Alviso

IBM IBV surveyed 2,000 CEOs across the globe and industries.

Here is what the 2025 CEO Study shows:

61% of CEOs say their organization is actively adopting AI agents and preparing to implement them at scale.

64% say they’ll have to take more risk than their competition to maintain a competitive advantage.

64% of CEOs say the risk of falling behind drives them to invest in some technologies before they have a clear understanding of the value they bring to the organization.

67% of CEOs say they need more budget flexibility to take advantage of digital opportunities that drive long-term growth and innovation.

68% of CEOs say AI changes aspects of their business that they consider core.

61% say competitive advantage depends on who has the most advanced generative AI.

CEOs say 31% of the workforce will require retraining or reskilling within three years. And 54% say they’re hiring for roles related to AI that didn’t even exist a year ago.

Top barriers to innovation identified in the survey:
1 Organizational silos/lack of collaboration
2 Aversion to risk/disruption
3 Lack of expertise/knowledge
4 Lack of clear innovation strategy
5 Limited budget/financial resources
6 Inadequate technology
7 Insufficient or poorly integrated data

Read the full study for more insights and tips on what to do.
https://drive.google.com/file/d/1Uz8Kg1LwiAnyV8k4Vn22ftayUUQwqQg5/view

2025-ceo-study-5-mindshifts-to-supercharge-business-growth-report.pdf Read by RoboHung

Face-to-Face Interview Sticks Better

🧍The first interview is rarely the end of the story. When done well, it can be the beginning of a relationship. Even if it doesn't lead to a job offer right now, it can plant a seed for later. It becomes your first shared memory.

🧍That is, if you can remember it.

🧍We advocate for a face-to-face whenever possible. An in-person interview gives you both a stronger memory, clearer signals and a better understanding of each other. In an in-person interview eye contact is real, not simulated. You’re tuned in—not just switching browser tabs.

🧍You walk together to the meeting room. Maybe make coffee along the way. These small, human moments build trust. They open the door to real conversation. It’s easier to read the room, sense energy, and respond naturally. You understand each other and simply connect better. And the more we connect, the better we hire.

🧍And if you meet some candidates in person and others only online? Our experience shows you’ll prefer the in-person ones.
Yes, it takes more effort. But especially now—when so much feels uncertain, human connection matters more than ever.

Happy hiring!



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Video Limits

💻Video interviews can be a great tool—especially for early-stage screening or when distance is a barrier. But let’s not ignore their limitations.

💻Not all platforms are reliable. Lags, cut-outs, poor video quality... Suddenly, a candidate’s performance is judged by their internet connection instead of their actual qualifications.

💻When that happens, we’re no longer evaluating the person—we’re evaluating their ability to navigate a video call. That’s not the job.

💻And with video comes a new set of unspoken biases. For example, “background bias”—judging a candidate based on their home environment—or assumptions about their tech setup, professionalism of their background or video etiquette. Most likely, none of this has anything to do with how they’ll perform in the job.

💻In-person interviews cut through all that. Fewer distractions. Better focus. A chance for spontaneous, natural conversation—and a fairer shot for the candidate to show up as they truly are.

A strong connection starts with presence. Meet in person when it matters.

Happy hiring!

Office Speaks

👋One of the biggest perks of in-person interviews? The office itself becomes part of the experience.

👋For candidates, stepping into an office reveals a lot: the layout, the energy, the inside jokes in the kitchen, even the posters for upcoming events. These little details paint a picture of the company’s culture.

👋They notice the vibe, the noise level, the humor at people’s desks, or a team’s current project showcased on a whiteboard. Maybe they spot a funny message in the common area or a branded hoodie that sparks curiosity. These real-world cues build a more complete, authentic picture of life at the company.

👋For employers, it’s also an opportunity to showcase what makes the workplace special. Plus the natural small talk flows more easily when you’re walking past your favorite meeting room, talking about coffee or artwork on the walls, restaurants nearby or showing the view.

👋Even short, casual interactions—like greeting a teammate in the hallway—can say volumes about someone’s interpersonal skills and how they treat others.

👋When interviews happen in person, the environment isn’t a backdrop. It’s part of the conversation.

☕Plus isn't it great inviting someone in and making them feel welcome?

Happy hiring!

Nonverbal Cues

☕In our increasingly remote-friendly world, it’s easy to default to virtual interviews. They’re convenient, efficient, and cost-effective.

