The Ultimate Guide to Tech HiringDocument Transcript
The Ultimate Guide
to Tech Hiring
How small and mid-sized businesses can
locate, screen, and hire top talent while
saving time and money
The Ultimate Guide to Tech Hiring // 1
Current Staffing Challenges ..............................................3
What You’ll Find in This eBook .........................................4
Creating a Winning Recruiting Team Culture
Keys to Understanding Company Culture.........................6
Keeping Track of the Company Pulse ...............................7
The Tech Hiring Challenges of SMBs
Your Value Proposition:
The Key for Effective Candidate Communications ........10
Tips for Defining Your Value Proposition .........................11
On Getting Creative ........................................................12
Final Considerations for SMBs Seeking
Tech Talent ....................................................................13
Hiring for Mobile
Key Considerations for Mobile Hiring .............................15
Tips for Finding the Right Fit
(and Culture Fit) with Mobile Talent ...............................16
Tech Hiring for Non-Tech Companies
Leading With Culture ......................................................18
Create the Experience ....................................................19
Show Them the Future....................................................20
The Future of Tech Recruiting ........................................22
Creating Your Company Mission Statement....................25
Defining Your Value Proposition......................................26
Salary Worksheet for Start-Ups and SMBs.....................27
The Ultimate Guide to Tech Hiring // 3
Small and mid-sized business owners, regardless of industry,
are all facing the same challenge in today’s hiring environment:
How do we ﬁnd the right talent to build our business into
everything its destined to become?
How do we know? Well, this is the leading concern that our
sales team hears from prospective customers every day. We’re
living in amazing times that are rich with innovation and ideas
have more places to incubate and grow than ever in history.
But the skill level of the general workforce and the needs to
today’s forward-thinking employer create a gap—and one we’re
here to help you navigate in the most eﬃcient manner possible.
Our goal with this guide its to help small and mid-
sized businesses locate, screen, and hire the best
technical talent possible. We’re here to demystify the
process and help close that gap so that your business can move
(perhaps leap) forward with the talent they need on board.
Current Staffing Challenges
Every company begins somewhere…but when you begin, you’re
missing a few things. Brand recognition is at an all-time low.
Beneﬁts for your new team members might be slim and your
compensation structure and upside potential for talent that
takes a risk on your vision aren’t necessarily well deﬁned.
It’s also often diﬃcult to clearly enumerate who you are, why
you’re diﬀerent, and why candidates should hear what you
have to say when a bigger behemoth might be knocking at their
Tech companies face a special set of challenges. Most specialty
areas have a limited number of talented candidates in the
workforce yet new positions are coming online each day.
Recruiting staﬀs can ﬁnd it diﬃcult to keep up with ever-
changing technology trends, so identifying and evaluating
talent becomes even more diﬃcult.
So how do you win? We take the challenges to heart and search
for solutions that both save and build your company’s bottom
“We’re here to
demystify the tech
talent hiring process.”
The Ultimate Guide to Tech Hiring // 4
What You’ll Find in This eBook
The next four installments in this eBook will walk your
company through the following topics and help you get from
where your hiring needs are to where they need to be, with
tools for ﬁnding the right talent for each need and challenge.
Part 1: Creating a Winning Recruiting Team Culture
Part 2: The Tech Hiring Challenges of SMBs
Part 3: A Guide to Hiring Mobile Talent
Part 4: Tech Hiring for Non-Tech Companies
The ultimate goal for this guide is to oﬀer growing companies
across a myriad of industries better tools. The more eﬃciently
you can locate and hire the tech talent your business needs
to grow and thrive, the more revenue you can allocate to
serving your customers. And that, we feel, is always the best
use of revenue. It’s also going to always be the best (and most
respectful) use of everyone’s time, no matter how they’re
involved in the recruiting process.
The Ultimate Guide to Tech Hiring // 6
As we mentioned at the beginning of this series, every industry
faces both shared and unique challenges when trying to
identify and then hire the best tech talent. Solutions, however,
begin with your recruiting team. Successful hiring begins with
a full understanding of your company culture by those charged
with ﬁnding and presenting talent. After all, how can you grow
in the right direction if everyone’s following a diﬀerent path?
