1. 22 Things to Know
About Hiring the
Best Talent
in 2016
What the industry’s best are
doing to build incredible teams this year

2. Table of Contents
• Introduction*
• Chapter*1:*Interviewing*Smarter
– Dig*Deeper*on*Candidates
– Ask*the*Right*Questions
– Make*Your*Process*Faster
– Help*the*People*You*Don’t*HIre
• Chapter*2:*Referral*Programs
– Incentivize*Your*Team
– Get*Involved*in*the*Action
• Chapter*3:*Passive*Talent
– Reach*Out*With*the*Right*Angle
– Know*What*Strikes*a*Nerve
• Chapter*4:*Job*Posts
– Go*Beyond*Your*Average*Job*Posts
• Chapter*5:*Candidate*Experience
– Be*the*Team*Everyone*Wants*to*Join
– Push*Hiring*as*a*Priority*for*Growth
– Show*Every*Candidate*They*Matter*
• Chapter*6:*Branding*Your*Culture
– Culture*As*a*Yelp*Review*for*Candidates
– Be*Open*About*Who*Your*Team*Is
• Chapter*7:*Talent*Retention
– Thinking*About*How*Talent*Acts*Today
• Chapter*8:*Getting*It*All*Done
– The*Future*of*Recruiting
– Get*Ahead*of*the*Curve
• Contributors
• About*Talla
1

3. So, you want to hire top
talent this year?
Since*you’re*reading*this,*we*probably*don’t*need*to*convince*you*
how*important*hiring*the*right*people*is*for*the*success*of*your*
company.*The*right*hire*can*mean*incredible*growth,*can*transform*your*
culture,*or*turn*things*around*when*they*aren’t*exactly*looking*up.*The*
wrong*hire,*we*know,*is*an*enormous*cost*to*your*company,*and*it*puts*
a*lot*of*pressure*on*founders,*hiring*managers*and*recruiters*who*make*
the*decisions*of*who*to*bring*in.*
Fear*not,*though.*At*Talla,*we’re*bringing*data*science*and*machine*
learning*to*recruiting.*It’s*our*job*to*know*what*the*companies*that*land*
the*best*talent*are*doing.*We*got*in*touch*with*our*contacts,*so*they*
could*share*with*you*what,*exactly,*works*for*them,*what*just*doesn’t*
cut*it*anymore,*and*what*they*expect*for*2016.*
2

4. Chapter One
Interviewing
Smarter
1

5. Dig deeper on candidates
When*you*make*an*offer*to*a*promising*candidate,*how*much*time*
have*you*spent*with*them?*Ultimately,*it*isn’t*very*much—and*plenty*of*
people*hiring*incredibly*well*are*also*doing*it*very*quickly*(but*more*on*
that*later).*Getting*the*most*out*of*candidates*takes*asking*the*right*
questions,*going*beyond*a*standard*technical*interview,*and*being*
strategic*about*reference*checking.**
Test%drive%your%candidates.
“Someone*might*be*rusty*in*the*interview*if*they're just*starting*their*
search.*But*if*they've*had*a*lot*of*interviews,*because*companies*ask*a*
lot*of*the*same*type*of*questions,*they'll*have*more*polished*
answers. So,*instead*of*just*asking*questions, we have*a*candidate*come*
in, sit*with*the*team*and*give*them*actual projects to*work*on.*They’re*
able*to*ask*questions*to*people*around*them.*Everyone*gets*to*
know each*other better.*It's almost*like*a*tryeandebuy*for*both*candidate*
and*company,*and*we*can*see*if*they*can*really*do*the*work.” eLindsay*
Holmes
Go%beyond%the%reference%list%they%gave%you%
“Check references*that*they*didn’t*give. This*just*happened*this*week—
a candidate*didn’t*get*a*great*recommendation*after*all,*and*they*didn’t*
get*the*job.”*eMichael*Burns
4

