Tech recruiting 101 how to recruit engineers to your startup
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This document provides guidance on how to recruit engineers for a startup. It outlines a 6 step process: 1) craft your company story, 2) share your story, 3) write an compelling job description, 4) generate awareness and demand for roles, 5) source and qualify candidates, and 6) engage candidates. It emphasizes the importance of minding the candidate experience through clear communication and feedback. Additional tips include knowing the different types of candidate profiles, adjusting approaches for passive vs active job seekers, and continuously calibrating recruitment strategies through retrospectives and market research.
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Tech recruiting 101 how to recruit engineers to your startup
- 1. Tech Recruiting 101: How to Recruit Engineers to your Startup JumpSearch Recruiting “Changing lives one connection at a time.”
- 2. We are JumpSearch. Michelle Kuo, Founding Partner Eric Sullano, Founding Partner Connecting people is Michelle's passion. Technology is Eric's passion. Michelle has honed her talent acquisition skills for over 7 years experience as the top recruiter for several agencies successfully placing hundreds of candidates before starting her own firm. Eric offers over 14 years experience applying internet, software, and mobile technologies to create new business opportunities. She has served as a panelist and guest speaker for numerous events including: UCLA Entrepreneur's Panel and the University of Michigan/Ross Business School’s Salary Negotiations and Resume Workshop. Michelle holds a Bachelor of Science degree in Psychology from UCLA. www.jumpsearchrecruiting.com He has launched numerous product and technology initiatives with companies including PriceWaterhouseCoopers, PG&E, California ISO, Pacific Bell, Ticketmaster/IAC, Live Nation Entertainment, Spark Networks, and Backcountry.com. Eric earned a Bachelor of Science degree in Mechanical Engineering and an MBA from the University of Southern California.
- 3. “No company became great without first building the team. It starts with good recruiting.” Jim Collins - Good to Great
- 4. What trends are we seeing in Utah? Technical job postings per capita - Source Indeed.com Demand for technical talent is skyrocketing.
- 5. There is a deep scarcity in mid-tosenior level technical talent. Entry-Level Mid-to-Senior Executive Often have to go out-of-state to find talent.
- 6. Ultimate goal is to find, attract, and retain the best possible* talent.
- 7. What is technical recruiting? Customer Service Negotiations Talent Sourcing Opportunity Definition Pipeline Talent Qualification People and Process Requirements Regional Awareness Promotion Relationship Building Technology Trends Networking Matchmaking Outreach Partnership Market Research
- 8. There’s a lot that can go wrong. But, there’s a lot that can go RIGHT.
- 10. Our approach to building a talent pipeline. Mind the candidate experience 1. Know thyself. Craft your story. 2. Share your story. 3. Craft an awesome job description. 4. Create awareness and demand Calibrate 5. Source and qualify 6. Engage the candidate
- 11. Step 1: Know thyself. Craft your story. Mission Products Vision Founders Technology Market Funding Culture Values Team Gaps Tap into the emotional aspects of your story.
- 13. What’s their product? Team culture?
- 15. What do they value?
- 17. Is this company credible?
- 18. Step 2: Share your story.
- 19. Step 3: Craft an awesome job description. Challenge Compensation Technology Workplace Role Perks Career growth Mission Team What is the “employee value proposition”?
- 20. What’s compelling for a candidate?
- 21. What’s compelling for a candidate?
- 22. Step 4: Generate awareness and demand.
- 23. Step 4: Generate awareness and demand. Natural Network Broad Outreach Targeted Outreach Ambassadors Referral Program Agencies
- 24. TIP: Dig your well before you’re thirsty. (but be smart about it)
- 25. Step 5: Source and qualify exercise Exercise: ○ iOS candidate profile ○ Spend 30 seconds on each of the two profiles What stood out with each of the profiles? What questions do the profiles prompt? Would you reach out to this person?
- 26. Candidate 1
- 28. Candidate 1
- 29. Candidate 2
- 31. Candidate 2
- 32. Candidate 3
- 33. Candidate 3
- 34. Not all profiles are created equal. The “Veteran” The “Great-One” The “Hotshot” The “Deflector” The “Offshore” The “Maverick” (Same goes for engineers.)
- 35. Step 6: Engage the candidate. THIS IS THE HEART OF RECRUITING!
- 36. TIP: What’s the deal with “Passive Candidates”? Adjust your approach for passive or active candidates.
- 37. Mind the candidate experience. Communication Roles Expectations Consistency Time-frames Agency Personalization Process Feedback
- 38. Calibrate. ● ● ● ● ● Retrospectives Survey your candidates Survey your market Survey your peers Refine your approach, job description and search
- 39. In Summary Mind the candidate experience 1. Know thyself. Craft your story. 2. Share your story. 3. Craft an awesome job description. 4. Create awareness and demand Calibrate 5. Source and qualify 6. Engage the candidate
- 40. Future series topics 1. 2. 3. 4. 5. 6. 7. 8. 9. Crafting your story Profiling Talent Tech Lingo in a Nutshell (aka Alphabet Soup) Write a Great Job Description Sourcing and Screening Presenting a Compelling Offer Recruiting Tools Working with Agencies ….?