Over the last 12 months CTW Partners has continued to consolidate its recruitment presence in the mobile arena. Our wireless executive search practise has spent a significant amount of time recruiting for venture capital funded software vendors delivering mobile service layer application solutions.
The last 18 months have seen the mobile value added services (VAS) sector enjoy unprecedented success in terms of end user adoption for their data services and revenue generation for the mobile operator community. Value Added Services revenue (VAS) has become a significant procurement driver for tier one and two mobile network operators in Europe. Key players like; The Vodafone Group, France Telecom and T-Mobile have have whole heartily embraced next generation mobile data software vendors leading to many start up vendors securing that valuable first tier one anchor account in Europe.
The plethora of next generation (NGN) VAS services available to end users in Europe (IM, Email, Video Calling, Content acquisition: Music, Gaming) is a key indication that Europe does have a core of cutting edge entrepreneurs and technologists in the wireless arena despite what the industry analysts and our cousins across the pond would like us to believe. For example Instant Messaging (IM) and Email applications has in effect led to a mini re-birth of mobile messaging.
Messaging is now viewed as a core revenue generator for the operator community. It is precisely these types of next generation messaging applications that have delivered a much needed kick start to the sector. For example IM allows end users to message cost effectively and quicker than legacy messaging models add mobile email and hey presto the messaging does deliver the holy grail of recurring data revenue. Operators swift to deploy these types of highly scalable NGN solutions can sit securely in the knowledge that they are indeed mining a new seam of subscribers; “the data subscriber”.
Gladly I would like to report that CTW Partners playing a part in the grow of this sector having the privilege of working with a number NGN vendors to deliver tier one talent in many of the key functions required to build a successful, stable and sustainable business.Clients include: 724 Solutions, Colibria, LogicaCMG, FirstHop, Airwide Solutions...and many more.
Wednesday 5 September 2007
Tuesday 21 August 2007
Technology Executive Search In August
This month I have been working on multiple projects it seems like an eternity has passed since the so called decline and fall of the technology sector. Well I am happy to report the ship is sailing along steadily. I believe the technology market will happily bob along for the next 6/7 years; during this period 2007 - 2012 we will see some great new businesses and some great exit stories.
Amongst other here are some of my open searches:
VP Sales APAC - VAS Software.
Sales Director - Payment and Charging Software.
Pre Sales Manager, UK -Payment and Charging Software
Client Service Manager, UK - OSS/BSS
Account Manager, Italy - VAS Software
So you may want to know how I go about locating the right talent. Well it is very straight forward. Firstly I do not go to the database albeit it has 10,000+ entries that could help my cause. I review the competitive businesses for each role, review the function and qualify long list candidates in or out. They must have DOMAIN, FUNCTION, and GEOGRAPHY as a starting point. Thereafter the skills assessment comes into play along with qualification on salary.
This is a highly time consuming process but it provides me and my clients with the security that we will find the right person, he/she will stick around and they will be successful. I can say without hesitation that over the last 5/6 years I have never had a candidate not go on to serve at least 18 months tenure in his/her role.
Not bad, but that’s what you happens when things are done correctly. It is at this point that I commend my clients for their vision and trust they place in my process.
More Soon
Best Wishes, Matthew Testa
Amongst other here are some of my open searches:
VP Sales APAC - VAS Software.
Sales Director - Payment and Charging Software.
Pre Sales Manager, UK -Payment and Charging Software
Client Service Manager, UK - OSS/BSS
Account Manager, Italy - VAS Software
So you may want to know how I go about locating the right talent. Well it is very straight forward. Firstly I do not go to the database albeit it has 10,000+ entries that could help my cause. I review the competitive businesses for each role, review the function and qualify long list candidates in or out. They must have DOMAIN, FUNCTION, and GEOGRAPHY as a starting point. Thereafter the skills assessment comes into play along with qualification on salary.
This is a highly time consuming process but it provides me and my clients with the security that we will find the right person, he/she will stick around and they will be successful. I can say without hesitation that over the last 5/6 years I have never had a candidate not go on to serve at least 18 months tenure in his/her role.
Not bad, but that’s what you happens when things are done correctly. It is at this point that I commend my clients for their vision and trust they place in my process.
More Soon
Best Wishes, Matthew Testa
Friday 10 August 2007
How to Interview for a Search Firm
Vendors I have a couple of tips for you when selecting an Executive Search company to partner with.
TIP ONE
When you have the recruiter in the room forget about the brand, the nice suits and the quasi sales techniques and simply ask them out right what they know about your company, your technology products and where they fit into your market place.
You may be sat reading this thinking "I always do that" well if that's the case why do you keep engaging search firms wait months for a short list pay over the odds and still feel uncomfortable about the service you have received?
Answer Most recruiters whatever the level they are working at do not have a clue about the markets they operate in.
This is not to say they are no "great recruiters", there are lots but finding them is almost as hard as finding the candidates you need to grow your business.
TIP TWO
When you think you have managed to locate, greet and select that "great recruiter" don't bother haggling over the cost, just pay the man or woman, they are worth it.
TIP ONE
When you have the recruiter in the room forget about the brand, the nice suits and the quasi sales techniques and simply ask them out right what they know about your company, your technology products and where they fit into your market place.
You may be sat reading this thinking "I always do that" well if that's the case why do you keep engaging search firms wait months for a short list pay over the odds and still feel uncomfortable about the service you have received?
Answer Most recruiters whatever the level they are working at do not have a clue about the markets they operate in.
This is not to say they are no "great recruiters", there are lots but finding them is almost as hard as finding the candidates you need to grow your business.
TIP TWO
When you think you have managed to locate, greet and select that "great recruiter" don't bother haggling over the cost, just pay the man or woman, they are worth it.
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