Joining us today is Adam Redlich, Vice President and Talent Acquisition at Octane. Adam shares the difference between time to fill and time to hire, why if a candidate is a maybe, they’re a no, and why if a company pushes you to sign quickly, there’s usually something they don’t want you to find out.

Key Points From This Episode:

An introduction to today’s guest, Adam Redlich, at Octane.
The state of things at Octane, having moved from hybrid to remote working.
Expectations and predictions on how the remote and hybrid systems will evolve.
Adam’s role at Octane and what the business focuses on within the Fintech space.
How the growth they have experienced was not part of any particular plan.
Why they have chosen to be conservative with growth.
Distinguishing between when it is time to fill and when it is time to hire.
Why he works according to the mantra that if somebody is a maybe, they are a no.
What you should do as a candidate if an employer tries to keep you on the line.
Why he believes that transparency is key to the hiring process.
How working in a bigger more established company might not be the best place to start.
Diversity inclusion at Octane and how Adam was involved in the process.
How, if a company is pushing you to sign quickly, there is usually something they don’t want you to find out.
How upfront you should be with your current employer when you are looking for a new role.

Tweetable:

“One of the engineering leaders made the comment, if somebody is a maybe, they are no and for me, that's been a mantra that I've had since, because, especially at a growth stage company, we need to hire people that we're excited about.” — Adam Redlich [0:13:28]

“I believe that transparency is key throughout the process. I let candidates know, early on, during my very first conversation with them.” — Adam Redlich [0:15:50]

Links Mentioned in Today’s Episode:

Adam Redlich on LinkedIn

Talk Talent to Me

Hired

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