The document outlines the recruiting process from start to finish. It discusses the key steps including defining the job, developing a recruiting strategy to source candidates, executing the interview process, closing deals with candidates, and onboarding new hires. Some important aspects covered are understanding the job responsibilities, leveraging referral networks, keeping the candidate experience tight and organized, pre-closing with candidates, addressing potential issues or counter-offers, and maintaining relationships after hiring. The overall recruiting process aims to source the right candidates, effectively evaluate fits, and smoothly bring new talent into the organization.

1. Managing the Recruiting Process
Jason Dupree
Okta, Sr. Recruiter

2. What is the Recruiting Process?
1 The Job
2 Recruiting
3 Candidates
4 Interviewing
5 Closing

3. The Job
1 Budget and approval
 Is the position approved?
 Does it have a targeted comp?
 Is it tough to fill?
2 Invest time in understanding primary responsibilities
 What is the career path?
 How is the position critical to the company’s success?
3 Draft and proofread the job description
 Look to see how it shows up on the web
4 Master the job and your own presentation!

4. Recruiting
1 The Story
2 The Attack
3 Execution

5. Recruiting – The Story
1 What’s going on in the world?
 Why is the company important?
 What problems are you solving?
 Where are you going?
2 What’s unique?
 Technology innovation
 Challenges
3 How will they fit in?
 Make it personal!

6. Recruiting – The Attack
1 Publicize
 Get the job out there
2 Leverage networks
 Referrals
 Associations
3 Sourcing
 Creative recruiting
4 Agencies

7. Recruiting – Referrals
1 Don’t wait for them – actively go get them!
 Use your people
 Hold referral meetings
 Go through their networks with them
2 Build a recruiting culture
 Ask for them on day 1
3 Teach others how to recruit
 At lunch
 At the gym
 On an airplane
 Everywhere!!!!
4 Above all, cherish every referral!

8. Recruiting – Groups and Associations
1 Identify cross-connections
 1st Degree
 Former coworkers
 Schoolmates
 Professional Groups
 Conferences
 2nd Degree
 Who knows who that knows who

9. Recruiting – Sourcing
1 Strategize
 Identify your direction
 Who are your target companies?
 Meet with your hiring manager
 Hit LinkedIn
 Keep your message super short but personal
 Use randomness
 Keep it light
 Connect with them!
 Dig, Dig, Dig
 What can you do that’s creative – that no one else has tried?

10. Active Candidates - Execution
1 ABC – Always Be Closing
 G2 without them knowing it
 Extrapolate and deduce
2 Be polished
 You’re selling an opportunity, not a vacuum cleaner
 Be nimble on your feet
3 Build a relationship, but do it fast
 15 min, you should know if they’re a fit or not
 Screen them first, then sell
4 Control the conversation, professionally

11. Passive Candidates - Execution
1 For passive candidates
 Acknowledge it
 Change the order
 Speak to the company and the opportunity first
 Once they’re interested, then G2
 Take the story a level deeper
2 For agencies
 Treat agency candidates the same as any other
 Control the process
 You are the point of contact, not managers
 Same goes for candidates

12. Interviewing – Candidate Experience
1 Time is key
 The longer the process – the more room for variables
 Be expeditious with scheduling and follow-up
2 Keep things on-time
 Make sure interviewers are there
 Give them a 2 min warning
 Facilitate
3 Think on your feet
 If there is a gap, speak to it
4 Manage your managers and interviewers
 Make sure they’re prepared and ready
5 KEEP THINGS TIGHT!

13. 1 Recognize that they are interviewing you as much as you are interviewing
them
 Glassdoor
 Blogs
 Press releases
 Other random sources of information
2 Be there at the beginning and at the end
Interviewing – Candidate Experience

14. 1 Recruiting is sales
 Have no fear
 Be the advocate and the matchmaker
2 Know the details
 Current comp, desired comp, availability, all up front
 Who else are they talking to?
 How far in the process are they?
 Where do we stack up?
 What’s important, cash or equity?
3 Don’t spin wheels
 Square pegs don’t fit in round holes
Closing the Deal

15. 1 Do your homework
 Checking references
 Getting backchannel references
2 Curveballs
 Anticipate issues, challenges
 Enlist additional closing help
3 Know when and how to go to bat
 Have it backed up with data
4 ALWAYS PRE-CLOSE!
 100% acceptance rate – it’s all about the relationship
Closing the Deal

16. 1 Backing out of interviews
 Can you pull them back in?
 Behooves you to be honest
 The end goal is a referral
 Make the best decision you can with the most information possible
2 Counter-offers
 Be pre-emptive
 It’s really an 80/20 rule
 Don’t badmouth other offers or companies
 Enlist the hiring manager
Closing the Deal – It’s not done until
they’re there

17. 1 “You’re never known for the people you don’t hire.”
 Only the ones you do
2 Recognize red flags
 Don’t hesitate to bring it up anywhere in the process
 Learn the warning signs of high-maintenance
3 Know when to walk away
 Be professional and concise
Closing the Deal – Speaking of
Curveballs

18. Closing the Deal – It’s not done until
they’re there
1 Stay in touch
 Make sure everything is moving forward
 Help where needed
 Have the hiring manager and their new teammates reach out
2 Keep the excitement going!
3 And ask them for referrals!

19. Questions?

20. Jason Dupree
Okta, Sr. Recruiter
jdupree@okta.com
THANK YOU!