Career Path - Matthew Liptak - Manager, Global Talent Acquisition at NetBrain Technologies
What does the career path and day in the life look like for a Manager, Global Talent Acquisition at NetBrain Technologies?
We interviewed Matthew Liptak to find out!
Also, NetBrain is hiring! Visit their BIZZpage for the latest job openings!
Where did you grow up? What did you parents do for work? What was your very first job (before any internships)?
I grew up in the western part of Massachusetts, Amherst, MA to be exact. This was a college town home to UMASS, Amherst College and Hampshire College and it was an interesting place to grow up, filled with interesting people, mostly professors and teachers working at the area schools. My father was a dentist with his own practice in Holyoke, MA. My parents divorced when I was a teenager and my mother went back to college to earn a degree and worked for herself as an interior designer/architect and is an artist as well. My first real job was at 16 years old in high school working as a bagger at Stop and Shop, then as a stock clerk for a drug store and as a dairy clerk at a place called Bread and Circus (no Whole Foods). I look back at these jobs as really establishing the work ethic I carry with me today.
Where did you go to college? What did you study and what were some of your initial jobs out of school?
My background is sort of nontraditional since I joined the US Marine Corps directly out of high school and spent 12 years on active duty all over the world. I started out as a Supply Clerk, moved into work as an US Embassy Security Guard, then spent the majority of my military career as a Recruiting Manager and Career Advisor. I visited several countries globally and this experience really gave me the backbone of my future work ethic. The training the military provided was second to none. While serving in New York, I attended the State University of New York at Old Westbury and studied Sociology.
During your service in the Marines, what spawned your interest in recruiting/career planning?
Recruiting was a voluntary job in the Marines that a person could follow and, if they were successful, serve in that role for a longer duration. When I got into recruiting, I loved it. I finished my military career as a career advisor retaining service members, moving Marines into other types of roles and reenlisting exiting Marines. This experience helped to set the foundation for my experience even today.
You have a voluminous amount of experience in recruiting at many well-known companies. Can you share how the culture at some of these companies varied and how that affected their ability to attract the best talent?
I started out after the military on the staffing agency side of recruiting and the agency side gave me a good backbone working with several different types of companies, from healthcare to banking to technology. I learned how companies worked, their cultures and the types of candidates that were attractive to them. This helped to form how I adjusted to various cultures on the corporate side. When I moved to the corporate side of recruiting, I had to adjust my style to attract talent to one company with one type of culture, and had to sell that one culture. Many of the companies I worked for early on were acquired, had layoffs, or had unique cultures and each had their own personality. Some were an easy sell, up and coming and unique and attractive. However, some companies were a much harder sell which over time, I realized would be more difficult places to work. I quickly realized that the corporate side of recruiting had its own set of challenges.
Can you share the high-level responsibilities of your current position as Manager of Global Talent Acquisition at NetBrain?
When I joined NetBrain, I was the first leader of Talent Acquisition the company ever had, and the company was in a position to experience high growth and opening several locations internationally. I was tasked with not only centralizing recruitment, but establishing a process, implementing a strategy as well as training and mentoring hiring managers on recruitment. The company is on a growth trajectory and needed a leader that could seamlessly streamline recruitment and I feel in just a short amount I have done this so far.
As someone who is in the talent acquisition profession, what are the top three things you look for in a candidate?
- Strong background that matches the job requirement
- Soft Skills which includes personality, communication, how they get along with others in an organization, good dialogue, culture fit, energy level
- Technical ability
Any tips for someone considering a career in recruiting/talent acquisition?
Do the due diligence to research this career path, a lot of people think this is an easier job than say sales, but it is not the case. This industry is very difficult and there are a lot of people in the field, especially in New England. However, as I say the strong survive in this industry and it is really a work hard, play hard role. Whether a person is an agency or corporate, the job demands people constantly educate themselves on best practices and adjust to changing technology and environments.
Day in the Life
Coffee, tea, or nothing?
Coffee daily but only in the morning, green tea in the afternoon.
What time do you get into the office?
8am sharp everyday.
Every day is different, but can you outline what a typical day looks like for you?
Constantly changing, candidates to phone screen, requisitions to open and source candidates, hiring managers to meet with and offers to extend, jobs to fill. Everyday is different but I love the chaos.
What time do you head out of the office?
The more time I spend in the office does not necessarily translate to success. I am a tech junkie and I am constantly on my phone and attached to email. I feel I work smart and my communication with candidates and the office works well.
Do you log back in at night or do you shut it down completely?
Always connected. This job demands someone being connected well into the evening.
Any productivity hacks?
I maintain a good work life balance to avoid burning out which can happen in this industry if not maintained accordingly.
What are the 3 apps that you can’t live without?
LinkedIn, Twitter, Boston Business Journal.
What professional accomplishment are you proudest of?
My military career. When I went into the Marine Corps, I never dreamed it would set the tone for the rest of my career the way it has. Not only did it give me training and experience it gave me self confidence, initiative and discipline to handle most situations that are thrown at me. Not many people in my field can say they spent 12 years serving this country. I mean at 22 years old I was in charge of the security for a US Embassy. That is quite a feat If I must say so myself.
Who do you admire or call upon for professional advice?
There are a few people in my career I truly value and call upon to this day for advice and some I still admire but do not call upon but look back and think how great a manager they were. My first managers on the agency side at Randstad and the Judge Group, my first HR Manager that hired me in my first corporate role and then scattered throughout my career, a few hiring managers at senior levels that are my references today like Bob Dorion, former HR Director at AspenTech. However one that truly stands out is my last manager, Vivian Vitale, the former Executive VP of HR at Veracode. She was the even keeled manager, mentor and coach I needed to now carry my career to the next level and I think that without her guidance and advice, I would not have been as successful as I have been and will be in the future.