Job Q&A
by Alicia Carey
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After nine years as COO of a traditional consulting firm, Bob Stark has become COO of the San Fransisco-based HiringTools.com, a young company with 10 employees. Stark now faces the unique challenges of the dotcom world. While adjusting has certainly not been easy, Stark is finding this new field to have an "excellent quality of work life."

Monster.com: Tell me about HiringTools.com.

Bob Stark: Our site is building a suite of imminent products, including a job description writer, job ad writer, interview question writer and a variety of employee retention tools. One thing that differentiates us from others in this space is that we provide the tools that address specific steps in the hiring process. The tools really increase productivity and are easy to use.

Mc: Why do you see a need for this type of service?

BS: First, there is a huge hiring crisis right now. There are plenty of jobs, but finding the right person is a challenge. Second, there aren't that many good hiring tools out there. The Web is great for addressing this problem.

Mc: What did you do before HiringTools.com?

BS: I was COO for a consulting firm that focused on HR strategy. I have my honors in business administration from the Ivey School of Business Administration in Canada. It's an HBA, similar to an MBA. I have always been interested in the application of rational and, where possible, quantitative methods to improve the productivity and effectiveness of the HR process, an area of business that has traditionally been qualitative and highly inefficient.

Mc: Why did you move to a dotcom?

BS: The consulting firm where I used to work was stimulating, but it was much more hierarchical. Here, it is a very democratic, open sharing of ideas.

Mc: Take me along on a typical workday.

BS: I get in earlier than most of the staff; that gives me some quiet time between 7 a.m. and 9:30 a.m. Then I dig into my correspondences with various fundraisers. Angel funding is a number one priority right now. I'll work on strategy brainstorming with our CEO and founder, and then there are administrative details like paying bills and working on getting a new lease. I also spend a good chunk of time interviewing and hiring new candidates. I work late about three nights a week and try to get out early and get some exercise two nights.

Mc: What do you look for in your employees?

BS: Personality and values. Key attributes are a high tolerance of ambiguity and a readiness for change.

Mc: What other positions are there at HiringTools.com?

BS: We have business development, marketing, product development, content/editorial and IT.

Mc: What has been the biggest adjustment in your move to a dotcom?

BS: Having to do more of my own stuff. I went from having a full-time assistant and large office to sharing an office and phone line with seven other people. It's been a huge adjustment. The wardrobe has also been a big change.

To anyone transitioning to a dotcom, I suggest they hit the Gap. I have a closet full of suits and ties that I never wear anymore. Also, read Red Herring and immerse yourself as much as possible in the e-economy.

Mc: You're located in San Francisco. Is it advantageous to be so close to Silicon Valley?

BS: It really is. When we are looking for venture capital funding, there are many more choices available. It's also just a great community to live and work in. However, we do have cost of living issues here; it's very expensive. People that are here really have to want to be here.