By Tom Hausler, Director of Recruiting and Business Operations

Executive recruiters can be your gateway to transformative leadership roles. But not all opportunities—or recruiters—are created equal. Asking thoughtful questions helps you gain clarity, ensure alignment, and avoid costly missteps. 

Below are 7 strategic questions you should ask any executive recruiter, along with insights into what the answers might reveal. 

1. What is the company’s reason for hiring for this position? 

Get to the heart of the opportunity. 

Is this a newly created position, or are you replacing someone? If it’s new, what gap is the company trying to fill? If it’s a replacement, was the prior person promoted, let go, or did they resign? The answer helps you understand both the strategic importance of the role and any potential challenges you’ll inherit. If the recruiter can articulate a compelling business case, that’s a sign the company has done its homework and is serious about the hire. 

2. What are the key goals or KPIs for this position in the first 6–12 months? 

Define success before stepping in. 

Great executive roles come with clear expectations. If the recruiter can describe concrete goals—whether it’s revenue growth, team transformation, operational efficiency, or market expansion—it signals that the company has clarity and alignment around the position. On the other hand, vague or conflicting goals may point to misalignment between stakeholders, which can be a red flag. 

3. How long has the role been open, and why? 

Timing tells a story. 

If the role has been open for several months, probe further. Are candidates turning down offers? Has the scope of the role changed mid-search? Is the company having difficulty aligning internally on what they want? These factors can reveal internal dysfunction, indecision, or cultural barriers. Conversely, if the role is newly posted, you may have more opportunity to shape how it evolves. 

4. What can you tell me about the hiring manager and leadership team? 

Know who you’ll be working with—and for. 

The hiring manager plays a pivotal role in your day-to-day experience and long-term success. Ask about their leadership style, decision-making habits, reputation in the industry, and tenure with the company. What’s their vision for the role? Are they collaborative or hands-off? This also helps you understand team dynamics and how you might integrate with or complement existing leadership. 

5. What is the company culture, and how does this team operate within it? 

Culture fit isn’t just a buzzword—it’s essential for performance. 

At the executive level, your ability to lead and influence is deeply connected to company culture. Ask about communication norms, risk tolerance, and how success is celebrated or challenged. Is it a data-driven environment or one that leans on intuition? Do decisions happen top-down or through consensus? The recruiter should be able to paint a realistic, nuanced picture—not just recite values from the website. 

6. How does the compensation package align with market benchmarks? 

Evaluate fairness and fit before you get too far. 

You don’t need exact numbers upfront, but you should understand the structure of the compensation package: base salary, bonus potential, equity (if applicable), benefits, and any long-term incentives. A recruiter familiar with the market will give you a range and explain how the offer compares to similar roles in the industry or region. Also, ask if there’s flexibility based on qualifications or if the range is locked. 

7. What’s the timeline for the hiring process and decision-making? 

Plan your time and expectations accordingly. 

Ask about the number of interview rounds, decision-makers involved, and anticipated start date. If the timeline is fluid, it may reflect broader organizational uncertainty. A clear process usually signals an organized and committed search. This question also helps you manage other opportunities or obligations that may arise while you’re engaged in the process. 

Closing Thoughts 

Executive searches are high-stakes for both the organization and the candidate. The questions you ask will set the tone for how seriously you’re considered—and how much control you retain throughout the process. 

Remember: a recruiter isn’t just assessing you; you’re assessing them, the role, and the company. Stay curious, confident, and intentional. The right opportunity isn’t just about the title or pay—it’s about impact, alignment, and long-term success. 

For more interview tips, view our Interview Guide for Job Seekers.

By Tom Hausler, Director of Recruiting and Business Operations

As a software developer, the interview process isn’t just about answering questions—it’s also your opportunity to evaluate whether a company and role align with your career goals, values, and working style. The questions you ask can reveal crucial insights about the company culture, growth opportunities, and day-to-day realities of the position. 

Here are ten essential questions every software developer should ask during their interview process. 

1. “What does a typical day or week look like for someone in this role?” 

This question helps you understand the actual workflow and responsibilities beyond the job description. You’ll learn about meeting schedules, collaboration patterns, individual work time, and how much time is spent on different activities like coding, debugging, code reviews, and meetings. 

What to listen for: A balance between focused coding time and collaborative work, realistic expectations about meetings and interruptions, and clarity about daily responsibilities. 

