Hiring for startups - a conversation at DiceTru during SXSW2014

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Startups are different to established firms - different rules apply. Is there a generic "startup culture"? What warning signals should we look for in candidates? What makes startups more difficult to hire? Who should we filter out?

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Hiring for startups - a conversation at DiceTru during SXSW2014

  1. 1. @james_mayes © Exolite Ltd
  2. 2.  Recruitment since 1996 (Agency, RPO, Consulting, Tech build, marketing, branding, change project management)  1x Founder, 1x Co-Founder, 1x early stage hire  Consultant  Staffing issues for Product teams  Product/market fit for recruitment startups  Event speaker  Social recruiting  Talent/technology future trends My Background
  3. 3.  Thematic similarities, not generic startup culture  Games tables, beer fridge, changing the world, transparency  Understand drivers to change  Passion, committee, technology mandates  Risk mitigation  Notice periods, funding, stability Culture
  4. 4.  Knowledge sharing, small teams  Invention and innovation  Adoption of new tech  Full lifecycle  Cashflow  Marketing & Sales  Hiring  CusDev & Support  Supply chain  Nobody has one job – if you ask about it, you bought it Learning & Personal Growth (c) Exolite Ltd
  5. 5.  Loners  Team beers, sports events – but beware diversity  Risk averse  A blog? Wide travel? Decade-job?  Dead wood, corporate hide n seek  Worked on, not delivered  Luddites  New social sites? Handset choice? Filtering out (c) Exolite Ltd
  6. 6.  Your CEO is your biggest strength… and weakness  Productivity of A-Players  Stability and pensions  Artificial salary bubbles Barriers (c) Exolite Ltd
  7. 7.  Showing the People > Pushing the Brand  Telling the Story > Selling the job  Practitioners > Recruiters  New tools sucking out event data  Attendee lists  Full social profiles  Number of contact points  RoI per event  Impact on social connections as a result of each event Event Recruiting

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