Hiring people in their own way

Hired is a developer recruitment website created by Matt Mickiewicz. Hired organized over a thousand years of interviewing for more than a year since its inception, leaving Matt surprised that 90% of employers are doing poor job hiring, especially those in the seed round of startups and startups. He pointed out the most common mistakes these employers made.

Many early twenties entrepreneurs take for granted what they find. Mickiewicz said: "They discriminate against those 30 or over 40 years of age who work or have families, but in fact 30 or 40-year-old talent is the most experienced of the most talented I know there is a start-up company took four. Months, interviewed two dozen people, or did not find the need, simply because the founder asked 80 hours a week.

Founders usually look for candidates who have the same educational background as them, and expect each other to be within 25 miles of their office location. A CEO who graduated from Stanford Computer Science typically underestimates those who are less than his degree, which severely limits the amount of talent available to him. Mickiewicz hired Hiring's recruiting process: "We did a lot of trips outside of Silicon Valley, where there's a lot of people out there and there's less competition for them."

Another hurdle for hiring is finding developers who only come from big companies like Google, Facebook or Apple. Michiewicz said: "Google's engineers are often bad guys, and Google can provide them with a complete set of tools and technology that smaller start-up companies can not do." Hired also found that Google's engineers have an average 3 Times Probability rejects interview requests simply because few (start-up) companies are willing to provide their salary on Google.

Startup CEOs often look down on less-advanced developers like Dell, Accenture and Salesforce. Mickiewicz noted that Uber's CTO is from VMware.

Common mistakes in the interview

There are still many interviewers who rely on quizzes and Google has long stopped it because they found that having an interviewer count how many golf balls can fit in the airplane has nothing to do with their job.

Another common mistake is to view the interview as a wrestling. Mickiewicz said: "Just because the interviewer was involved in the production of Google Maps, he asked an engineer at a car-sharing startup to design Google Maps on the whiteboard, and the entire interview became an exercise of wits among interviewers and candidates. Be sure to separate the two who are smarter. "

To that end, Mickiewicz recommended online payment startup Stripe, which Stripe set in for some more practical programming tasks during the interview. Hired himself used a similar approach to engineer interviews as Stripe: "We also have pair programming. The interviewing engineer works with one of the company's engineers for 2-4 hours to solve a problem we are dealing with Problem. "Mutual Mobile, a mobile consultancy, will ask interviewers to patch imperfect code.

As soon as possible to lead the other party

Speed, the biggest difference between startups, is also a bargaining chip for start-ups competing with big companies like Google, Facebook and Apple. Mickiewicz said: "You'd better give each other a paper offer within 5-10 days after the first interview. This process should be as fast as possible. We have seen hundreds of such cases: the company forgot to follow up or reject Interviewers, or because of other things. "Companies that participated in Series B financing were Hired's best customers, and they often had a more orderly hiring process, which gave them the talent to compete with seed round companies Advantage.

Start-ups often underestimate the amount of time they spend on hiring. Mickiewicz said: "You should spend 20-25% of your time on interviews as a good measure of whether your company has a (good) recruiting culture." If you look at hiring as a core competency in the company Force, then you will value it. "

Willing to spend money

"Do not expect someone who lives in San Francisco and needs a mortgage to accept a pay cut," Mickiewicz said. Fresh graduates in Silicon Valley can get 100,000 US dollars a year, Hired found that if the salary increased to 120,000 US dollars, 30% more candidates will be. "Some people are 2-3 times more productive than others, but you pay only 20% more, which is too costly."

Most founders overestimate the value of their assets. Do not expect employees to accept share-based compensation. If you can not afford to pay as much for Google as Google, you can provide employees with flexible work schedules, and many developers want to work from home or part-time.

Do not underestimate the hiring cycle, bottlenecks encountered in the hiring process will seriously hinder the development of the company, and even threaten its survival. "Although we have only existed for more than a year, we've seen many of the companies that have done poor job hiring have either failed or been acquired," Mickiewicz said. "In my experience, I can predict the next to suffer Three or four companies who will be. "