A company in a time of rapid growth would seem to have little to worry about. But in reality, rapid growth can be just as challenging as a time of technological disruption or a time of increased competition in your industry.

No organization can be prepared for everything. But if you bring to these transitions some concepts about how to communicate, how to build a sound, sustainable, thriving culture and how to design your organization, you can navigate this. Organizations that have the capacity to change quickly and to adapt and adjust are going to thrive.

Meet the Expert

Steve Cadigan

Consultant Steve Cadigan
Founder, Cadigan Talent Ventures
Menlo Park, CA
  • English

About Steve

  • 25 years in HR for networks, entertainment, and Internet, retail, insurance, semiconductor sectors.
  • VP HR for LinkedIn, Electronic Arts, PMC Sierra and Cisco.
  • Led WW HR efforts on more than 60 M&A transactions in publicly traded global organizations.

Experience

Founder • Cadigan Talent Ventures
Dec, 2012 — Present
  • Work with individuals and organizations experiencing rapid growth and change
  • Guidance on numerous subjects including: establishing a great culture, recruiting and building awesome teams, developing an employer brand, leadership and management fundamentals, and innovative recruiting strategies
  • Keynote speaker on: the future of recruiting, the future of talent, building a high performing organization, building an amazing culture while growing at hyper speed, employer brand, the realities of being a leader in the new "social" world, and world class M&A integration
Vice President Talent • LinkedIn
Aug, 2009 — Dec, 2012
  • Led all HR activities before and through the IPO that took place in May 2011 and post IPO have kept retention of top talent extremely high
  • Built a talent organization focused on high quality service and creating strategic advantage for the business
  • Grew total employee base from 400 to 3000 in 3 years
  • Grew the Talent organization from 3 people based in the US to over 125 global talent professionals
Vice President - HR • Electronic Arts
Feb, 2008 — Jul, 2009
  • Led HR for Games Label Division, 2,500 staff & $2B in Revenue.
  • Managed a team of 20 HR Generalists covering 14 diverse studios located across the US, Canada and Europe
Vice President Human Resources • PMC Sierra
Sep, 2004 — Jan, 2008
  • Responsible for the WW HR Function for 1,250-person organization (Nasdaq: PMCS).
  • Led the integration of two acquisitions: one in Santa Clara, US; and one in Herzliya Israel. Combined, these acquisitions brought 320 new employees to the company and made PMC-Sierra the #1 player in two key segments.
  • Built the foundation for PMC’s first Design Center in India – putting in place the necessary policies and practices to hire talented SW and HW designers. Within a year the site grew from 0 to 40 engineers and within two years the site grew beyond 100. Due to some strategic job design decisions turnover was extremely low compared to market norm.
  • Revitalized company training and development programs. Took PMC University from a training clearinghouse and turned it into an effective development portal focused especially deep in management fundamentals and core leadership skills.
Director of Human Resources • Cisco
1998 — 2004
  • Led the HR Function for Cisco’s Asia-Pacific business: 13 countries, 2,000 regular employees, 1,500 contingent workers, and $7M Budget.
  • As Director of HR Integration, led HR management in all acquisition integrations and divestments. Staffed and built superior team of 21 individuals dedicated to HR integration.

Education

University San Francisco
MA, Organization Development & HR Management, 2001
Wesleyan University
BA, History, 1986

Boards

  • Advisory Board - Simppler
  • Advisor - Eventbrite
  • Advisory Board - QuickMobile
  • Advisory Board - PearlHPS
  • Advisory Board - Gild
  • Advisory Board - Slate Advisors
  • Advisory Board - Nomaders.com
Packages with Steve starting from $500

Your Expert Package Includes:

Best Practices

Access to ALL Best Practices authored by TrustedPeer Expert Steve Cadigan on this topic.

Pre-Call Discovery Process

Review and analysis of your issue with pre-call discovery questions by Steve, followed by a 30- or 60-minute one-on-one call. Sample

One+-on-One Call

Your (+colleagues) session is directed and focused from the first minute.

Session Summary Report

After your call, Steve completes a Session Summary Report to provide you with the session’s discussion topics, analysis, assessment and recommendations for next steps. Sample

Post-Session Engagement

After your session, continue your relationship with Steve on your own, or with TrustedPeer’s support.