Maybe it's just me, but when I encounter someone espousing the "DS/ML talent is so hard to find" meme, I can't help but think it seems self-indulgent.
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Both of these responsibilities require managers to keep their eye on the ball, and neither can never be fully completed. The right team makes them easier, but they are the bread and butter of line management and you cannot hire them out of existence.
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If you're a manager, get excited about tracking execution and coaching people. They are the near inputs that shape your team's long term outputs, and they are a more reliable path to Being More Strategic than holding out hope for the perfect hire to solve your problems for you
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You're giving away all the good secrets!
Next you'll say that you've gotta aggressively promote data talent according to their growth.Thanks. Twitter will use this to make your timeline better. UndoUndo
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really nice take, especially for a bigger/well established company. but for a new startup, talent matters a lot. Not that they should only aim for senior ppl, but that the difference in talent is synonym to the difference between a thriving or dying company
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Fair point! It definitely pays to be selective with early hires and small teams
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