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
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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?
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5. • Consistent and aggressive with direct outreach (100 rule)
• Building referrals & making recruiting part of the culture
• Running a great process
• Closing
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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?
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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
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22. Appendix: Tools
• LinkedIn – still the only essential recruiting tool
• Startups that are doing interesting things:
• WhiteTruffle, TalentBin, Entelo, Gild, Developer Auction
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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
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LI recruiter has broadened their offereing to include marketing campaings and targeted advertisting at perespective candidates. They’ve added a pipeline tool to better track status and search. It’s still pretty early in it’s development so there are a few things to still figure out.
2. WhitetruffleIs using data and machine learning tactics to match individual and companies. Their algorthm learns over time based on the candidates that companies select who to show them in the future. It also does the same thing for active candidates in the system.
Gild wants to demystify gitbhub by showing you:How good a developer is at each languageUndersatnd years of experience Determine influence in developer communities. Go to slides
Entelo believes there is. Patent pending algorithm that analyzes over 70 variables to predict if a passive candidate is going to become active. This will be what really definies their company. They have search and it works well. Did a quick search on scala – new programming language
Gild wants to demystify gitbhub by showing you:How good a developer is at each languageUndersatnd years of experience Determine influence in developer communities. Go to slides