2. “How do you approach technical debt and code quality?” 

Technical debt can significantly impact your job satisfaction and career growth. This question reveals the company’s priorities and whether they invest in maintaining clean, scalable code or constantly rush to ship features. 

What to listen for: Regular refactoring cycles, code review processes, automated testing practices, and a balanced approach to feature development versus code maintenance. 

3. “What opportunities are there for professional development and learning?” 

Technology evolves rapidly, and staying current is crucial for your career. Understanding how the company supports continuous learning will help you assess long-term growth potential. 

What to listen for: Conference attendance, learning budgets, internal training programs, mentorship opportunities, time allocated for learning new technologies, and support for certifications. 

4. “How do you handle work-life balance and prevent burnout?” 

Sustainable work practices are essential for long-term success and personal well-being. This question helps you gauge the company’s culture around overtime, deadlines, and employee wellness. 

What to listen for: Realistic project timelines, respect for personal time, flexible working arrangements, mental health support, and how they handle crunch periods. 

5. “What is the team structure and how do different roles collaborate?” 

Understanding team dynamics and cross-functional collaboration will help you assess whether you’ll thrive in their environment and have the support you need to succeed. 

What to listen for: Clear role definitions, effective communication channels, collaborative decision-making processes, and healthy relationships between developers, designers, product managers, and other stakeholders. 

6. “How do you measure success for this role, and what would success look like in the first 90 days?” 

This question clarifies expectations and helps you understand how your performance will be evaluated. It also shows your commitment to delivering results. 

What to listen for: Specific, measurable goals, reasonable timelines for onboarding, clear success metrics, and alignment between stated expectations and your capabilities. 

7. “What are the biggest technical challenges the team is currently facing?” 

This reveals the complexity of problems you’ll be solving and whether they align with your interests and skill level. It also shows the interviewer that you’re thinking strategically about the role. 

What to listen for: Interesting technical problems that match your expertise, challenges that offer growth opportunities, and realistic assessments of current obstacles. 

8. “How do you handle deployment, testing, and release processes?” 

Understanding the development lifecycle and deployment practices will help you assess the team’s maturity and your day-to-day experience with shipping code. 

What to listen for: Automated testing and deployment pipelines, code review processes, staging environments, rollback procedures, and frequency of releases. 

9. “What does the career progression path look like for developers here?” 

This question demonstrates your long-term thinking and helps you understand advancement opportunities, whether you’re interested in technical leadership, management, or specialized expertise. 

What to listen for: Clear advancement criteria, multiple career tracks (technical vs. management), mentorship programs, promotion timelines, and examples of internal career growth. 

10. “What do you enjoy most about working here, and what has been most challenging?” 

This personal question often yields honest insights about company culture, management quality, and real workplace dynamics. It’s particularly valuable when asked to potential teammates or direct supervisors. 

What to listen for: Authentic enthusiasm about the work or culture, honest acknowledgment of challenges, and whether the positives align with what you value in a workplace. 

Making the Most of Your Questions 

Remember these tips when asking your questions: 

Conclusion 

Remember that interviews are a two-way evaluation process. While the company is assessing your technical skills and cultural fit, you should be equally thorough in evaluating whether the opportunity aligns with your career goals, values, and preferred working style. 

The best questions demonstrate your genuine interest in the role while gathering the information you need to make an informed decision. By asking thoughtful questions, you’ll not only gather valuable insights but also demonstrate your professionalism and strategic thinking to potential employers. 

Take the time to prepare these questions in advance, and don’t be afraid to ask follow-up questions based on the responses you receive. Your future career satisfaction may depend on the clarity you gain during these conversations. 

For more interview tips, view our Interview Guide for Job Seekers. 

Related: Salary Guide – Engineering & Technology 

By Tom Hausler, Director of Recruiting and Business Operations

As startup tools and resources become more accessible, the playing field continues to level. Around 305 million startups are founded annually, yet only 40 percent become profitable. So, how do you ensure you belong to that 40 percent? It’s easy to get caught up in the excitement of entrepreneurship—choosing your logo, building your website, and showcasing your brand. However, none of these things necessarily translate to revenue. 

To reach the tipping point and actually meet a market need, you should be able to answer these ten questions confidently and with conviction. 

