Presentation to be given at Alchemist Accelerator 12/6.

1. Owning Your Recruiting
December 2012
Dan Portillo, VP Talent Greylock
dportillo@greylock.com

2. Goals
• Learn how to create the company “story”
• Understand what it takes to do effective outreach and how
to do it using tools & your networks
• Manage agencies
• Run an effective process
• New Recruiting Applications and Services
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3. &
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4. Telling the Story(s):
• The Market Story:
• Why does the company exist and what’s the potential?
• The Technology Story:
• How is the product built? What interesting, challenging?
• The Relevance Story:
• Why it should matter to them and why they fit?
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5. • Consistent and aggressive with direct outreach (100 rule)
• Building referrals & making recruiting part of the culture
• Running a great process
• Closing
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6. The 100 Rule
• The 100 Rule
• 1 Offer Requires 10-15 Candidates
• 10-15 Candidates Requires contacting a 100 targeted
potentials (10-15% Conversion)
• That’s work the more outreach the more flow you
generate
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7. Building Pipeline: Direct Outreach
• Potential Employees want to hear from you, not recruiters
• Learn to Love LinkedIn & Coffee
• Upgrade accounts
• Target the “right” people
• Do your homework – linkedin, github, twitter, blogs, stack
• Understand their risk profile, passions, interests
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8. Building Pipeline: Direct Outreach
• Keep it short, sexy but personalized
• Who cares – why what you’re working on is important
(vision)
• Who’s involved – don’t be afraid to name drop
• Why the role is Relevant – play to their interests & passion
• Why their experience/interests/passion is interesting to you
• Build a connection even if they’re not available right now
• Invite for coffee just to chat
• Get them on the nurturing event invite list
• DON’T INCLUDE THE JOB DESCRIPTION
• Expect @20% Response Rate
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9. Building Pipeline: Leveraging Networks
• Building out the Dream Team list
• 1st Degree: Schoolmates, former coworkers, groups (open
source contributors, professional certification groups), panels
conferences
• Everyone that’s great, regardless of if they’re looking
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10. Leveraging Networks: Referrals
• Tapping Team Members:
• Simple as ordering food and inviting teams to give names of
great people
• Must systematically go through their networks
• Universities, career history, groups/associations
• Automate it
• Make it part of the new-hire process
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11. Building Pipeline: Leveraging Networks
• Interviewing vs Romancing your Dream Team
• Who can you get into process right now
• How do you deal with passive candidates
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12. Building Pipeline: Leveraging Networks
• Frequent Nurturing Events
• Monthly Open House/Happy Hour at the Office or Local Spot
• Tech Talks: Leverage an investors, friend, former professor
• Hack-a-thon, Design-a-thon
• Sporting event, concert, bay to breakers
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13. Building Pipeline: Leveraging Networks
• Make sure to
• Get people into your space, see your style
• Introduce them to the “right” people
• Have them feel what it’s like to be part of the team
• Avoid the hard sell
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14. Building Pipeline: Leveraging Networks
• Alumni Mailing Lists & Events
• Open-Source Projects
• Groups/Meetups – SigChi, OWASP,
Apache, Scala
• Meetup.com – directory for local
groups
• Host a Meetup
• If a group or Meetup doesn’t exist -
make one
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15. Building Pipeline: Managing Agencies
• Don’t
• Work with every agency under the sun
• Screw them on fees
• Do
• Give them the “tools” they need – time & direction
• Help them calibrate
• Listen to feedback
• Cut them if they’re not improving
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16. Candidate Experience: Killers
• Time in process
• Clock is ticking from initial intro or connection
• Treat employee referrals like gold
• Lumpy communication
• Follow-up immediately
• Missing interviews or being left waiting
• Not paying complete attention – checking phone/email
• Inconsistent expectations between interviewers, candidates
• People that don’t what the hell they’re talking about
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17. Candidate Experience: Process
• Scope the position’s role and responsibilities
• Build in growth
• Pick the interview team and communicate expectations
• Evaluate Consistently
• Phone Screen, Interview I, II
• Debrief
• If you’re not excited don’t hire
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18. Candidate Experience: Offers
• Making Comp Recommendations
1. Employee’s comp history – discuss early
2. Expectations/Motivations (equity vs cash)
3. Industry benchmarks
4. Competing offers
5. Internal comparisons
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19. Candidate Experience: Pre-Closing
• Ask them about their decision making process
• Role expectations, quality of the team – address during
interviews
• Know their timeline
• Try and take money out of the equation
• Speak to career growth, developing new skills, learning
from mentors
• Don’t make it a “job” but part of the success of the company
• Ask questions throughout the process
• How excited are they about the position?
• How does it compare to their other opportunities?
• If we could agree on terms would you take the offer?
• When can you start?
• Don’t badmouth other offers or companies – petty & desperate
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20. Candidate Experience: Closing
• Figure out the best person to deliver the offer
• Hiring manager or CEO
• Have a “confidant”
• Typically the recruiter, someone that can discuss the details
of the offer while still being removed from the negotiation
• Deadlines?
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21. Candidate Experience: Re-closing
• Mentally prepare the candidate for a counter offer
• Strengthen their resolve
• Stay connected, it’s not done until they show up
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22. Appendix: Tools
• LinkedIn – still the only essential recruiting tool
• Startups that are doing interesting things:
• WhiteTruffle, TalentBin, Entelo, Gild, Developer Auction
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23. LinkedIn Recruiter
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24. How to (scalably)
match intent & relevance
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25. Matching algorithm
It’s a data game
Tags (relevancy) Behavior (intent)
Extracted tags from candidates &
Matching
Convert actions taken on
Whitetruffle
companies profiles and other
by companies & candidates to
sources available.
knowledge to improve matching.
Matching score
Human validation
Match is released
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26. Page 26

27. Page 27

28. Job Posting 2.0
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29. Page 29

30. Questions?
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