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MeshU--Finding and keeping great startup people

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MeshU--Finding and keeping great startup people MeshU--Finding and keeping great startup people Presentation Transcript

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