Teema Press

Innovative. Informative. Insightful. Find out how TEEMA is creating news across the country. We’re focused on impacting the industry in a positive way.

Welcome New TEEMA Members – May Edition

1Meet Margie Peskin
Role: TM  |  Specialty: A&F  |  Area: Toronto

Margie has worked in career management for 15 years; her background includes recruiting firms, a University career center and her own business. She enjoys helping candidates identify skills to move their careers forward and to the next level.


2Meet Kitty Warren
Role: RD  |  Specialty: General  |  Area: Austin

Kitty brings 25+ years of experience, she has created customized staffing solutions for Fortune 500 companies with complex, national hiring needs to small boutique organizations requiring special skill sets and everything in between.


3Meet Jamie Deluna
Role: RD  |  Specialty: Gen  |  Area: Dallas

Jamie has 12+ years of staffing industry experience. She has held roles in management, recruiting, sales & HR. Jamie is a visionary, a strategist & enjoys building strong teams, mentoring & supporting the success of others & implementing efficiency.



Meet Drew Roebuck
Role: HY  |  Specialty: Engineering  |  Area: Ontario

Drew Roebuck has been in the staffing industry for eight years, most recently at Huntech Consultants, where he worked with high-tech engineering firms from around North America as a senior technical recruiter on a 360-desk.



Meet Stephanie Lyster
Role: CM  |  Specialty: SOMA  |  Area: Vancouver

Stephanie has over 12 years of experience in recruitment, human resource consulting and talent management. She is a business-driven professional and has built teams for clients across multiple industries with the majority in technology.


6Meet Yamy Proano
Role: TM  |  Specialty: General  |  Area: Chicago

An accomplished recruiter with 6+ years of experience in full cycle business development, account management & recruiting, Yamy has a proven ability to create & maintain relationships with management & customers in the medical field & IT. 



Meet Chavvi Sharma
Role: TM  |  Specialty: Tech  |  Area: LA

Chavvi has 6+ years of IT recruitment experience (in both agency and in-house), an MBA degree in Human Resources. She is very passionate about building and maintaining relationships with candidates and hiring managers.


8Meet Nixon Nguyen
Role: TM  |  Specialty: Tech  |  Area: Toronto

Nixon is a Senior IT Recruiter / Business Development Manager. His areas of focus for the banking/financial sectors are Capital Markets; Investment; Wealth Management; Brokerage, Mutual Funds; Charles River, etc.



By Steve Reimer, VP

Intrapreneurship-definition-blog-postEntrepreneurs start companies. Employees work for them, That’s just how it is – isn’t it? That’s not how you should see it, if you want to achieve big things on the corporate track.

Companies increasingly are looking to cultivate innovation. Success doesn’t just come from disrupting the marketplace; disrupting the way you do things in your own company, overcoming the idea that “this is just the way we’ve always done it”, is also essential to a company’s survival. It’s not just Google that’s letting their engineers work on their own projects for 20 percent of their time, or Microsoft developing separate research and development departments. ‘Intrapreneurship’ is catching on with an increasing number of medium-to-large firms that are rethinking their old policies of risk management and punishing failures (an inevitable result, since not all risky, disruptive projects are destined to succeed).

As an employee (or prospective employee looking to get hired), that means you need to be able to show you’ve gone beyond your original job description with fresh ideas.

A recent Fast Company feature provides an excellent example: a software analyst for a financial firm was spending most of his time trouble-shooting poorly-written code used to supply essential information to the people making investment decisions:

After a month of trying to manage the subpar code, he realized he needed to approach the issue from a more entrepreneurial angle. Acting without precedent, Steve started “pouring effort” into rebuilding the code from scratch using the latest coding language.

intrapreneurship-1The result for the company? Faster, more accurate data results – and when problems did crop up, they could be fixed in minutes instead of hours. But the results for Steve’s career were just as impressive. He was promoted twice in his first year and received bonus on top of bonus.

