tech recruiting 101 how to recruit engineers to your startup
DESCRIPTION
Tech Recruiting 101 presentation for Start-Up School in South Jordan, Utah November 2013 aimed at helping start-ups with understanding how to find and attract top engineers to their startup.TRANSCRIPT
Tech Recruiting 101:How to Recruit Engineers to your Startup
ERIC
JumpSearch Recruiting“Changing lives one connection at a time.”
We are JumpSearch.
Michelle Kuo, Founding Partner
Connecting people is Michelle's passion.
Michelle has honed her talent acquisition skills for over 7 years experience as the top recruiter for several agencies successfully placing hundreds of candidates before starting her own firm.
She has served as a panelist and guest speaker for numerous events including: UCLA Entrepreneur's Panel and the University of Michigan/Ross Business School’s Salary Negotiations and Resume Workshop.
Michelle holds a Bachelor of Science degree in Psychology from UCLA.
Eric Sullano, Founding Partner
Technology is Eric's passion.
Eric offers over 14 years experience applying internet, software, and mobile technologies to create new business opportunities.
He has launched numerous product and technology initiatives with companies including PriceWaterhouseCoopers, PG&E, California ISO, Pacific Bell, Ticketmaster/IAC, Live Nation Entertainment, Spark Networks, and Backcountry.com.
Eric earned a Bachelor of Science degree in Mechanical Engineering and an MBA from the University of Southern California.
www.jumpsearchrecruiting.com
“No company became great without first building the team. It starts with good recruiting.”
Jim Collins - Good to Great
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What trends are we seeing in Utah?
MICHELLE
Demand for technical talent is skyrocketing.
Technical job postings per capita - Source Indeed.com
There is a deep scarcity in mid-to-senior level technical talent.
MICHELLE
Entry-Level ExecutiveMid-to-Senior
Often have to go out-of-state to find talent.
Ultimate goal is to find, attract, and retain the best possible* talent.
MICHELLE
What is technical recruiting?
Talent Sourcing
OutreachPromotionRequirements
Networking
Relationship BuildingPipeline
Matchmaking
Partnership
Customer Service
Opportunity Definition
Market Research
Talent Qualification
Technology TrendsRegional Awareness
Negotiations
People and ProcessMICHELLE
There’s a lot that can go wrong.
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But, there’s a lot that can go RIGHT.
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Our approach to building a talent pipeline.
1. Know thyself. Craft your story.
2. Share your story.
3. Craft an awesome job description.
4. Create awareness and demand
5. Source and qualify
6. Engage the candidate
Mind the candidate experience
Calibrate
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Step 1: Know thyself. Craft your story.
Products
Team
Vision
Market
Mission
Culture
Technology
Founders
ValuesFunding
Gaps
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Tap into the emotional aspects of your story.
What’s their mission?
MICHELLE
What’s their product? Team culture?
MICHELLE
What’s their history?
MICHELLE
What do they value?
MICHELLE
Where’s the emotion?
MICHELLE
Is this company credible?
MICHELLE
Step 2: Share your story.
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Step 3: Craft an awesome job description.
Workplace
Team
Role
Compensation
Challenge
PerksTechnology
Mission
Career growth
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What is the “employee value proposition”?
What’s compelling for a candidate?
MICHELLE
What’s compelling for a candidate?
MICHELLE
Step 4: Generate awareness and demand.
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Step 4: Generate awareness and demand.
Natural Network
Broad Outreach
Referral ProgramAgencies
Ambassadors
Targeted Outreach
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TIP: Dig your well before you’re thirsty.
(but be smart about it)
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Step 5: Source and qualify exercise
Exercise:○ iOS candidate profile ○ Spend 30 seconds on each of the two profiles
What stood out with each of the profiles?What questions do the profiles prompt?Would you reach out to this person?
MICHELLE
Candidate 1
MICHELLE
First impressions?
Candidate 1
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Candidate 2
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First impressions?
Candidate 2
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Candidate 3
MICHELLE
Candidate 3
MICHELLE
Not all profiles are created equal.
The “Offshore”
The “Veteran” The “Great-One”
The “Deflector” The “Maverick”
The “Hotshot”
(Same goes for engineers.)
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Step 6: Engage the candidate.
THIS IS THE HEART OF RECRUITING!
MICHELLE
TIP: What’s the deal with “Passive Candidates”?
Adjust your approach for passive or active candidates.
MICHELLE
Mind the candidate experience.
Roles Expectations
Communication
Personalization
Process Feedback
Agency
Consistency Time-frames ERIC
Calibrate.
● Retrospectives● Survey your candidates● Survey your market● Survey your peers● Refine your approach,
job description and search ERIC
In Summary
1. Know thyself. Craft your story.
2. Share your story.
3. Craft an awesome job description.
4. Create awareness and demand
5. Source and qualify
6. Engage the candidate
Mind the candidate experience
Calibrate
ERIC
Future series topics
1. Crafting your story2. Profiling Talent3. Tech Lingo in a Nutshell (aka Alphabet Soup)4. Write a Great Job Description5. Sourcing and Screening6. Presenting a Compelling Offer7. Recruiting Tools8. Working with Agencies9. ….? ERIC
ERIC