6. Test%for%learning%agility
“At Datto,*we test*for*learning*agility.*This*is*a*major*thing—to*see*
how quickly*people*can*learn. I’ll*say ’give*me*an*example*of*something*
you’ve*taught*yourself*how*to*do*in*the*last*year.' If*someone*says,*‘I*
built*a shed*for*my*backyard,’ it's probably*a good*sign.*We*place*much*
less*emphasis*on*the*resume*and*experience,* and*much*more*on*talent,*
character,*aptitude,*energy, coachability,*charisma*and base*line*
intelligence. These*are*the*things*that make up raw*talent. We*are*going*
to*train*the*skill. Because*the*first*thing*we*do*is*say*'alright,*forget*
everything*you*learned*at*your*last*job'.*My*most*talented*reps*sold*
something*totally*different*in*their*last*job,*or*were*recruiters*in*their*
last*job. What*I*want*is someone*with*a*ton*of*different*tools*who*can*
really*learn*here.”*–Chris*Essler
5
Ask the right questions
“
“I’ll say, ‘give me an exampleof
somethingyou’vetaughtyourself
how to do in the lastyear.’

7. Make your process faster
Most*interviews*still*go*through*the*traditional*flow,*and*it*takes*a*
while:*Being*vetted*through*a*recruiter*or*HR,*then*passed*along*to*a*
hiring*manager*and*immediate*team, and*eventually*meeting*a*higher*
level*executive,*depending*on*the*company*size.*To*close*sooner,*teams*
are*bringing*in*the*hiring*manager*at*the*very*beginning. When*we*
talked*to*Michael*Burns,*who's*built*500*person*teams*himself,*he*let*us*
in*on*how*he*made*the*close.
Make%the%first%round%the%closing%round
“For*hiring*managers,*removing*yourself*from*the*process*is*a*big*
mistake. How*do*you*close*the*candidate?*Be*the*first*person*they*
meet. And*be*the*last*person. Most*people*are*closing*at*the*end*
versus closing*in*the*first*round. Hiring*managers*do*as*much*as*they*can*
to*stay*out*of*the*process. So*many*people*who*would*have*taken the*
role more*seriously*if those managers*had gotten*to*
the candidates more*quickly.” eMichael*Burns
6

8. Where*we*found*a*consensus*about*some*of*the*pitfalls*in*hiring*
right*now,*one*thing*our*contributors*were*divided*on*was*giving*
candidates*feedback*after*the*interview*process.*Do*you*give*it,*because*
you’ve*got*the*opportunity*to*help*someone*grow,*improve*and*find*
something*that’s*the*right*fit*for*them?*We*heard*concerns,*though,*
about*upsetting*someone*during*a*challenging*time.*Job*searching*
probably*isn’t*anyone’s*favorite,*so*it’s*a*delicate*line*to*walk.*Some*
company*policies*are*driven*by*legal*concerns,*and*they*don’t*provide*
any*insight*as*to*why*they*didn’t*receive*an*offer.*
A%case%for%letting%candidates%know%what%you%think
“Companies*need*to*decide—how*do*you*interview?*Do*you*give*
feedback?*Do*you*say,*’look,*you*are*not*the*right*hire*for*this,*and*I’m*
not*going*to*call*you*with*an*offer.*But*maybe*we*can*brainstorm*some*
companies*that*might*be*the*right*thing*for*you.’*Don’t*be*so*singular*
with*your*mindset.*If*you*are*interviewing,*you*have*the*change*to*help*
that*person*either*way.”*–Michael*Burns*
7
Help people you don’t hire
“
“Don’tbe so singularwith your
mindset.If you are interviewing,
you have the chance to help
that person eitherway.

9. Chapter Two
Referral Programs
2

10. Incentivize your team
Most*teams*already*have*a*referral*bonus*in*place*for*team*
members*who*bring*on*someone*new. But it*takes*more*than*an*
occasional*reminder*email,*and*the*mention*of*a bonus*to*get*people*to*
really*bring*in*their*connections.*Companies*that*are*seeing*the*best*
results*are*creating*better*incentives,*giving*specific*training*on*how*to*
mine*and*refer,*and*have*gotten*the*company’s*cesuite*in*on*pushing*the*
program.
Offer%incentives%beyond%a%referral%bonus
“Beyond*our*standard*bonuses*for*anyone*who*makes*a*referral*that*
turns*into*a*hire,*we*hold*a*monthly*raffle. Anyone*who*referred*
someone*to*an*open*position*that*got*to*the*interview*phase*is*in*the*
running*for*these,*and*we*do*a*prize*for*the*previous*month. We*given*
away*$2k*in*plane*tickets,*up*to*$2k*for any*bike*you*want, $2.5k*
in Spring*dollars, $2k*for*Spring*unique*experiences,* like*getting*to*sit*on*
the*50*yard*line,*getting*to*hang*out*with*Rachel*Zoe*at*her*studio,*or*
dinners.”*–Lindsay*Holmes
“The*incentive*aren't*big*enough*now.*Here's*what*you*should*actually*
give:*An*extra*week of*vacation. If*you*refer*5*friends,*we’ll*vest*one*of*
your*years*faster. No*one*cares*about*that*5k*bounty and*they*are*not*
taught*how*to*go*to LinkedIn and*do*it.”*–Michael*Burns
9