What’s the trick? First, don’t look at your job as a series of tasks. Instead, see how your employers view the position and how your role impacts the company. Then, look at a way to solve a problem in your position, your department, or even the entire company. Look for a way to get things done quicker, better, more profitably.

Next, look for the resources you’ll need to create change. Put together a plan, just like an entrepreneur would put together a business plan.

Make sure your boss knows about it. This isn’t to cover yourself – it’s to make sure that when you do succeed, the company knows what you did. Otherwise, your accomplishments may not get the reward they deserve (or even worse, someone else might just try to take the credit for all your hard work).

What if your company is so bureaucratic and slowed-down by processes and office politics that you fear your big idea will just get mocked, ignored, or stolen? If that’s the case, maybe you should be looking to get hired on by a company that actually rewards an entrepreneurial spirit. There are plenty out there.

Looking for a recruiter who understands the potential of’ intrapreneurs’? Contact us today.

Welcome New TEEMA Members – April Edition

abc6ed49-fe9b-4ce6-ba88-2d8601ee14e5Meet Brendon Carroll
Role: HY  |  Specialty: Tech |  Area: LA

Brendon is a​ natural ​tenacious ​connector of people​. He has ​8+ years managing the full recruitment cycle for a variety of disciplines in a corporate and agency environment for full-time positions in Sales, Marketing, eCommerce, Creative, Digital, Mobile and Technology.


c2a6796f-98b9-44d8-8239-69b2fcdd999c (1)Meet Judy Collins
Role: TM  |  Specialty: Engineering  |  Area: Alabama

Judy brings years of full cycle and third party recruiting experience to TEEMA Group. She is passionate about finding the right candidate for the right client. She enjoys building lasting relationships with candidates.



Meet Brittainy Benzie
Role: TM  |  Specialty: A&F  |  Area: North Carolina

Brittainy offers astute ability to manage both full-cycle recruitment processes along with business partner relationships. She has 12+ years of combined agency & corporate recruiting experience in sourcing & developing talent within many industries.


731045bd-9f0b-4276-b15d-0257f53bcd38Meet Michael Wynn
Role: HY  |  Specialty: Eng  |  Area: TX

Michael brings a proven track record of success in the recruiting industry coming from both an agency & sole proprietorship background. After graduating with a Bachelor’s in Finance, Michael immediately joined the recruiting industry with a Dallas staffing company’s Engineering & Energy division.



Meet Jamessa Jones
Role: TM  |  Specialty: Technologies  |  Area: Los Angeles

Jamessa has recruiting, project lead & CM experience. Excellent PM ensuring client needs are impeccably addressed. Exceptional communicator & highly innovative thinker. Tenured at developing & implementing strategic recruitment strategies.


a235458a-557d-4818-a19c-45d255d963e8Meet Celso Miranda
Role: TM  |  Specialty: Engineering  |  Area: Ontario

For the last 10 years, Celso has been moving talent across the technical industry space. He has deployed engineers, skilled trade professionals and IT consultants across North America, the EU and the Middle East, and in Canada.



Meet Torry Corbett
Role: TM  |  Specialty: General  |  Area: Chicago

Torry has over 15 years of experience in recruiting, sales and leadership. Torry has spent her career helping connect top talent with their dream job. A graduate of Purdue University living near Chicago, IL.



c928895e-e6dd-4482-8836-7f19a10cab08Meet Myra Zutia
Role: HY  |  Specialty: Gen  |  Area: FL

Myra has been a consultative advisor to experienced candidates and hiring authorities. She has worked in multiple industry lines and has successfully placed individuals with thriving and growing organizations on a national basis. Her intuition understands how to make the best matches and consistently delivers significant results for both clients and candidates.



By Steve Reimer, VP


670px-Impress-Someone-on-a-First-Date-Step-1-Version-2Professional recruiters connect top talent with companies in need – but once a prospective employee steps into the interview, they don’t have anyone to count on but themselves.

