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- Regarding inquiries from
business entities seeking to hire Eric M. Scharf / SCS – herein
referred to as 'SCS' (including business principals, business
hiring managers, talent recruiters, and hiring agency representatives):
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The following steps are designed to
level set on:
A) Potential correspondence
regarding social media connections with SCS or new
product / project opportunities for SCS.
B) The
depth of information SCS reasonably expects to receive from
interested, contact-initiating parties regarding potential new opportunities.
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1) Phone inquiries – for the express
purpose of presenting an opportunity in lieu of
sufficiently-detailed social media or email communication
for that opportunity – will receive no response. No
exceptions.
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2) Introductions via social media
(e.g. LinkedIn) are welcome.
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3) Responses to introductions and
acceptance of invitations will be at SCS's discretion and per
availability.
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4) Introductions via direct email –
describing the specific purpose(s) of your business
inquiry – are also welcome.
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5) Communications – from any of the
following inquiry categories – may receive no response.
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"Your information was in our database" inquiries
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Inquiries displaying vague purpose / details such as:
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"Part of a team that wears multiple hats"
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"Assumes other responsibilities as needed"
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"Startup environment and all that is entailed"
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Inquiries displaying poor grammar and spelling errors
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6) Requests for assistance in
identifying resource candidates – for potential hire by a recruiter's
client – are welcome. If after inquiring (and / or after stating "If you are not
currently looking, please share this job description with
someone you know who may be a fit") the following informational
deficiencies still exist, you may receive no response.
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Reward-for-hire terms are not clarified up front:
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Payment method
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Payment amount or percentage split (in USD)
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Payment timeline:
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On DOH (Date Of Hire)
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Or 30 / 60 / 90 days from DOH
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The provided job description is incomplete or vague
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Quality candidates require quality descriptions
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The client's preferred DOH is not clarified:
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Ideal candidate may not be available for desired DOH
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7) Opportunity accuracy is a
critical requirement for candidate, recruiter, and client alike
(all of whom deserve an equal chance to succeed). Carefully
review the in-depth content of this web site – versus the
high-level content of SCS social media profiles – before sharing any
opportunities.
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SCS must research the products and
services of potential client companies before approaching them
with proposals (focused on perceived business gaps), and
hiring entities are encouraged to perform the same due diligence
on the expertise offered by SCS.
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8) Opportunity inquiries for NEW
projects should include reasonably detailed,
non-confidential information on each of the following business
requirements for serious consideration.
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Introduction describing the
sender / sender's firm
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Confirmation of sender as principal or representative
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How you learned of SCS (referral / social network)
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Familiarity with SCS's background and expertise
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High-level opportunity
statement
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Opportunity type (contract / CTH / FTP)
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Opportunity location (onsite / remote)
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If relocation to onsite is required:
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Confirm
if relocation assistance is provided
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Confirm relocation
assistance
amount
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Confirm assistance disbursement method
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Opportunity length if
contract (3-6-9-12+ months)
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Opportunity goals
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Opportunity requirements
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Expected load of simultaneous products / projects
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Product / project types assigned to said role:
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Mobile app / video game / web-based app / website
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Operating systems:
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For which product / project is being developed:
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iOS / MacOS / Android / Windows / Other
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On which product / project is being developed:
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MacOS / Windows / Other
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Hardware:
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For which product / project is being developed:
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Apple / Google / Microsoft / Samsung / Other
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Playstation / Xbox / Wii-U / Switch / Other
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Number of direct report resources to said role
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Resource types (onshore / near shore / offshore)
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To whom said role would be regularly answerable
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Travel requirements (locales
/ regions and how often)
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Success metrics
and conversion timeline if CTH
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Success metrics if-and-for
contract extension
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Opportunity compensation (salary
range / hourly rate)
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Onboarding requirements:
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For principal or hiring agency (examples
here)
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Interview process (steps / types / locations)
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Set expectations for interview process timing
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Preferred DOH
(fixed date / range of dates)
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Official point-of-contact (if not sender)
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9) Opportunity inquiries for
IN-PROGRESS projects must include reasonably detailed,
non-confidential information on all line items in point 7 above
and each of the additional business requirements below for serious consideration.
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If a fixed DOH for the role, identify the driver(s)
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Role incumbent status (promoted / vacated / leaving)
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If role incumbent vacated / leaving, confirm status of:
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Client / stakeholder current disposition
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Client / stakeholder awareness of pending change
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Client-approved production methodology
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Product / Project team current morale
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Product owner (if using an agile methodology)
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Knowledge transfer plan
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Project documentation (examples
here)
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Discovery phase
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Source control for all project disciplines and assets
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Existence and condition of source control
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Existence and condition of assets
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10) The initiating principal /
recruiting representative (in conveying any potential
opportunity) is
reasonably responsible for:
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Performing pre-contact due diligence
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Setting transparent, end-to-end expectations
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Fulfillment of business requirements in points 7 and 8
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Ensuring the best experience-to-opportunity match
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11) While SCS does collaborate with
Information Technology (IT) related businesses – when
specifically required for a given project – SCS does not provide
IT services.
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