Keys to Understanding Company Culture
When you’re a young company, you’re always up against the
Big Guys in the race to hire tech talent. So how do you put
yourself in the same league as these towering giants? It all
starts with a clear understanding—and communication of—
your company culture.
When on the hunt for tech talent in today’s competitive
market, here are the ﬁve things you need to have sussed-out in
advance of reaching out to your dream candidates:
• Company Mission: If you can’t tell candidates who
you are, what you do, why you’re different, and why this
matters to both your target audience AND to them as a
prospective employee–get this spelled out. Your bigger
competition has this down pat.
See Appendix: Creating Your Company Mission Statement
• Comparison to the Competition: You’d better know
what the competition is offering in terms of compensation,
marketplace relevance, and culture. The question will
come up, so why not be prepared to answer what some
companies consider a tough question. For you, it can be
• Value Proposition: How much do you know about your
candidate? Today’s tight tech market demands that you be
able to relate your career offering directly to a candidate’s
personal needs, likes, and goals.
See Appendix: Defining Your Value Proposition
Advice from Gild’s
How can companies
best (and tactfully)
compare their business
to the competition and
oﬀer value points?
• Explain the difference
companies and your
• Explain what your company
does vs. competitors.
• Find something unique
about your company and
what it’s doing, emphasize
that, and make it clear and
• Find things that will get
people excited about what
they’re going to be able
to contribute to their new
The Ultimate Guide to Tech Hiring // 7
• Comp Plan and Benefits: No matter your company
size, you should be able to clearly enumerate what you’re
offering. The recruiting process is a tough time to figure
out that what you need costs more than you’ve budgeted or
that you don’t measure-up to your competition’s offerings.
See Appendix: Salary Worksheets for Start-Ups and SMBs
• The “What’s Next” Conversation: Be prepared for the
next conversation with your candidates. PDFs and press
coverage that you can send along, bios of the folks he or
she will be interviewing with, and more. How will you keep
the candidate’s interest after the initial conversation?
Keeping Track of the Company Pulse
Once those in charge of hiring have the above sorted out,
you’re in position to move forward with more successful hiring
conversations. How do you keep those conversations on-track?
We recommend a few techniques for making sure that everyone
in decision-making roles is kept apprise of hiring needs and
• Scheduled Updates: Make sure those who are
sourcing candidates are checking in with those doing the
interviewing and making the hiring decisions on a regular
basis. If not weekly, then bi-weekly.
• Challenges: Are you having difficulty filling a role?
Are candidates not measuring up? Ask these questions
often and face challenges head-on and with candor. This
translates to less time wasted and better candidates in the
• New Hire Check-Ins: Maybe there’s something that
your new hires can contribute to the hiring process. Why
not check in with new talent at the 1- month and 3-month
points for what they feel you could add (or subtract) from
their hiring process based on their experiences with their
When it comes to hiring, it doesn’t matter who in your
company is in charge of the task. What matters is your ability
to communicate—and on multiple topics and levels.
How can my company
improve results with
our recruiting eﬀorts,
and reducing hiring
When your hiring timelines
seem extended, I recommend
regrouping with your hiring
manager and team. This
way, the entire team can talk
through the challenges you’ve
faced and then figure out the
best way to move forward.
Is the role you’re looking to
fill one that can be filled or
do expectations need to be
adjusted? If you’re finding
that it’s difficult to identify
an appropriate pool of
candidates using your internal
resources, your company
might want to consider an
outside company to assist
with the search.
Whatever problems you’re
facing in bringing candidates
in and making the hire,
it generally goes back to
expectations and bandwidth.
The Ultimate Guide to Tech Hiring // 8
What are the key components of
a powerful value proposition for
SMBs have to sell candidates the opportunity.
For example, you might offer that your
company offers the right candidate the chance
to get involved in multiple aspects of the
company beyond a specific job title.
In smaller companies, employees get
involved in a lot of different activities. In
bigger companies, candidates get hired to
fill a particular role and they need to do that
job and do it well. That can get boring after
a while, however. The biggest challenge
for employees in bigger companies is that
someone has to leave in order to move up. At
a SMB, oftentimes all a team member needs
to do is raise his hand. Make this a part of
your messaging to candidates during the
What are some creative ways my
company can keep a candidate
engaged beyond the initial point of
Make sure you give top-tier candidates weekly
or bimonthly updates on your hiring timeline.
