The Tier4 Group Times: Volume 1, Issue 8
Tier4 Group
We’re the people you call when you want to find the right fit – the first time.
What's new at Tier4 Group?
Tier4 Group Celebrates Sixth Consecutive Year on the Inc. 5000 List of America’s Fastest-Growing Private Companies
Atlanta, GA – August 13, 2024 – Tier4 Group, a trailblazer in technology recruitment and workforce solutions, proudly announces its inclusion in the prestigious Inc. 5000 list for the sixth consecutive year. This remarkable achievement underscores Tier4 Group's sustained growth, innovation, and commitment to excellence in providing top-tier recruitment and executive search services.
The Inc. 5000 list, compiled annually by Inc. magazine, represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Many of today's most recognizable brands gained their first national exposure as honorees on the Inc. 5000.
“It’s an honor for any organization to be recognized on the Inc. 5000, but for Tier4 Group to have the prestigious recognition for a sixth consecutive year is fully a testament to the commitment, expertise, and drive of our team,” said Betsy Robinson, Founder and CEO of Tier4 Group. “We thank our clients for their partnership and trust in us. Our goal is to stand out in a crowded space and this recognition is proof that we’re achieving that goal.”
Tier4 Group's inclusion in the Inc. 5000 highlights the company’s impressive three-year growth rate, which is a result of its strategic focus on expanding service offerings, investing in cutting-edge technology, and fostering a culture of continuous improvement. Over the past year, Tier4 Group has achieved significant milestones, including:
“To recognized by Inc. for the sixth consecutive year on their list of the 5000 fastest growing privately held companies in United States is validation of the intentional commitment and execution from our team to provide an experience to our Clients and Candidates that sets Tier4 Group apart,” said Robert Bouchard, Tier4 Group COO.
As Tier4 Group continues to grow, it remains dedicated to its mission of delivering high-quality, customized solutions that drive success for its clients. The company looks forward to building on its momentum and achieving new heights in the years to come.
About Tier4 Group
Tier4 Group is a woman-owned and diversity-certified technology talent, professional services, advisory, and information security firm specializing in connecting exceptional talent with top-tier employers seeking to fill technology and execute on critical projects. By combining advanced recruitment automation with a personalized approach, Tier4 strives to identify the best fit for both the customer and the candidate. Tier4 Group has been recognized for six consecutive years (2019-2023) as one of the fastest-growing companies in the nation on the prestigious Inc. 5000 list, as well as recognition as a Pacesetter by the Atlanta Business Chronicle for the fourth time in 2023, and also a Best Places to Work in Georgia.? For more information, visit?tier4group.com.
About Retained
Retained is a premier executive search firm specializing in the full-time, fractional, or interim placement of senior technology leaders, C-suite executives in technology and non-profit companies. Retained is a subsidiary of one of the nation’s fastest-growing talent brands, Tier4 Group, and leverages strong industry connections and deep expertise in these sectors to deliver unparalleled solutions. Retained’s unique process employs a human-centric approach complemented by powerful AI tools to identify and place premier talent. This innovative method connects organizations with candidates who not only meet their needs but also enrich their teams with diverse backgrounds, skills, and perspectives. For more information, visit?retained.com.
Our CEO, Betsy Robinson, will be joining a panel of incredible leaders at WIT's Next Forum!
This fully virtual event is designed to empower women with practical advice, inspiring stories, and actionable strategies for career success. Learn:
? Identifying Opportunities for Growth: Learn how to recognize when it’s time for a change and how to seek out opportunities that align with your career goals.
?? Overcoming Challenges: Gain insights into the common challenges women face during career transitions and hear strategies for overcoming them from our experienced panelists.
?? Building a Support Network: Discover the importance of a strong support network and how to cultivate relationships that can aid in your career journey.
?? Embracing Change with Confidence: Understand the psychological aspects of change and learn techniques to embrace unplanned transitions with confidence and resilience.
?? Practical Tips for Success: Get valuable tips on updating your skills, leveraging your strengths, and positioning yourself for success in new roles or industries.
You must register and purchase a ticket via this link in order to receive access to this event.
Don't miss out on hearing from Betsy and other esteemed panelists on identifying growth opportunities, overcoming challenges, and building a strong support network. Register now and join us for an inspiring session!
Winning Over Gen Z Tech Talent: A Blueprint for Modern Employers
As the tech industry races forward, so does the workforce fueling its growth. Enter Gen Z, the digital pioneers born between 1997 and 2012. With their arrival in the labor market, they bring a fresh wave of innovation, creativity, and a digital-native mindset that can propel companies into the future. But to attract and retain this dynamic generation, employers must understand their unique values, aspirations, and work preferences. Here’s how to make your company a magnet for Gen Z talent.
