O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.

Scale your tech team from 0 to Series A

1.023 visualizações

Publicada em

By Robin Choy (https://twitter.com/robin_choy), CEO at HireSweet (https://www.hiresweet.com/)

This is definitely one of the biggest challenges any startup faces. Having high quality engineers who join your company in the early days, taking a risk on you while more mature companies are also chasing them can truly be game-changer.

Robin is the co-founder of HireSweet, a team helping startups recruit Software Engineers by developing cutting-edge AI tools. 700+ startups have scaled their teams with their help, often from 10 to 100+ people. The knowledge Robin has acquired about the process is pure gold. Join us to discover how to set up a super efficient process to build the best possible tech team for each stage (0 to 3 people in the tech team, 3 to 8 people, 8 to 20 people).

Publicada em: Negócios
  • Seja o primeiro a comentar

  • Seja a primeira pessoa a gostar disto

Scale your tech team from 0 to Series A

  1. 1. Scale your tech team from 0 to Series A The Family – 2019/09/15
  2. 2. SCHEDULE 1 – Tech hiring is tough & paramount 2 – Who Am I? 4 – Q&A 3 – The hiring process
  3. 3. TECH HIRING IS TOUGH & PARAMOUNT 1
  4. 4. LE PROBLÈMETECH HIRING IS TOUGH Tech companies struggle to find good software engineers and traditional sourcing methods are outdated. Hires in Software Developers 2014 - 2024 Training of Software Developers 2014 - 2024 + 17% + 30% Source : US Labor of Statistics 2016 & People In Tech 2016
  5. 5. TECH HIRING IS PARAMOUNT 0 – 3 tech people: Pre-Seed, The founders onboard the first key people 3 – 8: Post-Seed, The founders & team build and iterate on the process 20+: Post Series B, The hiring team keeps on innovating & iterating 8 – 20: Post Series A/B, The hiring team scales the hiring machine
  6. 6. TECH HIRING IS PARAMOUNT 0 – 3 tech people: Pre-Seed, The founders onboard the first key people 3 – 8: Post-Seed, The founders & team build and iterate on the process 20+: Post Series B, The hiring team keeps on innovating & iterating 8 – 20: Post Series A/B, The hiring team scales the hiring machine
  7. 7. WHO AM I? 2
  8. 8. TECHNOLOGYHIRESWEET: 3 YEARS OF EXPERIENCE HELPING 700 STARTUPS
  9. 9. TECHNOLOGYHIRESWEET: 3 YEARS OF EXPERIENCE HELPING 700 STARTUPS
  10. 10. TECHNOLOGYHIRESWEET: 3 YEARS OF EXPERIENCE HELPING 700 STARTUPS ROBIN@HIRESWEET.COM
  11. 11. SMART AND GET THINGS DONE
  12. 12. WHO
  13. 13. WORK RULES!
  14. 14. THE SALES ACCELERATION FORMULA
  15. 15. THE HIRING PROCESS 3
  16. 16. THE HIRING PROCESS Score Cards, Job offers & Templates 1 - PREPARATION Hiring is selling 4 - CONVERSION Your team is your #1 unfair advantage 5 - RETENTION Inbound, Outbound & Referral 2 - SOURCING Building the process 3 - ASSESSMENT
  17. 17. 3.1 – Preparation
  18. 18. PREPARATION •  Score Card « Who » •  Daily missions, typical week •  Differentiation •  Arbitrages Offer & Profile •  Angel List, Welcome To The Jungle •  Unfair advantages Employer Brand & Unfair advantages •  List the criterias •  Prepare the stakeholders •  Set the tempo Dra; the process KPIs : Time-to-hire, conversion after first call
  19. 19. JOB OFFER CHEAT LIST Make sure no other company could use the posting
  20. 20. JOB OFFER CHEAT LIST Avoid « Generic wording » Make sure no other company could use the posting
  21. 21. JOB OFFER CHEAT LIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…)
  22. 22. JOB OFFER CHEAT LIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…) Make it clear “what’s in it for them” and your unfair advantages
  23. 23. JOB OFFER CHEAT LIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…) Make it clear “what’s in it for them” and your unfair advantages Describe the stack (what’s fixed, what’s moving) & technical challenges
  24. 24. TECH UNFAIR ADVANTAGES LIST 1.  Team (Academics, previous successes, connexions) 2.  Specific tech challenges (target top 3%) 3.  Dedication to learning (training, books, events) 4.  Package (above market salary, BSPCEs) 5.  Work/life balance (Remote, flexibility) 6.  Ecosystem connexions (Meetups, etc.) 7.  Thought leadership (blogs, events) 8.  Industry & mission (target top 3%) 9.  Funding (top-VC, BA) 10. Traction (with figures) Rule of thumb: take your closest 5 tech startups – could they use that exact wording?
  25. 25. 3.2 – Sourcing
  26. 26. SOURCING •  Active Referral •  Onboard your team Referral •  Plateformes •  Job boards •  Agencies •  Freelances Inbound •  Definition •  Identification (HireSweet, LinkedIn, GitHub etc.) •  Scaling(PersistIQ, HubSpot, Reply) Outbound Outbound: 1 phone screen per 20 send Inbound & marketplaces: 2 phone screens per week
  27. 27. 3.3 – Assessment
  28. 28. ASSESSMENT •  Sell & let speak •  Look for huge mismatch •  Aim #1 : convert in interview •  Don’t try & assess at this point Screening Call •  How to build the case study •  Auto-feedback •  Coaching •  Rate the performance objectively Technical Interview •  Score, score, score •  Look for past perfomance •  Give practical insights about your team Fit interviews KPIs : Time-to-offer, Churn rate during the process
  29. 29. THE ULTIMATE INTERVIEW PROCESS 1.  Phone Screen (15 to 30 mins) (50% conversion) 2.  Onsite Technical Assessment (1h00 to 2h00) (40% conversion) 3.  Culture Interview (1h00) (80% conversion) 4.  Team Meeting (1h00) (80% conversion) 5.  Phone Offer (15 mins) (50% conversion) 16 Phone screens à 1 hire Total interview time = 4h00 – 5h00
  30. 30. ASSESSMENT
  31. 31. RESOURCES Online tests: CodinGame, Codility, HackerRank Process: Who, Smart & Gets Things Done, The Acceleration Formula Inspirations: Drivy/jobs, poteto/hiring-without-whiteboards
  32. 32. 3.4 – Conversion
  33. 33. CONVERSION •  NPS / Why that score? •  Concrete examples Reference check Toolkit •  Design your process for selling •  Go all-in •  Explain what you can teach Conversion •  No explosive offers •  Be quick & followup gently •  Pre-onboard Follow-up KPIs : Conversion rate
  34. 34. REFERENCE CHECK TOOLKIT 1.  In what context did you work with this person? 2.  What were her biggest strengths? 3.  What were her biggest areas for improvement back then? 4.  How would you rate her overall performance on a 1-10 scale? 5.  Why? 6.  What are examples of moments where she fought/ improved?
  35. 35. 3.5 – Retention
  36. 36. TAKE AWAYS Hiring is paramount Hiring is selling Retention is paramount Unfair advantages matter
  37. 37. INTERMISSION ? ? ? ?
  38. 38. Q&A 4
  39. 39. TRÉSORERIE “Get busy hiring or get busy dying” Andy Dufresne
  40. 40. The Family – 2019/09/15 Scale your tech team from 0 to Series A

×