Beyond a firm handshake and a winning smile, how do you impress a company that’s looking for a new member of the leadership team?

Understand How the Company Works Before You Show Up. You’re not just looking at where the company has been. You want to have enough of an understanding of this firm that you can hit the ground running alongside the rest of the team – and possibly even suggest a new way forward if they seem to be looking. That’s when the person doing the hiring says, “Funny, we were just thinking of that idea for the next quarter – are you interested in leading the effort?”

Look at Who’s Who. That used to be a hard thing to do, but thanks to LinkedIn and other online profiles, it’s often possible to know how your role fits into the organization and who is talking to whom. That way, you can be in a better position to suggest new ideas that are practical given their current lineup. It also never hurts to check whether you already have an ally on the team.

Be Curious. You want to show interest in the job. The company also wants to know that you’re genuinely interested in their company, their mission and how best you can fit into the role. Are you the kind of candidate who can dig deeper? They’re not just looking to see whether you’ve already got the answers. The company wants to know whether you’ll ask the right questions.

Cut Loose, Just a Little Bit. This company is looking for its next champion, a person at the top of their game who can do what needs to be done. That said, you don’t need to come off like you’re all-work, no-play. Make a light joke – or at least have a good laugh if they crack one. Be someone people want to work with.

Tell Stories. “I improved sales in my division by 25 percent over the past two quarters,” is a bit dry. Instead, give them the background on how you came up with the idea for a simple (but long-overlooked) tweak to the sales strategy and got your people to execute in a way that made the competition wave the white flag. People might not remember numbers, but they will remember stories – particularly where you faced a challenge, took a calculated risk with something that didn’t work, but then flipped the switch and achieved victory.

Be prepared. Be genuine. Most of all, be memorable.

Looking for a recruiter who understands your need to access the biggest and best possible pool of talent? Contact us today.


Welcome New TEEMA Members – March Edition

28a2a731-72ba-4bae-a052-b2fb8168e4efMeet Todd Graham
Role: RD  |  Specialty: Technologies  |  Area: Georgia

Senior Staffing Specialist with over 20 years’  experience in all facets of technical recruiting including sourcing, recruiting, account management, business development and managing both sales and recruiting on a national level. 


7ed73f37-012d-452e-b621-5a4ab0d0a0d1Meet Linda Aguirre
Role: HY  |  Specialty: General  |  Area: Texas

Linda Brings more than a decade of HR and full cycle recruiting. She is both driven & passionate about relationships with clients as well as candidates.She enjoys making a difference and truly loves what she does.



Meet Lynn Rodens
Role: TM  |  Specialty: Technologies  |  Area: Maryland

Lynn is a dedicated technical IT Recruiter with 17 years of recruiting experience. She enjoys finding qualified candidates that are excited about the opportunities presented, and bring value to the client. 


0fceb759-2dfd-4a5c-b7a7-30349b6555c1Meet Margarita Arroyo-Colvin
Role: TM  |  Specialty: Technologies  |  Area: California

Margarita Arroyo is an experienced Recruiter with a decade of specialized recruiting. Having matched hundreds of candidates with successful organizations, she is most passionate about finding the right candidate for each client. 



Meet Christie Walker
Role: HY  |  Specialty: Technologies  |  Area: Arizona

Christie has 10 years of sales experience including 2 years of IT recruiting experience where she has had much success delighting the clients and candidates. Christie recently worked for Kforce and recruited for technology, finance & accounting roles.


4651b175-8367-4ff8-860c-24cd82beadebMeet L Kopally
Role: TM  |  Specialty: Technogolies  |  Area: Michigan

Kopally (KL)  has been in HR and Recruitment space for over 14 years. He has been recruiting & filling both full-time & Temp positions in IT, Telecom, Insurance, Embedded, Automotive, Healthcare, Banking, Finance, Govt. & manufacturing verticals.  





