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Bill McCabe
SoftNet Search Partners
February 3, 2016
How will you recruit
them?
•I am a recruiter 4
the IOT
•Start ups require a
specific set of
steps
•Today we will go
over s...
“The hardest part of growing a blossoming
startup beyond infancy is recruiting talent.
The right team can take your ventur...
1. Hiring is the most important thing
2. Always be recruiting
3. Do not do what everyone else does
4. Get creative – promo...
Identify skill sets
Create “hiring
matrix”
Five step
recruitment
process for IOT
Start Ups
 Product Development/R&D
 Enterprise-wide IT project management
experience
 Sales and Marketing Automation/Cloud
 Big ...
CEO/Director of IT
Product/R&D
Infrastructure-
includes
fulfillment/delivery
Internal/External
infrastructure
Digital Inno...
 Resources for building your upper
management bench – CIO/CFO/CTO/CEO
 No such thing as a “non-IT” hire for these
positi...
Functional IT
Product Level –support
and storage
Infrastructure
Product support
External IT
(Sales and
Marketing)
Big data...
Recruitment-
5 steps
Build your
matrix
Hit up your
network
Use social media
Buy or create
“plug and play”
HR process (...
Employee Offer Letters
The primary purpose of an offer letter is to ensure that the employee and the employer are on
the s...
Non disclosure
NDA and Assignment of
Invention
NDA stands for non-
disclosure agreement and
refers to a restriction on the...
Stock Option Grant
If the employee is receiving equity in the
company, then, along with the offer letter and
NDA andAssign...
1. Linkedin
OptimizeYour personal profile – use contact information and a clear CTA
Company Page - promote company/ create...
2.Twitter
Optimize your twitter profile/ add interests etc.
Research and follow key people in your area.
Tweet/promote you...
3. Google+
Optimize your profile/
Company Page / share updates and promote brand
Join communities/ share information
5. Personal Website
Mobile Friendly/ list open positions/
 Keep your openings page up to date
 Have a clear CTA and easy...
1. Achieve Expert Status
Use social media to help build a strong brand and then let the top talent come to you.The ideal s...
5. Have a Contest
Choose an important trait you're looking for and host a contest via social media. Get creative with
subm...
Incubator
• Associations,VC orgs
• Market to them! Good comms, well done, personal
General
IT/Digital
Business
• Digital n...
Recruiting for an iot start up (00000003)
Recruiting for an iot start up (00000003)
Recruiting for an iot start up (00000003)
Recruiting for an iot start up (00000003)
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Recruiting for an iot start up (00000003)

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Recruiting for an IOT Startup

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Recruiting for an iot start up (00000003)