1. What problem does your product or service solve? 

In a few sentences, you should be able to clearly articulate the gap in the market—saving time or money, improving productivity, enhancing the customer experience, or solving a customer’s pain point or frustration—that you fill with your product or service. If you can’t immediately call out how you solve a problem, it’s unlikely customers will gravitate to your product or service long-term, no matter how attractive your brand is. 

Related: The 5 Soft Skills You Need to Succeed in a Startup Environment 

2. Who is your target audience? 

Your customer personas should be well-documented and strategic, outlining things like: 

Strategic customer personas go beyond simply describing the target audience. They delve into the customer’s motivations, goals, pain points, and challenges. They should be created based on in-depth research—including surveys, focus groups, and customer feedback to ensure accuracy and relevance. 

In doing this, you will immediately clarify your target market audience and, ideally, know precisely how to reach them. As SurveyMonkey puts it, “Buyer personas let you get to know your target customers like you know your friends, so you can talk to them about your products in a personal way that highlights the benefits that are important to them.” 

If you cannot describe your target audience intimately, it’s unlikely you’ll know how to work with them long-term. 

3. What is your unique selling proposition? 

Your unique selling proposition (USP) is more than just a marketing buzzword that will define your messaging long-term. It’s your “elevator pitch,” and it should answer the following questions: 

Customers are overwhelmed with options and should be able to understand what makes your product or service different immediately. Your USP will be the key to positioning yourself and your startup to stand out instead of blending in. Here are 15 strong USPs and an explanation of why they are effective. 

It should be easy for you to call this to mind, considering it will act as your core messaging. 

4. What is your pricing and go-to market strategy? 

You should be able to explain your strategy and justify your pricing based on your product or service’s value. Your pricing strategy should consider your costs, your competition, and your target audience’s willingness to pay. 

Startups can generate revenue in many different ways—subscriptions, advertising, direct sales, etc.—so you need to know, in advance, how your revenue will generate and sustain over time. 

Your go-to-market strategy will go hand-in-hand with your pricing strategy. It is propped up by five pillars—product analysis, product messaging, the sales proposition, marketing strategy, and sales strategy. 

You should be able to speak to all these things and have intimate knowledge of your sales and marketing process and strategy. 

5. Who are your competitors, and how will you differentiate? 

Answering this question requires a thorough knowledge of the marketplace and your competitors because, when starting a business, competition is the greatest challenge. Ideally, you will have done adequate market research before launching your startup so that you are acutely aware of your strengths and weaknesses in relation to your industry competition. 

An easy way to keep this information top of mind is to conduct regular SWOT (Strengths, Weaknesses, Opportunities, Threats) analyses to identify how your competitors are operating and what you can do to stay ahead. 

Related: How Businesses Can Improve Their Brand Awareness 

6. Why do your customers choose to work with you? 

It’s critical to understand why your customers are choosing you, and you should be able to call this information to mind easily. This will only come from talking with your customers, and the most successful startups make a habit of this. 

Ask questions like: 

Keep answers to these questions well-documented so you can continue reaching and converting your key customer personas. 

7. How will you measure success? 

Perhaps most importantly, you should be able to answer the question of how you will measure the success of your startup. This may include metrics such as revenue, customer acquisition, customer satisfaction, or brand awareness. You should be able to explain how you will measure success and your goals for each metric. 

Without the answer to this question, you cannot run campaigns effectively, acquire funding, or even hire effectively. When your goals are clear, it will be easy for you to adapt and pivot in the early stages of your startup’s operations. 

8. What is your vision for the company’s future? 

As a startup founder, you should have a clear vision of where you want your company to be in the long term. This vision should encompass your growth plans, potential market expansions, and how you see your product or service evolving over time. Your answer should demonstrate strategic thinking and a deep understanding of your industry’s trends and potential future developments. 

9. How do you plan to scale your business? 

Scaling is a critical challenge for startups, and you should have a well-thought-out plan for how you’ll grow your business. This includes strategies for expanding your customer base, increasing production or service capacity, and managing the operational challenges that come with growth. Your answer should address key aspects such as hiring plans, potential funding needs, and how you’ll maintain product quality and customer satisfaction as you scale. 

10. What is your contingency plan for potential setbacks? 

Every startup faces challenges and setbacks. As a founder, you should be prepared to discuss how you plan to handle potential obstacles. This could include strategies for dealing with funding shortfalls, slower-than-expected growth, or unexpected market changes. Your answer should demonstrate resilience, adaptability, and a realistic understanding of the risks involved in running a startup. 

