What's inside:
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
A 5-Step Guide to Startup Recruiting and Hiring
Matt Hoffman
As a partner and head of talent, Matt coaches our founders on hiring the best talent and building healthy and high-performing cultures. He leads several of our future of work investments. Matt previously built and led the People functions at DigitalOcean and Return Path (#1 Best Place to Work in NYC and #2 in the US, respectively).
Tania Luna
Tania is the co-CEO of LifeLabs Learning. She is also a psychology researcher, leadership trainer, and co-author of the book, “The Leader Lab: Core Skills to Become a Great Manager Faster.”
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?
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
M13
What's inside:
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?
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
