Startups Recruiting Machine For Lever

How Startups Can Build a Recruiting Machine
Thursday April 7, 2016

#hiringforgrowth
@lever


Thanks for joining us!
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Phone lines are muted - please use
the chat box for questions

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Tweet us using #hiringforgrowth
and @lever

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$100 Amazon Gift Card for the
most useful tweet

Kiran Dhillon
Content Marketing Manager
Lever
@kirandhillon4


Our featured speaker
-

David Skok
General Partner
Matrix Partners
ForEntrepreneurs Blog
@BostonVC

#hiringforgrowth


There used to be two essential
startup skills. Now there’s a third.

#hiringforgrowth
Photo credit: />

Two core startup skills

Build a product with
great product/ market fit

#hiringforgrowth

Build a sales and
marketing machine


What’s changed?
● Explosion in startups
● Low growth in skilled workers

● Software is eating the world - everyone wants developers

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 product with
great product/ market fit

#hiringforgrowth

Build a sales and
marketing machine

Build a recruiting
machine


Sourcing & Selling

are the key new skills


Recruiting well takes the entire village

#hiringforgrowth
Photo credit: />

The catch: your village probably
didn’t study recruiting at college

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Photo credit: />

The recruiting funnel
Sourcing

Candidates

#hiringforgrowth

Top
of
funnel

Evaluate
& Sell

Middle
of

funnel

Close

Sell

Train

Onboard

Highly
productive
employees


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.
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3 reasons to hire a full-time in-house recruiter early
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.
#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
this behavior.”

Jordan Burton
Founder, Burton Advisors LLC
Former Partner, ghSMART
#hiringforgrowth

Referrals are much easier in the digital age
●

Sit with employees and
review networks from all
past jobs

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Offer referral bonuses

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The biggest motivator for
your team: a strong
mission/vision

#hiringforgrowth
Photo credit: />

Sourcing passive candidates
Sources we like:
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AngelList - startup hires

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GitHub, StackOverflow - developers

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Dribbble - designers

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Sourcing.io - engineers

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Xing - select European talent

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LinkedIn, Facebook & Twitter - all

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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
Companies with a strong talent brand have

43%

20%

lower cost per hire

faster rate of hire

#hiringforgrowth

Source: LinkedIn


How to articulate your talent brand
●

Consider your brand as experienced
by your employees. What makes you
different/ special?

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

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#hiringforgrowth

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


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