Who is Gen Z in the Workplace?
Gen Z has grown up with technology at their fingertips. They’re the first generation to have never known a world without the internet, making them not just tech-savvy, but tech-fluent. This immersion in digital culture has deeply influenced what they seek in the workplace:
How to Attract Gen Z Tech Talent
1. Go Where They Are: Digital Recruitment
Gen Z lives online, so your recruitment strategy should too. Leverage social media, digital job boards, and tech-specific forums to reach them. But don’t stop there—bring your company’s culture to life with engaging content like video tours, employee stories, and behind-the-scenes glimpses of your tech environment.
2. Be a Tech Innovator
If your company isn’t pushing the boundaries of technology, Gen Z might pass you by. Highlight your latest innovations, showcase the exciting projects your teams are working on, and make it clear that your company is where cutting-edge tech happens.
3. Flexibility is the Future
Gen Z doesn’t just want flexible work options—they expect them. Whether it’s remote work, flexible hours, or results-focused policies, make sure your job postings reflect this new normal. Emphasizing flexibility can set you apart in the crowded job market.
4. Career Growth is Non-Negotiable
Gen Z sees their career as a journey, not a destination. Offer clear pathways for growth, from mentorship programs to upskilling opportunities. Show them that joining your company means a future filled with learning and advancement.
5. Cultivate an Authentic Culture
Gen Z can spot a phony a mile away. They’re drawn to workplaces with a genuine commitment to DEI, mental health, and community involvement. Be real about what your company stands for, and make sure your actions align with your words.
6. Competitive Compensation is Still Key
While passion and purpose drive Gen Z, they’re still practical. Competitive salaries, comprehensive health benefits, and perks like student loan assistance or tech stipends are essential to winning them over.
Retaining Gen Z Tech Talent
Attracting Gen Z is just the first step. Retaining them requires an ongoing commitment to their growth, well-being, and career satisfaction.
1. Prioritize Lifelong Learning
Gen Z is all about growth. Keep them engaged with continuous learning opportunities—whether through workshops, certifications, or industry conferences. Encourage them to explore new skills and stay at the forefront of the tech landscape.
2. Build a Collaborative Ecosystem
Gen Z thrives in collaborative, team-oriented environments. Create opportunities for cross-functional projects, foster open communication, and encourage idea-sharing. A culture of collaboration can make your workplace more attractive and productive.
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3. Recognition Matters
Frequent and meaningful recognition goes a long way with Gen Z. Implement formal and informal programs to celebrate their contributions, from public shoutouts to tangible rewards like bonuses and promotions.
4. Support Their Well-being
Burnout is a significant risk for this driven generation. Promote a healthy work-life balance by encouraging regular breaks, offering mental health days, and providing access to wellness resources. Show that you care about their well-being beyond just their productivity.
5. Clear Paths to Success
Gen Z wants to know where they’re headed. Regularly discuss their career goals and provide transparent pathways for advancement. Whether it’s lateral moves, leadership development, or upskilling opportunities, make sure they can see a future with your company.
6. Listen, Then Act
Gen Z values having a voice. Regularly seek their feedback through surveys, focus groups, and one-on-one meetings. More importantly, act on what you hear. Implementing their suggestions shows that you value their input and are committed to creating a better workplace.
The Bottom Line
To attract and retain Gen Z tech talent, employers must align with their values and expectations. From digital recruitment and technological innovation to flexibility and authentic culture, these strategies will help you win over this talented generation. And by fostering learning, collaboration, recognition, and well-being, you can build a workforce that’s not just ready for the future but eager to create it.
In a rapidly evolving workplace, staying in tune with Gen Z is more than just a competitive advantage—it’s essential for success in the tech industry.
Trends, Technology, and Leadership – A Look Inside Retained with Tino Mantella, President & Managing Partner
Rapid AI development, increased cybersecurity risks, and an increasing need for expert communicators are just some of the challenges facing today’s IT leaders. Tino Mantella talks about this, executive search, the state of nonprofits, and more in his recent interview with John Ray, host of North Fulton County Business Radio.??
Tino is President & Managing Partner of Retained, a leading executive search firm specializing in the Technology and Nonprofit sectors. During the discussion, Tino and John touched on several topics, including Tino’s background, industry trends, what he’s doing with Retained, and more.?
Challenges Facing Technology Leaders?
Speaking on some of the unique challenges facing IT leaders like CIOs and CTOs, Tino shared how things have changed over the years and how these types of roles have evolved.??