By Steve Reimer, VP 

diversity-conceptMore companies these days include diversity as a major plank in their overall strategy for recruitment and retaining quality employees. Still, at the very top, the makeup of executive boards remains stubbornly resistant to change. A recent Globe & Mail article noted that on the FP500 list of private companies, Crown corporations and other major kinds of firms, visible minorities held just 2 percent of board seats; this, in a country that has officially embraced a cosmopolitan and welcoming outlook for many decades. Those with disabilities or who come from an Aboriginal background are about as common as unicorns in the boardroom. Hiring of women for top positions fared better, but was still lacking – with women accounting for less than 20 percent of director positions.

Clearly, companies still aren’t doing enough to reach, mentor and promote from a diverse talent pool. That’s just bad for business.

It just makes good business sense to have a diverse workforce and leadership team – but perhaps not for the reasons you might think. This isn’t about stodgy, monochrome executive boards keeping up appearances or avoiding discrimination suits. It’s all about meeting the challenges of a global marketplace where opportunity can come from many directions. The benefits are huge.

  1. Avoiding Groupthink. If you always hire from the same small talent pool, you’re probably going to end up with folks who all think alike. Different backgrounds, challenges overcome and cultural insights can put an innovative twist on established ideas – or start entirely new conversations.
  1. Benefit from Experience. One aspect of diversity recruitment is to look for older candidates, even for more junior positions. Older candidates may suffer from a stigma that they haven’t adapted to new technology when they can actually be the most tech-savvy ones in the room, having dealt successfully with different iterations of innovation over the decades. They can also have unbeatable breadth of perspective, having seen how companies thrive through good times and bad.

    Experience can take many forms, though. Someone who has already worked in South Africa already tends to have a natural gift for accessing international markets and overcoming costs borne of doing business across great distances. An executive with experience in the Middle East or Central Asia may have invaluable insights into practical security challenges and cultural hurdles in getting goods to market. Strategic hires can shave months or even years off of a new product launch into an unknown marketplace.

  1. Connect Better with Partners and Customers in New Markets. We all know that different countries tend to have different business cultures – and it pays to know the rules. A member of your leadership team with a personal, reliable partner in China who can open up markets to you can make or break a large firm. A marketing executive who understands half a dozen languages will make it easier for your firm to get into international markets. If you want to sell effectively, your company has to reflect your market.

    Unity of purpose in a company is important – but diversity of recruitment produces teams making better decisions.

Looking for a recruiter who understands your need to access the biggest and best possible pool of talent? Contact us today.

Welcome New TEEMA Members – February Edition

ahMeet Andrew Herrington
Role: HY  |  Specialty: S & M  |  Area: BC

Andrew brings 8 years of experience including IT contract recruitment, temporary staffing & executive search. With a focus on Sales, Marketing, Operations & Logistics, he has worked to maintain long term relationships which have allowed him to build a trusted network of both clients & candidates.

jhMeet Jim Halyard
Role: CM  |  Specialty: A & F  |  Area: California

Jim has over 10 years of experience fulfilling a diverse range of staffing and recruiting needs in the Finance & Accounting, Human Resources and Technology Sectors. His experience includes market development, strategic and consultative sales.




Meet Alex Asaad

Role: HY  |  Specialty: A & F  |  Area: Toronto

Alex started his career in the Financial Services industry working in management with Canada’s top financial institutions. He then transitioned into the recruitment industry & for the past 9 years has focused on the Finance & Accounting sector across many industries.



Meet Amahl Pitts
Role: TM  |  Specialty: General  |  Area: Pennsylvania

Amahl brings 10 years of Sales experience with him from the Insurance Industry. With his dedication to growing client bases and networking, he has shown that he works hard to satisfy customers needs, & to make them feel at ease with their decision to work with him, due to his willingness to help.