As your top candidates might be interviewing
with multiple companies, this helps them stay
abreast of where your company fits in their
job search. Also, I recommend that hiring
managers/recruiters check in with all key
candidates weekly and ask them if anything
has changed in their situation. The key is to let
them know you haven’t forgotten about them.
This also separates your company from others
with your superior level of communication.
What are the key criteria that all
recruiters and hiring personnel
should be collecting/uncovering on
candidates during the recruitment
“I always like to find out what a candidate’s
top 3 drivers are behind their job search. I
need to know why they’re looking and dig
deeper into those whys. Some people are
just evaluating their options. Others are
interested in making a move or need to make a
move. You need to understand a candidate’s
motivators up front.
Top drivers for most candidates are usually
money, growth, or “I don’t like my Boss.”
Some people aren’t adept or willing when it
comes to articulating why they’re leaving.
In those instances, it’s a recruiting or hiring
professional’s job to dig deeper to get to the
real motivations. Real motivations help us
make better placements and ones that last.
You need to understand what kind of culture
a candidate craves. Where is the candidate
coming from culture-wise and what would they
like to feel in their work environment each day?
And be sure to ask about standard
employment things such as work eligibility
and visas. If there’s travel, ask if they’re
comfortable with the percentage of travel.
If there are any special expectations around
the role, you need to clearly delineate those
expectations up front.
The final aspect you’ll want to delineate is
expected compensation. Everyone has a
price and their flexibility. When you can clear
compensation up early on, you’ll be in a better
position to match candidate, culture, and
The Ultimate Guide to Tech Hiring // 10
When we opened this guide, we reviewed some of the
challenges facing any company with tech hiring needs. The
truth of today’s market is there exists a greater demand
for tech talent than training can keep up with. This means
companies of all sizes are competing to acquire the best of the
best, and from a smaller pool of talent.
One of the key challenges facing the SMB market stems from
this exact quandary: how do we compete for talent with
bigger companies with bigger names? The linchpin boils
down to two critical factors:
• Understanding your value proposition, and
• Getting creative.
We know—those are both nebulous ideas. Let’s get speciﬁc
and equip you with the tools you need to go up against the
behemoths and have the best chance possible to attract the
attention of key tech talent to move your company forward.
Your Value Proposition: The Key for Effective
Recruiting is a unique combination of sales, marketing, and
human resources. When your company can eﬀectively combine
those three disciplines, you’re headed on the road to better
When companies are in growth phases, however, your
marketing messages are of the utmost importance. It goes
beyond marketing messages for your customers – it has to
extend to your target candidates, too. Let’s review your value
proposition and the points your recruiting team – whomever
in your company that might be – must have down-pat to make
your recruiting eﬀorts as eﬀective as possible:
• Your Value Proposition: No matter if you’re bigger or
smaller than any company perceived as “competition,” how
you stack up in comparison has to roll off the tongue. It has
to come through in every job posting, interview, impression
a candidate received during a tour of your offices.
with Robert Hatta, COO
Using Company Core
Values and Culture to
When we talk about culture
at Tackk we talk about the
values we hold ourselves
accountable to as a company.
Our company core values
are the yardstick by which
we measure our success.
They’re the behaviors and
skills we seek in all new hires,
and existing staff. Our core
values and culture are tools
we use to establish fit and
tell candidates who we are a
We treat each employee like
an owner of the company. We
empower our employees and
expect them to think like an
owner. We also have as few
formal processes as possible.
Our vacation policy is a great
example. There is no set
number of days of vacation for
continued on p. 11
The Ultimate Guide to Tech Hiring // 11
Some factors to consider as you build your value proposition:
• Company Culture: How does yours compare and
outshine the other options, even among bigger companies?
• Quality of Life: Granted, the startup and SMB space
isn’t particularly the ideal place for a 9-to-5er to call his
or her career home. But what do you offer that makes the
lives of your employees better?
