I finally got around to posting the video from a Founder Institute class I taught earlier this year on Best Practices in Recruiting High Performers . Although I focused on recruiting technical talent, my points are applicable to recruiting in general. Feedback always welcome! I’ve also attached below the extended slide deck.
There’s a war for young talent raging among America’s startups right now. All the best companies have booths at college job fairs, and help-wanted postings are sprouting like daisies on career websites. What this means is easy: if a startup wants to attract “A-list” candidates, it’s going to need the best recruiting tools around. The problem, of course, is that every other small business in America is using them too.
Do you hack fast and break stuff? Do you eat, sleep, and breathe startups? If so, we would love to speak to you.
It has become increasingly common for technology companies to run as Fully Distributed teams. That is, teams that collaborate primarily over the web rather than using informal, face-to-face communication as the main means of collaborating.
Everyone knows that startups are sexy. You make the rules, you get the money, glory and fame, press coverage, you name it. And while you have to work hard for this to happen — well, even harder than you ever thought you would — all is good in the end. Until it’s not.
Marissa Mayer seems to be single-handedly turning the corporate hiring world on its head. First, the new Yahoo! CEO made national headlines when she became one of the only pregnant women in history to be promoted to a top-level executive position at a publicly traded company. Now, she’s sent another shock wave through the HR industry with her announcement that she will personally be reviewing every new hire that Yahoo! makes.
Less than a year ago, Klout was spending north of $64,000 per new hire. Our processes were disorganized and inefficient. We were outsourcing most of our recruiting and making hiring decisions based on unstructured conversations. We had no unified applicant tracking system. Since then, however, we've increased candidate flow by ...
"Potential" is a word recruiting analysts use to describe job candidates who have the talent to become top performers but who aren't guaranteed to make full use of their abilities. So what does a company do? Hire an unproven talent who might be the next Steve Jobs, or select an ...
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I recently attended the "Technology Hiring Employment Outlook" hosted by the New York Technology Council on Monday March 19, 2012. The panel featured speakers: Tom Silver, Sr. VP for Dice.com; Manish Chowdhary, Founder; CEO of GoECart; Jay Colan, Sr. VP of Lee Hecht Harrison; and Scott Sperling, Senior ...