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Owning Your RecruitingDecember 2012Dan Portillo, VP Talent Greylockdportillo@greylock.com
Goals   • Learn how to create the company “story”   • Understand what it takes to do effective outreach and how     to do ...
&    Page 3
Telling the Story(s):  • The Market Story:     • Why does the company exist and what’s the potential?  • The Technology St...
• Consistent and aggressive with direct outreach (100 rule)• Building referrals & making recruiting part of the culture• R...
The 100 Rule   • The 100 Rule   • 1 Offer Requires 10-15 Candidates   • 10-15 Candidates Requires contacting a 100 targete...
Building Pipeline: Direct Outreach  • Potential Employees want to hear from you, not recruiters  • Learn to Love LinkedIn ...
Building Pipeline: Direct Outreach  • Keep it short, sexy but personalized     • Who cares – why what you’re working on is...
Building Pipeline: Leveraging Networks• Building out the Dream Team list    • 1st Degree: Schoolmates, former coworkers, g...
Leveraging Networks: Referrals• Tapping Team Members:    • Simple as ordering food and inviting teams to give names of    ...
Building Pipeline: Leveraging Networks• Interviewing vs Romancing your Dream Team   • Who can you get into process right n...
Building Pipeline: Leveraging Networks• Frequent Nurturing Events   • Monthly Open House/Happy Hour at the Office or Local...
Building Pipeline: Leveraging Networks• Make sure to   • Get people into your space, see your style   • Introduce them to ...
Building Pipeline: Leveraging Networks  • Alumni Mailing Lists & Events  • Open-Source Projects  • Groups/Meetups – SigChi...
Building Pipeline: Managing Agencies  • Don’t     • Work with every agency under the sun     • Screw them on fees  • Do   ...
Candidate Experience: Killers • Time in process    • Clock is ticking from initial intro or connection    • Treat employee...
Candidate Experience: Process • Scope the position’s role and responsibilities    • Build in growth • Pick the interview t...
Candidate Experience: Offers • Making Comp Recommendations    1. Employee’s comp history – discuss early    2. Expectation...
Candidate Experience: Pre-Closing • Ask them about their decision making process    • Role expectations, quality of the te...
Candidate Experience: Closing • Figure out the best person to deliver the offer    • Hiring manager or CEO • Have a “confi...
Candidate Experience: Re-closing • Mentally prepare the candidate for a counter offer • Strengthen their resolve • Stay co...
Appendix: Tools • LinkedIn – still the only essential recruiting tool • Startups that are doing interesting things:    • W...
LinkedIn Recruiter                     Page 23
How to (scalably)match intent & relevance                           Page 24
Matching algorithm                  It’s a data game    Tags (relevancy)                         Behavior (intent)Extracte...
Page 26
Page 27
Job Posting 2.0                  Page 28
Page 29
Questions?             Page 30
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Owning Your Recruiting

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Presentation to be given at Alchemist Accelerator 12/6.

  • Your opinions matter! get paid BIG $$$ for them! START NOW!!.. ★★★ https://tinyurl.com/realmoneystreams2019
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  • This is so great for a startup founder like me, THANK YOU SO MUCH for sharing this deck!
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  • Daniel - great presentation. Loved it and wrote up some notes here: http://www.startuptextbook.com/hiring/what-i-learned-from-greylocks-owning-your-recruiting-presentation/
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Owning Your Recruiting

