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What do you do if you need to hire executives in Product Engineering with the right skills and knowledge?

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Hiring the right executives in product engineering is a critical step for any organization aiming to stay competitive and innovative. Product engineering, which encompasses the process of designing and developing a product from concept to production, requires leaders with a unique blend of technical expertise, market insight, and managerial skills. As you embark on this hiring journey, you'll need a strategic approach to identify and attract individuals who can drive your product vision forward and execute it with precision.

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Vikram Puri

Leading R&D teams | 20+ years experience in R&D, people management and product management
Theresa B Powell

Senior Client Services Manager at Amwins
Ng Chee Meng

1 Assess Needs

Before you dive into the talent pool, it's essential to conduct a thorough assessment of your company's needs. Understand the specific product engineering challenges your organization faces, and determine the skills and knowledge required to address them. This involves pinpointing the gaps in your current team's expertise and envisioning the kind of leadership that can catalyze growth and innovation. By establishing clear criteria for the executive role, you'll be better equipped to recognize candidates who not only align with your technical requirements but also embody the strategic vision necessary for success.

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Geir Godheim

Sales Engineer
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Find the most technical person with sosial aspects. Development experience. Knowlegde of local/domestic marked needs/demands. Work across R&D and marketing dep to hit the marked at full power….

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2 Talent Search

Once you've defined the role, initiate a targeted search for talent. Networking within industry circles can uncover potential candidates who may not be actively seeking new opportunities but are open to the right proposition. Engaging a specialized recruitment firm can also be beneficial, as they often have access to a wider pool of qualified candidates and can provide valuable market insights. It's crucial to communicate the unique opportunities and challenges of the role to attract individuals who are not just looking for a job but are motivated by the prospect of making a significant impact.

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Geir Godheim

Sales Engineer
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The person must have a persnolized must have a interest of the products/solurions they are to provide/sell. They must believe and convince the customer that ?our? Products is the best….

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Theresa B Powell

Senior Client Services Manager at Amwins
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In my experience, the biggest obstacle in the search for talent is not having enough knowledge to test them for skill in their area of expertise, but maybe more importantly missing whether they will fit in with your company’s culture. It’s easy to get enamored with a candidate based on their resume but the candidate needs to check more than the skill boxes. Having the right fit especially in a leadership role is imperative to the success of the company.

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3 Evaluate Expertise

Evaluating the technical expertise of candidates is a multi-faceted process. You'll want to delve into their experience with product lifecycle management, familiarity with cutting-edge technologies, and understanding of customer-centric design principles. It's also important to assess their track record in leading engineering teams and bringing complex products to market successfully. During interviews, ask scenario-based questions that require candidates to demonstrate how they've applied their knowledge in real-world situations, which can provide insight into their problem-solving abilities and strategic thinking.

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4 Leadership Skills

Technical acumen is only part of the equation; leadership skills are equally important. Look for executives who have proven they can inspire and manage multidisciplinary teams, foster a culture of innovation, and navigate the intricacies of cross-functional collaboration. Their ability to communicate effectively with stakeholders, from engineers to investors, is also critical. These soft skills ensure that the executive can not only conceive and develop great products but also lead the charge in bringing them to fruition.

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Theresa B Powell

Senior Client Services Manager at Amwins
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A leadership skill that is all to often missing is empathy. Look for clues in the interview process as to whether the candidate is concerned with the perspective of their team during their decision making process. Do they coach and mentor others along the way? Unfortunately some at this level forget how much others can contribute to the company’s success as well as to their own. A leader with strong emotional intelligence and strong technical skills is a win/win.

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5 Cultural Fit

The cultural fit between an executive and your organization can be a decisive factor in their long-term success. During the hiring process, evaluate whether their values, work style, and vision for product development align with your company's ethos. Candidates who resonate with your organization's core beliefs and practices are more likely to thrive and contribute positively to the team dynamic. Incorporating discussions about company culture and values into the interview process can aid in identifying individuals who will be a natural fit.

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Theresa B Powell

Senior Client Services Manager at Amwins
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I agree and commented on this regarding the talent search. Cultural fit is huge. Someone with phenomenal skills can sabotage an entire team if they have the wrong attitude or approach. Questions formed around their past experience when framed correctly can give an abundance of insight to how well they will align with your company’s mission and values. Never ignore your gut.

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6 Negotiate Terms

Finally, when you've found the right candidate, it's time to negotiate terms that are agreeable to both parties. This includes not just salary, but also benefits, incentives, and opportunities for professional growth. A compelling offer will reflect the value the executive brings to your organization and demonstrate your commitment to their success within your company. Clear communication and a mutual understanding of expectations can pave the way for a fruitful partnership that drives your product engineering endeavors forward.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Vikram Puri

Leading R&D teams | 20+ years experience in R&D, people management and product management
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Contact references provided by the candidates to verify their qualifications and past performance and try to gain insights into candidates' work ethic, leadership style, and ability to work in a team environment.

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Ng Chee Meng
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Bit of WORTHLESS THOUGHT. Not easy to find fit not to say fittest of candidate to fill up the said post. I think a few parameters in yourself as employer and time will only tell you so because the right attitude of a personnel will need time and patience with opportunity/trust to automatically (no need much effort. Just time, patience and opportunity/trust from employer) adapt to the org and benefit the ORG. Even more surprising, the said personnel could be out of field technically. P. S. ALWAYS THINK HUMANITARIANISM FIRST

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What do you do if you need to hire executives in Product Engineering with the right skills and knowledge?

1

2

3

4

5

6

7

1 Assess Needs

2 Talent Search

3 Evaluate Expertise

4 Leadership Skills

5 Cultural Fit

6 Negotiate Terms

7 Here’s what else to consider

Product Engineering

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What do you do if you need to hire executives in Product Engineering with the right skills and knowledge?

1

2

3

4

5

6

7

1 Assess Needs

2 Talent Search

3 Evaluate Expertise

4 Leadership Skills

5 Cultural Fit

6 Negotiate Terms

7 Here’s what else to consider

Product Engineering

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