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Scouting and Hiring Talent For a Startup

Scouting and Hiring Talent For a Startup

This week we brought on board another full time iOS developer. He has
his masters in computer science. He has also developed a few iPhone apps
of his own. One of them has gotten over two hundred thousand downloads
and has reached the top of the iTunes App Store charts in several
countries. The question a lot of people have asked: "How was this
hidden gem found?"

At a startup, building a talented team is extremely important, but
equally important is being thrifty and smart with money. A big company
can put a lot of money towards the recruitment of employees. Big
companies may use a tech recruiting agency that charges anywhere from
20-33% of the first year salary of the hired employee. For example, if
the recruiters get you to sign a programmer for 90k/year you have to pay
the agency anywhere from 18-30k for finding the person. Thats a lot of
money to a startup!
If the new hire doesn’t work out within 30 days,
they’ll replace him/her for free. But if it doesn’t work out on the 31st
day, then you just paid the 18-30k recruitment fee for one month of
work.

Spending only \$200-300 heres how we landed some awesome team
members.

​1. Signed up with an applicant management website called JobScore. The site is awesome and it has a free tier that gets you functionality for almost everything you’d want
the site for. Bigger tech companies like
foursquare and Instagram use them as well. It allows you to buy resumes on their site using credits (if you run out of
the free credits, buying more is cheap or you can earn more by
submitting resumes of people you aren’t interested in to the JobScore
talent network for others to purchase). You can also easily post job
listings to any external site at discounted rates. JobScore also
integrated with your website to allow you to display any of the job
openings you have right on your site.

​2. Created job descriptions and listed them on Craigslist (\$25) Built In Chicago (\$25) and Linkedin (\$199). Each of the listings lasted for
30 days. Of those three places we posted, Built In
Chicago
is probably
the least known to the general public. But that site has produced some
of our strongest candidates because its extremely local (i.e. no
craigslist people from out of the country applying) and those that
follow the site are on the up and up in regards to the Chicago tech
scene, which is extremely important to us.

3. In the tech world, portfolio trumps just about every other detail. With JobScore we
quickly eliminated candidates that had weak design or project
portfolios. Which helped us narrow down candidates much faster than we
could have ever done by meeting with a recruiting firm (they show you
every possible candidate they can possibly put in front of you no matter
how poor of a fit they may be). For our programmer applicants, we also
sent a coding problem. The first step for us with our developer
candidates was seeing if they would take the time to even answer this
problem. The candidates that don’t take the time to answer the problem
indicate their lack of dedication or interest in working for us and
allow us to immediately weed them out. The ones who do respond give us a
really good indicator of their competency in creating elegant clean
reusable code. This helped us answer questions like; Do they write
stringy code? Over complicate things? Or are they just a solid
programmer?

​4. Scheduled an in person interview to make sure the candidate is good fit personality wise. After all, we sometimes spend day and night
working with these people and its equally important that we have a great
time doing it.

The internet has definitely made the process of hiring great talent more
affordable. Its a great time to be in a startup.

Article by Resultly

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