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Startup Recruiting


I have spend a lot of time with recruiting agencies that do all the first hand screening for candidates. There are many different forms of recruitment. With the current conditions of the economy, the recruiting is dynamic and always changing to the needs of the companies. However, most of the time, the recruiters have to be in sync with the hiring managers, to get the candidate to acceptance. While I was working at the Wells Fargo Bank as the hiring lead, I looked at over 1000 resumes of candidates, phone screened about 500, and then 40 of them came in for an onsite interview, from which we hired 15 software developers.

Preferred Vendors:
These are recruiters that are connected with well established companies and banks, for example Wells Fargo, Google, etc. They are the premium, and the organizations trust them. The relationship is long and contracts are signed. Most of the time, the preferred vendors have SOW, or statement of work with the organization, however hourly periodic contracts are also an option. The preferred vendors can also convert a contract to a full time position, if the organization asks for it.

Traditional Recruiting:
The traditional recruiting works with websites like dice and monster. The candidate posts the resume on the major job board, and then the recruiters call them. There is no previous history, rather evaluating the candidates first hand. In our economy today, trust is essential, therefore, the traditional recruiting has to put in extra care to covert a lead into a hire.

Startup Recruiting:
San Francisco downtown has a great hub for startup recruiting. I have worked with these firms for over 10 years, going back to my social networking days with hi5 and bebo. These recruiters are very specialized to the geography and are well connected into the network. They always keep tab on people, and when the resources are open, they try their level best to place them to the next great place. However, since most of these recruitment agencies are paid salary, the conversion to a hire is not so important, compare it to maintaining the relationships both with the candidates and the companies.

LinkedIn:
The linked jobs and the mobile application is very fine tuned towards the hiring companies and the openings. The matching is great and if the company selects the one click option, the candidate can apply for the job, submitting just their LinkedIn profile. The service is free. LinkedIn also gives an option to save the resume in pdf format which is really nice. If the company does not register for the one click option, then the candidate has to go to the company website and apply.

Angel List:
Angel list is an investor board that also gives you option to apply for jobs. There are many startups to chose from, however, they don't respond. Most probably because of the shortage of funding or whether the startups are showing to the venture capitalists that they have opened jobs, only to gather more money. The conversion is low and rarely you hear from the companies.

New Jersey and the rest ...:
A side affect of traditional recruiting is that your resume gets out to the masses. Everyone in the world gets to see your resume. However, there are many recruiting agencies, especially from the New Jersey area code, which constantly spam candidates. There recruiters do not have a real lead, and most of the time they just waste a lot of time of the candidates, give them false hope, only to fulfill their quota, whether paid or not, whether converting a candidate to a position or not.

 

 
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