11. Get involved in the action
Train%your%team%on%exactly%how%to%mine%their%contacts
“Companies*don’t*ever*get*the*max*that*they*want*out*of*their*referral*
programs. I*would*go*down*and*sit*with*an*engineer.*I’d*say*‘Pull*up*
your LinkedIn profile*— show*me*everyone*you’re*connected*with.*Tell*
me*about*this*guy.*Okay,*let’s*send*this*guy*an*email.’”*–Michael*Burns
“We get*a*lot*of*internal*referrals*that*work*out,*coming*from*a*
mix of unsolicited*referrals*from*employees, and*the*program*I*started,*
where*I*mine*the*team.*I*work*directly*with*our*current*team*to*go*
through*their*contacts.*Then*we*decide*who*the*reach*out*would*best*
come*from*(sometimes*that’s*their*contact,*and*sometimes*its*from*me*
or*a*hiring*manager)”*–Lindsay*Holmes
Make%your%referral%effort%push%come%from%the%top
“Usually,*this*comes*as*only*an*HR*objective.*The*CEO*doesn’t*really*
care,*or*isn’t*making*a*point*of*pushing*it.*So*its*not*something*that*goes*
forward*as*it*should.*If*I*were*the*CEO*I’d*be*like*DO*this.” eMichael*
Burns*
10

12. Chapter Three
Passive Talent
3

13. Reach out with the right angle
Most*recruiters*will*tell*you*that*as*a*numbers*game,*the*ROI*just*
isn't*there*on*cold*reach*out,*despite*the*hype*in*the*last*year*about*
surveys*that*showed*passive*talent*as*open*to*hearing*about*
opportunities.*But*that*doesn't*mean*that*your*efforts*have*to*be*
fruitless,*or*you*should*abandon*them*all*together. When*recruiters*miss*
the*mark,*it's*often*because the job*description and*salary*alone*aren’t*
what*it*takes*to*get*passive*talent*to*move.
External%recruiters%should%know%their%clients%inside%and%out
“Way*too*many*recruiters*out*there are*unable*to*get*passive*talent*to*
move.*I*think*the*world*of*third*party*recruiting*is*vastly*shifting*from*a*
model*of*big*box*companies*to*boutique*recruiters.*I*only*work*with*one*
recruiter.*He*knows*my*company*in*and*out.*He*knows*exactly*what*I*
need.” eChris*Essler
Be%clear%about%what%that%role%will%do%for%a%candidates%career
“A*lot*of*times*the*recruiter*doesn’t*understand*the*real*nitty gritty*of*a*
role,*and*it*just*turns*into*spam.*And*that’s*not*their*fault.*They*don’t*
have*the*experience*to*understand*that*role.*But,*you*have*to*find*out*
what*makes*that*role*a*next*level*career*move*for*someone.*When*you*
reach*out,*it*has*to*be*specific*enough,*and*that’s*where*a*lot*of*
recruiters*are*missing*the*mark.” eMichael*Burns*
12

14. Make%it%a%careerAlevel%conversation
“That*recruiter*is*not*able*to*have*a*career*level*conversation.*They*just*
have*a*piece*of*paper,*and*a*salary*and*they*don't*know*anything*else*
about*it.*You*cannot*expect*to*be*able*to*make*a*27*year*old*take*their*
family*and*move*somewhere.*They*need*to*have*a*conversation*about*
who*that*person*is,*what*they*want*out*of*their*career,*but*they*haven’t*
got*yet.” eChris*Essler
Consider%reaching%out%in%new%ways
Some*recruiters*have*extra*email*addresses*to*look*like*they*come*from*
a*hiring*manger.*Usually,*they*see*a*higher*response*rate*reaching*out*to*
a*potential*developer*as*the*CTO*than*with*a*recruiting*signature.
13
Know what strikes a nerve
“
“Theyneedto have a conversation
about who that person is,what
theywant out of theircareer,
but haven’tgot yet.

