Learn the techniques that award-winning CIOs use to ensure the right talent for their IT teams--and apply the lessons to your own job hunt.
6 of 8
CIO Tom Peck recruits tech talent to Levi Strauss in San Francisco, so there's both a deep talent pool and fierce competition for the best people. Peck knows how important the reputation of his IT organization is when it comes to hiring. "Most importantly, I need to have great leaders," he says. "If you have great leaders who are delivering, they'll attract talent with them. So, I need to have good people at my table who know good people who know good people. Success breeds success." That extends to maintaining strong relationships with vendors and suppliers, since that is a big part of a company's reputation in the industry--both IT and retail. The last piece of this reputation is letting outsiders and employees know the kind of complex IT work Levi Strauss doing -- from marketing in the digital economy to improving supply chains and to creating new retail store experiences.
Then, a CIO needs to know what kind of people the company wants. "We try to look for that person who has the technology breadth but also has the business acumen and the leadership to want to deploy the technologies."
Lesson for job seekers: You know this one, but it can't be said enough in a job search--your own network and reputation matter more than anything.
The Business of Going DigitalDigital business isn't about changing code; it's about changing what legacy sales, distribution, customer service, and product groups do in the new digital age. It's about bringing big data analytics, mobile, social, marketing automation, cloud computing, and the app economy together to launch new products and services. We're seeing new titles in this digital revolution, new responsibilities, new business models, and major shifts in technology spending.