Be Transparent About the Process & Where Things Stand
Posted: Sun Feb 02, 2025 8:37 am
And then contract with industry-specific recruiters. Looking for software salespeople? Sign a non-exclusive contract with a software sales recruiter. Many of them are pay-for-performance, which raises direct costs but ultimately saves a ton of effort, energy, and resources.
These specialized recruiters bring you pre-screened, pre-qualified candidates. These candidates will have had conversations with the recruiter about their willingness to leave their current position, compensation expectations, and your startup status—and are primed to speak with you.
Recruiters save everyone time by delivering ideal candidates. I’ve had great success with this approach.
2. Once you talk to the candidate, be very clear qatar telegram data about the process and where things stand at the company. Many people, especially co-founders, paint too pretty a picture of the current state of affairs within the business. You should be optimistic but honest.
Be transparent about the features you lack, the objections you encounter, and the competition you face. On a scale of one to 10, how hard is it to sell your product? If it’s tough, lean into that. Tell them: “It’s tough, but we’re gonna figure this out together.”
If you reveal all the weak points and warts in your business, and they still want to join? They are either (1) very, very desperate or (2) a great candidate and get excited about the journey.
Try to figure that out—but remember, you won’t hit 100 percent hiring success. Some people will join, and it will go terribly. There’s no magic 20-minute conversation that will tell you whether this will be a great fit. You will find out in 30 to 45 days. So, deal with that reality as it comes.
These specialized recruiters bring you pre-screened, pre-qualified candidates. These candidates will have had conversations with the recruiter about their willingness to leave their current position, compensation expectations, and your startup status—and are primed to speak with you.
Recruiters save everyone time by delivering ideal candidates. I’ve had great success with this approach.
2. Once you talk to the candidate, be very clear qatar telegram data about the process and where things stand at the company. Many people, especially co-founders, paint too pretty a picture of the current state of affairs within the business. You should be optimistic but honest.
Be transparent about the features you lack, the objections you encounter, and the competition you face. On a scale of one to 10, how hard is it to sell your product? If it’s tough, lean into that. Tell them: “It’s tough, but we’re gonna figure this out together.”
If you reveal all the weak points and warts in your business, and they still want to join? They are either (1) very, very desperate or (2) a great candidate and get excited about the journey.
Try to figure that out—but remember, you won’t hit 100 percent hiring success. Some people will join, and it will go terribly. There’s no magic 20-minute conversation that will tell you whether this will be a great fit. You will find out in 30 to 45 days. So, deal with that reality as it comes.