By having a clear and concise answer to these questions, you can ensure that your startup meets your customers’ needs and is successful in an increasingly volatile market. Our comprehensive talent strategy encompasses the entire talent lifecycle, offering a seamless experience under one roof. Our team excels in leading talent evaluation and development initiatives, while also providing innovative candidate attraction and assessment strategies. We manage every aspect of your talent search, guiding you from start to finish. Learn more about our total talent solutions here.

A C-suite interview has a much different dynamic than a standard mid-level management interview. The stakes are higher because the candidate being interviewed will be a critical leader in the company and this person must share the hiring organization’s goals and vision. A Chief Growth Officer (CGO) should possess the knowledge necessary to drive revenue, reputation, and business growth. Therefore, the interviewer will need to ask the right questions that require the executive candidate to reflect on the past, focus on the present, and envision the future to demonstrate his or her level of competency, skills, strategy, and passion. The interview is also the opportune time to assess leadership skills and communication style. To help find a good fit, we have compiled a list of interview questions targeted specifically to a CGO position.  

The Role of CGO 

The CGO is responsible for managing an organization’s revenue, market fit, and customer growth. Focusing on external market dynamics, customer needs, and overall buyer behavior, a CGO oversees the marketing, sales, business development, and purchasing departments to foster a customer-centric internal alignment. After monitoring product development activities, the CGO makes sure all marketing activities are driven by a specified value proposition that continues throughout the entire sales process to create a seamless customer experience. A CGO can assist a company cut through the red tape often found between departments and direct drivers to one skilled, innovative professional that is solely focused on overall growth.  

1. How does your current company cultivate a workplace culture that’s open to innovation? 

To foster organizational growth, a CGO must be able to make bold decisions. This requires a corporate culture open to innovation. Does the executive candidate’s current company foster thinking outside the box? Are employees encouraged to voice less-than-fully formed solutions? You are looking for a leader who’s a conceptual thinker with ideas that are not bound by the typical restraints that often hinder others. Listen for words or phrases like brainstorming, global, vision, cutting edge, and big picture. 
 
2. What strategies do you use to understand your customers and market fit? 
 
To successfully meet your customer’s needs, a CGO must possess the ability to find innovative ways to glean insights into the future to know where your industry is headed to stay ahead of emerging trends. A CGO must keep the customer at the center of all business activities—which requires the ability to listen and understand customer needs and foster trust. Building on this, the CGO must then determine whether the business can meet these needs. If the answer is no, the CGO must adjust strategies accordingly. In an increasingly crowded marketplace, organizations focused on customer experience and satisfaction will emerge as industry leaders. Listen for signs that the CGO candidate is willing to do whatever it takes to deliver products and services that meet and exceed customer expectations. 

3. What strategies do you use to drive growth? 

Growth doesn’t come from maintaining the status quo. In today’s marketplace, successful growth requires a long-term vision that serves as the foundation of a company-wide strategy. To uncover changing customer attitudes and needs, a CGO must analyze and understand market trends to determine if there’s a need for new product development. Inquire about their experience in developing and implementing growth strategies, and how they’ve leveraged data analytics and customer insights to inform decision-making. Using this information, the CGO must then devise strategies to improve the company’s product or service to create opportunities for growth in the marketplace through customer acquisition—while ensuring long-term retention. Ask about their approach to aligning short-term revenue targets with long-term strategic objectives, and how they foster cross-functional collaboration to drive cohesive growth initiatives. Ask the candidate open-ended follow-up questions to get a firm understanding of their strategy and philosophy on organizational growth. You want to leave the interview with a clear picture of how the candidate would grow your product or service. 

4. How do you identify new market opportunities, build strategic partnerships, and ensure customer retention and loyalty? 

An effective CGO must have the ability to pinpoint untapped market opportunities and develop strategies to capitalize on them. Explore how the candidate evaluates market potential, identifies potential partners for collaboration, and leverages those partnerships for mutual benefit. Additionally, ask about their approach to ensuring customer satisfaction and loyalty. Do they use metrics, customer feedback, or innovative programs to enhance retention? Additionally, probe their ability to measure success through key performance indicators (KPIs) and how they ensure these metrics align with overall business objectives. Look for candidates who can seamlessly integrate new opportunities with long-term customer engagement and loyalty strategies while maintaining alignment with the company’s strategic goals. 