• Benefits: Understand prior to the recruiting process
where you stand on employee benefits. Smaller and
growing companies often feel they can’t compete in this
arena, but we’ll address important comparison points and
help you get creative when push comes to shove.
Tips for Defining Your Value Proposition
Personality: If your company were a “who” – how would
you describe that person? Every company has a personality.
Attracting the best talent – the talent that’s going to combine
their talents with your culture and create long-term success –
begins with having a ﬁrm hold on your company’s personality.
That personality will then pave the way for you to clearly deﬁne
your company’s goals, values, and visions in a way that brings
the right talent knocking. Want some examples of companies
with clearly deﬁned personalities? Have a look at Salesforce
and Medium—one well-established technology icon and a
startup brought to you by one of the founders of Twitter that’s
hiring like mad. Diﬀerent goals, diﬀerent customers, and
very diﬀerent ways of attracting talent through their distinct
• Culture and Quality of Life: Skip the bait-and-switch.
There are plenty of companies that advertise that they have
dog-friendly office days (until a pup makes a mistake in the
wrong place) and on-site snowboard rentals. Be up front
and honest about what you’re looking for in an employee,
from office apparel expectations to hours and days of the
week. Guaranteed, there’s talent that will fit your requests
and expectations – and be sure you’re willing to bend a bit
for the right candidate. Great company cultures are also
about give and take.
continued from page 10
We also share our value
proposition with candidates.
We’re an ideal company for
candidates who want to be
part of a high growth, wealth-
generating company. We’re
building the next great Internet
company and changing a
part of the world. This value
proposition is our basis for
differentiation, along with our
core values and culture.
Hiring is always a two-way
street. We use our culture and
values to attract candidates
who feel our value proposition,
core values, and culture
resonate with them.
Robert Hatta is the COO at Tackk
(tackk.com). Tackk is a simple new
format that allows anyone to instantly
create, publish and share content on
The Ultimate Guide to Tech Hiring // 12
On Getting Creative
Some companies can’t aﬀord to bring in beneﬁts like group
health care out of the gate. Most won’t be able to oﬀer
an Apple-tastic beneﬁts package, inclusive of health club
reimbursement and an array of other wow-my-business-can’t-
compete-with those-beneﬁts beneﬁts. So how do you rally and
oﬀer a beneﬁts package that is compelling and competitive
without blowing your bottom line just for the sake of your
much-needed tech talent? You get creative. Here are some
beneﬁts that smaller companies are oﬀering that separate
them from the big boys (and in the best way possible) when the
tangle for talent is on.
• Commuter Benefits: reimbursement for train/bus/
• Culture Plays: have a group of homebrewers?
Companies have been known to sponsor Home Brew
Fridays and inter-company competitions. There’s a
56-person web development and design shop in Boulder,
CO that takes the whole company to brunch every
Friday. Do you encourage individual projects? Make it
known (since your developers are going to be on GitHub
anyways). Think of what you have that makes the lives of
your employees better.
• Flexible Hours: Especially in the quest for top
development talent, flexible hours could make or break
your dream hire. When talent knows they can work when
they’re in the groove – or even from home if needs must –
you might just win out over a bigger company and bigger
• Equity: If talent is willing to take a chance on your
company while its growing, an equity play isn’t out of the
question. When they know that they’ll be well rewarded
for the company’s success financially (albeit, in a delayed
fashion), equity can bring top talent over to your side even
if another big player is in consideration. Imagine being the
developer who got in on Microsoft at $10!
with Albert Cayabyab,
Human Resources Manager
Each individual candidate has
a different personality, so I try
to just listen to what they’re
looking for in both a position
and a company. Sometimes
candidates ask about
company culture, sometimes
benefits, or location. A lot
of developer candidates are
attracted to a company’s
innovation and want to be part
of the next big thing.
As far as our company culture
goes, what I think is attractive
here is that everyone at the
company gets along. This is
definitely a result of the hiring
process. Our recruiters and
hiring managers make sure
that a candidate’s personality
fits. Relatively we seek
energy, confidence, self-
monitoring, and a passion
to learn new technologies.
