Related Posts
Which IP firm has best in-house exit options?
Hi all, recently a recruiter from Amazon reached out for an SDE 2(2+ years of exp. required) role and I'm a recent CS grad. I gave the OA (which was extremely difficult w/ 99% cut-off) and other tasks related to the OA. A few hours back, I got a call from the recruiter that I had cleared the assessment and tasks and said that they are looking for 2+ years of exp. I said I'm open to the SDE1 role and said she'll ask her colleagues. Idk what to expect now 😥 Amazon Amazon India
More Posts
Never seen so many 🚩s in my life!
And go to sleep it’s Monday tomorrow 🥹
Something to brighten up your day 🤗
Daily Octordle #55
5️⃣7️⃣
8️⃣4️⃣
🕚🕛
9️⃣🕐
octordle.com
⬜⬜⬜🟩⬜ ⬜⬜⬜🟨⬜
🟩⬜🟩⬜⬜ ⬜⬜🟩⬜🟩
⬜⬜⬜🟩⬜ ⬜⬜⬜🟨⬜
⬜⬜⬜🟩⬜ ⬜⬜⬜🟨⬜
🟩🟩🟩🟩🟩 ⬜⬜🟩🟨⬜
⬛⬛⬛⬛⬛ 🟩🟩🟩⬜🟩
⬛⬛⬛⬛⬛ 🟩🟩🟩🟩🟩
⬜⬜⬜🟨⬜ 🟩🟩⬜🟩🟩
⬜⬜🟨⬜🟨 ⬜⬜⬜⬜⬜
⬜⬜⬜🟨⬜ 🟩🟩⬜🟩🟩
⬜⬜⬜🟨⬜ 🟩🟩🟩🟩🟩
⬜🟨🟨🟨⬜ ⬛⬛⬛⬛⬛
🟩🟨🟨⬜🟨 ⬛⬛⬛⬛⬛
🟩🟨🟨⬜🟨 ⬛⬛⬛⬛⬛
🟩🟩🟩🟩🟩 ⬛⬛⬛⬛⬛
⬜⬜⬜⬜⬜ ⬜⬜🟨⬜⬜
🟨🟨🟨⬜⬜ 🟨🟨⬜⬜⬜
⬜⬜⬜⬜⬜ ⬜⬜⬜⬜⬜
⬜⬜⬜⬜⬜ ⬜⬜⬜⬜⬜
🟨⬜🟨⬜⬜ 🟨⬜⬜⬜⬜
⬜🟩🟨⬜⬜ ⬜🟨⬜⬜⬜
⬜🟩🟨⬜⬜ ⬜🟨⬜⬜⬜
⬜🟨⬜⬜🟨 ⬜⬜⬜⬜🟨
⬜🟨⬜⬜⬜ ⬜🟨⬜⬜⬜
⬜🟩🟩🟩🟩 ⬜🟨🟨⬜🟩
🟩🟩🟩🟩🟩 ⬜🟨🟨⬜🟩
⬛⬛⬛⬛⬛ 🟩🟩🟩🟩🟩
⬜⬜⬜⬜⬜ 🟨🟨⬜⬜⬜
⬜
Additional Posts in Startups and Entrepreneurship
I am starting an outsourcing IT Support company, and I want to hire people with autistic spectrum, since I am autistic myself. I would like to know if anyone is interested to invest on it, or if anyone would like to hire our services. The company is based in Colombia. Our website is repshome.com
New to Fishbowl?
unlock all discussions on Fishbowl.
You may need to take chances on younger people with less experience - but said younger people also have a VERY hot job market. What’s the draw for them to consider you?
This. every company is struggling to hire engineers. Apple just gave upwards of 180k bonuses to retain talent. As KPMG noted, outside of money and benefits, what's your hook?
You should hire a recruiter, even if on contract. They can help you determine what the issues are. I spent a few years as a contract recruiter for early stage startups, here’s what I saw as prominent challenges:
1. The job being hired for was actually 2-3 jobs rolled into one, and candidates knew.
2. Comp, benefits, etc weren’t in alignment for what the company was looking for.
3. You’re targeting candidates that wouldn’t normally consider something early-stage based on having more comfortable options.
As someone else said, early stage start-ups should be willing to hire less experienced folks and train.
This is a great idea. Thanks for the feedback. We are still very early (only 2 employees and looking to bring on a 3rd). We will start fundraising this quarter and hopefully can hire a recruiter once we secure funding.
Personally would love to learn more about your startup and any roles you’re hiring for.. looking to make the move to startup world.