5. What specific challenge have you faced in your career and how did you overcome it? 

This question can provide valuable insight into the candidate’s problem-solving skills, resilience, and ability to adapt under pressure. By reflecting on a real-world challenge, the candidate can demonstrate their ability to think critically, navigate complex situations, and apply innovative solutions. Look for examples that showcase leadership, collaboration, and their ability to maintain focus and drive results in the face of adversity. 

Summary 

During the interview, it’s important to ask questions that help you access the candidate’s ability to take your organization to the next level. The decisions made by a Chief Growth Officer will drive organizational growth through deliberate and strategic efforts. A great CGO knows how to discover, develop, and implement advanced growth initiatives—aimed at driving revenue and business growth—to maintain organizational success.

This blog was written by Tom Hausler

On October 10th, five companies won $1 million investments at the tenth annual 43North startup competition. In the coming months, the winners will move into their new offices at Seneca One in downtown Buffalo. While one company is already based in western New York, the other four will be relocating to Buffalo from different parts of the country. With substantial funding in hand, these startups will focus on growing their businesses, with hiring as a top priority once they begin operations. 

43North’s newest cohort will be actively recruiting for dozens of key positions. If you’re interested in joining one of these startups, keep an eye on the 43North Compass job board or sign up to have jobs emailed directly to you each week. 

You can read more about each of the new 43North portfolio companies below. 

SpikyAI – Harnesses the power of AI to uncover insights, identify areas for improvement, and guide the path to success in your sales meetings. Automatically collects insights from every customer interaction for Voice of Customer analysis and Quality Assurance. SpikyAI is currently based in Brookline, MA. 

Rarebird – Freshly roasted coffee with Px, a natural caffeine alternative that energizes without the jitters or disrupting your sleep. Unlike caffeine, Px boosts alertness and reduces fatigue without making you feel over-caffeinated. Rarebird is currently based in San Francisco, CA. 

HeronAI – HeronAI is transforming data analytics, making insights and understanding accessible to those who can drive real change, without the barriers of technical complexity. HeronAI is currently based in Cambridge, MA. 

FoodNerd – FoodNerd is on a mission to redefine what kids eat today, tomorrow, and in the future. They craft delicious snacks while setting new standards for nutrient density. Believing that parents should never have to compromise their children’s well-being due to busy schedules, FoodNerd is dedicated to creating wholesome, convenient options packed with nature’s best ingredients. FoodNews is currently based in Buffalo, NY. 

CoverRight – Their mission is to bring transparency and accessibility to over 60 million Medicare beneficiaries in the U.S. By offering personalized recommendations through technology and friendly advisors, they simplify the often complex and stressful process, helping the 10,000 people retiring daily find and enroll in the right health insurance plan. CoverRight is currently based in Brooklyn, NY. 

Buffalo’s entrepreneurial spirit is certainly alive and well. If you’re ready to join our city in building something big, get your resume ready and head over to 43North Compass for a complete list of opportunities with the region’s hottest startups. 

TalentRise and Viaduct announced today that Peter Petrella has been named President, effective October 1, 2024.

As President, Petrella will oversee company strategy, drive growth initiatives, and enhance TalentRise’s and Viaduct’s service offerings to meet the evolving needs of their diverse client base. Petrella will spearhead the development of innovative talent acquisition solutions and leadership programs that align with the company’s mission to empower organizations with top-tier talent and leadership capabilities. Additionally, he will be responsible for expanding market reach, fostering strong client relationships, and leading operations to ensure seamless service delivery.

During Petrella’s tenure, TalentRise and Viaduct have become an industry leader in placing highly skilled leaders in the consumer and industrial manufacturing, financial services, healthcare, nonprofit, professional services, real estate, retail, and technology industries.

“Peter Petrella’s leadership and vision have been instrumental in driving the growth and success of TalentRise and Viaduct,” said Scott Stenclik, CEO of Aleron. “As President, Peter will continue to elevate our capabilities and expand our impact across industries, ensuring that we remain a trusted partner in executive talent acquisition and development. We are confident that under his guidance, TalentRise and Viaduct will continue to thrive and deliver exceptional value to our clients.”

“I am excited to take on this new role and continue building on the strong foundation we’ve established,” said Peter Petrella, newly appointed President. “Our focus remains on forging meaningful partnerships and delivering innovative talent solutions that empower organizations to achieve their leadership and growth objectives. I look forward to driving our business forward and exploring new opportunities to support our clients’ evolving needs.”