  1. 1. Bill McCabe SoftNet Search Partners February 3, 2016
  2. 2. How will you recruit them? •I am a recruiter 4 the IOT •Start ups require a specific set of steps •Today we will go over some specific steps •I am a volunteer resource to you
  3. 3. “The hardest part of growing a blossoming startup beyond infancy is recruiting talent. The right team can take your venture to new heights whereas the wrong one can push it off a cliff.” – Scott Gerber, founder,TheYoung Entrepreneur Council
  4. 4. 1. Hiring is the most important thing 2. Always be recruiting 3. Do not do what everyone else does 4. Get creative – promote brand/contests/etc 5. Use your network extensively 6. Work on your value proposition – why someone would come to work here – culture 7. Get the word out – social media, video, blog, website, events, networking 8. Carefully plan the candidate experience/ think outside of the box/ followup/ 9. Determine criteria for a “Good fit” 10. Involve various people in company for company culture 11. – JeffWaldman, Head ofTalent/ Security Compass
  5. 5. Identify skill sets Create “hiring matrix” Five step recruitment process for IOT Start Ups
  6. 6.  Product Development/R&D  Enterprise-wide IT project management experience  Sales and Marketing Automation/Cloud  Big Data Management/Analytics  Data Security/Governance  Compliance/Regulatory  MBA-level business knowledge  PhD or Masters- level knowledge in “new school” biz IT  Leadership/Teambuilding
  7. 7. CEO/Director of IT Product/R&D Infrastructure- includes fulfillment/delivery Internal/External infrastructure Digital Innovation Team- cross functional Sales/Marketing /Partners Security/ Governance/ Compliance
  8. 8.  Resources for building your upper management bench – CIO/CFO/CTO/CEO  No such thing as a “non-IT” hire for these positions in IOT Start Ups  What your investors/partners want to see  Fortune 500 creds – even if you can only afford middle-to-upper managers as placements-YOU can be their promotion to C Suite  Small to medium business (SMB) leadership/success
  9. 9. Functional IT Product Level –support and storage Infrastructure Product support External IT (Sales and Marketing) Big data analysis Marketing automation Channel/Partner/Market Outreach support Innovations IT Product level Business model CIO-level New business opportunities
  10. 10. Recruitment- 5 steps Build your matrix Hit up your network Use social media Buy or create “plug and play” HR process (with documents) – see three minimal slides later Create “flywheel recruitment”
  11. 11. Employee Offer Letters The primary purpose of an offer letter is to ensure that the employee and the employer are on the same page about the position the employee has been offered and the responsibilities and benefits that come with it. One common area of confusion is whether you should use an offer letter or an employment agreement. The key differences are that employment agreements tend to be much more detailed and are used when hiring an employee for a set period of time. In practice, employment agreements are typically only used with CEOs or other high-level executives. Here's a list of the key topics covered by a good one: - the position the employee is being hired for, including a description of his/her duties; - the employee's salary, bonuses (if applicable), and a brief description of the benefits he/she will be eligible for; - if the employee is receiving equity, some basic information about the grant, including the number of shares and the vesting terms; - a reference to the NDA and Assignment of Invention the employee will be required to sign (more on this below); - a reference to the Form I-9 the employee will have to fill out to verify his/her eligibility to work in the U.S.; - a provision that makes clear that the employer-employee relationship will be at-will, which means that either the employer or employee can terminate the relationship at any time and for any reason; and - other general contractual language. –www.legalhero.com
  12. 12. Non disclosure NDA and Assignment of Invention NDA stands for non- disclosure agreement and refers to a restriction on the employee's ability to disclose sensitive information about the employer during or after his/her employment with the company. The NDA and Assignment of Invention also typically includes non-solicit and non-compete provisions. - Legal Hero.com
  13. 13. Stock Option Grant If the employee is receiving equity in the company, then, along with the offer letter and NDA andAssignment of Invention, you should also present him or her with a stock option grant (or the equivalent document if you're issuing restricted stock).The grant will detail the key terms of the stock options being provided to the employee, including: - the number of shares; - the exercise price; - the expiration date; - the vesting schedule and start date; - the procedures the employee must follow in order to exercise the options; and - what happens to the options if the employee leaves the company
  14. 14. 1. Linkedin OptimizeYour personal profile – use contact information and a clear CTA Company Page - promote company/ create brand LinkedinGroups – join and be active Linkedin Pulse – Publish updates/ articles of Interest to your target market
  15. 15. 2.Twitter Optimize your twitter profile/ add interests etc. Research and follow key people in your area. Tweet/promote your brand and share updates
  16. 16. 3. Google+ Optimize your profile/ Company Page / share updates and promote brand Join communities/ share information
  17. 17. 5. Personal Website Mobile Friendly/ list open positions/  Keep your openings page up to date  Have a clear CTA and easy apply button
  18. 18. 1. Achieve Expert Status Use social media to help build a strong brand and then let the top talent come to you.The ideal situation is to have others wanting to work with you, whatever the conditions, so by simply being great at what you do and building your brand around that, you shouldn't have any trouble drawing in top talent (then make them happy they contacted you!). —ColinWright, Exile Lifestyle 2.Tweet with Hashtags When promoting any new openings at your startup, tweet out with special hashtags for #hiring, #startupjobs and whatever industry or trade you're hiring from to get the attention of the right candidates. —DannyWong, Blank Label Group, Inc. 3.Twitter IsYour Best Friend Scout for startup talent usingTwitter search with hashtags and terms relevant to your industry. Compile a list of potential candidates and evaluate theirTwitter activity by looking at their number of followers as well as the quality of their tweets. Use Follower Wonk's "Compare whom they follow" to compare candidates with industry leaders and look at shared connections and "Wonk Score". —Andrew Saladino, RTA Kitchen Cabinets 4. Pick the FolksYouWant When you're still early in the startup process, you have to make sure that you've got the right team.That means knowing as much as possible before even suggesting that you're looking ... social media makes it easy to find out all sorts of [information]. —Thursday Bram, Hyper Modern Consulting
  19. 19. 5. Have a Contest Choose an important trait you're looking for and host a contest via social media. Get creative with submissions and guidelines. Share the contest with influencers and hubs and invite them to send talent your way. —Lisa Nicole Bell, Inspired Life Media Group 6. Get a Referral Referrals are the lifeblood of many a business. It works the same when it comes to recruitment via social media. Ask yourTwitter, Facebook and LinkedIn contacts for solid leads for the new position in your company. By having someone come pre-qualified, you end up with (usually) a better candidate and someone whom you can trust. —Erin Blaskie, BSETC 7. Listen, Converse and Engage Besides LinkedIn being amazing for recruiting startup talent, I’d say monitoring job trends onTwitter and keeping your job board updated is also a great pull strategy. If you have a current job board and are sending your opportunities through your social media channels, then your message will be heard and re- posted in all the right areas. Ryan Holmes, HootSuite 8.YouTubeYourVision You have to get people to believe in your story. Especially when you're in startup mode. So record a short video where you describe your vision, progress and motivations. Help prospective talent connect with your deeper story. What's the next chapter they can help to create? Share that video across social media. —Michael Margolis, Get Storied
  20. 20. Incubator • Associations,VC orgs • Market to them! Good comms, well done, personal General IT/Digital Business • Digital networking counts • Friends of friends who work in this space • Your recruiter connections in senior executive functions Personal /Profession al • Everywhere you have been (work, etc) • Everyone you have ever met

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