We look for individuals that
believe in customer care and
want to contribute that core
drive to help others toward
the ultimate result of customer
continued on p. 13
The Ultimate Guide to Tech Hiring // 13
Final Considerations for SMBs Seeking
When you’ve dialed-in your value proposition and ﬁgured out
how creative you need to get with beneﬁts, you have to evaluate
the talent coming in the door. We’ll leave you with some ﬁnal
tips for attracting and assessing talent and then starting the
interview process with the right candidates:
• Recruiting Focus: You need to have someone
dedicated to the recruiting needs of your company. This is
inarguable. You’ll speed up the process by connecting with
a recruiter who’s networked into the community you need
talent from within. This can shorten the time to not just
viable candidates, but one who will combine their talents
with your culture for that previously mentioned long-term
• Spending & Socializing: Don’t throw that job posting
up on LinkedIn for $300/month if you’re not going to get
out into the community to promote it. It’s a myth that if
you post it, they will come. Great candidates come from
great relationships – why not get out and start building
• Resume Red Flags: Beware of resumes and cover letters
that would indicate a candidate is looking for a company
culture bigger than you can offer. Focus on candidates
who can thrive in a fast-paced, wear-many-hats kind of
environment as opposed to those in search of the 9-to-
5 lifestyle. Uphill culture battles are no place to begin a
So ask: who are you as a company? How can we use our who
to attract the right whos into our culture? How can we oﬀer
creative beneﬁts to compete in diﬀerent ways with bigger
companies? And ﬁnally, how can we focus our recruiting eﬀorts
internally to built relationships with the best candidates?
When you take all of those questions and create your
company’s unique answer set, you’re ready to go toe to toe
with bigger companies and top talent. And you just might ﬁnd
yourself winning that top talent more often than not.
continued from page 12
It is all about business
survival for the company, the
customer, the automation
industry and each and every
employee. Just because you
have the skill set doesn’t mean
you’re the right hire. Everyone
at the company is very mature
and has a lot of integrity. Our
employees won’t find anyone
policing their time.
Our customer service is valued
throughout the industry;
we begin by listening, then
acting on what we hear to
reduce frustrations. We look to
highlight our company culture
up front and it’s paid dividends
in our hiring practices. The
right candidates find us and
from there, we can make the
best possible hires.
Albert Cayabyab is a Human Resources
Manager at Inductive Automation
Inductive Automation is a supplier
of web-based industrial automation
The Ultimate Guide to Tech Hiring // 15
When you’re an employer looking to expand your mobile
development team, you might ﬁnd yourself in unfamiliar
territory. It’s an industry changing faster than training can
keep up with, which creates a unique problem for both
employers and developers.
Employers need top mobile development talent, yet are
largely unfamiliar with the industry as a whole,
Developers are facing changing best practices, standards,
and conventions, trying to keep up in a fast-paced
industry they love being challenged by daily.
When we put those two scenarios together, we have two sides
of one industry wanting one thing: to create powerful mobile
But where do you begin the hiring process?
Key Considerations for Mobile Hiring
The most successful employers in the mobile space commit
to a learning-based culture. Since mobile technology and
protocols are changing so rapidly, today’s great hire needs an
environment where he or she can continue to thrive. When
hiring, it’s not just about the candidate’s skill set of today.
Rather, it’s about what could they learn (and be willing to
learn) that will make their skill set even better tomorrow?
There’s also incredible beneﬁt in letting your team teach the
rest of the team. For larger, multi-developer teams, consider
having monthly meetings where developers are paired up to
learn a new skill from one another. When mobile developers
better understand diﬀerent operating systems, design best
practices, and other skill sets, they become and even stronger
asset to the company as a whole. You’ll ﬁnd everyone working
together in a more cohesive fashion with each new skill set
people add to their arsenal.
to hire in the mobile
space should consider
these value-adds for
attracting top mobile
• Reimbursement for training
• Attendance at mobile
• Membership in professional
• Potential reimbursements
for membership-based sites
that make collaboration with
other mobile professionals
The Ultimate Guide to Tech Hiring // 16
Tips for Finding the Right Fit (and Culture Fit)
with Mobile Talent
When you’re a company that doesn’t quite know where to
begin in the race for mobile development talent, technical
staﬃng agencies can be a key ally. You can create positions that
are contract-to-hire. These situations allow both you and the
candidate try on one another for size over a speciﬁed timeline.
