Recruiting and Team
How Will I Hire My Team?
Process and Timeline

This presentation is made possible by the support of th...
Ask yourself:
Why do I need to hire someone?
Who do I need to hire?
How do I define a process and timeline for hiring my
n...
Why do you need to hire someone?
- 
- 
- 
- 
- 

Specific technical or business need
You can no longer do it all yourself ...
It takes time to hire the right person
−  Number of hours per day
−  Number of weeks and
months
Hiring and your capital needs
•  Where	
  you	
  are	
  drives	
  who	
  you	
  can	
  hire	
  (financial,	
  risk,	
  size...
Where you are drives who you need to hire
    
Homework

Prototype

Prod Dev

Deployment

proliferation

F&F

Bootstrap
Or...
Four Primary Ways to “Hire”

-  Employees
-  On your payroll as an employee
-  Exempt or non-exempt
-  Contractors
-  Long...
Let’s look at three options first
Employees

Contractor

Outsourcing

Short term vs. long term

Long term

Short term

Sho...
There are several factors that determine your
process and how long it will take – your success:
There are several factors that determine your
process and how long it will take – your success:
–  How well you and your t...
A simplified process might go something like this:
1.  “I need a great ________(CTO, Engineer, Sales
Person…)
2.  Do I hav...
Let’s take a minute on your “pitch”

–  This is about why a QUALIFIED person would
want to work for you and your start-up
...
A simplified process might go something like this:
5.  Begin finding candidates
– 
– 

Make calls, post the job, assign a ...
A simplified process might go something like this:
8.  In house interviews – 2 to 4 visits to meet the
team, may also incl...
A simplified process might go something like this:
12. Candidate gives notice, might take some time off
13. Candidate star...
How long does each step take?
1. I need a great ____________

Start-up

Large Corp.

2. Do I have the budget or do I need ...
How long does each step take?
Start-up

Large Corp.

8.  Decide on a final candidate and
check references

3 to 10 days

3...
How Long Does It Take To Hire Someone?
Of course these times are not linear and many steps
run in parallel (you can be fin...
Realistically hiring cycles are 24 to 75 days

-  Some go more quickly and some take longer, but
these are the exceptions....
 

Overlay your hiring timeline with your business
timeline and start at the right time
Where you are drives who you need to hire
    
Homework

Prototype

Prod Dev

Deployment

proliferation

F&F

Bootstrap
Or...
Three issues to consider cautiously
-  Visa and “work authorization”
-  Cost, delays, and legal constraints
-  Relocations...
The Magic of “NEXT!”
−  Do not get hooked on one candidate
−  Keep a pool of candidates in the background
−  Even when you...
Working With Recruiters – Look For:
−  Specialty, expertise, and track record – for what you
need
−  Position expertise vs...
When to use Recruiters
−  You just do not have the time
−  You feel out of your element for the specific skills you
need
−...
Working With Recruiters
−  Types of recruiters and recruiting programs
−  Contingency, retained, “contained”, hourly/contr...
Recommendations:
– 
– 
– 
– 
– 
– 
– 
– 
– 
– 
– 

Tell everyone you know
Make sure you and the interview team know what y...
2.2 recruiting process.pptx
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2.2 recruiting process.pptx

