As the head of talent at CapitalG, Alphabet's independent growth fund, Lauren Illovsky plays a crucial role in assisting the firm's portfolio companies in their executive-level hiring and board appointments. She sees her responsibility as absorbing and resolving any talent-related challenges that arise. Illovsky emphasizes her availability to support these companies, offering solutions and connecting them with relevant resources if needed. She acknowledges the challenging landscape of the tech industry, which has experienced periods of significant hiring and layoffs in recent years. While layoffs have slowed down, the job market remains competitive for talent.
Illovsky notes that the current state of hiring isn't vastly different from previous years, but it can be compared to the extraordinary hiring hype cycle that occurred. Many roles are still available, but companies are not as desperate as before to fill them quickly. Hiring decisions are now more focused on assigning concrete outcomes and ensuring rigor and hygiene in the process. While some recruiting teams may have faced reductions during layoffs, there is a reinvestment in talent acquisition in high-growth startups backed by CapitalG.
The job market in the tech industry is not solely defined by large companies, and it is important to consider the differences between these companies and smaller ones. They have distinct candidate pools and talent requirements. Larger companies often make opaque decisions driven by various factors, while smaller companies typically have specific goals, such as finding product-market fit or acquiring their first customers, which shape their hiring criteria.
When it comes to recruiting junior employees and entry-level roles, companies can make several mistakes. One is hiring early-career engineers or interns without sufficient infrastructure or management support. Not putting an identity around the work culture can also be a challenge, especially when there is a discrepancy between in-person office expectations and remote roles. Additionally, hiring candidates who don't align with the company's core tenets can lead to issues. Therefore, companies should communicate their cultural elements during interviews to attract candidates who are aligned and committed to the company's values.
Regarding executive search, the challenges companies face when hiring C-suite executives are interconnected with their struggles in recruiting other talent. Ensuring alignment with core tenets is crucial at the executive level, and CEOs should define the scope of the role before seeking candidates. The dynamic nature of high-growth companies necessitates hiring with an 18- to 24-month horizon rather than a long-term perspective. Open-mindedness is essential, as different stages of a company may require different executives. However, companies that provide tools and support for executives to scale and grow can foster longevity within their leadership team.
As companies navigate the return to office (RTO) policies, proper communication and clarity are vital. Many companies have experienced challenges due to miscommunication and improper management of RTO policies. Companies should clearly articulate expectations and provide the "why" behind their decisions. Consistency is essential, as different rules for the C-suite and rank-and-file employees can create division. Ultimately, companies need to convey a sense of purpose and ensure that employees understand the rationale behind their RTO policies.