Recruiting great people is a priority for any company at any stage of their growth. In the early stages, finding and hiring your initial team is core to instilling the right company culture. To hire effectively, founders and managers need to be thoughtful and organized about their recruiting process — from the first screening until delivering an offer. A sloppy and inconsistent process reflects poorly on the company, and can be the difference between a “Yes, I want to join” and “No, I don’t think this is the right fit.”
As a Talent Partner at Greylock, I work with our portfolio and advise them on refining their recruiting processes. As such, I’ve become familiar with many of the common problems that both new and experienced teams face when recruiting.
Recently, I gave a talk that addresses some of these frequent “bugs” in the recruiting process, and want to share my presentation here more broadly. I go over the three stages of recruiting — sourcing, evaluation, and conversion — covering common mistakes made at each level as well as the questions you need to answer to avoid them.
The full talk will be available on video and podcast soon, but for now here are the slides from my deck. I hope these thoughts and questions are helpful when thinking about your recruiting process.