The suggestion that staff offers based on historic employment information and analytics seems quite risky.
Symantec products have been so broad and Broadcoms choice of products to take being so narrow, how on earth can the criteria used be sufficient to pick the correct person to handle the products in question.
Sales engineers with a very broad range of products under their belt but no specific expertise in one could bring issues during offer.
If a mid-market SE had their primary product as ESS with EDTR, who is then offered a contract to stay with a view to an enterprise proxy SG position would be so far out of their depth it would be crazy.
As I say, the use of the two methods above would not identify a persons existing product set and to what detail.
Thoughts?