Two key beneﬁts to contract-to-hire scenarios are:
• Low Risk: If the candidate isn’t a fit at the end of the
contract, you can move on to another contractor.
• Extended Timeline: Instead of making a permanent
hiring decision, both your company and the candidate can
get to know one another, and through a wide variety of
Recruiters can also assist you with identifying candidates
for contract-to-hire situations – it doesn’t have to be just
staﬃng agencies. Staﬃng agencies will likely have a greater
pool of ready-to-hire talent for projects with tights deadlines.
Recruiters can be of greater assistance when the timeline for
hiring is a bit more extended, as they can go through normal
interviewing and screening processes with candidates they
identify as potential ﬁts.
Whichever way you choose to ﬁnd and hire your company’s
mobile talent, keep in mind today’s and tomorrow’s skill set.
You don’t want these critical development assets to fall behind
in their technical prowess, else you’ll ﬁnd yourself recruiting
once again for the person with the next best skill set of “today”.
The Ultimate Guide to Tech Hiring // 18
When your primary line of business isn’t technical but you
ﬁnd a need to grow your tech staﬀ, how can you compete for
talent with the tech industry itself? It comes down to coupling
everything we outlined about your brand’s value proposition
and personality in Part 2 of this guide with one simple quality:
The ability to make a diﬀerence.
Top technical talent isn’t necessarily looking to be wooed by
the biggest, best, or buzziest companies in the tech world.
Your ideal candidate might be a select sector of tech talent
that wants to use their skills to ﬂat-out make companies—and
Leading With Culture
It doesn’t matter what you create or the service your company
provides. Non-technical companies have to lead their tech
recruiting eﬀorts with a clear vision of company culture. If you
don’t see it, neither will your ideal candidate. It’s that culture
that’s going to set your opportunity apart from every other
tech-related company that’s wooing them.
So what does it mean to lead with culture? Aside from making
sure that your brand personality permeates every ounce of
your recruiting messaging as we went over in Part 2, you have
to be able embrace one simple fact:
Your company’s technology might not be changing the
world like that of other companies. The right candidate,
however, will be able to use his or her technical skills to
change the company.
There seven key questions that you should ask your team that
will help you highlight the cultural opportunities your company
has to oﬀer top tech talent – and frankly, any new employee
who joins your company (see sidebar). Those questions should
get you oﬀ to a good start with focusing on culture. Your next
step is to combine the results (as relevant to your company, of
course) above and create the hiring experience that puts your
company culture at the front of your hiring eﬀorts.
Questions to ask your
team that will help you
highlight the cultural
company has to oﬀer
top tech talent:
1. Who are the members
of our current team who
could be powerful brand
ambassadors for future
2. What are the things our
say that they love about
3. What are the cool/
about our surrounding
community that would be
attractive to future hires?
(Attractions close by, etc.)
4. How does our current
team get together outside
of work hours? (Regular
happy hours, sports
teams, community events
like nonprofit fundraisers)
5. What are the
company has achieved
in the past 6, 12, and 24
6. What are our goals as
a company for the next
quarter and year?
7. How would our current
The Ultimate Guide to Tech Hiring // 19
Create the Experience
This is a lesson that tech companies can learn from as well:
What will your hiring experience look like from ﬁrst
impression to Day 1 on board?
To attract the leading tech talent to any company, we can’t
emphasize enough how much the recruiting experience will
matter. Here are some questions to get your brain working on
your company’s unique recruiting path:
• Personality and Phrasing: What will be the leading
phrases in your job posting and how will they shape the
candidate’s experience before they walk in the door?
• Online Presence: Will you create an exclusive online
presence for your company’s recruiting efforts? These
can be valuable pieces of web real estate that give your
candidates everything they need to know about your
company, from, video job descriptions to recent press
coverage and other information about company culture.
• The Guides: Who will guide your candidates through
the interviewing and hiring process? This is a key time to
define those roles, both internally and externally if you’re
using an outside recruiting firm or recruiter. You have to
believe in the company culture and opportunity in order to
sell it. Everyone needs to be on the same page.
