Hiring Hacks For Founders

For Founders

Hiring
IQ

How do I design a hiring plan?
How do I compensate people?
How do I create a compelling
recruiting process?

Hiring Plan
Start from the
End State
…and work backwards

Hiring Plan
Short timeline & explicit goals
Product
Usage
Revenue

Hiring Plan
Expect to be wrong.
In early stage tech ventures, your
hiring plan is your business plan
As you learn, update the plan.

Hiring Plan
How to build a plan
Start with an org chart
Visualize A  B
Vet with experts
Assess existing talent
Prioritize
Build vs. Buy

COMPENSATION

Compensation
The only meaningful input on compensation is what the people
you want to hire make right now.
You have to pay more.

Compensation
The market is never
ever, ever, ever, ever, ever, ever
in a recessive mode for top talent.

Compensation
Do whatever
it takes
… to improve the value of your company

Compensation
Hire like an
Investor
Equity is your currency.
Get it. Spend it.

Compensation
Make bets
Cliffs and vesting
are your friends

Compensation
Expect to be wrong.
You can’t pay key contributors too much (equity)
You can’t get rid of the wrong people fast enough.

PROCESS

PIPELINE

Pipeline
Hiring requires focus
10 at once, not 10 in 3 months
Choice is good

Pipeline
What you do now

Post and pray
Email referrals
Expensive headhunters

Pipeline
Sell
Then sell some more.

Pipeline
Great stories
generate pipeline

Pipeline
Turn interviewees
into advocates

Process
How to pitch a job

Mission
Status
Team
Pain
Opportunity

Process
Repeatability
Candidates should come to you
(keep it simple s****d)

Pipeline
Ask for referrals
Ask for advice
(and you get advice)
(and you get referrals)

Pipeline
Be specific.

HACKS

Hacks
Interviewing
takes time
Write it all down,
ask people to read it

Hacks
Assess Less
Try before you buy

Hacks
NO FEAR.
Attract,hire & retain
people more senior and
experienced than you

Hacks
Change is the only constant.
Drive, Personality & Talent
TRUMP
Skills & Expertise

http://blog.jobscore.com
@danarkind

Hiring Hacks For Founders

1 comments

Notes on slide 1

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