{"id":889,"date":"2021-10-05T10:27:49","date_gmt":"2021-10-05T17:27:49","guid":{"rendered":"https:\/\/www.golinks.com\/blog\/?p=889"},"modified":"2024-10-01T13:06:11","modified_gmt":"2024-10-01T20:06:11","slug":"how-to-scale-recruiting-in-a-startup","status":"publish","type":"post","link":"https:\/\/www.golinks.com\/blog\/how-to-scale-recruiting-in-a-startup\/","title":{"rendered":"How to Scale Recruiting in an Early-Stage Tech Startup"},"content":{"rendered":"\n

\u201cWe need to start thinking about scaling our company.\u201d <\/em><\/p>\n\n\n\n

As a recruiting leader, I get \u201cuncomfortably excited\u201d to hear these words. These two words were commonly used by Larry & Sergey at Google when I worked there, to indicate that any new exciting endeavor should include some level of discomfort or we\u2019re not stretching ourselves enough. <\/p>\n\n\n\n

I\u2019ve felt uncomfortably excited about scaling a few times in my career, both as a recruiter and while leading teams, and both instances bring on images of putting on running shoes to get ready for a sprint\u2026.and possibly a marathon. It\u2019s a little uncomfortable because you, your team (well the one that you need to start building quickly), and everyone in the company are about to enter a race in the war for talent. But it\u2019s also exciting because you and everyone in the org will be playing a pivotal role in the growth of the company, and we all know it\u2019s going to be one turbo-charged race.<\/p>\n\n\n\n

I am lucky enough to have joined GoLinks<\/a> during its seed stage. It\u2019s allowed me to work closely with the team to begin creating our hiring infrastructure and philosophy early on for our fully remote environment, figuring out how we can customize a recruiting strategy and infrastructure that will allow us to hire successfully, fitting our specific culture and needs. <\/p>\n\n\n\n

Below are a few of the areas that we\u2019re focusing on to prepare for post Series A growth. We\u2019re gearing up and excited to start the sprint.<\/p>\n\n\n\n

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Hiring culture starts at the top<\/h2>\n\n\n\n

It\u2019s likely that you\u2019ve heard the phrase, \u201ceveryone in a company is a recruiter.\u201d This is normally the case because we\u2019re all representatives of our company no matter where we go and whoever we\u2019re talking to. During a growth stage, this philosophy takes on an additional meaning when all hands must be on deck because time invested in hiring is absolutely necessary for scaling. <\/p>\n\n\n\n

The hiring culture starts at the top, with the founding team and executives. The most successful hiring I\u2019ve seen have been on teams where hiring managers spend a good chunk of their time on recruiting, from having coffee chats with passive candidates, sending outreach emails, and hosting, or speaking at tech talks.<\/p>\n\n\n\n

Chris Shaw<\/a>, VP of Talent Acquisition at Apollo GraphQL, perfectly summarized this when he shared, \u201cEveryone in the company is a recruiter, and hiring managers ultimately must take responsibility for getting their hires in on time. Recruiters can’t push the hiring boulder up the mountain by themselves. That way hiring becomes a shared responsibility with recruiting and hiring managers.\u201d<\/em> <\/p>\n\n\n\n

The business has to be motivated to hire. Our Founder is our #1 recruiter, our hiring managers will be writing a lot of job descriptions, and many of our team members have been warming up interviewing while others are to be trained. Full engagement is needed throughout our company to be successful, and because no one is left behind in the war for talent, we\u2019ve established the following hiring culture resources via \u2014 what else but \u2014 go links. For those not familiar with our company GoLinks<\/a>, we improve productivity by helping teams find and share information fast with intuitive, secure, and memorable short links called go\/links. Below are a few examples for hiring go links for our team:<\/p>\n\n\n\n