In today’s rapidly evolving business landscape, the Chief of Staff (CoS) role is gaining significant prominence. Once seen primarily as an executive assistant position with an impressive title, the CoS has transformed into one of the most dynamic and influential roles in any organization. It serves not only as a critical stepping stone to the C-suite but also as a springboard for aspiring entrepreneurs. Many successful founders and top executives have first honed their skills as Chiefs of Staff, acquiring the multifaceted experience needed to lead their own ventures. 

What Does a Chief of Staff Do? 

A Chief of Staff acts as the right hand to a CEO or another top executive, functioning as a trusted advisor, strategic planner, and project manager. According to McKinsey’s research, nearly 70% of Chiefs of Staff report spending significant time on strategic planning and operational execution, underscoring the importance of their role in driving organizational success. 

The average Chief of Staff starts their role early in their careers or midcareer with just over 12 years of work experience, typically transitioning into the role from a mid-level position. This background provides a solid foundation for the diverse responsibilities they take on, which include: 

  1. Strategic Execution: Ensuring that high-level initiatives and decisions are implemented efficiently across the organization. 
  2. Cross-functional Communication: As a bridge between departments, ensuring alignment with overarching goals. Chiefs of Staff often facilitate cross-departmental collaboration, which is vital for achieving business objectives. 
  3. Problem-solving: Anticipating challenges and addressing them proactively. Data shows that over 60% of Chiefs of Staff are tasked with resolving complex organizational issues. 
  4. Managing Special Projects: Overseeing projects that are critical to organizational success but may not fall neatly within a single department. 
  5. Operational Support: Assisting executives in managing their time, priorities, and agendas effectively. 

This broad spectrum of responsibilities exposes Chiefs of Staff to nearly every aspect of the organization, making it an excellent training ground for those aiming to launch their own companies or ascend to the C-suite. 

How Chiefs of Staff Transition to Founders 

Many entrepreneurs credit their time as a Chief of Staff as crucial in building the foundational skills necessary for leading a company. Many successful entrepreneurs have a background in strategic roles, including Chief of Staff. Here’s why the CoS role often leads to entrepreneurship: 

  1. Hands-on Experience with Leadership: Chiefs of Staff work closely with top executives, gaining insights into critical decision-making processes. This close collaboration fosters invaluable leadership skills essential for running a startup. 
  2. Cross-functional Knowledge: The CoS role entails collaboration across various departments, providing a holistic understanding of business operations, which is crucial for entrepreneurs in the early stages of their ventures. 
  3. Strategic Thinking: Chiefs of Staff are often tasked with translating long-term visions into actionable plans. This ability to connect strategy with execution is critical for entrepreneurial success. 
  4. Building a Network: The CoS position provides access to high-level networks, including investors, board members, and industry leaders.  

How Chiefs of Staff Transition to the C-Suite 

For those who opt not to pursue entrepreneurship, the Chief of Staff role frequently leads directly to a C-suite position. Here’s why: 

  1. Deep Organizational Knowledge: Chiefs of Staff possess a comprehensive understanding of a company’s inner workings, making them ideal candidates for C-suite roles. 
  2. Leadership Development: The CoS role sharpens soft skills such as leadership and communication. According to McKinsey, successful C-suite executives often cite their experience in strategic roles as foundational to their leadership capabilities. 
  3. Problem-solving Under Pressure: C-suite leaders must excel at solving complex problems. Chiefs of Staff develop the ability to think critically and maintain composure, essential traits for top executives. 
  4. Operational Prowess: Many Chiefs of Staff transition to Chief Operating Officers (COO), leveraging their hands-on experience with operational execution. 

Success Stories: From CoS to Founder and C-Suite 

Numerous high-profile entrepreneurs and executives began their careers as Chiefs of Staff. David Sacks, for instance, served as Chief of Staff to PayPal’s CEO, Peter Thiel, before becoming a successful founder. Similarly, Charlie Songhurst, a key figure in Microsoft’s strategy, started as Chief of Staff to CEO Steve Ballmer. These examples illustrate the role’s potential as a launchpad for exceptional leadership. 

Conclusion 

The Chief of Staff role is more than a support position; it is a leadership role. For aspiring founders and future C-suite executives, serving as a Chief of Staff offers invaluable experience in managing people, projects, and processes.  Ready to hire your next Chief of Staff? Contact our team today! 

This blog was authored by Pete Petrella.

