tech recruiting 101 how to recruit engineers to your startup

Tech Recruiting 101:How to Recruit Engineers to your Startup

ERIC

JumpSearch Recruiting“Changing lives one connection at a time.”

We are JumpSearch.

Michelle Kuo, Founding Partner

Connecting people is Michelle's passion.

Michelle has honed her talent acquisition skills for over 7 years experience as the top recruiter for several agencies successfully placing hundreds of candidates before starting her own firm.

She has served as a panelist and guest speaker for numerous events including: UCLA Entrepreneur's Panel and the University of Michigan/Ross Business School’s Salary Negotiations and Resume Workshop.

Michelle holds a Bachelor of Science degree in Psychology from UCLA.

Eric Sullano, Founding Partner

Technology is Eric's passion.

Eric offers over 14 years experience applying internet, software, and mobile technologies to create new business opportunities.

He has launched numerous product and technology initiatives with companies including PriceWaterhouseCoopers, PG&E, California ISO, Pacific Bell, Ticketmaster/IAC, Live Nation Entertainment, Spark Networks, and Backcountry.com.

Eric earned a Bachelor of Science degree in Mechanical Engineering and an MBA from the University of Southern California.

www.jumpsearchrecruiting.com

“No company became great without first building the team. It starts with good recruiting.”

Jim Collins - Good to Great

ERIC

What trends are we seeing in Utah?

MICHELLE

Demand for technical talent is skyrocketing.

Technical job postings per capita - Source Indeed.com

There is a deep scarcity in mid-to-senior level technical talent.

MICHELLE

Entry-Level ExecutiveMid-to-Senior

Often have to go out-of-state to find talent.

Ultimate goal is to find, attract, and retain the best possible* talent.

MICHELLE

What is technical recruiting?

Talent Sourcing

OutreachPromotionRequirements

Networking

Relationship BuildingPipeline

Matchmaking

Partnership

Customer Service

Opportunity Definition

Market Research

Talent Qualification

Technology TrendsRegional Awareness

Negotiations

People and ProcessMICHELLE

There’s a lot that can go wrong.

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But, there’s a lot that can go RIGHT.

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Our approach to building a talent pipeline.

1. Know thyself. Craft your story.

2. Share your story.

3. Craft an awesome job description.

4. Create awareness and demand

5. Source and qualify

6. Engage the candidate

Mind the candidate experience

Calibrate

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Step 1: Know thyself. Craft your story.

Products

Team

Vision

Market

Mission

Culture

Technology

Founders

ValuesFunding

Gaps

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Tap into the emotional aspects of your story.

What’s their mission?

MICHELLE

What’s their product? Team culture?

MICHELLE

What’s their history?

MICHELLE

What do they value?

MICHELLE

Where’s the emotion?

MICHELLE

Is this company credible?

MICHELLE

Step 2: Share your story.

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Step 3: Craft an awesome job description.

Workplace

Team

Role

Compensation

Challenge

PerksTechnology

Mission

Career growth

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What is the “employee value proposition”?

What’s compelling for a candidate?

MICHELLE

What’s compelling for a candidate?

MICHELLE

Step 4: Generate awareness and demand.

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Step 4: Generate awareness and demand.

Natural Network

Broad Outreach

Referral ProgramAgencies

Ambassadors

Targeted Outreach

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TIP: Dig your well before you’re thirsty.

(but be smart about it)

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Step 5: Source and qualify exercise

Exercise:○ iOS candidate profile ○ Spend 30 seconds on each of the two profiles

What stood out with each of the profiles?What questions do the profiles prompt?Would you reach out to this person?

MICHELLE

Candidate 1

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First impressions?

Candidate 1

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Candidate 2

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First impressions?

Candidate 2

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Candidate 3

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Candidate 3

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Not all profiles are created equal.

The “Offshore”

The “Veteran” The “Great-One”

The “Deflector” The “Maverick”

The “Hotshot”

(Same goes for engineers.)

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Step 6: Engage the candidate.

THIS IS THE HEART OF RECRUITING!

MICHELLE

TIP: What’s the deal with “Passive Candidates”?

Adjust your approach for passive or active candidates.

MICHELLE

Mind the candidate experience.

Roles Expectations

Communication

Personalization

Process Feedback

Agency

Consistency Time-frames ERIC

Calibrate.

● Retrospectives● Survey your candidates● Survey your market● Survey your peers● Refine your approach,

job description and search ERIC

In Summary

1. Know thyself. Craft your story.

2. Share your story.

3. Craft an awesome job description.

4. Create awareness and demand

5. Source and qualify

6. Engage the candidate

Mind the candidate experience

Calibrate

ERIC

Future series topics

1. Crafting your story2. Profiling Talent3. Tech Lingo in a Nutshell (aka Alphabet Soup)4. Write a Great Job Description5. Sourcing and Screening6. Presenting a Compelling Offer7. Recruiting Tools8. Working with Agencies9. ….? ERIC

ERIC