RECRUITING &
HIRING A

BAD
ASS
Michael Trafton
@mikeytrafton
bad asses

bad asses
bad asses bad asses
test your candidates
recruiting = sales
FIGURIN
G OUT

WHAT
WHAT MAKES A BAD
Technical/Functional Excellence
ASS?
TABLE STAKES

Understands Invoices
s Receivable vs. Accounts Payable
Knows how to use QuickBooks
WHAT REALLY
Off the charts trustworthiness and
MATTERS
ethics
Treats the company's money like
her own
Can be persistent wi...
LOMINGER
LEADERSHIP
ARCHITECT
bit.ly/lomingercards
ATTRA
CANDIDATES
attracting candidates is

LE
AD

GENERA
COME

FAMO
COME

FAMO
Blogs
Meetups
Local Press
Open Source
YOUR

CUSTO
JOB POSTINGS
1. No Generic Job Postings
2. Title is Most Important
3. Niche Job Boards
4. Careers Landing Page
RECR
RECRUITER
DISTRIBUTION

SUCKY

REALLY
RECRUITER
DISTRIBUTION

SUCKY

REALLY
RECRUITER TIPS
1. Recruiters are Lead Gen, Not
Sales
2. Don’t Pay a Salary
Percentage
ASSES
CANDIDATES
RESU
MES
ARE
APPLICATI
ON
ASSES
Describe the techniques you use
for organizing and tracking
requirements.
Provide a critique of [some web
site’s] usability, information
architecture, and navigation.
What are your recommendations...
What do you find challenging or
cumbersome about web
development? What makes
it harder than it should be?
Below is some unstyled HTML.
Create the CSS that will style the
HTML to produce the intended
result as shown in this
scree...
SCREE
INTER
Give me a short review of your
career and what you have been
working on lately
What did you like the most about
your previous position?
What kind of job / company are
you looking for now?
What has been your
compensation history, and what
are your current salary
expectations?
What questions do you have for
me?
INTER
GOALS of the IN
DEPTH INTERVIEW
1. Skills, Attitude, & Super
Powers?
2. Make the Candidate Fall in
Love
INTERVI
THREAT OF
ES

INTERVIE
QUESTIO
W
In five minutes, could you explain
something to me that is
complicated but you know well,
and I probably don’t know at all...
ASSESS
EXEC
INTER
GOALS of the
EXECUTIVE
1. Dig into areas of concern
INTERVIEW
2. Sell the candidate on the
company
REFER
ENCE
What advice can you give me
about
managing her effectively?
How did she respond to
feedback?
What were the best ways to
motivate her?
What would demotivate her?
How would you describe her
willingness
to put in extra time on projects?
How did she handle the pressure
of a deadline?
Does she do better with detailed
instruction
or a higher level objective?
MAKING

THE
TIPS for the OFFER
1. Get the candidate to precommit
2. Get verbal agreement
3. Block the counter offer
AFTER the OFFER
1. Gift for spouse
2. First day
RECRUITING &
HIRING A

BAD
ASS
Michael Trafton
@mikeytrafton

bit.ly/badassteam
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
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Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013

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  • Let me tell you about me. Most of you have never heard of me. I haven’t written a book, I don’t really blog or do social media, I just run a company.
  • You do more for others than you do for yourselfYou love what you do, and you’re really freaking good at itYou give thoughtful consideration before taking actionYou have a high internal barPeople like having you aroundYou’re not scared of a little hard work, and you don’t shy away from a challengeYou are results-oriented and take ownership of your workYou do what it takes to meet your commitments; others can depend on youYou deal well with ambiguity in an ever-changing landscapeYou are coachableYou are committed to learning & growing and helping others do the sameYou know how to have fun in a professional environmentYou act with integrity and ethics
  • Culture is the personality of your companyIt’s just like people. Some people are nice, some are assholes. It’s the same for companies. SWA is nice, playful, & friendly. United is an asshole.United lost that kid going to summer campSWA has every unaccompanied minor customer complaint goes to the President’s deskColleen Barret (sp?) was Herb’s secretary, eventually became presidentThe VP of customer relations started out throwing bagsPromoting from within is part of their cultureWhen it works, it’s beautiful, joyful – I call it being fat and happyHere’s an example where it’s not working (video of S. Korea drummer)Look at the band – playing a slow rock tune in a restaurant, and the drummer is acting like it’s a stadium with 20,000 people. Look at the bass player – he’s doing his imprssion of the petrified forest. The band is not in sync. The drummer has a personality, but the band does not, because they clearly are not all on the same page.Compare that with psy – just as crazy, but everyone is into itPaul graham just wrote an essay saying that a startup is a company designed for rapid growth. He shows how if you are making $1000 a month and you grow 1% a week, in 4 years, you’ll be making $7500 a month. If you grow 5% a week, you’ll be making 25 Million a month. It’s the power of compound interest. Paul goes on to say that you should make every decision based on what maximizes growth, because everything else will fall into place.By that definition, I am not a startup guy. I’m just a guy that knows how to run a company so that it returns millions of dollars of positive free cash flow each year to its owners while making everyone happier in the process – the owners, the customers, and the employees. I feel like this definition of startup is that we are all building spaceships trying to get to the moon. Some companies have genuine rocket scientists, and they really know what they are doing. Some are just tying balloons to lawn chairs. Most of these rockets never get off the launch pad, but we don’t hear about those. We only hear about the ones that make it to the moon.It’s a lot like being a musician. It’s a hits business. Most musicians look like this. (photo of orchestra player). This person is far more dedicated to their craft than some rock start. I know – I have
  • I really started to focus on thisA few years later, we had completely turned things around we won best place to work, we won fastest growing company, we were taking the company to mexico and on ski trips. We were competing for talent with the hottest technology companies in Austin, and we were winning. Our revenues and our profits just kept going up up up (show chart).Then the financial crisis hit and the recession started, and things changed. Our revenues wend down down down (flip the chart). We lost 80 percent of our revenue In a year. And this is the part of the story where I tell you that the employees started leaving the sinking ship. But it didn’t happen. They stuck with it. Half the company went to sales trainging and started making cold calls. We had people take some contract jobs. And every single person in the company volunteered to take a pay cut.
  • NEED TEXT FOR #1 HERE
  • NEED TEXT FOR #1 HERE
  • Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013