In today’s rapidly changing job market, staying competitive requires continuous learning and skill development. Traditional degrees remain valuable, but they may not always align with the immediate needs of employers or the job seekers who want to work for them. 

Microcredentialing is emerging as an alternative way for current and future workers to gain in-demand skills and hands-on experience. Here’s what you need to know about this emerging trend. 

What are microcredentials? 

Microcredentials add verified skills and competencies to your resume, according to the State University of New York (SUNY)—which currently offers more than 500 microcredentials in 60+ areas in high-demand fields, including: 

Think of a microcredential like a certification or mini degree. At the University of Buffalo, microcredentials are never more than 11 credit hours and can be earned as quickly as one semester. 

Some examples of microcredentials offered by SUNY include: Adobe Photoshop Basics, Executive Level Fundraising for Nonprofits, Excel Skills for Data Analytics, Introduction to Machine Learning, and Project Management Fundamentals. There really is something for everyone. 

Who can earn microcredentials? 

There are a variety of microcredentialing programs out there already, and more are likely on the way. These programs can be a good option for anyone who wants to advance or broaden their skillsets—current students, active job seekers, working professionals, people returning to the workforce, etc. High schools are even embracing microcredentials as a way to prepare students for life after graduation, whether they decide to pursue a degree or jump directly into a career. 

Eligibility requirements and costs vary by program. Some microcredentials can be earned online, some are offered in-person, and others leverage on-the-job experience and workshops. 

A learning curve for talent acquisition professionals 

Microcredentials are still newer to the education scene, relatively speaking. A 2023 report that surveyed individuals responsible for the training, hiring, or development of other employees found that 69 percent of respondents were extremely or very familiar with nondegree credentials. 

When asked which challenges or drawbacks their organization associates with a resume that includes non-degree or alternative credentials, respondents most commonly cited that they were unsure of the quality of education (46 percent) or the skills and competences acquired (42 percent). Others were unsure of how the credentials aligned with occupational or professional standards (33 percent) or what the credential represents (31 percent).   

Microcredentialing offers a flexible, targeted approach to acquiring in-demand skills that can help job seekers and professionals stay competitive in today’s fast-evolving job market. While traditional degrees still hold value, microcredentials provide a faster, more focused alternative that aligns closely with the specific needs of employers. As more institutions and industries embrace these mini-certifications, job seekers have the opportunity to enhance their resumes with relevant skills, while employers will need to become more familiar with evaluating and integrating microcredentials into their hiring practices. Ultimately, microcredentialing represents a shift towards lifelong learning and adaptability in an increasingly skills-driven economy. 

Authored by Talent Consultant Sarah Garcia. 

Startups are always on the lookout for great leaders who can take their businesses to the next level. As a candidate, building a relationship with an executive recruiter is one way to stay competitive in the job market and learn about opportunities that align with your experience and professional goals. 

Knowing how to properly vet the opportunities presented to you by an executive recruiter will save you time and—potentially—career missteps. To ensure the right fit, we’ve compiled a list of key questions to ask when an executive recruiter reaches out. 

Related: Five Lessons You Will Learn Faster at a Startup 

1. How long have you been working on this search?

This question helps you determine what stage of the hiring process the company may be in with other candidates, as well as their success to date. 

If the search has been open for a month or longer and no candidates have been interviewed—or the company has interviewed many candidates without a hire—this may be a red flag. It could mean that their team is not aligned on what they want in a candidate. 

On the flip side, if the search has been taking a long time, the recruiter may have better insights into what other candidates have lacked. 

2. How many other firms are working on the search?

If the recruiter’s search firm has exclusivity and is the only one trying to fill the role, you probably have a better chance of your resume being seen by the hiring manager. If there are several search firms trying to fill the position, they’re likely considering a higher number of candidates, and the process may take longer. 

Be respectful of the recruiter’s time but follow up for updates to evaluate and determine if the recruiter is doing everything in their power to move things along. 

3. Have you placed other roles at the company?

The purpose of this question is to help you understand the recruiter’s past success and relationship with the client. If a recruiter has made multiple placements with the startup, they likely have a good eye for identifying top candidates and understanding the types of people who will fit well with the organization’s culture and needs—all of which could increase your chances of being hired.  