Sent you a DM
Are you giving target total compensation upfront? Tons of companies are reaching out to candidates, so if you're not transparent and paying above market, it's going to be hard to stand out. Personally, I'll pass on a smaller company's role if I can't get a target range for salary and equity before the first round. Otherwise, I'd rather wait to see about interviews from FANG and the like. Most of the time startups are not offering enough equity that the tradeoff is worth it vs bigger public tech company that is growing quickly
Context: As the VP of Engineering a few years ago of a startup with 0 in-house engineers, I had to do end-to-end hiring people (i.e. sourcing leads, scheduling, interviews, offer, etc)
Question:
1. How many people have you reached out to?
2. How did you reach out to them and what’s your spill?
Honestly, hiring is hard. And that’s for all stages of a company
Interesting. Response rate to my cold reach out is about 50%. Conversion from cold reach out to offer is about 1 out of 25. But that’s for a regular employee. I’d expect it to be harder for co-founder so you may need to reach out to more people.
Im not sure what you guys message to people though as to why your response rate is low. I’d say check how you present yourself as well - like use your title like CEO or CTO of whatever, make sure your email address is not @gmail. And have a legit looking website and just a coming soon page. If you already have all of those, then maybe it’s the message itself and not how you present yourself.
What’s the startup, I work in IT and software and would love to know more
Sent you a DM
Personally startups are more appealing to me as an employee but the market is pretty ripe right now as everyone is hoping on the biggest hook that swings in their direction.
As someone whose worked in the startup world as an engineering hiring manager. The biggest issue is unclear roles. Engineers are extremely analytical, if your job description is unclear and or is multiple roles rolled into one, it’s a very foreshadow-y red flag that management doesn’t know what they’re doing. They’d run for the hills, remember every candidate in this market, especially engineers have full LinkedIn inboxes filled with recruiter in mails, there’s really no need for them to take a risk like that. The second thing is compensation. Startups who don’t have the perks of FAANG or a C unicorn startup will have to up their compensation to match especially if they are one of the first engineers. They understand the pressure of being first, especially as more people join and it turns out the infra that they scoped out was the wrong direction. No engineer wants to be in that position.
How you phrased the question raises many red flags. Like many have commented to haven't said what your start up is. It makes me question if your competitive advantage is strong enough to withstand competition and keep me employed. Also transparency is a big draw , if you have it people are more likely to hear you out. If you want help solving a specific issue, you should state what you need help with or at least outline your process so we can help troubleshoot what may be going wrong.
Maybe your not the right person to pitch the role. Someone mentioned being specific about what you want and not rolling multiple roles into one.
What roles are you hiring for?
Do you disclose pay up front?
What are the top four responsibilities of each role?
Are your roles remote or in an office?
Do you offer equity or stock for early employees?
Do you offer standard benefits package?
Why you?
This is hard to answer without knowing more information. I’d need to see the job announcement
Are you pitching or selling the idea correctly? May be your idea is amazing, but the way you tell the story is bad? Hard to say untill there is more context.
You can always build out a PoC to validate before going into hiring. You can DM me if you like to discuss more.
Sent you a DM
Looking for a step up in the startup world! Would love to chat sometime.
I’d dm but I need one more love
I agree with the earlier comments, if you’re not able to compensate generously just yet, You’ll need to identify some ‘hook’ that helps people swing their vote over to you.
As a leadership advisor working with senior leaders, I’m often called in to help with one’s executive presence development.
In addition, I work with those who are hiring to connect them with a science-backed software that allows you to quickly see which candidates are the best fit for your needs, based on their work style, strengths and decision making style. Clients tell me it reduces time to hire significantly, as well as contributes toward a healthy workplace culture as each person’s strengths/communication style are recognized and used in day to day interactions. Let me know if you’d like to chat.
I've spent the last 20 something years recruiting for early stage startups and what I found is that in order to get candidates to respond or get excited about the idea you have to sell them on the professional opportunity as well as financial. With everyone hiring, you need to think about what sets this role apart from others? Have good answers for the candidates that are risk adversed. If the founders are seasoned founders talk about their past success. Most important, keep them engaged. With every exchange say things like, we are so excited to move you to next round. etc.. Many co lose talent because no one ever told the candidate they were interested in a genuine way.
I joined a startup right out of college in a strategic finance position. Company was in the midst of series A when I joined. Best decision I’ve made. 100% trial by fire since there is no training but the knowledge building and broad experience is hard to match IMO. I think you just need to target people who value knowledge growth, can think, have grit, and are a bit more receptive to some risk in their life. I agree with KPMG 1- look at younger people. There are some unicorns out there. Even in a hot job market the draw to a startup is an accelerated career growth and networking.
Could you share some details on the roles you are trying to hire, and some details about the startup
If you need a solid software engineer, here I am.
Would love to learn more about your idea and concept. I’ve consulted for over 10 years and am looking for my next project or position to share my acumen.
What jobs are you hiring for. I am looking to move to start up world
Sent you a DM
What is your company selling or providing?