing them to move to a new city or neighborhood is even harder. In recent years, we’ve seen Google and Apple take the decades-old approach of building isolated campuses that serve every need of their employees in order to attract people to work for them. They aren’t unique in the services offered. They tend to be things we all need in our day-to-day lives: dry cleaners, restaurants, or even bicycle repair shops. These companies offer them for free or heavily subsidized with the convenience of being within walking distance of your desk. …
Talent is rarely ever densely located in an urban area and readily available for hire.
Most would attribute this to availability. Things like salary, benefits, company culture, and engagement in work do not often come together in perfect balance to create just the right job opportunity. It would just be too easy for recruiters, if that were the case.
In fact, the perfect storm requires taking a much broader approach. All of the attributes tied to a job offer are greatly influenced where the person will live and work — the actual urban area.
Last week, I left a well-paying director position at a highly-acclaimed company. I left the salary, healthcare coverage, and the stable career growth.
One of the first things people ask when you leave a job is “Congrats! But, why? What are you doing next?”. I’ve stopped counting how many times I have had this conversation now. I’m starting an incubator, and it’s taken me a while to realize that explaining that is more complex than I thought.
Whether having the conversation with people who are entrenched in the technology community, or with someone who thought I was starting an egg…
Talk less; do more. Rethink the obvious. Solve problems, quickly.