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Recruiting hiring dave_schappell

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  • Congrats on Batch 9
    I’m an investor, so couldn’t be happier to be here
  • - Main Topic Recruiting
    - Mini Topics:
    Customer conversations
    Be great at one thing
    Hire slow(er) than you expect once you raise $
  • Just like of many of you (older)
    Lots of early success, Early amazon, startup to exit, now work with AWS (and places like 500)
    Opinions are my own (not AWS)
    Ideas from mix of Amazon, TeachStreet, and others
    There’s an exception for every rule (for every speaker)
    No need to take notes (slides posted at ___________)
  • How many of you have done recruiting before?
    Hired 1? More than 3? More than 10?
    How many of you have made mistakes?
    How soon did you know?
    Great Hire (date/relationship/…)
    Bad Hire (date/relationship/…)
    Commonality? Lack of a plan? Does it help?
  • Owner Mentality
    Wear lots of hats (dirty hats)
    Hard/Smart work (not 100 hours/week)
    Passion
    Involvement / Anti-Silo
    Strategic Plan = Do Stuff
    Doers vs. Planners
    Fast/Frequent Pivoting
  • Job Postings should convey culture
    Know what you want & have guts
    For TeachStreet  Web DNA, Learners
    For Everyone  Passion/Results-Delivery
    Set Clear Expectations
    Don’t hire non-Stars (expect Greatness)
    Bad Hire/Disconnect, Address Quickly
  • Q&A - What are some of your ‘must haves’?
    Skills are important, but Core values are critical
    TeachStreet  wanted WebDNA, Passion, Scrappy
    Amazon  Customer-focused, Innovative, Invent & Simplify
  • People Do What They’ve Done Before
    The best predictor of future behavior is to look at past behavior
  • Founders must always be recruiting
  • Interview cheat sheet on desktop
    Helps organize questions & stay focused
    Don’t walk thru resume (lazy)
    If so, limit it to 2 minutes & tell them to convince you that your startup makes sense in their changes
    Take lots of notes & type up interview (and vote) afterward
    Often I decide my vote while typing them up
    Or, if a phone screen, I identify areas of concern to focus on
    Interview many candidates at once
    Helps you discern true passion
    Calibrates interviewees with fresh memories
    Involve 4-6 interviewers
    Two sets of eyes better than one
    Focus on different skill sets/areas of focus
    Who?
    Key employees: CEO, CTO, Engineer
    Board member/advisor (or tech person you respect)
    Make sure everyone is willing/able to follow same process
    Ground rules (exude confidence in company)
    Assign areas of focus to interviewers
    Everyone must have their ‘votes’ before you meet. Figure out best way to log this. Don’t allow people to be sloppy.
    Schedule debrief within 24 hours of last interview. In-person.
  • Sell in interview (at end), if sure
    Dinners
    Butts in Seat is what’s important!
    Send Gifts (“books, etc”)
    Calls – talk about first projects & urgency
    Onboarding (First day, week, 30 days, etc) – lunch/coffee with everyone
    Recruiters vs. in-house
    First 10-15
    This is the first of many hard things.
    Your job is ‘chief salesperson’ (recruiting, fundraising, press)
    You’re always recruiting, every day. Even when fully staffed.
    Graphic to remind me to do a little of everything, every day
    Beyond that/scale
    Get help, with eye to bring in-house
    Referral Program
    Yes, when it makes sense (best hires are referrals)
    Why?
    Puts referrer’s reputation on the line
    Comp (how to close them without the $$$)
    Make multiple/varied Cash/Equity offers
    Base Cash & Equity
    ½ Cash (for 3 mos.) & 2x Equity
    ½ Cash (for 6/mos.) or $0 cash (for __ mos.) & 3x Equity
    Try Before You Buy / Contractors
  • Customer conversations
    Be sure you’re building something that people want/need and will $
    Only way to do that is to interact directly with customers, frequently
    Spent weeks/months doing this; better than building wrong thing
    Be Great at One Thing
    TeachStreet – 400 categories, but not great at any of them
    Could have instead chosen to do Music Lessons great
    Or even be best at Piano Lesssons
    Eventbrite – did ‘one thing’ very well, and crushed a customer pain point
    Hiring too fast once funds raised
  • Transcript

    • 1. @DAVESCHAPPELL HIRING FOR STARTUPS 500 STARTUPS – MAY 6, 2014
    • 2. WHAT? •Primary: •Recruiting/Interviewing Tips •Secondary: •Focus on Customer •Be Great at 1 Thing •Hire Slow(er)
    • 3. WHO AM I?
    • 4. HOW DO YOU BUILD A TEAM?
    • 5. READ: http://bitly.com/interview-neil oKnow what you’re hiring for oKnow what you’re going to ask oTake notes oHave an opinion & back it up
    • 6. WHAT MAKES A STARTUP’S CULTURE?
    • 7. RECRUIT FOR YOUR CULTURE or…
    • 8. NICE TO HAVES MUST HAVES • Rails/Ruby • Android • 3 Years PM • … • Passion • Customer Focus • Work Ethic • Certain Skills
    • 9. BEHAVIORAL INTERVIEWING
    • 10. BEHAVIORAL QUESTIONS • Give me an example of a time you: • … blew a customer away? (Customer Obsession) • … delivered a key project under deadline? (Deliver Results) • … improved a process of co-worker(Invent and Simplify) • Dig: • What did YOU do? • How did you know it worked/didn’t? • What could you have done better? Or, did you, in future? • Give me another
    • 11. FAVORITE OTHER AREAS • Beginning • What did you do to prepare for this interview? • What are three ways we should improve our product, to blow away our customer? • End • 3 Adjectives people use to describe you • Give examples of what you’ve done • Give them time for questions • Suster:  ”No. Curiosity. No. Job.”
    • 12. WHERE DO YOU FIND STARS? •Friends/FOFss • Referrals •Past employers/ees •Networking/parties •Craigslist + •Word of Mouth • ABR (always be recruiting)
    • 13. OTHER TIPS/TRICKS • Interview cheat sheet (txt file) • Don’t walk thru resume (lazy) • Take lots of notes & type up interview • Interview many candidates at once • 4-6 interviewers (key employees, board) • Assign areas of focus to interviewers • Everyone log ‘votes’ before you meet • Schedule in-person debrief with everyone
    • 14. CHECK REFERENCES? • Yes, eyes wide open • Look for great • Probe on anything where not raving • Find a way to talk to non-references • Read Mark Suster post: • http://bitly.com/improve-startup-hiring
    • 15. ALL ELSE • When to Sell the Candidate? • Recruiters vs. in-House? • Referral Program? • Comp Levels
    • 16. 1-SLIDE MINI-TOPICS • Customer conversations • Be Great at One Thing • Hiring too fast once funds raised
    • 17. WANT OTHER ADVICE? • @DaveSchappell • http://blog.nosnivelling.com • Mentor sessions tomorrow • AWS Activate benefits for 500Startups • This presentation borrowed from: • http://twitter.com/#!/neilr • http://twitter.com/#!/msuster