15. Chapter Four
Job Posts
4

16. When*it*comes*to*differentiating*yourself,*getting*creative*matters.*
Collaborating*to*write*posts*that*show*why*the*role*your*hiring*for*is*an*
opportunity*is*essential,*rather*than*just*throwing*out*a*list*of*
responsibilities.*And*every*single*company*should*let*candidates*know*
who*they*are.*From*looking*at*a*post,*a*candidate*should*know*what*the*
culture*is*like,*and*have*a*sense*if*it’s*the*right*fit*for*them.**
Do%what%everyone%else%is%doing—and%innovate%from%there%
“If*you’re*not*doing*more*than just%posting*on*job*boards,*you’re*not*
even*in*the*game.*Datto and*Twitter*are*running*a*similar*campaign—
basically*on*the*Metro*North*trains*into*NYC,*we’re*running*ads*with*
these*techy*engineering*problems.*And*they’ll*say*‘We’re*in*Norwalk*
(that’s*where*our*HQ*is),*you*could*have*been*at*work*already’. It’s*all*
about*the*marriage*of*the*traditional*and*the*contemporary.*You’ve*got*
to*find*new*way*to*reach*people.*The*number*one*most*important*thing*
is*employee*experience.”*–Chris*Essler
Get%to%know%candidates%outside%the%hiring%process
“We’ve*actually*hired*quite*a*few*people*from*meeteups*(engineering*
happy*hours)*that*we've*hosted.*We're*just*starting*conversation*at*
those, we*never*do*the*hard*sell.”*–Lindsay*Holmes
15
Go beyond an average job post
“
“If you’re not doingmore than just
postingon jobboards, you’re not
even in the game.

17. Chapter Five
Candidate
Experience
5

18. Most*of*the*candidates*you*talk*to*won't*be*the*person*that*ends*
up*in*the*role*you're*trying*to*fill,*but*that*doesn’t*mean*you*shouldn’t*
strive*to*give*them*a*great*experience* with*you.*The*best*in*hiring*are*
quick*to*point*out*that*their*job*isn't*just*to*court*the*candidates*they*
want*to*hire*right*now—and*that*mentality*matters*more*than*people*
often*think.*
Show%candidates%that%your%team%is%the%one%they%want%to%join
“During*interviews,*you*should*be*getting*them*water,*making*sure*the*
interviews*are*running*on*time,*giving*them*a*tour*of*the*office.*You*
have to*manage*that*day,*and*be*able*to*greet*them.*I*make*sure*I*walk*
them*out.*I*give*feedback*in*a*timely*manner*on*whether*or*not*we’re*
moving*forward—I*try*to*keep*it*to*24e48*hours*if*I*can. One*of*the*
things*that*I’m*most*passionate*about*is*having*a*very,*very quick,*
candidate*friendly*process. It*goes*back*to*candidate*experience—you*
see*these*processes*where*a*candidate*doesn’t*know*what*to*expect,*
doesn’t*know*when*a*decision*will*be*made,*and*are*interviewing*for*
months.*That’s*ridiculous.*It*should*never*be*that*way.”*–Lindsay*Holmes*
17
Be the team everyone wants to join
“
“One of the thingsI’m most
passionateaboutis havinga very,
very quick, candidatefriendly
process.