By Steve Reimer, VP


Unemployed executives don’t literally stink – but many companies looking to hire their next big player sure seem to treat them like they’ve doused themselves in blue cheese sauce. Even taking a year or three off to raise a family can carry an unfair stigma in the eyes of some HR managers (ie. “This person isn’t committed to their career). As for the capable, can-do department leader who got canned a year ago along with 1,000 others in a crude, across-the-board cost-cutting measure by a big corporation – well, “if she was any good, the company would have found a way to keep her on board.” When recruiters go looking for new hires, priority goes to professionals who already have jobs – and that’s a potentially costly mistake. More and more companies are recognizing this blind spot now – but not as fast as I’d like to see.

The truth is that good, smart people can find themselves out of a job for bad reasons. They get caught in a major downsizing a week before a scheduled performance review that would have actually seen them up for promotion; they lose an office politics fight with the CEO’s bullying nephew over something totally unrelated to their work; their company just goes out of business (which would have happened years earlier without this candidate’s Herculean effort and will to win – sometimes, even the best-laid plans fail).

Companies need to stop overlooking these hidden gems – and not for the reason you might think. It’s not about getting a salary discount on a hungry executive who may be starting to feel a bit desperate after 6 months or a year away from working. Rather, it’s about picking up top candidates that your competitors are ignoring, to their disadvantage.

There is an added risk factor involved – certainly, some executives in between jobs were fired for good cause. To mitigate that risk and find that hidden gem, you’ve got a few options.

Do some extra reference checks, beyond your normal process. See how they’ve been spending their time in between jobs; picking up skills through courses or volunteering is great, but also consider life experience they’ve gained in the meantime. Have they built a network that could be useful for your company? How have they grown since their work status was ‘interrupted’? What have they learned from past failures – and what might they do differently?

Without hiring your recruitment process drastically, you can open yourself up to high-quality candidates who may be more capable, driven and loyal than those who are willing to jump ship out of boredom or complacency. Kick the stigma and recognize greatness where you find it.

Looking for a recruiter that can help you find those hidden gems who can help your company achieve greatness? Contact us today.

Finding and Recruiting IT Developers – Getting Top Talent

talent-pipelineFinding and Recruiting IT Developers – Getting Top Talent
When it comes to building your IT development team, you are going to find that the avenues that most people take are useless. Sure, you could try to post an ad on a classifieds page, and you could even try to put up a few links here and there, but you’re going to find that it’s going to be pointless. The truth of the matter is that every major company needs talent, and they are scooping people up left and right. They are doing so through direct contact, head hunters, and much more. You will not be able to recruit anyone within the world of computer programming, software engineering, or marketing without thinking outside of the box. You are not going to get the best candidates by playing it safe, and just waiting for people to reply. The best in the business already have a job, or are freelance, reaching them is going to take a bit of effort.

Going To Them Directly
The first option is simple, find personal websites from programmers, and contact them directly. You’ll find that every developer, including those that are working with Java, .Net/C#, and ecommerce workers have their own personal pages. You will have to take an active role in finding them, no matter how obscure some of them may be, read them, and contact them directly. Some will have their full contact and email up front, others will force you to comment on a post and weed your commentary out in case it is considered spam overall. This is the first tactic and it works some of the time. You could always try social networking, but be careful here, the best developers are getting solicited a lot.

Offering Something Better
For those that are serious about landing a top notch software engineer or computer programmer, it’s imperative that you do not just offer a standard software developer salary. Yes, these are high, but you are going to have to give more than what everyone else is giving. If you are serious about building your team, you are going to be competing with companies like Google, Amazon, and Microsoft. They don’t just court talent, they give them benefits, stock options, and open up the floodgates of promises before onboarding anyone. Whether the individual actually gets the promised elements is beside the point, they dangle a lot to these individuals in hopes of signing. You’re going to have to figure out what they want, and how to entice them, without breaking the bank. It’s a nuanced approach you need to carefully plot.

