Teams · Startups

What sites are you finding effective for recruiting startup talent?

Lucas Jaz

February 8th, 2016

Curious which sites people are using and have seen good results or bad results for startup-like employees (not cofounders).  I've tried Angel.co - see a lot of junior folks there though. Have not seen LinkedIn or Stackoverflow be great. 
What are others using/seeing?

Marielle Smith VP of People at Inflection

February 8th, 2016

+ 1 on Randar's comment ...
1) since when you are starting out, you don't know precisely what your best sources for great candidates will be, the multi-channel approach is where you want to start
2) measuring which channels are most effective for while reqs is critical in optimizing your ongoing efforts
3) networking is always be a channel, unless it's not working at all, but if it's not working over time, I'd ask why not. For instance, when you start to hire, say, customer support people, it's possible those profiles aren't in your network, but over time, if your network to these profiles isn't growing, then you're probably missing something critical
4) I get frustrated with inbound applicant volume and low success with job boards as much as the next person, but I also think it's a mistake to completely discount these channels (see Randar's results). One thing to consider on the inbound front is employer branding - at Inflection, we have strong employer branding, which has translated into pretty solid inbound pipeline.
Bottom line: try everything, be creative, measure, optimize

Sebastian Pereyro

February 8th, 2016

This might sound cheesy, but there is no marketplace and or search engine that will allow you to find what you can find in your local networking groups. What you want is people who are deeply passionate about what they do, whatever it is you need, software, business, marketing. Seeing those passionate guys in action, is a pice of art. You would be impressed by how young and knowledgeable some of them are. 

I am going through a program for founders, and there are people with all different backgrounds, and I am connecting with 2 potential core members of my team. 

You can't recruit them though they will need to pick you.

Also if you want a solid team for software needs you can always outsource your needs with companies that are backed startup-like engineers.

Best

Seba

Randar Puust Technical co-founder looking for a great idea to build

February 8th, 2016

So we just recently went through the process of finding a new developer.  So take this response assuming a bias of looking for a developer and not other roles (e.g. sales).  I kept fairly detailed statistics because I wanted to know what was and was not working for us.  Here was my summary after we filled the position:

- Although we didn’t actually hire anybody through Stack Overflow, it had the highest ratio of people who made it to the post-screen (i.e. a telephone interview) by almost triple over the next channel.
- Indeed is special because we had the only non-network hire and a high number of “Maybe” candidates we want to keep for future
- LinkedIn is interesting because not a single one of those that applied made it to post-screen.  All 3 of those in that list were contacted through InMail, but they all rejected us.  So I would say this is not working for us, especially since the cost is similar to Stack Overflow.
- Glassdoor had the highest rejection rate, but tied for the Maybe list with Stack Overflow.  But also not working as a channel.
- There were a small number of people who applied that we don’t know their origin.  They may have seen us through one of the other channels and then simply applied to the email.  Although a relatively large number made it to the Maybe list.  But not much we can do there.

But by far, our own networks have been our best resource.  Joining a startup is not an easy decision, but having somebody you know who works there is a huge benefit to the process.

Randar Puust Technical co-founder looking for a great idea to build

February 8th, 2016

Hello Rocklin,

Quote: "people that apply on line are rarely "A" players".  I totally agree.  In our case, we put a lot of effort filtering out a large number of terrible candidates.  In the end, we ended up hiring an A+ candidate.  Probably one of my best hires ever...and he actually wanted a startup/small company!  So they are out there, you just have to know how to:
a) Find them
b) Filter out the crap
c) Entice them to join.

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

February 8th, 2016

This is actually a really great question, although you might be disappointed with my answer. As a Headhunter/Recruiter with an Engineering degree who has worked for some of the most exciting startups in the world, as well as Fortune 100 companies, I have found that job-boards are rarely successful in providing strong candidates. Now, I will also say that sometimes they do come through with 'flying colors', but that is more the exception than the rule.

I personally use ZipRecruiter, which posts my positions to over 100 sites, and sometimes it does work. Usually not so well, but once in a while I get a really outstanding candidate that way. Because this site posts to so many other sites, I'm pretty certain that it reflects the efficacy of job-boards quite a lot. I think that it's an inescapable conclusion that job-boards don't work nearly as well as direct-contact via email or phone.

I will post job openings on Twitter, LinkedIn, GooglePlus, and Industry-specific society sites like AIChE, ASME, SPIE, ACS, IEEE, etc. Generally, these do not work nearly as well as having a skilled recruiter directly sourcing and contacting individuals with details about a job opportunity.

I've been doing this for 27 years, and it's always been that way. I've certainly posted ads on Monster.com, too, but rarely got any results. ZipRecruiter is probably the best bargain out there, and it's still a good tool to have, but direct-contact marketing by a Headhunter is 90% more effective than posting to even 100 job boards at the same time.

So, based on some feedback, here, I want to clarify that I only use job-boards as a back-up or "last resort". They rarely produce good results, but the fact is that they can -- and it would be foolish to ignore their possible benefit...  That said, even posting on 100 job boards, only a very small percentage of the candidates I identify come from that source.  

Varun Mehta CEO of Disqovery

February 8th, 2016

AngelList is my everything. Yes, you have to archive those profiles that don't meet the experience requirements. However, I've found that a compelling company profile and a clear job description works wonders to bring in high-quality people.

Of course, I look for people that work remotely. If you're looking to hire for on-site employees I can see how AngelList doesn't work that well.

Mike Dierken Chief Troublemaker

February 8th, 2016

While I haven't used ZipRecruiter, I used to work with one of the founders, so +1 on that.

I've had success searching through Github. It takes time and some advanced search skillz, but if you look at contributors to projects that are in the right technology framework or key library for a language you can find good talent. They may not be looking for new opportunities but it is a source, if you are willing to roll up the sleeves and get dirty.

Mike


Rocklin Behringer owner at The Rocklin Group

February 8th, 2016

Hey Mike-
I sincerely believe that you need to make target companies (competitors and industry leaders) find out who the winners are and chase them. Advertising, when looking for a high P&L impact player is ridiculous. That's just how I feel- internal recruiters and Talent Acquisition folks run ads which on occasion can be productive

Rocklin Behringer owner at The Rocklin Group

February 8th, 2016

Hello Randar
Please see my above comments- people that apply on line are rarely "A" players-
if you really need one- contact me- Thanks

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

February 8th, 2016

I would respectfully disagree with Rocklin, because the soul of Headhunting is networking.  Headhunters simply do it better and do it for a living, so they do it all the time.  When you choose a Recruiter, you are choosing basically (a) his network of contacts, (b) his ability to identify and add new contacts for every search and (c) his/her ability to sell the opportunity.  I always recommend that potential Clients try networking with their own people prior to initiating a search.  Only 15% of all jobs are actually filled by Recruiters, and costs (for a quality Recruiter) are substantial, so networking is always the way to go first.