19. Make%every%candidate%want%to%work%from%you
“Every*candidate*should*want*to*work*for*you.*Every*candidate*should*
want*their*job,*and*that’s*the*experience.*From*the*minute*they*walk*in,*
they*should*see*an*environment*they*want*to*work*in.*That’s*become*
critical*in*the*war*for*talent.*You*may*not*be*at*a*company*that*can*
afford*to*pay*the*most,*but*you*can*tell*a*story*about*
growth. Companies, from*an*HR*standpoint,*need*to*absolutely*own*
that.*Everyone*should*have*an*aeplus*experience*with*Datto,*whether*
that’s*our*customers,*our*candidates,*our*employees,*everyone.*At*the*
end*of*the*day,*its*about*the*network.*My*sole*responsibility*is*not*just*
to*figure*out*if*I'm*going*to*stick*them*at*this*desk*or*not.*It's*about*
what's*best*for*that*candidate,*and*what’s*best*for*Datto.”*–Chris*Essler
Push%hiring%as%a%priority%across%all%teams
“Interviewing*this*candidate should*be*the*most*important*thing*in*your*
day. Acquiring*talent*is*the*most*important*thing. Not*your*
code. That's why*you’re*overworked,*but*you're*not*thinking*about*it*
that*way. It*should*be*the number*one thing*on*your*plate*today.”*–
Michael*Burns
18
Push hiring as a priority for growth
“
“Every candidate shouldwant
to work foryou… That’sbecome
critical in the war for talent.

20. Be%prepared%to%give%as%well%as%take
“I*think*people*source*for*their*openings only,*and*that's*a*problem.*But*
I*know*that*every*person*I*connect*to, that*person*is*going*to*refer*me*to*
someone. It's more*of*a*running*conversation. With*the*candidate*base*
you’re*working*with,*regardless*if*they*want*to*come*work*at*your*
company,*if*you’re*in*a*conversation*with*them, is*there*any*way*you*can*
help*them?” –Michael*Burns
Get%the%whole%team%in%on%candidate%experience
“When*a*team*isn’t*working*like*a*team,*that’s*a*big*issue. They*look*
stupid—they*don’t*look*organized,*they*don’t*look*sharp.*This*is*on*two*
levels.*First,*in*manners*and*accountability.*If*you're*on*your*way*to*
lunch,*and*you*see*someone*who*is*obviously*waiting*for*an*interview,*
who*hasn’t*been*greeted*yet,*most*people*just*walk*by.*Instead*of*saying*
hey,*introducing*yourself, asking*what*you*can*tell*the*candidate*about*
the*company.*Candidates*love*that.*Second:*organization*matters.*Say*
you*need*four*people*to*interview*a*person. Rule*#1: If*you*are*looking*
at*the*resume*the*first*time*when*you*meet*the*person,*you’re*not*even*
in*the*game. It's*rude.*You*look*like*an*amateur.*You’re*going*to*be asking*
questions*people*have*already*asked.”*–Michael*Burns
19
Show every candidate they matter

21. Chapter Six
Branding Your
Culture
6

22. Make%culture%your%biggest%asset%
“Culture*is*not*about*fun*cool*shit*for*people*to*play*with.*Its*about*
coming*to*a*place*every*day*where*you*feel*like*you’re*part*of*a*society*
where*you*have*norms,*rules,*and*you*feel*like*everyone*wants*to*help*
you*succeed.*No*one*is*trying*to*screw*you*over. Success*is*
not defined by*whether or*not*you*hit*your*sales*goal— it's*'am*I*
inspired,*am*I*motivated?' No*matter*how*many*ping*pong*tables*you've*
got,*you*just*can’t*poach*those*people. Those*things*just*collect*dust.*
And*if you*have*a*good*pipe*of*talent*coming*through*the*door,*your*
reputation*is*solid,*people*know*they’re*going*to*be*treated*respectfully,*
you’re*never*down*for*candidates.*You*bet*your*ass,*when*you*get*to*be*
big*enough*and*someone*sends*in*a*resume*for*a*job,*that’s*the*first*
place*they're*going—is*the*employee*they*know*there.*They’re*going*to*
ask*about*the*experience* of*working*there— its*like*a*yelp*review.”*–
Chris*Essler
21
Culture is like a Yelp review
“
“Cultureis not about fun, cool
shitfor peopleto play with.

23. Show%who%you%are
“I*look*at*other*job*postings*and*career*pages all*the*time.*I*go*
to LinkedIn*and*I*look*at*their*career*pages.*Some*of*them*are*terrible.*
They’re*not*informative.*I*want*to*know*what*its*like*to*work*there.*
Videos*are*effective*on*your*careers*page*to*understand*what*the*
culture*and*the*environment.*The*most*important*thing*is*showing*your*
culture.”*–Lindsay*Holmes
22
Be open about who your team is
“
“The mostimportantthing
is showingyourculture.

