Scaling hiring: Growing the team
- A well-designed hiring process yields great results for the company.
- Hire to cover gaps, not for warm bodies.
- Better not to hire than hire poorly.
- Diversity is key when the team has its foundations.
- Treat well all the candidates.
- Establish roles & relationships with recruiters and the recruiting coordinator.
- Referrals, applies and sourcing (search for candidates actively) are the main sources of candidates.
- Align hiring manager and hiring coordinator.
- Culture and employer brand can help hires.
- How to reach the perfect balance for strict and easy hiring process?
- How to know when we need to hire and when is not necessary? Re. warm bodies.
Scaling hiring: Interviews & hiring decisions
Install a process that ensures good decisions are made.
- Hiring manager.
- High-ranking hiring manager (like VP Engineering doing all the hires).
- Hiring committee.
- Bar raisers.
- Balance diversity addressing bias.
- Beware of the interview panel. Choose wisely how and who participates.
Scaling hiring: Close, onboard & beyond
People management: Getting started
Explicit focus on people management is vital to success, especially at fast growing companies.
- Morale, alignment, goals.
- Help to efficiently pursue a goal.
Top goals for EM:
- Right people on, wrong people off.
- Happiness, productivity through motivation, career, compensation and learning.
- Focus on high priority, resolve disputes, decision-making and remove distractions.
- Providing all necessary resources.
From ad-hoc to formal management
How to evaluate potential managers
Management reward cycle is way longer than IC.
- Foster ongoing management education & set-up some structured learning tips like reading groups, shadowing or mentorship training.
- Again, management role
- Check references.
- Prepare IC to interview managers.
- On-board like IC to help know the tech stack.