☕But sometimes, convenience comes at a cost.

☕Subtle but important nonverbal cues—like posture, gestures, and body language—often get lost through a we**am, partially due to a limited view provided by the camera. These signals can tell us a lot about a candidate’s confidence, engagement, and comfort level, whether they are cold, nervous or tired. They also make it easier for us to be more authentic and, well, human in our reactions.

☕Eye contact is another key element. In person, it’s a natural part of conversation. But over video, eye contact is harder to maintain—most of us look at the screen, not the camera. As a result, the connection just isn’t quite the same.

☕There’s also something powerful in the small human moments: a handshake, a shared smile, a simple nod. These cues build rapport and help people open up, making the conversation feel more genuine and collaborative.

More insights into our fondness of face-to-face interviews to come soon as a part of this series.

Happy hiring!

📢 Hiring Related Updates to the Labour Code 📢

The latest amendment to the Labour Code introduces several changes that will impact hiring:

➡️ Extended Probation Period
Regular employees: up to 4 months (previously 3).
Managers: up to 8 months (previously 6).

➡️ Notice Period Adjustments
Notice period will now start on the date of delivery of the termination notice, not on the first day of the following month as previously.

➡️ Additional Changes
New provisions for self-scheduling of working hours by employees.
Salaries can now be paid in foreign currencies.
Updated rules for working while on parental leave.

Happy hiring, everyone!

🚨 Labour Code Update 🚨

Here’s what you need to know:

🕒 Probation Period Extended
- Regular employees: up to 4 months (previously 3).
- Managers: up to 8 months (previously 6).

📅 Notice Period Changes
- Notice period now starts on the date of delivery of the termination notice, not the first day of the following month as previously.

🛠 Other Updates
- Self-scheduling of working hours.
- Salaries can be paid in foreign currency.
- New rules for working during parental leave.

Happy hiring!

Sharing is caring🥰

Thanks to Honza and Luca we can now meet twice-weekly in an open session called Business Therapy Session. Feeling stuck or unmotivated? Need help with outreach messages, low response rates, time management, or client relationship ? Want to improve your sales or sourcing skills? Alviso and our different sets of skills and experiences are here to provide mutual help! The session provide a platform for Alvisians to bring their problems to the table, socialize, and brainstorm together. And who knows? I bet there always will be someone on the call who has already dealt with the same issue you're facing and can help unblock it in a matter of minutes. It's a voluntarily format, so everyone is free to skip sessions or leave early if the topic is not for us.

Happy International Women's Day from our beloved client DNAnexus! 🎉 This morning, we celebrated with a delicious breakfast and a fun Kokedama workshop. We're grateful for the amazing women who make up our team and inspire us every day.
♥️OurClients

Time to spend some good quality time with our team – Winter Edition! ❄️🎿 Alviso comes to Hüttau every year to embrace the stunning surroundings. From XC skiing in Ramsau to snowboarding in Flachau (only 10 mins away!), we've got it covered. This year, we welcomed many newbies to both downhill and XC skiing. Let's hit the slopes together! ⛷️❤️ ♥️

Kája and Zuzka!
Kája joined Alviso as our office manager years ago and has been an absolute rockstar ever since. Not long after she joined she started dipping her toes in recruitment as well. In the past year she has been mostly working with the Prague Represent office and has aced helping them grow.
We met Zuzka when she was working in internal HR. She was quickly snapped up by our recruitment team for her exceptional skills. For the past year she has been instrumental in growing Pure Storage's Java teams.
Aside from their awesome contribution to Alviso, these two are also great friends and love nothing more than kicking back with a glass of wine.
We're lucky to have them on our team, and we can't wait to see what no good they’ll be up to next!

Magic happens when the Tech 👩🏽‍💻meets the Science🧬

It has been 3 years and 9 months since the first person was hired for the DNAnexus Prague office. Now there's more than 60 of us here! It is not only software engineers at the office, but also bioinformaticians and other specialists in various fields of 13 nationalities. And we are not done yet. Year number 4 is going to be pretty exciting for DNAnexus in Prague.

We love the people in DNAnexus and we love the product. DNAnexus tools are enabling today's healthcare and other science disciplines to transform the way biomedical data can be used. It propels scientific discovery and facilitates a way towards a more precise healthcare.