“Now they (speaking of Tech Leaders) have to be next-level communicators, where they may be sitting with the CEO, or they have to go before the board to discuss security concerns and assurances. Their sophistication as communicators is really important.”?
On top of that, companies must be sure of what they are looking for in a Tech leader, like a CIO. Are they maintaining the status quo or are they on the cutting edge of innovation? Are they going to help their organization migrate its data if necessary???
“So, when looking for a company’s next leader, It’s really about understanding their needs,” explains Tino. I leverage my personal network, Retained’s nationwide network, AI, and other available resources to say, ‘OK, here’s three to five candidates that we think would be really good for this role.’”??
A little later in the discussion, John mentioned the difference between understanding what clients might be looking for and providing advice or discernment on what they should be looking for. From Tino’s perspective, it’s not about changing their mind but broadening their perspective and asking the right questions.??
“What happens is people are looking for somebody who has red, yellow, or green, and maybe my opportunity is to say, have you thought about blue? This is in terms of something they can contribute that the client wasn’t considering.”??
Leadership in Executive Search?
Tino has held many leadership roles over his storied career, and one of his more recent roles was as President & CEO of Turknett Leadership Group, a leadership development firm based in Tucker, GA. During that time, Tino had the opportunity to see some of the challenges that leaders faced and the types of leadership principles that could be applied to remedy those challenges. This gives Tino a distinct advantage in the role by applying that knowledge to his searches and interviews.??
“At TLG, we were coaching around 300 individuals, many of whom were at the C-Suite level. I got to see every opportunity they had and every challenge they had, which really helps me to see when I’m doing an executive search.”??
When asked by John who would be an ideal client, Tino emphasized their flexibility and capability to serve a diverse range of businesses, from large companies to mid-cap. “Really, companies of any size, in this case, would be a good fit,” explains Tino. “I’m beginning to communicate with PE firms and VC firms even. Maybe they’re looking to expand their team, or now they have majority ownership, and they’re looking for new leadership that we can do those searches.”?
While Retained partners with larger corporations, Tino acknowledged that even small-cap companies could benefit from their services. Tino also highlighted the importance of focusing on emerging sectors of technology. “I’d love for a young company to say, ‘I need to hire my first head of marketing,’ or ‘I need to hire my first CIO or VP of technology.’ Many of them now are CTOs because they are using more of the cloud.”??
Executive Search Reengineered?
Check out the full recording to hear the rest of Tino and John’s conversation. Retained is reengineering the search process, simplifying the executive search process while maximizing the effectiveness of our proven recruitment strategies. We’d love to help you find your next leader. Visit our solutions page to learn more about what we have to offer, and contact us today to get started.??
Check out our current hottest roles:
Gainesville, GA or Houston, TX
We are looking for an Application Architect to drive our technical strategy and ensure robust, scalable solutions aligned with business goals. This role demands a deep understanding of enterprise architecture, where you'll provide leadership to engineering teams, implement effective design patterns, and innovate automation strategies. Your responsibilities include developing and documenting application frameworks, enhancing API and microservices integration, overseeing application updates, and managing mobile app store submissions. You will also support Agile practices, advocate for DevOps methodologies, and collaborate with various teams to ensure project alignment and successful outcomes.
The ideal candidate should have a Bachelor's degree in Computer Science or a related field, with over five years of experience in architectural design, .NET and React development, SQL database management, and Azure cloud services. Expertise in building and scaling applications, optimizing performance, and using CI/CD pipelines with Azure DevOps is crucial. Additionally, familiarity with Docker, mobile app store deployments, and automated testing is required. Strong communication skills, a proactive attitude, and a commitment to best practices and continuous improvement are essential for this role.
Scottsdale, AZ
Are you a growth-oriented professional seeking a dynamic role in a fast-paced Family Office environment? We’re excited to offer an opportunity for a Senior Tax Accountant/Manager who will play a crucial role on our mission-driven team. This position involves primarily tax compliance (80-90%) with additional general accounting responsibilities (10-20%) such as managing general ledger, accounts receivable/payable, fixed assets, cash management, and real estate property management and construction.
We’re looking for a candidate with strong tax expertise, including experience preparing and reviewing federal and state income tax returns for various entities. While familiarity with family office investment accounting and real estate is a plus, it’s not required. Ideal candidates will be tech-savvy with proficiency in Microsoft Office, especially Excel, and possess strong attention to detail, analytical skills, and the ability to work both independently and collaboratively. If you have 3+ years of tax preparation experience and are ready to contribute to an entrepreneurial team, we’d love to hear from you. Apply now to join us and make a significant impact!