Scaling Early-Stage Hires

Scaling early-stage hires can seem like a daunting task. But it doesn’t have to feel this way.

I’m often asked, “How do we compete with FAANG and other well-known startups for the same talent?” The truth is you can’t – unless you make the right changes. By adopting the right hiring process, you will begin winning the war on talent.

Here are some ways (in no particular order of importance) to organize your efforts when scaling your early team members.

Know your why

Start planning your hiring process by asking yourself these questions:

• Do I have the time to dedicate to making hires?

(What will you remove from your schedule to free up your time)

• What are the 3-4 most important aspects of this position?

(Why you are making this hire).

• What will this position solve for the company?

(How the company benefits)

• What impact will this make at 30/90/120/365 days?

(What will be accomplished at different times to succeed in this position)

Everyone in your company is now a recruiter

Employees may assist by enhancing their online presence on social media and with a better career site, drafting job descriptions, or even reaching out to their network to find possible applicants. Everyone in the organization has access to useful contacts, particularly those in their respective fields of expertise.

Use a structured hiring process

Structured interviews provide impartiality to your hiring process, even when numerous interviewers participate. Developing a consistent set of questions and evaluation methodologies will make more equal comparisons between candidates since typical interviewer biases are reduced.

Start with your tao

Before beginning the hiring process, develop your tao. The tao is a set of guiding principles that shape your company culture. It defines how people are treated, states the values that are important to the company, and is used as a reference point when presented with a difficult situation to navigate. Have a look at our tao at Platform.

Create a strong employer brand

To begin, you'll need a career page that communicates your values – what you stand for as a company – and makes you more noticeable with a little branding. As a result, even tiny businesses may swiftly compete for talent with industry titans.

Candidates often research the validity of their potential employer online. Before even applying for the job, people want to know what they can anticipate from working at the organization. Because displaying such information has become a requirement for businesses of all sizes, you may lose a lot of good talent if you don't. The good news is that creating your own branded career site with configurable landing pages and interaction tools does not have to be cost-prohibitive or difficult to complete.

What are some tips you’ve used when scaling your early team members?