How do startups find the right employees?

if you haven't joined a large organization like an innovative factory, the job fair is very difficult. Your question is "How to recruit people". There are many meanings. Below are some personal experiences.
higher standards startups generally do not need many people, but it is necessary to be as awesome as possible, because the first stage of a startup company is very short. If these people are not good enough, they will not be able to do anything in the second stage; if all the people in a startup company do things are general people or even lower-level people, many things will not be operable, and management methods will have to adapt to the philosophy of general management people, the formation of the team culture will be seriously lagging behind, and it is difficult for you to improve culture through one department or system later, to a large extent, the first group of people you recruited has decided that excellent people are always willing to work with excellent people. Don't be lucky. I think it is not entirely impossible for a C-level person to manage and become a-level person. But why should I take such a big round to bear this risk, isn't it better to recruit a level person? If the management itself can be changed to a magic, why is there such a high level of management for niub in the world. There is a waiting time for talent to be recruited. Please be patient and do not lower the standard easily. If you succeed, you will be glad to set the standard in the early stage. If you fail, you can also recognize it. If a team that has been working hard, it will not come down, then we can at least determine whether there is a problem with the attack strategy and whether the big strategy is correct. However, I have not yet learned that a company has collapsed because it has recruited more advanced and expensive people.
make the company really attractive
your goal is to recruit people and recruit people with the highest possible level, the problem is probably not about "recruitment". You have to think about the attraction of the company and put it out in a piece of paper:

• In a fast-rising industry, it is better to say that a candidate chooses your industry than a candidate chooses you.
• Competitive salary: You hire only entrepreneurial companies, not entrepreneurs (for most employees). Do not assume that they do not care about benefits.
• The operational potential of the company, such as industry experience and Investor Relations
• Good background of the company's leadership
• Current Team background
• Eclectic Talent System
• The important responsibilities and development space that can be given to individuals (which may not be provided by mature companies)
• Challenges of the project

Then, find a suitable way to send the information to the applicant. If your startup company does not have the above attractiveness, I think the recruitment operability is very small, and the probability of recruiting excellent talents is almost 0, three-stream talents are recruited in the market, but my own experience tells me that in most cases, it is impossible for three-stream talents to do first-class tasks, you may ask yourself whether you are willing to pay the second-rate third-rate talents. I don't think so.
Keep them
Most start-ups do not have top talents in the industry, and the entrepreneurial phase is really not so attractive. No matter how hard you work, you can screen tens of thousands of resumes. This is a game played by companies with the background of innovative factories, it does not belong to you. Although "Talent Retention" is strictly not part of recruitment, your efforts to retain them will directly affect your recruitment. Entrepreneurial companies have a high turnover rate, you have to think about retaining them. Your personnel department should assume that your employees will leave, rather than they will stay. Generally, you have to try a system that companies do not dare to use, as long as you can serve this goal, the boss will not encourage you to go out. You do not need to go out many times, after a few times, your employees will have a centripetal force on you. Never put any option stock on the edge. This is a flicker, not an incentive; you may have to be honest and tell them that it's a long time. If you don't tell them, they know that the company has to create such a sincere attitude. The cool guys don't mind this. The cool guys really mind that you're fooling them; when a ship is in turmoil, the biggest incentive you give them is that I will die and will not eat your meat. Unfortunately, many companies will open their own employees. Internet enterprises have the nature of media, so it is very important to recruit people from users. When I founded Haibao, with the increasing popularity of Haibao in the fashion circle, it became easier to recruit and edit. At that time, it was obvious that although there were many resumes sent from 51job, the quality was generally poor. However, the resumes and cover letters sent from the recruitment notices of Haibao were often enthusiastic, with informative materials (including some people sending swimsuit photos, haha), there are indeed many outstanding talents. Then we completely canceled the 51job advertisement.
However, the process of recruiting technical personnel is relatively difficult, as well as Haibao. Most technical staff do not know about Haibao. Therefore, you still need to recruit through traditional channels.
Among the recruitment channels for technicians, Shui Mu and some contact groups are good choices. The first company I created was v2tech. the first employee was recruited from shuimu. Later, after seven or eight years of cooperation, we became friends. The first employee (Python Program Members) are found in the cpyug Contact Group. He worked part-time for more than half a year, and then joined the team full-time.
Friend recommendation is always an important way. Partners and VP-level customers need this approach, but if they cannot find it, they can spread the Internet and work hard for a long time.

Source: webmaster tools http://www.chayiba.com/Content/343