Startups Recruiting Machine For Lever

Two core startup skills Build a product with great product/ market fit Build a sales and marketing machine #hiringforgrowth... Enter the third crucial startup skillBuild a recruiting ma

How Startups Can Build a Recruiting Machine

#hiringforgrowth

@lever

Thursday April 7, 2016

● Phone lines are muted - please use

the chat box for questions

● Tweet us using #hiringforgrowth

and @lever

● $100 Amazon Gift Card for the

most useful tweet

-Our featured speaker

David Skok

General Partner Matrix Partners ForEntrepreneurs Blog

@BostonVC

#hiringforgrowth

Two core startup skills

Build a product with

great product/ market fit

Build a sales and marketing machine

#hiringforgrowth

● Explosion in startups

● Low growth in skilled workers

● Software is eating the world - everyone wants developers

What’s changed?

Demand now significantly outstrips supply -

especially for technical talent

And recruiting has undergone its own revolution

The hires that most impact your

company’s

performance aren’t looking for a job

Enter the third crucial startup skill

Build a recruiting machine

#hiringforgrowth

Build a product with

great product/ market fit

Build a sales and marketing machine

Sourcing & Selling

are the key new skills

Recruiting well takes the entire village

Photo credit: http://bit.ly/1WeQWae

The recruiting funnel

#hiringforgrowth

Candidates

Highly productive employees

Middle

of funnel

Top of funnel:

What makes it so hard?

#hiringforgrowth

Sourcing Selling

Q When should you hire your first recruiter?

#hiringforgrowth

Q When should you hire your first recruiter?

A Earlier than you think.

#hiringforgrowth

1 They can bring more focus to your sourcing efforts

2 They’ll sell your company better than an outsourced

recruiter would

3 They can build out a better candidate experience

Note: you may still need to enlist the help of a headhunter

for exec roles If you do, choose carefully.

3 reasons to hire a full-time in-house recruiter early

#hiringforgrowth

A full-time recruiter does NOT mean you’re off the hook

“I have seen some companies get into trouble when team

members think that having an in-house recruiter means they

can now ‘pitch this problem over the fence.’

I tell clients (from CEO on down) that they are all part-time

recruiters Ensure that the CEO in particular visibly embodies

Photo credit: http://bit.ly/1S2rvCl

Referrals are much easier in the digital age

review networks from all

past jobs

your team: a strong

mission/vision

Sourcing passive candidates

Sources we like:

● AngelList - startup hires

● GitHub, StackOverflow - developers

● Dribbble - designers

● Sourcing.io - engineers

● Xing - select European talent

● LinkedIn, Facebook & Twitter - all

● Conference speaker lists - all

For more tips on how to source a quality pipeline, download our free ebook: lever.co/ebook-sourcing

Why you need a strong talent brand

How to articulate your talent brand

● Consider your brand as experienced

by your employees What makes you different/ special?

● Keep in mind what motivates your target talent, e.g., technical talent:

○ opportunity to solve technical problems

○ co-workers they can learn from

○ opportunity to contribute to open source

○ cool mission

○ culture they can relate to

● Think about channels to showcase your brand

#hiringforgrowth

Promoting your talent brand will boost your recruiting efforts

bit.ly/hubspot-culture

1.8 million views to date

#hiringforgrowth

A few thoughts on

getting to Developers

● A key lesson we've learned is that engineers cannot be recruited

billion times

have success with this community

From one of my Portfolio Companies

Know what you’re looking for in your hire

Example: key competencies expected for a Matrix Partners associate

#hiringforgrowth

Middle of funnel:

Who’s selling whom?

#hiringforgrowth

1 Need to sell at each stage, while also evaluating

2 Need to nurture candidates

3 Need to manage your process

Byproducts of the passive candidate age

#hiringforgrowth

A great candidate experience secures hires and creates advocates

#hiringforgrowth

Photo credit: http://bit.ly/1j6qmh3

We incorporate three types of interview into evaluations

Type of interview Approach

Screening interview Initial evaluation to make sure candidate

passes the bar for consideration

Topgrading interview Chronological history of the career, to

understand successes, failures, and results achieved by the specific individual.

Focused interviews Conducted by team members to ensure

candidates possess the core competencies.

#hiringforgrowth

A few keys to successful interviewing

● Screen thoroughly to focus on top candidates

● Build rapport; mix evaluating with selling

● Assign focus areas to each interviewer; structure your feedback form accordingly

● Dig into the bad stuff, but don’t be judgmental

Reference checking is imperative, especially for senior hires

Recommended reading: bit.ly/reference-checking

● Let the reference drive the call

● Expect the reference to proactively raise negative points

● Lead the call; probe for exact details on the candidate’s achievements

● Find ways to frame

‘weakness’ questions to get accurate answers

How to manage your process?

vs.

#hiringforgrowth

Bottom of funnel:

It ain’t over ‘till it’s over

#hiringforgrowth

Bring in your heavyweights

Photo credit: http://bit.ly/1HUx1H0

7 ways your VCs can help you hire executives

#hiringforgrowth

1 Thinking through org design and timing of key hires

2 Help with job description, especially for ‘first of its kind’ exec roles

3 Figuring out compensation

4 Sourcing candidates

5 Tracking down backdoor references

6 Interview support

7 Selling!

Invest for productivity

#hiringforgrowth

Onboarding is absolutely critical

For more details, see see www.forentrepreneurs.com/onboarding

Hubspot Sales example

Why we invested in Lever

#hiringforgrowth

Sourcing & Selling

are the key new skills

Why we invested in Lever

Traditional ATS Evaluate & sell only

Lever Source, nurture, evaluate & sell

#hiringforgrowth

Recruiting well takes the entire village

Photo credit: http://bit.ly/1HUx8SX

Get your whole team hiring

“With Lever in the hands of all

Mattermark employees, we've cut our

time to hire for open roles in half

Everyone from our team is sourcing candidates, referring friends, and contributing to hiring discussions

Hiring is now a team effort; I can train

new employees about how to use Lever

in two minutes It's incredibly intuitive.”

Thank you! Questions?

For more information:

www.forEntrepreneurs.com

Browse our webinar

library:

https://www.lever.co/recruiting-resources

3 additional ways to keep in touch

#hiringforgrowth