  1. Owning Your RecruitingDecember 2012Dan Portillo, VP Talent Greylockdportillo@greylock.com
  2. Goals • Learn how to create the company “story” • Understand what it takes to do effective outreach and how to do it using tools & your networks • Manage agencies • Run an effective process • New Recruiting Applications and Services Page 2
  3. & Page 3
  4. Telling the Story(s): • The Market Story: • Why does the company exist and what’s the potential? • The Technology Story: • How is the product built? What interesting, challenging? • The Relevance Story: • Why it should matter to them and why they fit? Page 4
  5. • Consistent and aggressive with direct outreach (100 rule)• Building referrals & making recruiting part of the culture• Running a great process• Closing Page 5
  6. The 100 Rule • The 100 Rule • 1 Offer Requires 10-15 Candidates • 10-15 Candidates Requires contacting a 100 targeted potentials (10-15% Conversion) • That’s work the more outreach the more flow you generate Page 6
  7. Building Pipeline: Direct Outreach • Potential Employees want to hear from you, not recruiters • Learn to Love LinkedIn & Coffee • Upgrade accounts • Target the “right” people • Do your homework – linkedin, github, twitter, blogs, stack • Understand their risk profile, passions, interests Page 7
  8. Building Pipeline: Direct Outreach • Keep it short, sexy but personalized • Who cares – why what you’re working on is important (vision) • Who’s involved – don’t be afraid to name drop • Why the role is Relevant – play to their interests & passion • Why their experience/interests/passion is interesting to you • Build a connection even if they’re not available right now • Invite for coffee just to chat • Get them on the nurturing event invite list • DON’T INCLUDE THE JOB DESCRIPTION • Expect @20% Response Rate Page 8
  9. Building Pipeline: Leveraging Networks• Building out the Dream Team list • 1st Degree: Schoolmates, former coworkers, groups (open source contributors, professional certification groups), panels conferences • Everyone that’s great, regardless of if they’re looking Page 9
  10. Leveraging Networks: Referrals• Tapping Team Members: • Simple as ordering food and inviting teams to give names of great people • Must systematically go through their networks • Universities, career history, groups/associations• Automate it • Make it part of the new-hire process Page 10
  11. Building Pipeline: Leveraging Networks• Interviewing vs Romancing your Dream Team • Who can you get into process right now • How do you deal with passive candidates Page 11
  12. Building Pipeline: Leveraging Networks• Frequent Nurturing Events • Monthly Open House/Happy Hour at the Office or Local Spot • Tech Talks: Leverage an investors, friend, former professor • Hack-a-thon, Design-a-thon • Sporting event, concert, bay to breakers Page 12
  13. Building Pipeline: Leveraging Networks• Make sure to • Get people into your space, see your style • Introduce them to the “right” people • Have them feel what it’s like to be part of the team • Avoid the hard sell Page 13
  14. Building Pipeline: Leveraging Networks • Alumni Mailing Lists & Events • Open-Source Projects • Groups/Meetups – SigChi, OWASP, Apache, Scala • Meetup.com – directory for local groups • Host a Meetup • If a group or Meetup doesn’t exist - make one Page 14
  15. Building Pipeline: Managing Agencies • Don’t • Work with every agency under the sun • Screw them on fees • Do • Give them the “tools” they need – time & direction • Help them calibrate • Listen to feedback • Cut them if they’re not improving Page 15
  16. Candidate Experience: Killers • Time in process • Clock is ticking from initial intro or connection • Treat employee referrals like gold • Lumpy communication • Follow-up immediately • Missing interviews or being left waiting • Not paying complete attention – checking phone/email • Inconsistent expectations between interviewers, candidates • People that don’t what the hell they’re talking about Page 16
  17. Candidate Experience: Process • Scope the position’s role and responsibilities • Build in growth • Pick the interview team and communicate expectations • Evaluate Consistently • Phone Screen, Interview I, II • Debrief • If you’re not excited don’t hire Page 17
  18. Candidate Experience: Offers • Making Comp Recommendations 1. Employee’s comp history – discuss early 2. Expectations/Motivations (equity vs cash) 3. Industry benchmarks 4. Competing offers 5. Internal comparisons Page 18
  19. Candidate Experience: Pre-Closing • Ask them about their decision making process • Role expectations, quality of the team – address during interviews • Know their timeline • Try and take money out of the equation • Speak to career growth, developing new skills, learning from mentors • Don’t make it a “job” but part of the success of the company • Ask questions throughout the process • How excited are they about the position? • How does it compare to their other opportunities? • If we could agree on terms would you take the offer? • When can you start? • Don’t badmouth other offers or companies – petty & desperate Page 19
  20. Candidate Experience: Closing • Figure out the best person to deliver the offer • Hiring manager or CEO • Have a “confidant” • Typically the recruiter, someone that can discuss the details of the offer while still being removed from the negotiation • Deadlines? Page 20
  21. Candidate Experience: Re-closing • Mentally prepare the candidate for a counter offer • Strengthen their resolve • Stay connected, it’s not done until they show up Page 21
  22. Appendix: Tools • LinkedIn – still the only essential recruiting tool • Startups that are doing interesting things: • WhiteTruffle, TalentBin, Entelo, Gild, Developer Auction Page 22
  23. LinkedIn Recruiter Page 23
  24. How to (scalably)match intent & relevance Page 24
  25. Matching algorithm It’s a data game Tags (relevancy) Behavior (intent)Extracted tags from candidates & Matching Convert actions taken on Whitetruffle companies profiles and other by companies & candidates to sources available. knowledge to improve matching. Matching score Human validation Match is released Page 25
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  27. Page 27
  28. Job Posting 2.0 Page 28
  29. Page 29
  30. Questions? Page 30

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