Global Recruiters of Pikes Peak (GRN-PP)

𝑻𝒉𝒊𝒔 𝒊𝒔 𝒘𝒉𝒚 𝑾𝑬𝑨𝑲 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑩𝒍𝒐𝒄𝒌 𝒕𝒉𝒆 𝒔𝒖𝒄𝒄𝒆𝒔𝒔 𝒐𝒇 𝒕𝒉𝒆𝒊𝒓 𝑬𝒏𝒈𝒊𝒏𝒆𝒆𝒓𝒔  𝑨𝒏𝒅 𝒇𝒐𝒓𝒄𝒆 𝒕𝒉𝒆𝒎 𝒕𝒐 𝒉𝒊𝒕 𝒕𝒉𝒆 𝑮𝒍𝒂𝒔𝒔 𝑪𝒆𝒊𝒍𝒊𝒏𝒈… Engineering is fast-paced. And Engineers love to grow and progress. But sometimes a Manager will try to stop them. 𝘚𝘰𝘮𝘦 𝘩𝘢𝘷𝘦 𝘴𝘦𝘭𝘧𝘪𝘴𝘩 𝘮𝘰𝘵𝘪𝘷𝘦𝘴. 𝘖𝘵𝘩𝘦𝘳𝘴 𝘴𝘪𝘮𝘱𝘭𝘺 𝘧𝘦𝘢𝘳 𝘭𝘰𝘴𝘪𝘯𝘨 𝘵𝘢𝘭𝘦𝘯𝘵 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦 𝘵𝘰 𝘳𝘦𝘱𝘭𝘢𝘤𝘦 𝘵𝘩𝘦𝘮. Either way, they create a “technical glass ceiling” that’s difficult to break. Early in my career, this happened to me. A Senior Leader saw my potential and asked my Manager to discuss a different role with me. But it was blocked. 🤔 Over time, I sensed that I was being held back. Later on, out of guilt, my Manager told me the truth. They didn’t want me to switch teams because they needed me. While I appreciated his honesty, I reminded him that his job was to EMPOWER me, not LIMIT my growth. 🚀 Fast forward, now I’m a manager and one of my top engineers wants to relocate to a different geographical area. There were no opportunities within my department. What did I do? I networked with other managers in the company to find an opportunity for this individual. This engineer was an asset to the company, too valuable to lose. A couple of years later, luck would have it and this individual requested to return to my group as I now had an opportunity in his region. He was thankful that I had not held him back and wanted to work with me again. Managers should be more transparent and encourage progression and internal mobility. Encourage and foster professional growth among your team. It will pay off in the long run. Every Engineer deserves to smash the "technical glass ceiling" and thrive. #engineering #leadership #grnpikespeak

𝑬𝒏𝒈𝒊𝒏𝒆𝒆𝒓𝒔 𝑵𝑬𝑬𝑫 𝒎𝒆𝒂𝒏𝒊𝒏𝒈𝒇𝒖𝒍 𝒑𝒓𝒐𝒋𝒆𝒄𝒕𝒔. 𝑶𝒓 𝒘𝒆 𝒇𝒆𝒆𝒍 𝒅𝒊𝒔𝒔𝒂𝒕𝒊𝒔𝒇𝒊𝒆𝒅 𝒂𝒏𝒅 𝒖𝒏𝒆𝒏𝒕𝒉𝒖𝒔𝒊𝒂𝒔𝒕𝒊𝒄.  𝑯𝒆𝒓𝒆’𝒔 𝒉𝒐𝒘 𝒕𝒐 𝒄𝒐𝒎𝒃𝒂𝒕 𝒕𝒉𝒊𝒔… For most Engineers, meaningful projects are those that: - Challenge our skills. - Align with our values. - Positively impact society. - Push the boundaries of technology. But sometimes, we find ourselves in roles where work loses its meaning. (Perhaps when a company's focus shifts or innovation takes a backseat to maintenance.) I’ve experienced this firsthand. I’ve always been driven by curiosity and a desire to understand the 𝐛𝐢𝐠𝐠𝐞𝐫 𝐩𝐢𝐜𝐭𝐮𝐫𝐞. 🔮 So whenever I stopped finding a role meaningful, I sought a new challenge. Because when we begin to dread the tasks that once excited us, we start to feel stagnant. We become dissatisfied, unenthusiastic, unhappy, and even stressed and burned out. This led me from engineering to commercial to operations to technical sales and back to engineering! 🌞 The good news is that if you’re feeling this way, there’s always another option. Many companies do prioritize innovation, invest in R&D, and have a clear, positive mission. All you need to do is find them and get on board. #careergrowth #engineer #grnpikespeak 

