The Interactive Job Market: Who’s Hiring, What They’re Looking for and How You Can Succeed
Drew Neisser
CEO, Renegade Marketing
1) What do you look for in hiring an employee at your company, and what do you recommend that job applicants of any interactive media company do?
We look for dogged, imaginative and curious renegades who have a real passion for the interactive space. We check to see that they have a track record of making significant contributions on their projects and we probe to determine that they’re driven to exceed client expectations and execute their projects flawlessly. It’s also important that these individuals have a life outside of Renegade, that they are passionate about something, or several things! We also have them meet as many people as possible and look to see if they’re the type of person who can have fun here, who can be a great team player and who really thrives on working in a collaborative environment.
2) What is the most difficult position you are having trouble filling and why?
Finding skilled eProducers is a real problem right now for just about every interactive agency. The demand for them is higher than ever and there is a real shortage of mature talent due in part to the dotcom bust a few years ago. We have made a habit of growing our own, transforming raw talent into skilled online producers. If they have the passion for it, we can train them.
3) Given that our medium has been built by a younger generation and at times by people from other parts of the world, does age or cultural background have any bearing on your hires? (this with the understanding that most companies are EOE)
We embraced the multi-cultural nature of the web from the start. More than 1/3 of our staff was born outside the US including Venezuela, Lebanon, Dominican Republic, Turkey, Indonesia, India, Mexico and England. Our mini-United Nations translates into a wonderful melting pot of ideas and cultures. It also makes for a great “international night” party to which Renegades bring favorite foods from their native countries.
4) What skill set do you find most applicants lack?
We interview a lot of people and hire with extreme selectivity. If you can’t communicate well, you probably won’t even get in the door for an interview. Assuming you made it past that hurdle, the next cut is because that individual either didn’t have the skill sets we were looking for or couldn’t convince us they could learn the skills fast enough. The final criteria are likeability and passion. We like people who are passionate about the things we do in the office and those they do outside the office.
5) What are you currently hiring for?
We are looking for junior & senior eProducers, online media pros and a couple of great account management people. That said, we will talk to anyone who thinks they have what it takes to be a Renegade.
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