Why don't you have a good developer in your startup--count the mistakes you make in startup hiring

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Hired is a developer recruitment website created by Matt Mickiewicz. The site was founded more than a year ago, hired organized thousands of interviews, let Matt surprised that 90% of the employers do badly in recruiting, especially those in the seed wheel stage of the company and the first time entrepreneur. He pointed out the most common mistakes made by these employers.

To hire people as they are.

Many entrepreneurs in their early 20 years will take for granted employees who are similar to themselves. "They will discriminate against those who are 30 or more than 40 years old or have family, but in fact 30 or more than 40 years old are the most experienced and talented," Mickiewicz said. I knew that one start-up company had spent four months interviewing two dozen people, or not finding the people needed, simply because the founders had asked to work 80 hours a week. ”

Founders usually look for candidates with the same educational background and want to live within 25 miles of the office. A CEO who has graduated from Stanford Computer Science often looks down on people who are lower than his degree, which severely limits the amount of talent he can get. Mickiewicz The recruiting process for hired: "We've done a lot of research outside of Silicon Valley, where there are a lot of capable people and not so competitive." ”

Another pitfall for hiring is to find developers from big companies like Google, Facebook or Apple. "It's usually a bad idea to find a Google engineer," Michiewicz. Google can provide them with a complete set of tools and technologies that small start-ups cannot do. "Hired also found that Google engineers had a 3 times-fold chance of refusing an interview request, simply because few (start-up) companies were willing to offer their salaries at Google.

Start-up CEOs often look down on developers from big, less cutting-edge companies, such as Dell, Accenture and Salesforce. Mickiewicz points out that the CTO of Uber is from VMware.

Common mistakes in the interview

There are still a lot of interviewers who rely on puzzles, and Google has long stopped doing so because they find it's no match for them to have an interviewer figure out how many golf balls they can fit into the plane.

Another common mistake is to see an interview as a wrestling contest. Mickiewicz said: "Just because the interviewer had been involved in making Google Maps, he asked a car-sharing start-up engineer to design Google Maps on the whiteboard, and the interview became a battle between the interviewer and the candidate, as if they had to be more intelligent." ”

To this end, Mickiewicz recommended online payment start-up stripe practices, stripe in the interview set up some more practical programming tasks, can play a role in the demonstration. Hired's own interview with the engineers also used a similar approach to stripe: "We also do pair programming (pair programming)." The interviewing engineer will work with an engineer in the company for 2-4 hours to solve a problem we are dealing with. "Mobile consulting company Mutual Mobile will ask the interviewer to patch up the imperfect code.

As soon as possible.

Speed is the biggest difference between startups and startups and big companies like Google, Facebook and Apple. Mickiewicz said: "You'd better be able to give each other a paper offer within 5-10 days of the first interview, as quickly as possible, and we've seen hundreds of cases where companies forget to follow up or reject the interviewer, or because other things keep delaying the interview time." "Companies involved in B-round financing are the best customers for hired, who often have a more orderly recruiting process, giving them the advantage of competing with seed-wheel companies."

Startups often underestimate the time they need to spend on hiring. Mickiewicz said: "You should spend percent time on the interview, which is a measure of whether your company has a (good) recruitment culture is a good standard." If you think of recruiting as a core competency for your company, you will value it. ”

Willing to spend money

"Don't expect someone who lives in San Francisco to pay a car loan to accept a pay cut," Mickiewicz said. Fresh students in the Silicon Valley to get 100,000 dollars a year, hired found that if the salary to 120,000 U.S. dollars, will be more than 30% of the candidates. "Some people are 2-3 times more productive than others, and you're only paying them 20% more, which is a good deal," he said. ”

Most founders overestimate the value of their assets. Don't expect employees to accept compensation for their shares, and if you can't provide the same high salary as Google, you can offer your employees flexible work, and many developers want to be at home or part-time.

Do not underestimate the recruitment of this link, the recruitment process encountered bottlenecks will seriously hinder the company's development, and even threaten its survival. "Even though we've only been around for more than a year, we've seen a lot of bad hiring companies that have gone bust or been bought," Mickiewicz said. "In my experience, I can predict who will be the next three or four companies to suffer." ”

SOURCE:fastcolabs.com