Hiring 101- Grow Your Startup With the Right Team

Hiring 101Grow your startup with the right team

Cristina Fonseca

Hiring101 Grow Your Startup With The Right Team Cristina FonsecaHiring101 Grow Your Startup With The Right Team Cristina Fonseca

Hiring101 Grow Your Startup With The Right Team Cristina Fonseca

Outline1. Great Teams2. Hiring Toolkit3. Hiring Process4. Onboarding Process5. Scaling6. Firing

1. Great Teams

Great Teams

· A players, smart and passionate· Curiosity, “challenge driven mindset”· Good communicators· Team players

“Everytime we hire someone he or she should raise the bar for the next hire so that the overall pool of talent is always improving”

–– Jeff Bezos

August 21, 1994

Well-capitalized start-up seeks extremely talented C/C++/Unix developersto help pioneer commerce on the Internet. You must have experience designing and building large and complex (yet maintainable) systems, and you should be able to do so in about one-third the time that most competent people think possible. You should have a BS, MS, or PhD in Computer Science or the equivalent. Top-notch communication skills are essential. Familiarity with web servers and HTML would be helpful but is not necessary.

Expect talented, motivated, intense, and interesting co-workers. Must be willing to relocate to the Seattle area (we will help cover moving costs).

Your compensation will include meaningful equity ownership.

Send resume and cover letter to Jeff Bezos:

mail: be…@netcom.comfax: 206/828-0951US mail: Cadabra, Inc.10704 N.E. 28th St.Bellevue, WA 98004

We are an equal opportunity employer.

——————————————————————-“It’s easier to invent the future than to predict it.” — Alan Kay

2. Hiring Toolkit

Hiring Tools

· Recruiting Software (Workable, RecruiterBox, Trello, Assana or similar)· LinkedIn· Calendar· Video Application (Skype, Google Hangouts or similar)

Hiring Resources

· Job Posting Templates· Email Templates· Interview Templates and Questions· A process

2. Hiring Process

The Funded Superhero Syndrome

The behaviour of hiring with no rules or breakingall your rules after a round of funding becauseyou have money and need to grow fast.

The beer test is not enough

Hiring Statistics

Google hires from the <1% top performers.They receive 130 applications for each hire made.

1 top hire = at least 5 interviews

Hiring Process:

1. Sourcing2. CV Screening3. 1st Interview4. Technical Challenge5. Cultural Fit6. Decision7. Offer

Sourcing CV Screening 1st Interview Technical Challenge Cultural Fit Decision Offer

Sourcing GoalFind the most promising candidates for the job.

How to:- Find candidates using referrals and your network. Later on events,

LinkedIn, Job boards, more referrals and recruiting agencies might also work

- Look for diversity, different skills bring different perspectives

CV Screening GoalFilter the potential candidates looking for excellence and get a short list.

How to:- No mistakes are allowed- Extremes are not good (10y / 6m at a company)- Look for excellence (top companies, awards and competitions)- Find professional contacts in common, ask for references

1st Interview GoalDetermine if the hire would result in a win-win situation for both parts.

How to:- 30 min video conversation- Ask smart questions, have a “script”- Sell the company vision and give a company overview- Ask what would make the person join you (salary, challenge)- Main point: “did this person teach me something?”

Technical Challenge GoalUnderstand if the candidate’s technical skills match the company needs.

How to:- Ask the person to solve a problem you are / have experienced- Invite the person to do it in the office is possible- Perform a critical review of the work, understand the reaction to criticism

Cultural Fit Assessment GoalMake sure the candidate’s values are aligned with the company ones.

How to:- Coffee / lunch / beer test with founder / manager / team members- Look for diversity, different skills bring different perspectives- Is this person talented, motivated, intense, and interesting?

Decision GoalDecide if an offer should be presented based on the feedback and evidence collected before.

How to:- If you haven’t speak with at least 5 candidates, hold on- Don’t compromise (even if the candidate was a referral)

Offer GoalPresent the candidate with a job offer.

How to:- Transform all the verbal agreements into a written offer - Compensation: create a fair environment (salary / stock options) - Paperwork / contracts: don't delay it, work with a lawyer

4. Onboarding Process

Onboarding ProcessSet the team for success while setting the company tone.

1. Preparation

2. Day 1

3. First Weeks

Preparation Day 1 First Weeks

Preparation GoalCreate knowledge spaces where people can look for information.

How to:- Have a wiki in place since the beginning - Have basic “guides”: links and info on how you work, culture,

tools you use…

Day 1 GoalWelcome, set the tone and produce something (code, blog post…)

How to:- Morning: paperwork, computer setup, “company guide” - Lunch: team lunch- Afternoon: work on the “Issue of the day” with the team buddy

First Weeks GoalDeliver on what you promised during the interview process.

How to:- Have the person work with multiple people and projects- Define a buddy for each project- Start with small tasks, increase the complexity

5. Scaling

Managing internal expectations- Promote only the right people at the right time- Find managers that team members respect- Don’t “give” all the fancy titles. Every 6 months you will need more

people with different experience

How to avoid the “desperation hire”- Make hiring a #1 priority, it takes time- Create a hiring team- Make sure your hiring process is solid

6. Firing

Hire fast, fire faster (but do it right).

· How to:- Be transparent, give people feedback- Don’t put yourself in trouble, seek legal advice

Thanks!

Hiring 101- Grow Your Startup With the Right Team

Small Business & Entrepreneurship

Transcript of Hiring 101- Grow Your Startup With the Right Team

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