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?
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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

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

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.

Rocklin Behringer owner at The Rocklin Group

February 9th, 2016

This best way to find Management/Director- VP level is finding out who speaks at seminars/conventions, authors of 'white papers', SMEs- all this talk about candidate flow is agency mentality. Winners need be identified, seduced and produced with the idea of having an open mind to a great career opportunity .  My rep to hire ratio is less than 3 to 1 which is unheard of in my industry.

Rocklin Behringer owner at The Rocklin Group

February 8th, 2016

Hello Thomas
Yes you certainly can find good developers through networking\

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


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

February 8th, 2016

@Randar Exactly my point!  Sometimes you get really lucky, and it's far better to keep all the avenues to success open, rather than closing them.

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.

Rocklin Behringer owner at The Rocklin Group

February 8th, 2016

Thank you and I respect your thoughts and opinions. The 'who do you know' theory just doesn't produce results for me.  My method of operation really only produces results for position that require high level P&L impact players-or REALLY technical lead (individual contributors) at mthe executive level.