- Category Advice for Employers blog Career Planning Leadership
- Writen by Leigh Farlow
1. Each Salary Snapshot represents between 15 - 50 sources.
2. Each source is a individual who we deemed a possible top candidate for a specific search. Most are gainfully employed and many were recommended as exceptionally talented. As a result, our salary numbers might be skewed towards the top of the range.
3. We elected not to show compensation figures related to equity or options. Though this was a significant aspect of the comp package for many execs, it's often tough to put an annual $ value on equity.
4. Specific details that would identify an individual or their employer will not be shared for obvious reasons.Click on the Salary Snapshots below for salary graphs and summaries:
people invest in your story, not your company.Successful new CEOs seem to share an ability to share their story and engage an audience. They often have a personal tale of confronting an obstacle or needing a service that was unavailable - so they built a company to solve the problem and meet their own need. They weave a story of a big market with important problems, then explain their brilliant and innovative solutions. And while the founding team and advisors are usually seduced with the same compelling narrative, the pitch weary CEO sometimes forgets that their story-telling skills are still needed once the money is raised. Scaling an organization and hiring great engineers, product leaders, revenue generators and functional experts requires a incredible story. Where investors might be lining up, hoping to hear a tale of the next game-changer, your future team are busy in their current jobs. Recruiting messages just sound like noisy distractions. Your story has to capture the hearts and imagination of this audience. You’re not asking someone to write a cheque, or risk a small percentage of their venture fund. You’re asking them to jump out of their current role and put their career in your hands. The good news? You already have a great story, and this is where you start. The most compelling recruiting message will sound like the plotline of a great adventure story. It will begin with the founding team, a description of genuine characters and the problems they set out to solve. As your story unfolds, the team comes together to tackle the beast of a problem, with technology and a little magic. Your narrative will highlight the battles won and challenges faced along the path. And then it will pause. The time in the story is now and the next scene requires a key character. This hero will take the company through bigger battles, over greater obstacles and onto incredible rewards. And so, the question lingers “Could you be this hero?" Your recruiting challenge as a leader goes beyond seeking out great people and delivering a pitch. You need to build a league of storytellers. You need to ensure that your recruiters, managers and partners all know the plot, the characters, the mission and the immediate challenges. They should know how to identify your heroes, and how to inspire them to drop what they’re doing and join your crusade.
The comments are too telling. We still have a problem. Closing Canada’s tech gender gap, one line of code at a time http://t.co/zBh53Zb57M — MaRS (@MaRSDD) December 17, 2013Several readers took obvious offense to the implied feminism of the gender gap debate, and they missed the point. "Why does every "gap" have to be filled? Males enjoy coding; females do not. Pretty simple... & requires no intervention." "...Girls are given equal opportunity, anything more than this is coddling infantilization that only reinforces the stereotypes that girls can't cut it on their own. The more we use "boys clubs" as an excuse, the more we need to prop these girls up artificially." Mark Noel "Nothing less than equal for women, nothing more than equal for men. It seems to be the motto of modern feminist governance." Mark Neil And don't get me started on the comment about the legitimate bias against hiring women because of their inconvenient tendency to have babies! I actually agree that there is a good case for exploring gender gaps in every field, regardless of which way the pendulum has swung. Sure, we also need more men in education and more female plumbers. But we've missed the whole point of WHY we should address this gap. It isn't because women are missing out on the opportunity to code, or because we are individually lamenting our exclusion from the tech boys club. This is a big issue because as a tech community we need MORE skilled technical people. Not more women, just more - period. The tech economy isn't an elite club with limited opportunity. We are hungry for talent. More women doesn't mean less men. Sure, competition for top jobs will escalate when a new generation of technically savvy women hits the market. So yes, perhaps the mediocre developers should be fearful, but there will be plenty of room for those with skill. If more women pursue careers in tech, the whole sector will grow and the economy will be stronger. Individual companies that foster work environments where women can thrive will have a distinct advantage. And I'll bet that those environments will be great for the men too. I'm interested in what you think. How can we increase the number of women in tech - or should we bother trying? (Image courtesy of [contributor name] / FreeDigitalPhotos.net)