  1. 1. Recruiting and Team How Will I Hire My Team? Process and Timeline This presentation is made possible by the support of the American People through the United States Agency for International Development (USAID). The contents of this presentation are the sole responsibility of Rick Rasmussen and do not necessarily reflect the views of USAID or the United States Government.
  2. 2. Ask yourself: Why do I need to hire someone? Who do I need to hire? How do I define a process and timeline for hiring my next employee(s) – especially in a new candidate driven market? What follows is a typical framework, process, and timeline for hiring within a start-up and ways to minimize your workload and time.
  3. 3. Why do you need to hire someone? -  -  -  -  -  Specific technical or business need You can no longer do it all yourself - stress Your team can no longer do it all – stress Build your team and organization for the long term Meet investors requirements for funding -  Offset and balance the talents of the team -  CTO vs. Business as a common theme -  Know your investors -  Provide balance -  Meet minimum staffing required for funding levels needed -  In each area of organization
  4. 4. It takes time to hire the right person −  Number of hours per day −  Number of weeks and months
  5. 5. Hiring and your capital needs •  Where  you  are  drives  who  you  can  hire  (financial,  risk,  size)   •  And  exposes  the  REAL  start-­‐up  people  
  6. 6. Where you are drives who you need to hire     Homework Prototype Prod Dev Deployment proliferation F&F Bootstrap Or Angel Series A Series B Series C ~6 mo. ~6 to 12 mo. ~6 to 18 mo. ~12 to 18 mo. Remember to hire to offset your skills and abilities but match the stage of your company and culture you are looking to build
  7. 7. Four Primary Ways to “Hire” -  Employees -  On your payroll as an employee -  Exempt or non-exempt -  Contractors -  Long term and short term -  Outsource -  Local or remote teams (or “houses”) -  Contract to hire as an option
  8. 8. Let’s look at three options first Employees Contractor Outsourcing Short term vs. long term Long term Short term Short term Commitment/ownership High Low Low Building your team High Mid Low Very specific “niche” need Maybe Maybe Yes Availability of local talent Can be hard More options Most options Cost/Salary/Benefits $$ / stock Hourly Project/hrly Privacy and sensitivity Most Mid Mid
  9. 9. There are several factors that determine your process and how long it will take – your success:
  10. 10. There are several factors that determine your process and how long it will take – your success: –  How well you and your team know exactly what you are looking for –  Your internal interview process – the more interviews and the more travel the interview team does the longer the process –  The size of the local, QUALIFIED, and available candidate pool. In general, the fewer the candidates the longer the process. –  Your recruiting resources, capability, and talent
  11. 11. A simplified process might go something like this: 1.  “I need a great ________(CTO, Engineer, Sales Person…) 2.  Do I have the budget, what is my budget, or do I need to get the budget? a.  What does it take to get the person I need? Are they out there for this “price”? b.  Don’t forget about equity and stock 3.  Write a “job description” and gain approval/buy in 4.  Develop your 30 second and 3 minute recruiting pitch and your 30 second description of your need
  12. 12. Let’s take a minute on your “pitch” –  This is about why a QUALIFIED person would want to work for you and your start-up –  At this stage it is mostly about you and about your vision and ability to make it happen –  Then it is about what you are building –  It is then about where they might fit in – what they would own and what they would contribute –  Pay and options are not part of the pitch
  13. 13. A simplified process might go something like this: 5.  Begin finding candidates –  –  Make calls, post the job, assign a recruiter?*, look on LinkedIn/Facebook, specific sites, use a job board Who do you know? Who do you know? Who do you know? 6.  Assemble and review acceptable candidates and review resumes, profiles, work samples. Websites 7.  Phone interviews * If you do not have a recruiter already this step may add time to your process, but take your time and retain the right recruiter for you.
  14. 14. A simplified process might go something like this: 8.  In house interviews – 2 to 4 visits to meet the team, may also include homework assignments, samples, and tests between interviews 9.  Decide on a final candidate and check references 10. Assemble an offer and gain approvals 11. Present an offer, negotiate if needed, wait for final acceptance from candidate. Note: the timeline is thrown way off if the final candidate does not accept the offer adding weeks to the process.
  15. 15. A simplified process might go something like this: 12. Candidate gives notice, might take some time off 13. Candidate starts – 2 weeks? – Give them homework!!! 14. Candidate comes up to speed – Meetings, guidance, and coaching – set expectations
