Finding, recruiting, and retaining top talent is a priority

For an ambitious start-up, finding, recruiting, and retaining top talent is a priority. Genius can make a company or destroy a company-especially one that has just got on its feet. It is important to find the right person for your company.

Building a team is one of the core projects in the organization need some professional guidance from outside: What kind of talent is talent, how to find these people-not just candidates, headhunters and headhunters have some resources, control the recruitment process, attract talent and the fastest speed to put them down.

Greylock's core team will also pay attention to technical personnel for the companies it invests in, so that the companies we invest in have a strong recruiting capability. We often interact with a number of talent market organizations: What kind of people, what kind of conditions can best attract top talent. Here are some of the trends we've summed up over the past 2013 years.

1. Shortage of technical personnel

In the 2013, the platforms of IOS, Android, Scala, Node.js and all-stack python will continue to require a lot of eco-niche developers.

For startups, they're not looking for a programmer, they're looking for someone who loves technology and is willing to embrace technological innovation. This is not a simple matter.

2. Difficulties in identifying the core role

For a start-up that has not been established for two years, it is extremely difficult to identify a core role. Those roles include:

Large data analysts and developers can establish appropriate data architectures and algorithms that can effectively parse those data;

Growth hackers or growth engineers, can give products for viral marketing;

UI designers, understand the entire team's philosophy, on this basis to do the design.

Not only experienced candidates, but candidates are hard to find. Even the best of the best, the circle left traces less than you expected, because the industry has not been long.

3. Quantitative analysis becomes universal demand

Quantitative analysis is often considered to be a job other than an engineer (such as a market or outreach), but in the 2013 it was basically said that all or most of the jobs needed quantitative analysis, and how to introduce quantitative analysis into specified functions was a challenge, both time and creativity.

In this regard, it is advisable to allow the company's existing data analysts or engineers to join the launch, they ask the candidate some professional questions.

4. What do you have to attract top talent?

The following is based on our research, summed up a few top talent most care about the conditions:

Small team (preferably 10 people below), a decisive, courageous founder;

Interesting, logically clear technical work;

To be able to see influence, the quicker the better;

Inclusive corporate culture and mission;

The office location is convenient and attractive.

5. Sell yourself to the candidate

You're not sure if the person you're looking for will accept your offer, there are several ways to increase your chances of accepting it: Use your accomplishments, your vision of the future to attract him. Remember: When a candidate sells him to you, you are also selling yourself to him. When you're not sure that he's interested in working for you and your company, don't rush to torture him about what he has done in the past.