How to build a kick-ass recruiting engine, compete and win for talent. Presented at Launch SCALE conference October 23, 2014 in San Francisco

1. How to build a kick-ass
recruiting engine, compete and
win for talent
Daniel Chait, CEO, Greenhouse.io

2. Introduction

3. Daniel Chait, CEO
"Greenhouse is the platform built to
optimize your entire recruiting
process.
Find better candidates, conduct more
focused interviews, and make data-driven
hiring decisions.
@dhchait

4. Some of our customers

5. Today I’ll show you how to…
Fill your pipeline with great candidates
Kick your addiction to staffing agencies
Reliably hire people who have the right skills AND fit your
culture
Make faster & more confident decisions about who to
hire

6. Scalable Recruiting:
A “How-To” Guide

7. Recruiting is 2 things
Sourcing
Interviewing

8. Recruiting is 2 things
Sourcing
Interviewing
Where
you
screw
up
reaching
the
right
audience

9. Recruiting is 2 things
Sourcing
Interviewing
Where
you
screw
up
and
hire
the
wrong
person

10. Sourcing

11. How things usually work
Lots of folklore & habit
“I like to…”
“One tip I learned…”
Try a few ads then give up
Grumble about your agency

12. A different way to recruit
Plan and set goals
Coordinate and run a pipeline
Use data to make decisions
Optimize and continuous improvement

13. Structured sourcing
Use a large set of channels
Attribute candidate flow
Measure the impact of each channel (quality +
quantity)
Adjust message, approach, campaign to improve
results over time

14. Comprehensive sourcing

15. Sourcing plan

16. Attribution by source

17. Marketing campaigns

18. Interviewing

19. How things usually work
Lots of folklore & habit
“I like to…”
“One tip I learned…”
“My favorite question is …”
Make up questions as you go
Hire people that “seem good”

20. Why you need an interview plan

21. Structured interviewing
Same interviews for every candidate
Each interview has a clear focus
Collect structured, written feedback

22. Same interviews for every candidate

23. Each interview has clear focus

24. Collect structured, written feedback

25. Professional-grade decision making

26. But…
…how do I know what interview
questions to ask?

27. How to interview, and when
Early
Late
Personality Traits
Skills
Behavioral References
Interviews
PrescreenTests

28. Summary

29. Today we learned…
Comprehensive Sourcing:
Fill your pipeline with great candidates
Kick your addiction to staffing agencies
Structured Interviewing:
Reliably hire people who have the right skills AND fit your
culture
Make faster & more confident decisions about who to
hire

30. Learn more at
www.greenhouse.io
For updates follow us on twitter @dhchait and @greenhouse