Startup Recruiting: Ready, Set, Go! Simple Steps To Launch A Search

Expansion-stage and startup recruiting isn’t easy. But you can make it simpler by following these steps.

startup recruitingWhen it comes to expansion-stage and startup recruiting, it’s important to take the right approach by mapping out a process when a new position opens up. By creating a guideline for launching a new search you will be able to set expectations with your company’s recruiter and hiring manager. To do that, however, you need to gather all of the necessary information and requirements in order to launch the search right away.

So, what steps need to be followed to recruit a new opening?

One key to startup recruiting success is to coordinate a kickoff meeting. A kickoff meeting provides face time with the hiring manager, and crreates the opportunity to build a relationship. In this meeting several things should be addressed, such as:

  • Understanding of the role from the hiring manager’s point of view. What is the “typical day in the life” for this new hire?
  • Determine a job posting strategy. Are there specific Linkedin Groups or websites that would make sense to post the job and network in?
  • Gather intel from the hiring manager. Which companies would be best to target for this type of hire?
  • Establish the right job title. What title will attract the best candidates?
  • Determine a competitive and fair compensation range. What will be appealing to top candidates and what can the company afford?
  • Explain your recruiting process to set expectations. When will you expect feedback from the Hiring Manager once a candidate has been sent? When will you send updates about the progress of the search? Also be sure to explain how many candidates they can expect to review weekly.

It’s also important to agree upon best interview process. A typical interview process would be:

  • Phone screen with recruiter
  • Phone interview with Hiring Manager
  • First round in-person interview
  • Final round in-person interview

Once you have gathered all of the necessary information from the Kickoff Meeting, you can compile this into a work plan, which outlines details each week on what will be worked on. My teammate Carlie recently wrote a blog post that outlined steps on how to create a great work plan in six key phases:

Phase 1: Planning

Determine who the decision makers are and work with hiring managers to define the job profile, budget, interview process, and projected timeline. Create a targeted job description based on essential functions and qualifications for position.

Phase 2: Sourcing

First, reach out to internal networks. Second, create a target list of companies to recruit from. Third, start outreach to candidates from these companies to entice and gain referrals. Keep in mind that you should be adding to your target list as your come across new companies and candidates.

Phase 3: Screening

These are the initial calls and phone interviews made to candidates. The goal here is to explain the company, culture, and position in detail and to get a better understanding of each candidate’s experience to determine if he or she aligns with the target profile and company culture. If it’s a potential fit, move the candidate forward in the interview process.

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Phase 4: Interviewing

Follow the interview process determined in the planning stage, during which the team meets with the candidate to better assess the candidate.

Phase 5: Feedback

Regroup internally to discuss specific feedback/concerns from the interviews and decide on next steps. If a candidate will not be moved forward in the process, be sure to follow up.

Phase 6: Offer

Create the offer package and offer strategy, then extend the offer.

An example of a piece of a Work Plan would look something like this:

Once a kickoff meeting and work plan have been completed, you should e-mail the work plan to all stakeholders involved in the search. After you receive the necessary approval you are ready to launch a new search with all stakeholders understanding their ownership and responsibility in the project. Ultimately, that will make expansion-stage and startup recruiting a much more effective and efficient process.

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