4. How does my background measure up with other candidates you’ve submitted?

This question can give you guidance on how to stand out to a hiring manager during the interview process. Perhaps there are certain skills you have or projects you’ve worked on that line up perfectly with the employer’s needs and you want to be sure to highlight. Or, if there are areas where you have less experience compared to other candidates, you can figure out a way to address them and assuage any concerns. 

Related: How to Showcase Your Skills During the Startup Interview Process 

5. What is the compensation range for the position?

To avoid wasting the time of everyone involved, ask the recruiter about the salary range for the position and what is included in the compensation package. Remember, compensation is more than just a salary. Startups can differentiate themselves by offering flexible work arrangements, stock/equity options, and other perks tailored to early employees.

6. What is the company’s ownership structure and funding status?

If you’re looking for a role with a startup, you may be comfortable with some degree of uncertainty—but ultimately, you’ll still need to feel secure about taking the job. Don’t be afraid to ask your recruiter about how the business is funded.  

7. How often do you work on searches that could potentially align with my career goals?  

Building a relationship with a recruiter can benefit you in the short and long term. If this opportunity doesn’t work out, there will likely be others in the future. The very best executive recruiters have large professional networks that you may be able to plug into. 

LinkedIn has become a cornerstone for professional networking and job searching. Whether you’re a recent graduate or an experienced professional looking for new opportunities, optimizing your LinkedIn profile can significantly enhance your visibility to potential employers. According to a survey, 67% of companies review a job candidate’s LinkedIn profile before making an offer, so it’s crucial to have a strong presence on the platform. Here’s a comprehensive guide on how to make your LinkedIn profile stand out. 

1. Professional Profile Photo 

Your profile photo is the first thing people see, so make it count. A professional, high-quality headshot is essential. Here are some tips: 

  1. Wear attire that suits your industry. 
  2. A simple, clutter-free background ensures you’re the focal point. 
  3. Smile and appear welcoming to create a positive impression. 

2. Compelling Headline 

Your headline is more than just your job title. It’s a chance to showcase your expertise and what you bring to the table. Instead of just stating your position, consider including your current role, a key skill or area of expertise, or an achievement or unique selling point (e.g., Digital Marketing Specialist | Expert in SEO & Content Strategy | Helping Brands Grow Online). 

3. Detailed and Engaging Summary 

The summary section is your elevator pitch. It should be a concise narrative that highlights your professional journey, skills, and achievements. Make sure to: 

  1. Grab attention with a compelling opening. 
  2. Share your career story, not just a list of accomplishments. 
  3. Use industry-specific keywords to enhance searchability. 
  4. Encourage readers to connect with you or visit your portfolio. 

4. Experience Section 

Detail your work experience with specific achievements and responsibilities. Use numbers to demonstrate impact (e.g., “Increased sales by 30%”), highlight your main tasks and responsibilities., and incorporate relevant keywords to enhance searchability. 

5. Skills and Endorsements 

List skills that are relevant to your industry and career goals. Prioritize the ones that align best with the roles you’re seeking. To bolster your LinkedIn presence and validate your skills, consider requesting endorsements from colleagues and supervisors. Regularly update this section so that it properly reflects your current skillset. 

6. Custom URL 

Create a custom LinkedIn URL to make your profile more professional and easier to share. Go to your profile settings and personalize your LinkedIn web address (e.g., linkedin.com/in/yourname). 

7. Engage with Content 

Being active on LinkedIn shows that you’re engaged in your industry. Ways to engage include: 

  1. Posting articles or updates relevant to your industry. 
  2. Interacting with content from others in your network. 
  3. Writing and publishing your own articles on LinkedIn to showcase your expertise. 

8. Join Groups 

Join LinkedIn groups relevant to your industry. This can help you connect with professionals in your field and keep up with industry news and trends, while giving you a forum to share your insights and engage in conversations. 

9. Showcase Your Work 

LinkedIn allows you to add documents, visuals, and other content to your profile. Use this feature to showcase the great work you’ve done. Include links to projects or portfolios, upload presentations or documents that highlight your expertise, or share video content that demonstrates your skills or projects. 

Conclusion 

Optimizing your LinkedIn profile is a continuous process. Regularly update your profile, engage with your network, and showcase your professional journey. By following these tips, you’ll enhance your LinkedIn presence and increase your chances of attracting potential employers and opportunities. 

Connect with a Viaduct recruiter today to learn more about our opportunities for jobseekers. 

This blog was authored by Senior Talent Consultant and Executive Recruiter Jennifer Seal.