Archive for mobile devices

Future of Enterprise Mobility in Secure Mobile Devices

NextGen Global Executive Search recruits engineers developing secure mobile apps for defense systems using enterprise mobilityEnterprise mobility used in ruggedized mobile device, including smartphones and tablets are becoming the secure platform of choice for military, public safety, and commercial industrial workforces.  While JTRS mobile handsets have evolved over time, secure mobile apps and enterprise data is becoming an absolute necessity.  When it comes to tablets, they are still in the infancy stage.

The security of the data  mobile apps, user experience, display, and RF fingerprinting have a good 2-3 years more development before they can be used even on a trial basis, especially by the Department of Defense.  General Dynamics, for instance, has partnered with several companies in this initiative, as well as a number of secure mobile apps vendors are developing as fast as they can, including CoolFire Solutions, Good Technology, Motorola Mobility, and others.

The DOD has dozens of secure terrestrial- and satellite-based mobile computing platforms, but commercial alternatives are definitely more versatile in terms of real-world compatibility and application support, by far much cheaper, and faster to deploy.

enterprise mobility in C4ISR from NextGen Global Executive SearchThree years ago it was easier to hire qualified engineers to design and develop secure mobile applications and the packaging design of ruggedized secure handsets.  But with more complex enterprise needs, the education bubble (we don’t produce American born engineers -  by and large required for DoD security clearance) and the commercial growth of Android and iOS now used in tablets taking so many of those remaining engineers, it has become a tough road for defense contractors and their subcontractors.

Within our mobile devices, enterprise mobility, and aerospace/defense retained executive search practices, we’ve had to enlarge our staff just to meet the demands of clients’ key staffing needs. From mobile apps development to UX, UI, and product management, identifying and recruiting qualified talent that can gain security clearances has simply become an overwhelming task for Human Resources and corporate internal recruiters.    And since NextGen only performs retained search, we are often called upon when all other recruiting attempts and contingency forms have failed to produce.

Many companies and their vendors – from defense to public safety are still refining requirements and developing the strategy for secure smartphones and tablets.  This is due to so many enterprise applications being very complex and the UI design even trickier.  Several things must be considered when approaching the strategy of enterprise mobility and ruggedized secure mobile devices including:

 

  • enterprise mobility in public safetyForm factor design; feature, customization, configuration
  • Designing packaging, Out Of Box Experience (OOBE), usability test and OOBE test of the packaging.
  • User Setup, Installation – user setup procedure design; user setup procedure test; developing user documentations including quick start guide and users guide
  • Reverse Logistics – return and RMI process; return swap pool size analysis
  • Customer Support – developing support model and process; support staff training material development
  • UI Design, Usability testing – UI and skin concept design; UI usability evaluation and testing throughout the design process
  • Device Test, Certification – functional test, field test, GCF compliance test, usability test, and battery life

Combine that with environmental concerns, dealing with legacy application not designed for touch screens, and the wireless network speed required for large amounts of secure data, and it is a challenge.  The next 3 to 5 years will be very challenging in user interface design. The interfaces must have greater efficiency, be more secure from foreign government hacking, and include reduced redundancy.

VP of Sales for Mobile Cloud Computing

Mobile Content & Device Apps

Client: Mobile Cloud Computing 

Position: VP of Sales

Objective: NextGen Global Executive Search was retained to fill an VP of Sales for mobile cloud computing infrastructure to lead sales and business development in Device Services IP.  The search were critical in regards to urgency and the impact that the role had on key customer of the client.   This role would report directly to the CEO. This position was in Toronto Canada.  The client asked NextGen GES for a confidential search for this replacement role.

 

Search Strategy: NextGen GES conducted a thorough search for candidates in the geographical area which included key competitors and parallel industries. Our focus was on candidates that were currently employed making significant contributions to their companies. We contacted and interviewed more than 50 candidates for this search in an effort to thoroughly screen the candidates for skill level and culture and leadership fit.

Results: The search resulted in NextGen GES finding candidates from the client’s direct competitors who were performing similar responsibilities and ready for a new challenge. Feedback from the client showed that the placed candidate added tremendous value in the role within a very short amount of time. The client was particularly pleased with our search method, how our team kept them informed throughout the process, the speed in which we executed, and the quality of the hired candidate.

Case study for Kelley Dorsey, Practice Lead for Mobile Content, Device Apps, Digital Media


Executive Technical Director – Wireless End to End Systems

Wireless Systems & Mobile Networks

Client: Global Wireless Consortium

Position: Executive Technical Director

Objective: NextGen Global Executive Search was retained to fill a senior level Executive Technical Director position for a client who required an expert in end-to-end systems and global contacts to develop highly technical workshops for the wireless ecosystem worldwide.  With few competitors to draw from in a candidate pool and the fact that in the past several candidates who previously filled the position did not work out, this was going to be a difficult and time consuming search.   No mistake could be made in identifying candidates who not only had the requisite skills and experience,  but who also has an in-depth expertise in various technical aspects of the global wireless supply chain, in particular Radio Access Networks,  mobile backhaul, mobile devices (terminals and handsets), and mobile chipsets.  Finally the candidate needed to both capable of learning a tried and true system but also a visionary who could take the company to the next level.  NextGen GES was recommended to this client because of our domain expertise in the wireless industry as well as our reputation in the market for other clients’ confidence in our ability to deliver finalist candidates that were in the Top 10% Talent.

Search Strategy: NextGen GES conducted research into all of the direct and indirect competitors, drilling down to just two competitors.  We then began cold calling and networking within the client’s competitors as well as outside for a unique talent that had the experience to organize, facilitate, moderate, and sell workshops memberships.  In addition the candidates had to have a strong sense of sales aptitudes, leadership capabilities, and proven accomplishments above and beyond expectations throughout their career.

Results: After identifying three candidates for the short list, NextGen GES conducted videotaped interviews and behavioral analysis testing.  That resulted in three finalist candidates.  Each candidate was again interviewed using customized Intangibles including hypothetical and situational scenarios we designed with the Client hiring team.  We then encouraged the Client to conduct Skype videotaped interviews with the three finalists prior to scheduling face-to-face interviews.  This resulted in discarding one candidate and left the Client with two almost equal candidates to choose from.  The client chose the candidate that NextGen GES recommended to hire.  The client was particularly pleased with our search methodology, how our team kept them informed throughout the process, the speed in which we executed, and the quality of the candidates selected.