• Post-Hire: When you find the best candidate and bring
him or her on board, how will you incentivize them? After
all, you fell in love with their talents and personality. It
only makes sense that you can show your appreciation if
they can bring you more talent just like them.
Whatever experiences you create for your candidates, consider
giving it an internal test run. Guide current employees through
the process to help you troubleshoot key misses in messaging
and experience. They’ll help you make it better before you start
bringing candidates in the door. Once the candidate is in the
door, you can show them what their career might look like as
part of your team.
Show Them the Future
The Ultimate Guide to Tech Hiring // 20
While crucial for companies in any line of business, non-tech
companies can truly shine in the race for top tech talent by
demonstrating the impact their presence can create.
While working for a hot startup or one of the region’s leading
tech companies might have its prestige, some candidates might
be in pursuit of more. Not only are they looking for a diﬀerent
breed of stability, they want to know that the hours they spend
away from home, family, and things they loved doing will
create an impact.
Impact can come in many forms. Use these to help shape
your company’s potential to help the right candidate make an
impact and change business along with lives:
• Critical product rollouts that will change the company’s
position in its industry.
• Being a part of a company with a significant philanthropic
• The chance to contribute to a collaborative culture when
previous positions might not have allowed.
• Helping the company meet key quarterly and annual goals
Creating an impact can happen for diﬀerent candidates in
diﬀerent ways. Be sure to discuss with current employees how
they feel they’ve made an impact during their tenure with your
company. These internal conversations can lead to powerful
conversations with candidates down the line.
As a non-tech
company hiring tech
talent, what do I need
to do to be successful?
There’s a lot of competition for
tech talent in today’s market.
For a non-tech company
to hire a top-tier technical
candidate, you need:
• An exceptionally skilled
• A strong pitch, and
• A competitive compensation
In non-tech companies, it’s
likely you’ll be hiring someone
who will be working closely
with a particular department or
group. Who in that group will
help you keep that candidate’s
attention? Who in that group
will help show the candidate
the impact they’ll have when
joining the company?
Developers generally place a
large emphasis on community
and openness. Everyone
they touch in the company
during the recruiting process
has to be able to back these
qualities up. Think about the
experience from the moment
the candidate walks in the
door, meets with their future
co-workers, and decides
to sign on the dotted line.
What is going to make that
experience as exceptional as it
can be? Shape your recruiting
experience from there. For
non-technical companies, it’s
essential to capturing top-tier
The Ultimate Guide to Tech Hiring // 22
Conclusion: The Future of Tech Recruiting
Your company is out there every day, hoping to attract the
talent that can turn visions, quarterly goals, and mission
statements into realities. While technology is evolving faster
than training can adapt, that doesn’t mean your company has
to be at a disadvantage in the race to attract top tech talent for
Culture: It’s the leading quality that will separate your
company from every other opportunity. In the battle for
top tech talent, leading with culture is imperative and
demonstrates HOW you’ll make your ideal candidate feel at
home. It prevents time from being wasted with the wrong
candidates. It lowers turnover. It speeds the timeline from
job posting to day 1. A clearly deﬁned and conveyed company
culture is the most powerful asset your company can have as
you seek out key tech hires.
Beneﬁts: Not all beneﬁts have to come in ﬂavors of medical,
dental, and retirement plans. Growing companies can (and
must) get creative. From ﬂexible work hours to company
events that highlight the fun side of building growing
companies, think about how you can sweeten the pot.
The Recruiting Experience: It’s a beneﬁt of a clearly
deﬁned company culture. How will your recruiting experience
look and – from the job listing until the perfect candidates
begin to show up at your oﬃce for in-person evaluations? This
is what makes your company memorable in a sea of technical
opportunities. And it’s not a one-and-done process. Always
be on the lookout for ways to improve and streamline your
company’s recruiting experience.
Regardless of industry, your company can compete against
the behemoths for top tech talent. At Gild, we’re making the
process of ﬁnding the top tech talent easier for companies
like yours every day. That way, the key features for the hiring
process we’ve outlined in this guide can be even more powerful
for your recruiting practices. Imagine: better candidates,
shorter recruiting timelines, and the ability to build a better
team – and all because you took the time to sit down and really
look at how your company shines in comparison to
“At Gild, we’re making
the process of finding
the top tech talent
easier for companies
like yours every day.”