24. Chapter Seven
Talent Retention
7

25. Think about how talent acts today
Talent*just*isn't sticking*around*the*way*it*used*to. If*the*candidate*
across*the*table*from*you*was*totally*honest*about*a 'where*do*you*see*
yourself*in*ten*years'*question,*the*answer*would*probably*be*'not*at*
your*company.’
A%new%way%to%think%about%retaining%talent,%and%talent%moving%on:
“Companies*that*still*have*a*possessive*mindset*over*their*people*are*
old*school.*There*is*nothing*wrong*with*working*really*well*for*someone*
for*two*years.*Its*very*short*sighted to*think*otherwise. Come*work*here,*
I’m*going*to*be*your*biggest*cheerleader* when*you*say*you’re*moving*
on. Don’t*leave*in*the*middle*of*the*night.*Its*a*huge*achievement*when*
you*get*someone*to*come*in*at*one*rank*and*leave*at*another*
rank. Versus acting*like 'how*dare*you*leave,*look*what*we’ve*done*for*
you.' Companies*should*literally*say,*‘Hey*listen,*I*know*you’re*getting*a*
little*bored*on*this.*Lets*do*6*more*months*of*this*and*we’ll*intro*you*to*
XYZ’.*Companies*should*do*that,*rather*than*burning*their*people*out.*
Or*some*guy*pretending*he*has*a*dentist*apt. eMichael*Burns*
“Candidates*don’t*act*like*they*used*to.*They*move*around*based*on*
what*interests*them.*They*don’t*expect*to*stick*around*forever*on*just*
one*team.*Savvy*companies*are*starting*to*embrace*that*more,*and*
that’s*a*good*thing…these*candidates*have*interesting*skill*sets,*and*
they’re*able*to*learn*and*adapt.”*eMeghan*Godorov
24

26. Chapter Eight
Getting It Done
8

27. The problem with hiring today—
and what to do about it
Here’s*the*thing*about*the*hiring*process:*it*can*be*so*dominated*
by*administrative*work,*that*it’s*hard*to*employ*the*best*strategies.*So*
while*you’d*love*to*have*more*time*to*prioritize*candidate*experience,*
or*really*get*into*strategizing,*you’ve*got*scheduling,*endless*emails,*and*
you*always*seem*to*be*chasing*down*your*team*for*feedback*on*the*
candidates*you*bring*in.*Sometimes,*those*besteinehiring*strategies*just*
become*aspirational.*
But*it*doesn’t*have*to*be*that*way.*At*Talla,*our*intelligent*(so*
smart,*you’ll*forget*she’s*a*robot)*automated*assistant*will*offload*much*
of*the*busywork*that’s*holding*you*back.*Below*you’ll*see*a*few*of*the*
tasks*she’s*ready*to*handle*now.*In*the*future,*Talla will*manage*other*
HR*tasks,*like*onboarding,*training*and*more.*We’ll*continue*building*
artificially*intelligent*assistants*for*other*teams,*like*marketing*and*office*
management.*Our*promise*to*you*is*that*Talla will:*continue*our*market*
leadership*in*artificial*intelligence*for*recruiting,*provide*an*assistant*
that’s*secure,*easy*to*use,*and*cost*effective,*and*continually*innovate*
on*new*assistants*that*solve*more*of*your*business*problems.*
26

28. Get ahead of the curve
Your*interview*scheduling—no*matter*how*many*calendars*are*involved:
Creating*and*managing*dossiers*on*candidates:
Answering*the*questions*you’re*always*being*asked:
27

29. Contributors
Contributors:
Chris*Essler:*VP*Sales,*Datto*
Michael*Burns:*Founder,*MICKTEC
Lindsay*Holmes:*Recruiting*Manager,*Spring*
Meghan*Godorov:*Career*Consultant*
Rob*May:*CEO*&*Founder,*Talla
Author/Editor:
Brooke*Torres:*Marketing*Manager,*Talla
28

30. ABOUT
We’re'a'powerful'virtual'assistant'that'automates'
the'busy'administrative'parts'of'your'job,'
so'you'can'free'your'mind'to'focus'
on'your'most'important'work.'
LEARN+MORE
Talla