Data Science and Research Build Out

To meet the growing demand for DeepLabs in 2020, senior leadership sot to double the size of the technical staff by mid-2021.  Most of the talent hired would report directly to Ted Harris or would work closely with his team, so he worked with other hiring managers to develop a process to ensure the rapid acquisition of high-performing talent without diluting the company’s culture. 
At that time, tech talent was in high demand, especially in the skill set DeepLabs needed (Python, Big Data experience, ML/AI modeling…). Working with HR, he evolved their culture to be remote first to enable pulling from a larger and more diverse pool of talent. To attract new talent Ted leveraged his social media, school, and LinkedIn networks.  For cultural and technical fit assessment, panels of interviewers were created that had a balance of both soft and hard skills. Once a candidate was hired, Ted worked closely with them to assure a smooth transition using whichever communication channel that they were most comfortable with.
By mid-2021 Ted had successfully hired, trained, and retained fifteen technical employees from diverse and impressive backgrounds.