  16. 16. How long does each step take? 1. I need a great ____________ Start-up Large Corp. 2. Do I have the budget or do I need to get the budget? 1 to 7 days 1 to 31 days 3. Write a job description – approvals 1 to 3 days 1 to 10 days 4.  Begin finding candidates 14 to 44 days 7 to 44 days 5.  Assemble and review acceptable candidates On going On going 6. Phone interviews 7 days 3 to 10 days 7.  In house interviews – 2 to 4 visits to meet the team 7 to 21 days 7 to 30 days
  17. 17. How long does each step take? Start-up Large Corp. 8.  Decide on a final candidate and check references 3 to 10 days 3 to 10 days 9.  Assemble an offer and gain approvals 1 to 2 days 1 to 7 days 10.  Present offer, negotiate if needed, final acceptance 1 to 7 days 1 to 7 days 11. Candidate gives notice 1 day 1 day 12. Candidate starts 7 to 21 days 7 to 21 days Total time - linear 42 to 121 days 42 to 170
  18. 18. How Long Does It Take To Hire Someone? Of course these times are not linear and many steps run in parallel (you can be finding candidates while interviewing, etc.). But, some of the steps cannot run in parallel such as writing the job description before posting, checking references prior to offer, the candidate’s time between offer and start date. So, if you look at these times realistically – how long does it take?
  19. 19. Realistically hiring cycles are 24 to 75 days -  Some go more quickly and some take longer, but these are the exceptions. -  We have hired people and had them start in 3 days and we have seen executive level roles take 6 months -  Plan on recruiting cycles of no less than 21 days for the easiest of searches and 45 to 60 days for the average search.
  20. 20.   Overlay your hiring timeline with your business timeline and start at the right time
  21. 21. Where you are drives who you need to hire     Homework Prototype Prod Dev Deployment proliferation F&F Bootstrap Or Angel Series A Series B Series C ~6 mo. ~6 to 12 mo. ~6 to 18 mo. ~12 to 18 mo. Remember to hire to offset your skills and abilities but match the stage of your company and culture you are looking to build
  22. 22. Three issues to consider cautiously -  Visa and “work authorization” -  Cost, delays, and legal constraints -  Relocations can add weeks to the process and are quite risky, especially moving to a new country or moving to Silicon Valley -  Remote employees may increase your candidate pool but can make it harder to manage and harder to build a cohesive team
  23. 23. The Magic of “NEXT!” −  Do not get hooked on one candidate −  Keep a pool of candidates in the background −  Even when you lose the best possible candidate, if it does not work out – “Next” −  Give yourself more control, confidence, and options NEXT!!!!
  24. 24. Working With Recruiters – Look For: −  Specialty, expertise, and track record – for what you need −  Position expertise vs. business expertise −  Ethics and business approach in line for you −  Set expectations and timelines early and gain agreement −  Look for the financial arrangement that works for you −  Be flexible, but state your needs −  Multiple recruiters or just one???
  25. 25. When to use Recruiters −  You just do not have the time −  You feel out of your element for the specific skills you need −  Technology leaders if you are not technical, etc. −  Time is critical −  You can afford a recruiting arrangement −  There may be financial options out there for you NOTE: Using a recruiter does not mean you do not recruit on your own. You can do both.
  26. 26. Working With Recruiters −  Types of recruiters and recruiting programs −  Contingency, retained, “contained”, hourly/contract −  Specialty, expertise, and track record −  For what you need −  Ethics and business approach in line for you −  Set expectations and timelines early; gain agreement −  Look for the financial arrangement that works for you −  Be flexible, but state your needs −  Multiple recruiters or just one??? −  Talk to them very often – every day if needed
  27. 27. Recommendations: –  –  –  –  –  –  –  –  –  –  –  Tell everyone you know Make sure you and the interview team know what you are looking for Make sure compensation, benefits and culture will attract the right people Set your expectations upfront, ask people that have hired these positions Run as much of the process in parallel as you can •  Chart out your process and track your progress Understand the difficulty of the search and the size of the pool Assemble the recruiting resources that will get results early in the process Work with the right recruiter(s) – if possible Coordinate interview times ahead of time so you know the right interviewers are available, have multiple candidates come in on the same day Be prepared to make an offer in writing quickly once you are sure Do not let candidates give excessive notice or take long vacations

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