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COMPANIES WHO TRUST US TO HELP THEM FIND TALENT
Making Hiring Less Painful for Startups
by Jessica Stielau 2 minute read
The continued trend of acqui-hires is making it seem like there’s no talent rock left unturned in Silicon Valley and San Francisco. This simply isn’t the case.
If you’re going to throw a million dollars at talent acquisition, be sure you have a talent retention plan in place that’s more than just golden handcuffs.
Things may seem dire, but you don’t need to make an offer to every developer that you meet. If you’re a funded startup, there’s still hope! You just need to make recruiting a priority and to spend the time and effort learning how to do it correctly. Or, you can always pay someone to do it for you
Here are a few things you need to do that most startups aren’t doing:
Market your career opportunities like they’re one of your products. It’s not just your SaaS software that needs to be talked up, but your open jobs need some love, too! Blog and tweet about your openings, write compelling copy, get visibility by sponsoring events, re-post your job openings, and keep your ads and website current.
Work the network of your whole company. Ask your employees for referrals. Make it easy for them. You can create an actual referral blurb that they can send out or post to their LinkedIn profiles. Ask your VC’s and board members for referrals. If they can’t send you the engineers you need, ask for a referral to a trusted recruiter who can help.
Concentrate on being genuine when talking to potential hires and describing why you need the position filled. The money is becoming less and less important for software engineers. Of course, you’ll need to pay market rate, but in this hiring market, you’re really competing on a mission, technology, and company personality. Even if you know this isn’t the right hire for you, candidates should still leave an interview wanting to work at your company.
If you’re going to throw a million dollars at talent acquisition, be sure you have a talent retention plan in place that’s more than just golden handcuffs.
“The Sourcery is always there when we need them. They can scale up or down in response to demand. The Sourcery doesn’t take a success fee. We only talk to pre-screened candidates who fit what we’re looking for.”
— Jared Friedman
(CTO & Co-Founder at Scribd)
“We knew we needed help. We decided we might as well try this recruiting thing. We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process.”
— Zack Rosen
(Co-founder & CEO of Pantheon)
“They Made Me a Better Recruiter. Over the years, I’ve placed more than 20 software engineers through The Sourcery. They do a fantastic job of minimizing hiring overhead. I was okay at recruiting before I met them. Now I actually consider myself a pretty good recruiter.”
— John Witchel
(Tech co-founder )
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"We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process."
Zach Rosen
Co-founder & CEO, Pantheon