About UCI Applied Innovation: UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market. About the Cove @ UCI: To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts. Follow us on social media: Facebook: @UCICove Twitter: @UCICove Instagram: @UCICove LinkedIn: @UCIAppliedInnovation For more information: cove@uci.edu http://innovation.uci.edu/

1. Recruiting on a Budget
Alexis, Robert, and Anton

2. Different Types of Recruiting Models
Contingency - You pay per hire. Typically this is anywhere from 15-30% of the candidates base salary.
Advantages:
● You don’t pay anything until the role is filled
● Some of these recruiters have large networks, so there is potential to have your roles filled quickly.
Disadvantages:
● If they’re not having success, they can just walk away; so you have no guarantee the role will be filled.
● Most of these firms introduce candidates to multiple clients, so a conflict of interest could arise.
● The higher the salary, the higher their fee - so they’re incentivized to have you pay more.
Conclusion:
● Best bet for one off and not super high priority searches. (ex: need to hire one senior security engineer
and you have months to get the role filled).

3. Different Types of Recruiting Models
Retained - You pay an upfront amount to the recruiter, and typically the remainder of the fee is paid once a
hire is made. This could be a fixed amount, or also based off a percentage of candidates salary
Advantages:
● Since the recruiter is guaranteed income, your roles will be prioritized and in some cases there are
guarantees that the recruiters will continue working on a role until it’s filled.
Disadvantages:
● If you find that the recruiter isn’t producing or representing your brand well, there are generally no
refunds.
● Could become costly, since the total amount paid per hire can get sizeable. (i.e: 30% of a 200k base is 60k
for one hire).
Conclusion
● Good for filling a small amount of high priority or very senior level roles. Not cost efficient at scale.

4. Different Types of Recruiting Models
RPO (Recruitment Process Outsourcing) - You generally pay a fixed hourly rate for a recruiter that is
contracted out to your company.
Advantages:
● Since you’re not paying per hire, this tends to be the most cost efficient at scale.
● Recruiters generally work exclusively with a single company, which allows them to more deeply
understand your brand and the different nuances between hiring managers and their preferences
Disadvantages:
● If the recruiters are not producing, the cost could add up.
● RPO Recruiters are typically treated as part of your internal team, be prepared to spend time ramping
them up/ integrating them into your culture
Conclusion:
● Good for filling a higher number of roles, not cost efficient at smaller scale

5. Binc Intro
Binc is an exclusive and hybrid tech recruiting company.
We bring together the best of contingency and corporate recruiting by deploying smart and
driven recruiting teams into high urgency hiring situations.
We execute aggressive, high-quality, data-driven, end to end recruiting programs customized to
our client's needs.
Our mission is to deliver value to our clients; facilitating lasting partnerships and helping
companies scale at the pace they need.
We have had the pleasure of partnering with small early stage start-ups, large publicly traded
companies, and everything in between.

6. How Do You Find People?
● Plan for what talent you’ll need
○ Separate the critical from the nice-to have
■ Elegant code vs ability to ship
■ Specialists vs Jack-of-all-trades
○ Adjust as you build your team

7. How Do You Find People?
Think Inside the Box
MLML iOS
Front-endBackend
Hire
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8. How Do You Find People?
● Expand your network offline
○ Partner with Bootcamps ( SmithHouse, General Assembly, Girls Who Code,
Hackreactor)
○ Go to relevant events (tech talks, mixers, hackathons, meetups)
○ Tap into Alumni networks
● Leverage free / in-expensive online channels where top talent resides
○ Linkedin, Angelist, Github, Indeed
● Who to target

9. How Do You Interview Them?
● Do’s and Don’t’s of Candidate Experience
○ Do: have interview process clearly defined before you start interviewing.
○ Do: Communicate timeline/process to candidates and set expectations.
○ Do: Put yourself in the candidate’s shoes
■ Do: Ask for feedback from your candidates
○ Don’t: Treat interviewing as an extracurricular activity. Make time for it!
○ Don’t: Be too rigid in your process
○ Don’t: Hesitate! If you come across a good candidate, be ready to move quickly.
● “Culture fit” and “Culture Add”
○ What does this person add? vs. Does this person fit in?
● Hire for Potential
○ Assess for Competencies vs. Skills
○ Develop leadership inhouse if you can

10. How Do You Sell Your Company?
● Sell the upside of your company/vision
○ Market cap
○ Only needing xxx% of market to be very profitable
○ What you’re doing different than the competition
○ Exit strategy (IPO, acquisition, etc.)
● Working at a startup vs larger company
○ Bigger impact, more ownership
○ Working on many different things vs. working on small piece of a project

11. Conclusion
● Questions?