    1. 1. RECRUITING & HIRING A BAD ASS
    2. 2. Michael Trafton @mikeytrafton
    3. 3. bad asses bad asses
    4. 4. bad asses bad asses test your candidates recruiting = sales
    5. 5. FIGURIN G OUT WHAT
    6. 6. WHAT MAKES A BAD Technical/Functional Excellence ASS?
    7. 7. TABLE STAKES Understands Invoices s Receivable vs. Accounts Payable Knows how to use QuickBooks
    8. 8. WHAT REALLY Off the charts trustworthiness and MATTERS ethics Treats the company's money like her own Can be persistent without being pushy
    9. 9. LOMINGER LEADERSHIP ARCHITECT bit.ly/lomingercards
    10. 10. ATTRA CANDIDATES
    11. 11. attracting candidates is LE AD GENERA
    12. 12. COME FAMO
    13. 13. COME FAMO
    14. 14. Blogs Meetups Local Press Open Source
    15. 15. YOUR CUSTO
    16. 16. JOB POSTINGS 1. No Generic Job Postings 2. Title is Most Important 3. Niche Job Boards 4. Careers Landing Page
    17. 17. RECR
    18. 18. RECRUITER DISTRIBUTION SUCKY REALLY
    19. 19. RECRUITER DISTRIBUTION SUCKY REALLY
    20. 20. RECRUITER TIPS 1. Recruiters are Lead Gen, Not Sales 2. Don’t Pay a Salary Percentage
    21. 21. ASSES CANDIDATES
    22. 22. RESU MES ARE
    23. 23. APPLICATI ON
    24. 24. ASSES
    25. 25. Describe the techniques you use for organizing and tracking requirements.
    26. 26. Provide a critique of [some web site’s] usability, information architecture, and navigation. What are your recommendations for improvement?
    27. 27. What do you find challenging or cumbersome about web development? What makes it harder than it should be?
    28. 28. Below is some unstyled HTML. Create the CSS that will style the HTML to produce the intended result as shown in this screenshot.
    29. 29. SCREE INTER
    30. 30. Give me a short review of your career and what you have been working on lately
    31. 31. What did you like the most about your previous position?
    32. 32. What kind of job / company are you looking for now?
    33. 33. What has been your compensation history, and what are your current salary expectations?
    34. 34. What questions do you have for me?
    35. 35. INTER
    36. 36. GOALS of the IN DEPTH INTERVIEW 1. Skills, Attitude, & Super Powers? 2. Make the Candidate Fall in Love
    37. 37. INTERVI
    38. 38. THREAT OF
    39. 39. ES INTERVIE QUESTIO W
    40. 40. In five minutes, could you explain something to me that is complicated but you know well, and I probably don’t know at all?
    41. 41. ASSESS
    42. 42. EXEC INTER
    43. 43. GOALS of the EXECUTIVE 1. Dig into areas of concern INTERVIEW 2. Sell the candidate on the company
    44. 44. REFER ENCE
    45. 45. What advice can you give me about managing her effectively?
    46. 46. How did she respond to feedback?
    47. 47. What were the best ways to motivate her? What would demotivate her?
    48. 48. How would you describe her willingness to put in extra time on projects?
    49. 49. How did she handle the pressure of a deadline?
    50. 50. Does she do better with detailed instruction or a higher level objective?
    51. 51. MAKING THE
    52. 52. TIPS for the OFFER 1. Get the candidate to precommit 2. Get verbal agreement 3. Block the counter offer
    53. 53. AFTER the OFFER 1. Gift for spouse 2. First day
    54. 54. RECRUITING & HIRING A BAD ASS
    55. 55. Michael Trafton @mikeytrafton bit.ly/badassteam

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