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Engineering
talent is hard to findEven harder to retain. I am going to show case some techniques for
startups to build an awesome team in adverse environment.
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Tech Architect @tokopedia
Supreet Sethi
Welcome to EV Hive!
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Not until it is absolutely required. Later
in my deck, I will showcase 2 step
formulae to workout who to hire and
when.
When
to hire
“Three tools of systems engineering are
Money, Time and Code in that order”
- Ted Dziuba (Co-Founder Milo)
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When hiring,
hire “the best”
It is co-founders responsibility to produce best
outcome for consumers of their service,
employees and investors. Technology
presents an option of creating 10x scale
which is much desired outcome instead of
10%. “The best” does not come with high
percentile IQ or multi programming
experience. “The best” is someone who can
optimize the business outcome.
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How to find
“the best”Experiment. Come up with several channels of hiring, not unlike
marketing channels. Assign each one quality value on basis of
previous hires. Pick top two for further hiring.
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Company History
Frequently, your initial font choice is taken out of your hands; companies often specify a typeface, or even a set
of fonts, as part of their brand guidelines. Occasionally you’ll find a job has specific requirements, such as
limited room that might require a condensed face, or a lot of legal text that might require
When selecting a typeface for body text, your primary concern should be readability. Don’t concern yourself with
personality at this stage.
JOHN BINDER
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EXAMPLE 2
Social Media
Generally it is hard to find a singular genius
individual. Often there is a group of individuals
who study, play or chat on online forums
together. Tap the right location to get an A level
team.
It works because…
Birds of same feather!
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Whom to hire
Often hiring decision are made in following ways
• On Technology stack (PHP, RoR)
• On availability (Campus hiring)
• On seniority (Org Chart filling)
• On size (Projected employee size)
• On company vision (Target of being
no.1 Android app)
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Hire on basis
Task at hand
Just in time hiring. A short 20 minutes
exercise. Lets get our pen and paper out.
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Lets create
a dependency tree
Only hire the most key dependency branches
and hire next based on their opinion
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Interview Process
Interview is a place for “first and lasting
impression”. Interview process should
candidate into comfortable position first. The
process in the end should provide opportunity
for candidate to express their thoughts and
experiences.
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Remove
anything even remotely
intimidating
from the process
Intimidating process can remove painfully
high amount of good candidates from
organizations talent pool
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Have a sensible
training program
Often new employees are expected to start
being productive without an proper training. It
does more harm than good.
MARTIK
Even McDonalds have a training program in
patty flipping. We are talking knowledge workers
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Nakama
AcademyAt Tokopedia, we have a 2 week long
Nakama Academy which covers
Culture Fit,
Tech knowledge,
Business processes
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Have sensible
Employee
Support
• Leave management
• Office environment
• Subsidies on tools (laptop, software)
• Value Addition (further learning)
• Entrepreneurship opportunities
supreet.sethi@tokopedia.com +62-8111916113
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Clean Design
We’ve packed all the
features you could want
into one awesome
Service 2
Clean Design
We’ve packed all the
features you could want
into one awesome
Service 3
Clean Design
We’ve packed all the
features you could want
into one awesome
Service 4
Clean Design
We’ve packed all the
features you could want
into one awesome and stu
Service 1
Awesome Features
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S W
O T Threats
Weakness
Does not provide the
safety net and IT
department in a
bank will provide
Not having a vision
for betterment of the
employees.
Competition for
same talent pool
Opportunities
Strengths
Offer great culture
where the individual
can quickly evolve
Creating a friendly
environment that
becomes a viral
selling point
Analysis of hiring position of startups