3 𝑩𝒊𝒈𝒈𝒆𝒔𝒕 𝑴𝒊𝒔𝒕𝒂𝒌𝒆𝒔 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑴𝒂𝒌𝒆  𝑾𝒉𝒆𝒏 𝑻𝒓𝒚𝒊𝒏𝒈 𝒕𝒐 𝑺𝒆𝒄𝒖𝒓𝒆 𝑻𝒐𝒑 𝑬𝒏𝒈𝒊𝒏𝒆𝒆𝒓𝒔: 1️⃣ 𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐌𝐚𝐭𝐜𝐡 𝐓𝐫𝐚𝐩 Technical proficiency is important, but even the best candidates rarely tick every box. With a narrow focus, you’ll overlook equally vital attributes like adaptability, problem-solving skills, and cultural fit. 𝘒𝘦𝘦𝘱 𝘢𝘯 𝘰𝘱𝘦𝘯 𝘮𝘪𝘯𝘥. 2️⃣ 𝐀 𝐋𝐞𝐧𝐠𝐭𝐡𝐲 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 Right now, top engineers are in high demand. They won’t be available for long.   If you find one you like, you need to secure them with an efficient but thorough process. Hasty decisions result in poor hires. But a lengthy process means you’ll miss the boat. 𝘚𝘵𝘳𝘪𝘬𝘦 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘣𝘢𝘭𝘢𝘯𝘤𝘦. 3️⃣ 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐃𝐞𝐟𝐢𝐧𝐢𝐭𝐢𝐨𝐧 Without clear parameters defining a “good”, “great”, and “poor” candidate, your process will be full of inconsistency and bias. All candidates must be evaluated fairly and consistently. Then, you’ll make great quality hires and improve candidate experience, too. Securing a Top Engineer is more than just filling a role. It’s about building a team that will drive innovation and success. 𝘉𝘺 𝘢𝘷𝘰𝘪𝘥𝘪𝘯𝘨 𝘵𝘩𝘦𝘴𝘦 𝘵𝘩𝘳𝘦𝘦 𝘤𝘰𝘮𝘮𝘰𝘯 𝘮𝘪𝘴𝘵𝘢𝘬𝘦𝘴, 𝘏𝘪𝘳𝘪𝘯𝘨 𝘔𝘢𝘯𝘢𝘨𝘦𝘳𝘴 𝘤𝘢𝘯 𝘱𝘶𝘵 𝘵𝘩𝘦𝘪𝘳 𝘣𝘦𝘴𝘵 𝘧𝘰𝘰𝘵 𝘧𝘰𝘳𝘸𝘢𝘳𝘥. #engineers #hiring #grnpikespeak

“𝑰’𝒎 𝒚𝒐𝒖𝒓 𝑴𝒆𝒏𝒕𝒐𝒓 𝒇𝒊𝒓𝒔𝒕, 𝒂𝒏𝒅 𝒚𝒐𝒖𝒓 𝑩𝒐𝒔𝒔 𝒔𝒆𝒄𝒐𝒏𝒅.” 𝑺𝒕𝒂𝒏𝒅-𝒐𝒖𝒕 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝒍𝒊𝒗𝒆 𝒃𝒚 𝒕𝒉𝒊𝒔…. During my Engineering career, I was fortunate to work for several great managers. They exemplified effective communication, established a clear vision, and made me feel valued. And the good ones all focused on mentorship over management. Instead of giving me answers to technical questions, they taught me how to find them for myself. Instead of accepting that it “couldn’t be done”, they challenged me to find an innovative solution. Both personally AND professionally, their actions had a significant impact on me. They changed my perception of what it meant to be an Engineer. They reinforced my commitment to continuous learning and improvement. And they reminded me just how important the collective effort was. If you’re an Engineer working for a less-than-supportive Manager… Don’t stay put for the sake of it. There are better 𝑳𝒆𝒂𝒅𝒆𝒓𝒔 out there - I promise. Try to find one who inspires and challenges you. Take ownership of your growth. Never stop pushing your boundaries. And remember that every obstacle is an opportunity - there’s always a solution if you look hard enough. PS: Leaders, take a leaf from my old Managers’ book, and never underestimate the power you have to change someone’s life. #leadership #mentor #lovewhatyoudo #grnpikespeak