MeshU--Finding and keeping great startup people

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MeshU--Finding and keeping great startup people

  1. 1. Finding and keeping great startup people Daniel Debow co-founder + co-CEO | rypple
  2. 2. Men wanted: For hazardous journey. Small wages, bitter cold, long months of complete darkness, constant danger, safe return doubtful. Honour and recognition in case of success. * Sir Earnest Shackleton 2
  3. 3. 1. Recruiting, a matter of life-or-death Agenda 2. Always be recruiting 3. The Ideal Start up person 4. Bring them onboard 5. How to Keep them * Not covering: job boards, recruiters, technology, etc… 3
  4. 4. Always be recruiting Punchline Discovering great people is everyone’s job Take the time. Get it right Get it right, from the beginning A-teams attract A-players 4
  5. 5. About me 5
  6. 6. our 1st startup | Workbrain My role $120 Business Plan 108 Operations $100 89 Marketing (US$ millions) $80 Corp Dev 57 $60 We 34 $40 sold in 17 $20 2007 for 4 0 $0 $227 MM 2000 2002 2004 2006 6
  7. 7. How did Workbrain get there? We hired 100’s of great people 7
  8. 8. >500 The number of people I’ve interview or hired since 2000 8
  9. 9. our latest startup | rypple 13 people…and counting 9
  10. 10. 1. Recruiting is life-or-death at a start-up 10
  11. 11. Get the best now ...Avoid the headache later 11
  12. 12. You can’t do what a Big Company does Stakes are much higher for you 12
  13. 13. 2.Always be recruiting 13
  14. 14. Stars turn up anytime & anywhere 14
  15. 15. Dig your well before you need water 15
  16. 16. It takes time to… develop trust listen to & understand their concerns discover that magical fit Engage people early 16
  17. 17. How to find people Without spending $$$ 17
  18. 18. Don’t rely on recruiters or ads in the early days You should do the leg work 18
  19. 19. Network, Network, Network 19
  20. 20. swapping business cards is not networking Networking means helping people* * helping people is good Karma 20
  21. 21. Be visible participate 21
  22. 22. Get smart friends to look for you A-players recommend A-candidates 22
  23. 23. Get your team involved It’s everyone’s job to discover your next star 23
  24. 24. 3.Who is the ideal candidate? 24
  25. 25. Different people at different stages 25
  26. 26. In general you need people who... 26
  27. 27. …are passionate about something Demonstrates persistence, dedication, intensity 27
  28. 28. …are involved in something in school, sports, bands, charities… Demonstrates they play nice with people 28
  29. 29. …have started something Demonstrates that they saw something that didn’t exist & they made it exist 29
  30. 30. …demonstrate Focus, attention to detail, ability to learn 30
  31. 31. …and are way smarter than you 31
  32. 32. In the beginning, you need people who are... 32
  33. 33. Creators Love Ambiguity Passionate Biased to Action Adaptive Interesting Really smart Dreamers Pragmatic Business savvy 33
  34. 34. How to find the right people 34
  35. 35. People like the idea of a start up 35
  36. 36. Few understand the reality of it Don’t sugar coat “Men wanted: For hazardous journey. Small wages, bitter cold, long months of complete darkness, constant danger, safe return doubtful. Honour and recognition in case of success.” * Sir Earnest Shackleton 36
  37. 37. Honesty, the name of the game Pays $2,000 after training to weed out bad fits! 37
  38. 38. don’t try to fit a square peg into a round hole 38
  39. 39. Make sure they truly believe in your idea 39
  40. 40. Skin in the game Give them an opportunity to invest 40
  41. 41. See how they react to... ..more equity but less salary Do they really believe? 41
  42. 42. Have a hiring plan Want ambitious people? Have an ambitious plan! 42
  43. 43. 4. Bring them onboard 43
  44. 44. Details matter be nice, don’t be an @$$* * people don’t like working for one 44
  45. 45. Interviews are crucial 45
  46. 46. Where they usually start for us 46
  47. 47. Interviews take time Will they spend 5-6 hours meeting with you? 47
  48. 48. Understand their psychology 48
  49. 49. Ask them to move Mt. Fuji! 49
  50. 50. Inculcate a sense of specialness & respect Involve them in the social context Invite them to meet the team events 50
  51. 51. Be persistent James “Dev Machine” Tam When the right startup person shows up * Said “no” three times! 51
  52. 52. aren’t startups risky? dispelling the myth 52
  53. 53. …laying off 5,000 employees. …files for Bankruptcy protection. …lays off 12,000. 53
  54. 54. There is NO job security anymore 54
  55. 55. What about the risk of a job that… you’re not passionate about? doesn’t let you be creative? doesn’t let you have an impact? 55
  56. 56. the real risk of a startup… Not trying. 56
  57. 57. Recruiting doesn’t stop when they sign 57
  58. 58. Send a gift 58
  59. 59. Don’t even think about it 59
  60. 60. 5. How to keep them… a few thoughts 60
  61. 61. A work environment that’s challenging that lets people learn with room to get ahead 61
  62. 62. Being a good manager is being a good person 62
  63. 63. Be transparent Communicate objectives Share the business data Explain strategies Be available Be the servant leader 63
  64. 64. Help them learn Host lunch & learns with interesting people 64
  65. 65. Be flexible Allow flow between jobs 65
  66. 66. Engage them using… 66
  67. 67. Have fun once in a while! 67
  68. 68. Touchbase bi-weekly Very important to young people 68
  69. 69. Get rid of what’s holding you back 69
  70. 70. What did we cover 1. Recruiting, a matter of life-or-death 2. Always be recruiting 3. The Ideal Start up person 4. Bring them onboard 5. How to keep them 70
  71. 71. Always be recruiting Punchline Discovering great people is everyone’s job Take the time. Get it right Get it right, from the beginning A-teams attract A-players 71
  72. 72. Was this useful? h t t p : / / w w w. r y p p l e . c o m / d d e b o w / m e s h U 2 0 0 9 1 888 i-RYPPLE Become a fan on the Rypple NOWpage Hear from us at blog.rypple.com Apply at jobs@rypple.com 72
  73. 73. Pictures bought from istockphoto.com 73

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