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Overview

Create structure

Identify outcomes

Extract the job criteria

Develop your assessments

Create your scoring systems

Calibrate with your interview team

Find the right people

Engineer the candidate experience

Takeaways & next steps

Talent & Leadership

12 MIN

A 5-Step Guide to Startup Recruiting and Hiring

With almost every early-stage company we meet with, the first and most common question we get is around recruiting: How do you attract and hire great talent?

And it’s an incredibly important question! Startups—no matter how good their ideas, and how innovative their products—are nothing without fantastic people to execute against those ideas and build those products.

Define the role

Before you start to fill a role, take a step back to look at your entire organization and assess the broader needs.

What are the overall skills you are missing today?

Will those be the most important problems to solve down the line?

What is the right level for this hire?

Without asking these questions, startups tend to over-hire for critical roles, meaning they bring in the most experienced person they can find. But sometimes, especially early on, they’re better off bringing in a tactical leader who can build and grow, rather than a more strategic leader who needs a team under them to execute.

Want help defining the roles you need? Review our guide on organizational design.

Ultimately, great recruiting is about so much more than filling roles with top talent. It’s about filling the right roles with the right people. In a high-growth environment like we’re experiencing now, there is far more demand than supply for world-class candidates.

That's why in this guide, we’re going to show you how to level up your entire recruiting processes to make them more effective, more efficient, more collaborative, and more impactful with these lessons:

1

Create structure

2

Identify outcomes

3

Extract the job criteria

4

Develop your assessments

5

Create your scoring system

6

Calibrate with your interview team

7

Find the right people

8

Engineer the candidate experience

9

Takeaways & next steps

Talent & Leadership

12 MIN

A 5-Step Guide to Startup Recruiting and Hiring

Matt_DSC7919_fin.jpg
By Matt Hoffman
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By Tania Luna
HumanCapitalRecruiting hero

M13

Share
What's inside:
Done Icon

Overview

Create structure

Identify outcomes

Extract the job criteria

Develop your assessments

Create your scoring systems

Calibrate with your interview team

Find the right people

Engineer the candidate experience

Takeaways & next steps

With almost every early-stage company we meet with, the first and most common question we get is around recruiting: How do you attract and hire great talent?

And it’s an incredibly important question! Startups—no matter how good their ideas, and how innovative their products—are nothing without fantastic people to execute against those ideas and build those products.

Define the role

Before you start to fill a role, take a step back to look at your entire organization and assess the broader needs.

What are the overall skills you are missing today?

Will those be the most important problems to solve down the line?

What is the right level for this hire?

Without asking these questions, startups tend to over-hire for critical roles, meaning they bring in the most experienced person they can find. But sometimes, especially early on, they’re better off bringing in a tactical leader who can build and grow, rather than a more strategic leader who needs a team under them to execute.

Want help defining the roles you need? Review our guide on organizational design.

Ultimately, great recruiting is about so much more than filling roles with top talent. It’s about filling the right roles with the right people. In a high-growth environment like we’re experiencing now, there is far more demand than supply for world-class candidates.

That's why in this guide, we’re going to show you how to level up your entire recruiting processes to make them more effective, more efficient, more collaborative, and more impactful with these lessons:

1

Create structure

2

Identify outcomes

3

Extract the job criteria

4

Develop your assessments

5

Create your scoring system

6

Calibrate with your interview team

7

Find the right people

8

Engineer the candidate experience

9

Takeaways & next steps

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