The Ultimate Guide to Tech Hiring // 23
That’s what Gild helps facilitate every day for our clients. We
hope this guide will play a key role in helping you achieve your
company’s goals, and in the most eﬃcient manner possible.
Tech recruiting has been begging for innovation. That’s why
Gild is here. Gild brings meritocracy to tech hiring. Gild
provides tech recruiting solutions that harness the power of
data to liberate hiring teams from the challenges of ﬁnding
To Learn More:
Call: (800) 664 -2366
The Ultimate Guide to Tech Hiring // 25
Creating Your Company Mission Statement
If you can’t explain what you do, why you’re diﬀerent, and why someone should care in 15 seconds or
less, you really can’t expect them to want to do business with you (or want to work for you).
Here are three questions your company should be able to answer – all of them in 15 seconds or less:
What You Do—You’re not innovative. You’re not game-changing. How do you improve the lives and
businesses of the people you want to give you money? (Yes, it really is that simple.)
Why You’re Diﬀerent—Without bashing the competition, how do you standout in the sea of
sameness out there? What sets you apart and makes it a no-brainer for someone who needs you (and
doesn’t know it yet) to say, “I gotta have that”?
Why They Should Care—Did you know that you have roughly 10 seconds to catch (and keep)
someone’s attention on your website? You have to show your audience up front, and fast, why you’re
something worth their time and attention.
The Ultimate Guide to Tech Hiring // 26
Defining Your Value Proposition
When your growing company needs to recruit talent to support its goals, you need to be able to clearly
communicate three things:
WHY you do what you do – this will help you determine whose WHY matches your company’s.
WHO would be an ideal culture ﬁt for your company – it goes beyond experience and into the
HOW you envision them in your environment – when you can place the candidate inside your
company’s thought process prior to hire, it’s amazing!
To help you begin with WHY your company does what it does, why not stop by a powerful TEDx talk by
Simon Sinek on the subject.
List your company’s WHY here:_________________________________________________
Now, it’s time to move on to the WHO you want as a part of your company. But let’s begin with a
backwards approach: who DOESN’T belong in your company? Make a list of personality types that
won’t jive with your company’s current team and culture. _______________________________
You’ve delineated the type of person you don’t want to attract with your job listings and interview
process. It’s time to create the list of personality attributes you WANT to attract with your recruiting
HOW will the person you’re recruiting contribute to your company? It’s time to explain to them the
impact they can create if they join your company. ____________________________________
The Ultimate Guide to Tech Hiring // 27
Salary Worksheet for Start-Ups and SMBs
Compensation Plan and Beneﬁts: No matter your company size, you should be able to clearly
enumerate what you’re oﬀering. The recruiting process is a tough time to ﬁgure out that what you need
costs more than you’ve budgeted or that you don’t measure-up to your competition’s oﬀerings.
1. Resources for salary expectations:
a) Salary.com/Salary Wizard.
b) Request W2 Information (Generally this is used when hiring sales people).
c) Gather Salary Expectations in the initial screen to conﬁrm expectations and compare with
other candidates in the process.
2. Other resources for determining what the talent you need costs in your market (as well as
a) Contract-to-Hire is a good option when you need to meet candidate expectations short-
b)Reach out to your network to understand what the market is paying in your location.
To Learn More
call (800) 664-2366
Tech recruiting has been
begging for innovation.
That’s why Gild is here.
Bringing meritocracy to tech hiring,
Gild’s recruiting solutions
harness the power of data to
liberate you from the challenges of
About Gild Source
Gild Source can dramatically
improve how you hire
developers. Gild Source is an
advanced recruiting platform that
helps you solve the challenge of how
to eﬀectively recruit developers,
by enabling you to easily ﬁnd and
target candidates you know are
Using patent-pending technology
to analyze programmers’ actual
code and professional contributions
from open source communities
and Q&A sites, Gild has proﬁled,
scored, and ranked millions
of developers. Gild’s scores
and rankings provide you with an
instant assessment of a developer’s
skills and experience.
With Gild Source:
• Search for developers using
like coding skills, title, or
• Access comprehensive proﬁles
• Email candidates directly