The Long and Winding Road (becoming social)Whether you need a Java Developer, .Net/C# Developer, Salesforce Developer, or Automation Testing experts, you are going to have to start a relationship with candidates that bleeds into something more than business. That may mean that you will need to network at gatherings, events, and social arenas that these individuals go to. For instance, there are conventions amidst developers where they all gather and join in social events. Think gatherings like “Defcon”, “Quakecon”, and anywhere you may find a great gathering of tech individuals will end up and put their guard down a bit. Again, this is not a short term solution, it’s a part of meeting them where they are and offering something better than some of the top corporations are going to be offering. Salary alone will not cut it, but if you network and show interest at a social level, you may get heard a lot more than just sending an email and treating them to a free dinner.

Head Hunters
One option that you may want to look into, especially if you’re desperate for a tech team that knows what they are doing is hiring head hunters. Tech head hunters scout out top talent and throw out a lot of phone calls, offers, and deliver them to top human resources departments. Of course, they will take a cut or a “finder’s fee”, but you will find that they can get you the best talent today. The same rules apply as mentioned above, but you will save a bit of time in regards to the “search” for top IT developers that’s for sure.

-Blake Warner, TEEMA Solutions Group

TEEMA Breaks It Down: Interviewing

interviewWhat Happened?

You prepare your resume after hours of research on how to best showcase your experience and accomplishments.  You research various jobs and companies and solicit help from your network.  You write compelling cover letters and apply to selected job opportunities.

Your investment pays off and you are invited to an interview.  You know you are qualified for the role.  This is a great opportunity to find out more about the company, the role and the people that work there.  You want to establish if there are opportunities to expand your skills and build your career.  You can find out what they pay, if they have remote work options, how much vacation they offer and generally what benefits they provide to their employees.  You look forward to getting more information and deciding if this is the opportunity for you.

You go for the interview, get all the information you need and decide it is a great opportunity and you REALLY want the job.  Then you receive a standard rejection note…”thank you for your time… we had many qualified candidates…difficult decision…best of luck to you in your career.”

You are unlikely to get offered every job for which you interview but what happened?  Why didn’t they want to hire you?  You will probably never know as most companies will not provide detailed feedback.  There may have been another candidate more qualified for the role. Or you did something (or didn’t do something) in the interview that made you lose the opportunity.

Preparing for the Interview

Check your Mindset

If the above description is how you felt when you prepared and went for the interview, you may want to adjust your mindset.  Don’t see the interview as your opportunity to get more information and decide if it is the right role for you.  Instead, see the interview as your opportunity to demonstrate why the company should want to hire you, not the other candidate(s) they are interviewing.  This may sound counter intuitive because you need to get more information and you may decide you don’t like the company, the corporate culture or the job.  You may get a low salary offer or not like their benefits.  If that happens, you can professionally withdraw from the interview process and move on.  But don’t focus on what you want when you are preparing for the interview or when you are in the interview.

The interviewer asked to meet you so you can assume your resume shows you have the skills and experience required.  Now they want more information about your skills, attitude, communication and interpersonal skills.  They interview you based on your resume.  They hire you, or don’t hire you, based on how you present your skills and yourself in the interview.  You should assume you are not the only candidate interviewing for the job.  You are competing for the job.  And if another candidate does a better job of demonstrating why they should be hired, you lose.

Do your Homework

Some candidates think they can research the company and the role after the first interview, once they know they are interested.  During the first interview, when it becomes obvious you haven’t done your homework, the message you are sending is that you are not interested, not organized, and not prepared.  Who wants to hire that person?  Assume they will ask you “What do you know about us?” and be ready with an accurate, concise answer that shows why you are interested in the role and the company.

And do your homework on yourself.  Do not assume any questions about you or your experience to date are easy.  Review your resume and ensure you can go into detail on anything they may ask.  Find some standard interview questions online and practice answering in a concise, accurate way.  Ideally have someone do this exercise with you and give you feedback on what your answers convey to them.

A favourite interview question used by many hiring managers at the beginning of the interview is “So, tell us about you”.  The interviewer intends it to be an ice breaker and an opportunity for you to highlight what you think they should know about you.  If you have not prepared for this question you may go blank or you may drone on for five to ten minutes with irrelevant information, unable to stop yourself, even as the interviewer’s eyes glaze over.  Have a standard two minute overview about your professional history to date that you tailor for different opportunities to keep it relevant.  This question is a potential landmine if you have not prepared or it can be a great opportunity to start the interview well.

In the Interview

Be yourself.  Yes, you are going to be your professional self with your marketing hat on but don’t try to be someone you are not.  You are unlikely to carry it off and, if you do, you will end up with a job or a team culture that doesn’t suit you.

Dress code is important.  If you don’t know the company’s dress code, ask the person who invites you to the interview and always dress a little smarter than their dress code.  If they wear jeans, you wear slacks and a shirt.  Everyone understands if you are overdressed for an interview.  If you are dressed more casually than the interviewer, you send a message that you didn’t care about impressing them.  And, as unfair as it may be, the interviewer is assessing you before you even say hello.

Answering interview questions.  Make sure you understand what they are asking and seek clarification if you are not sure.  Answer the question directly and concisely.  Don’t use one word “yes” and “no” answers that sound terse but you should not have longwinded or irrelevant answers either.  A good rule of thumb for your answer is thirty seconds to two minutes.  And don’t focus on answering quickly. There is nothing wrong with taking a few seconds to think about what you want to say and how you want to say it.

The money question.  If they ask you what you are looking for I recommend you work on the assumption they pay fair market salaries and avoid naming a number if you can.  The discussion around compensation can happen at offer stage.  You may decide to turn a low offer down if it is not negotiable but that is better than not having the opportunity to consider an offer for a job you want.  Tell them your priority is a job and a company you can thrive in and you are assuming they will pay a market related salary.

Your turn to ask questions

Finally, they ask you if you have questions for them.  After 45 minutes of the interview being all about them, now it is about you.   Sort of.  Yes, you should ask questions.  What you ask and how you ask it makes as much of an impression on them as your interview answers.

Always have three to five interview questions written down to take with you into the interview.  If you don’t write them down, you may go blank or ask “instant death” questions.  Not asking any questions makes a poor impression as it is often interpreted as a lack of interest.  “Instant death” questions are questions about money, office hours, vacation days.  Yes, you need to know these things and you would not accept an offer until you have this information.  But when and how you ask these questions is important and I recommend you don’t ask them until the job offer stage or until they raise the topic.  The logic here is that this information isn’t relevant until the most important elements have been addressed (job, company, team culture).

Instead, focus your questions on the job, the team and the company.  This information will help you make a better career decision and these questions will demonstrate you are making a career decision.  After all of your work to prepare for this interview, it is a great way to wrap the meeting up.  Responding to “What questions do you have for us?” with a question like “How much do I get paid?” can end your meeting on a discordant note.  Rather ask something like “What are the key things you need this person to achieve in the first three to six months?”  Besides making a better impression, it will give you additional insight on the role.

Interviewing is tough.  And it is a skill that is not directly correlated to your ability to do the job.  Prepare and practice.   Ideally you get offered every role but, at a minimum, you won’t get knocked out for poor interview skills.  Unfortunately, it is not the best person for the job who gets the job – it is the person who does the best interview.


DarielleDarielle Pettem, Client Manager, TEEMA Solutions Group. Darielle is a recruitment professional with over 20 years of success helping companies solve their recruitment challenges. Her broad knowledge gained from a variety of market sectors combined with her experience in both the “in house” and agency world enable her to add value beyond making quality introductions. Darielle’s consultative and thorough approach can be leveraged to build expertise and quality in all aspects of talent acquisition and job searching. Darielle specializes in high tech recruitment with TEEMA Solutions Group (www.teemagroup.com)