An Evening of Tech Talks with Women Tech Leaders

An Evening of Tech Talks with Women Tech Leaders If you are a New York-based tech professional who is interested in attending this event, please email hipowertofly.com to be considered for an invite. Join PowerToFly and women tech leaders from Bloomberg, Peloton, and TodayTix for an evening of illuminating tech talks and networking. This invite-only evening will include tech talks and product demos from women tech leaders at each of our featured companies followed by audience QA. Whether you are looking for new job opportunities or just want to network with your peers over complimentary food and drinks, we hope you can join us. The event will be held on April 16th from 6pm to 830pm at Work-Bench, located at 110 Fifth Avenue, 5th Floor.Featured companies includeBloomberg - No other company processes financial data into meaningful and actionable information with the breadth and depth that Bloomberg does. Their 5,000+ engineers and data scientists are dedicated to building and advancing new solutions for the Bloomberg Terminal and enterprise products. Together, Bloombergs team rolls out new software daily that integrates seamlessly and immediately into their clients workflows. Peloton - Peloton is more than a bike. When you join Peloton, you get the opportunity to work alongside the most creative and innovative minds in the field. A few of the benefits and perks of working here are a 401k plan with a 4% match, $100 a month towards your student loans, $100 a month towards a college savings plan Medical, Dental, Vision and Life Insurance, discounted bikes for you and your friends/family, a complimentary digital subscription service, a great work-life balance.TodayTix - Launched in 2013, TodayTix is redefining the way you see theatre. They have created an international ticketing platform that connects global audiences in 13 cities to the $50 billion live entertainment business by helping people secure the best discounted and full-price last minute tickets for the m ost sought after shows around. Agenda (Subject to Change)600pm - Check-In Networking over Cocktails Light Food630pm - Event Kickoff by Work-Bench635pm - Introductory Remarks by PowerToFly640pm - Tech Talks Audience QA with Women Tech LeadersBloomberg - Wendy Kim, Recruiter Betty Lam, Engineering Manager Priya Shrivastava, Engineering ManagerPeloton - Mary Huang, Strategic Program ManagerTodayTix - Rachel Birnbaum, Director of Vertical Expansion Kiki Dolan, Director of Geographic Expansion720pm - Closing Remarks725pm - Networking Continues over Cocktails Light FoodAbout Work-Bench Work-Bench is an enterprise technology-focused VC fund based in New York City. Work-Bench invests in the next era of enterprise founders selling into the Fortune 500 and supports startups through customer acquisition and community. The firms investments include CoreOS, Cockroach Labs, Algorithmia, Merlon Intelligence, Dialpad, Socure, and other leading enterprise startups. Follow Work-Bench on Twitter a nd sign up for the 15K+ subscriber Enterprise Weekly newsletter.About our Events All RSVPd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require assistance to fully participate in this event, please email hipowertofly.com, and we will contact you to discuss your specific needs.Unfortunately, PowerToFly cannot admit outside recruiters to this particular event. Please email hipowertofly.com if you have any questions about this policy.Related Articles Around the Web Work-Bench TodayTix Peloton Interactive, Inc. Bloomberg LP Aki Merced

Questions to Ask a Candidate in a Job Interview

Questions to Ask a Candidate in a Job InterviewQuestions to Ask a Candidate in a Job InterviewWhen the screening of the candidates is done, you will bring the top two or three in for an interview. What questions should you ask them? What answers should you be looking for? How will you know which one to hire? Whether you work for a large company with a Human Resources department and volumes of procedures or are a small business owner with a few employees, the types of questions you want to ask are the same. The Questions to Ask You want to ask the kind of questions that, in increasing order of importance, tell you 1) whether the partie has the skills to do the job, 2) how they function under pressure, and 3) how well they will fit into the kollektiv. Can They Do the Job? These are perhaps the easiest questions. You have seen the persons resume, so you know they claim to have the necessary skills. Ask a few questions to verify what they claim. I see you managed the payroll for three subsidiaries. What was the most difficult part of integrating all of them?When you were the Marketing Manager for ABC company what were the steps you took when planning the annual marketing budget?I see you program in (whatever language). How would you link an indexed field variable to display on mouseover? Notice ansicht questions ask how or what. They can not be answered yes or no. Listen to the answer to see how quickly they answer, how complete/correct their answer is, and whether they answer what you asked or go off to something with which they are more familiar. How Well Do They Function Under Pressure? It may be the area where most managers have trouble asking good questions, but they are more important than the job competency questions above. We are reluctant to be the bad guy, to put someone under pressure. However, there are very few jobs that dont place the employee under stress from time to time. Anybody can do well in calm times. You want people who can functi on well when things get confusing or difficult. To identify which candidate will perform best under pressure, ask tough, stressful questions. What makes you think you are better for this job than all the other candidates?Tell me about a stressful situation that occurred repeatedly on your last job and how you handled it.Which co-worker at your last job did you get along with least well? What did you do about it? Again, the important thing here is how quickly, directly, and completely they answer your questions. If a candidate says, he has never been under stress, avoid that person. Either he is lying, or he is out of touch with reality. If a candidate says, she gets along with all her co-workers and never has a conflict with anyone, press for more information. She is either a saint or a doormat. One question I like to ask here is What did you think of our website? Ittells me whether the person has taken the time to visit our website to learn about the company, but it also tells me h ow they will respond to the pressure of being put on the spot. How Well Will They Fit In? Among equally qualified candidates, this is the most important attribute. You need someone who will fit with the team and be a productive member, someone who will add to the team and not be a distraction. Be careful, though. You arent looking for the nicest person. You are looking for the best fit. In addition to personality, you need to evaluate work habits, a complementary skill set, and where the team needs help. In a very low key office, a loud, boisterous new hire would probably decrease the teams production, because the team would be so busy staring at the newcomer and quietly discuss amongst each other why the person is so loud. On the other hand, someone moderately outspoken could be just what the team needs to get them fired up and producing again at top levels. If everyone in the group comes in between 830 and 9, but works until 6 PM or later, it will be difficult for a new hire t o fit in if they always come in at 630 or 7 so they can leave at 3.