The result of the US Presidential election has caused major ripple waves throughout Silicon Valley – even spawning a growing call for a ‘Calexit’ and the creation of a California Republic.
The result of the US Presidential election has caused major ripple waves throughout Silicon Valley – even spawning a growing call for a ‘Calexit’ and the creation of a California Republic. Along with this, it has caused unprecedented interest in, and questions about, moving to Canada. During the past day I have fielded a number of calls from people in the Valley inquiring about such a move – frankly a theme that has permeated many of our US conversations over the past 6 months. I have also fielded the question during a Tech panel last night and from a few of our Canadian clients: will this cause people to move?
Given the multitude of factors at play in any relocation decision, my answer has generally been: ‘It’s too early to tell, but it might have a real impact – especially for Canadians living south of the border.’ It is my view that Canadian technology organizations should act now to reach out and plant the seeds for such a move. Depending on how the first six months of 2017 play out, this exit movement could become a reality – be ready!
How should companies seize this opportunity to approach strategic hires in the Valley? Here are a few of our recommendations, based on best practices we have seen with some of our technology clients:
1. It’s an Organizational Commitment – This is not just a role for your talent organization; the CEO, other relevant executives and even your investors and/or board members should be part of this effort.
2. Get to know best global talent in key functions. Do you have key strategic hires you will need to/love to make over the next 12 months+? Start identifying key leaders in those functions and reach out. An outreach from a CEO or Board member is likely to yield a coffee meeting or introductory phone conversation. Worst case, you make a new connection and learn something.
3. Take relocation headaches off the table. If you haven’t already,put resources in place to create an outstanding experience for international hires buy providing support across tax, housing and other time consuming but important relocation details.
Originally published on LinkedIn
