'

Hiring: Your Single Most Important Skill as a Founder

Понравилась презентация – покажи это...





Слайд 0

Hiring - Your single most important skill as a founder @moritzplassnig - ceo/founder - @codeship


Слайд 1

Startups are simple GRE AT PE OP LE 1. Hire great people 2. Form an amazing team 3. Build a valuable product VA L UAB LE PROD UCT S U C CES S F UL CO M PAN Y 4. Acquire customers 5. Repeat H A PPY CU STO MER S


Слайд 2

It’s all about the people * Yes, we’ve a diversity problem


Слайд 3

I’m biased • SaaS product selling to software engineers/teams (B2B) • Headquartered in Boston/MA, another office in Vienna/ Austria and several remote employees • Paying customers in 70+ countries • Raised $2.9M in venture capital • Building a company, not an exit


Слайд 4

Codeship’s hiring history 24 Full time team members 20 16 12 8 4 0 -4 Q3'12 Q4'12 Q1'13 Q2'13 Q3'13 Q4'13 Q1'14 Q2'14 Q3'14 Q4'14 Q1'15 Q2'15 Q3'15 Team members total Team members added Team members lost


Слайд 5

Fully understand your hiring funnel


Слайд 6

Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy Team Members


Слайд 7

Inbound won’t work


Слайд 8

How Codeship found full time team members 15% 30% 10% 45% Inbound Events Network/Referrals Outbound


Слайд 9

Focus on what you can control • Inbound won’t work without a great, well-known brand • Focus on Outbound but delegate (your time is too valuable) • Hire a full time in-house recruiter • • • It’s cheaper than external recruiters (x hires with 20% cut vs. 1 FTE) Better quality because in-house, better understanding of culture Solely working for you Hiring History 24 Full Time Team Members 20 16 12 Hired an in-house full time recruiter 8 4 0 -4 Q3'12 Q4'12 Q1'13 Q2'13 Q3'13 Q4'13 Q1'14 Q2'14 Q3'14 Q4'14 Q1'15 Q2'15 Q3'15 Team Members Total Team Members Added Team Members Lost


Слайд 10

Data-driven hiring • It’s a funnel • Sourcing = Sales funnel • • • X calls/emails per day Result in Y opportunities And Z hires • Track, track, track • • • • • Every single funnel stage Velocity Conversion rates Everything per role Ideally per channel


Слайд 11

A few more tips • Understand which channel works for different audiences • • • Executive hires (VP/CXO) Engineers vs. Business hires Seniors vs. Juniors vs. Interns • Channels work differently for different locations • Use proper tooling • • Google Docs, Trello, etc. is a good first step Purchase an Applicant Tracking System like Greenhouse asap


Слайд 12

Be really sure that you need to hire a specific role


Слайд 13

Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy Team Members


Слайд 14

“Hire people who are smarter than you are.” – RA N DOM SU PER SM ART PERSON


Слайд 15

Great people have a lot of great opportunities • Sell first, convince them why it’s worth to go through your hiring process => they have to want the job • Afterwards focus on evaluating (only works if you source the right people) • Understand your talent pool • • You have to sell harder for a CXO/VP hire than an intern Make sure you have choice (hint: it’s like fundraising)


Слайд 16

Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy team members


Слайд 17

Evaluate candidates fast • Define a process that allows you to move candidates through your hiring funnel fast: Don’t waste their or your time • Understand what you don’t know and where you need help of other people (from your team or externally) • Deal with different audiences differently (intern vs. senior executive) • Follow the process


Слайд 18

Finding a perfect hire is easy, defining perfect is impossible


Слайд 19

Perfect depends on a thousand things • Personal fit (yes, you have to like your hires) • Phase of your company (1st hire vs. post Series C) • Location (San Francisco/Valley vs. overseas) • Role (Executive vs. Intern) • Culture (remote vs. one office) • Diversity (focus on it early on or you will fail) • Team fit (great individual maybe won’t play well with your team)


Слайд 20

Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy team members


Слайд 21

Be ready to make an offer • Make sure you have the budget • Define compensation ranges (look at formulas from companies like Buffer) • Understand market rates for your location • Make sure your investors / cofounders / team is on board


Слайд 22

Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy team members


Слайд 23

Hiring doesn’t end with a signed offer • You won’t know whether somebody is a great fit until you have worked with that person for a while • This goes both ways, maybe you are not a great fit for the new hire • Constantly be hiring and ready to back-fill positions • Onboarding is crucial for Employee Happiness & Retention and therefore for Referrals


Слайд 24

Candidates (6) Referrals (1) Sourcing (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy team members


Слайд 25

Referrals > All 15% 30% 10% 45% Inbound Events Network/Referrals Outbound


Слайд 26

Hiring is a team effort • Great people want to work with other great people • • Invest in your team Work hard on your culture • Update the whole team about your open positions constantly • Make sure they understand the profile extremely well • Give them helpful feedback regarding their referrals


Слайд 27

The faster and better you hire, the faster you build a great company


Слайд 28

Take it seriously • Hiring is your life blood always be hiring • Your hiring process should be an unfair advantage • Speed is key, both for hiring & firing Candidates (1) Sourcing (6) Referrals (2) Selling (3) Evaluation (4) Offer/Closing (5) Onboarding Happy team members


Слайд 29

Hiring - Your single most important skill as a founder and startup


Слайд 30


×

HTML:





Ссылка: