How to Land the Best Talent for Your Startup

How many candidates do you talk to in a week? How many do you reach out to to secure those conversations? In our line of work, there’s a fine balance between quality and quantity. It’s easy to just go through the motions of hiring without putting much thought into who we’re talking to or the goal of conversations we’re having. I’ve seen countless recruiters who speak with a candidate once, send an email or two to schedule interviews, fail to build a relationship, and are blindsided when a candidate withdraws or declines an offer. News flash: You should be the main point of contact for candidates during the hiring process. As the candidates move through the interview stages, it’s up to you to keep them engaged and sell them on the amazing opportunity in front of them. While there is no magic recipe to making a hire, you should always
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How to Compete for Top Talent: Design Better Jobs

Editor’s Note: This article first appeared on Inc. Early in my career, after graduating with a degree in mechanical engineering, I got a job at a startup designing robots. I had the time of my life. I was absolutely thrilled to come into work each day. I got to design and program algorithms, design different aspects of the system, and see how all aspects of the systems worked together. Around the same time, a friend of mine got a job at General Motors. While I was working at a small company with an uncertain future, he was employed at one of the largest firms in the world – an automotive powerhouse that provided job security for coming decades. Yet his job was to work solely on designing the inside of car doors. To me, it sounded like the worst job in the world, and he seemed to recognize it. Big
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How to hire more women in tech sales

Throughout my career, I’ve observed that the highest performing teams have a common denominator: diversity. And, gender diversity is an undeniable variable in successful teams. At Workable, we take this to heart, especially as we build our sales team. I’m proud to say these teams are equal parts male and female (and shall continue to be so). This is no easy feat, particularly, in tech sales, notorious for its lack of women. And it didn’t happen by accident. We committed to hiring more women in tech sales, because we wanted our workforce to be gender diverse. To us, hiring women was a deliberate goal, not just a “nice to have.”

Why it’s important to hire more women in tech

It’s kind of simple: you’ll build a better product. I don’t think it’s ever helpful to your culture, or to your output, to have a homogeneous workforce –
Continue reading "How to hire more women in tech sales"

How to hire more women in tech sales

Throughout my career, I’ve observed that the highest performing teams have a common denominator: diversity. And, gender diversity is an undeniable variable in successful teams. At Workable, we take this to heart, especially as we build our sales team. I’m proud to say these teams are equal parts male and female (and shall continue to be so). This is no easy feat, particularly, in tech sales, notorious for its lack of women. And it didn’t happen by accident. We committed to hiring more women in tech sales, because we wanted our workforce to be gender diverse. To us, hiring women was a deliberate goal, not just a “nice to have.”

Why it’s important to hire more women in tech

It’s kind of simple: you’ll build a better product. I don’t think it’s ever helpful to your culture, or to your output, to have a homogeneous workforce –
Continue reading "How to hire more women in tech sales"

Is your Talent Org supporting your growth? [Free Assessment]

The saying goes that a company’s most valuable asset is its people. That adage is particularly true at the expansion stage, when companies typically experience explosive growth and need to hire a steady stream of talent to fill critical roles throughout their organization. Take too long to add headcount — or worse, hire the wrong people — and you could quickly put your company in danger of not being able to thrive. When the time is right, smart companies get around this issue by hiring a team of dedicated recruiters to manage their recruiting and hiring. They invest the time, energy, and money to develop that team and outfit it with the right processes, tools, and techniques. An effective talent team will:
  • Accelerate and streamline hiring processes
  • Implement a strong recruiting and interview process
  • Promote your employer brand
If you have a Talent Team, are they effective? If you don’t
Continue reading "Is your Talent Org supporting your growth? [Free Assessment]"

Is your Talent Org supporting your growth? [Free Assessment]

The saying goes that a company’s most valuable asset is its people. That adage is particularly true at the expansion stage, when companies typically experience explosive growth and need to hire a steady stream of talent to fill critical roles throughout their organization. Take too long to add headcount — or worse, hire the wrong people — and you could quickly put your company in danger of not being able to thrive. When the time is right, smart companies get around this issue by hiring a team of dedicated recruiters to manage their recruiting and hiring. They invest the time, energy, and money to develop that team and outfit it with the right processes, tools, and techniques. An effective talent team will:
  • Accelerate and streamline hiring processes
  • Implement a strong recruiting and interview process
  • Promote your employer brand
If you have a Talent Team, are they effective? If you don’t
Continue reading "Is your Talent Org supporting your growth? [Free Assessment]"