I had an interesting conversation yesterday with the CEO of a successful, vibrant startup, who hasn't used Recruiters to create the team he has now, and quite simply never would he told me, out of principle. I know that this just isn't the case because smart entrepreneurs change their views if the timing and moment dictate it. I commend him on his success in building his team, but I would like to provide some industry perspective on why using one in the future might benefit him by breaking down a couple of things he mentioned.
"We want people who have the drive to approach a company like us".
This is an excellent hiring tactic. It'll surprise a lot of people but companies regularly hire people who knock on their door out of the blue. It's my number one piece of advice to people who need a job, go out there and knock on doors and ask for one. Why? Because hiring managers can't help but be impressed by your balls, and it also gives them a chance to review a bunch of things about the person, that they can't do from a CV, while you are standing right in front of them. While for hiring managers this is a useful method, unfortunately it relies on people approaching you. So it's a very passive recruiting tactic.
"The kind of talent we need is incredibly passionate about this stuff, they live and breathe it, and work on it day and night for their enjoyment. They'll understand we are same kind of people when they see our product".
This guy has an advantage as he runs a company that creates a web-based software-as-a-service (Saas) offering. He has another advantage in that they are a world leader with this as well. However, this is where I start to take a little bit of issue with finding people. You see, I think this is a contradictory statement to the first requirement that people approach you.
There are these kind of people in the market. But the overwhelming majority of them are quite simply happily working that way in their current company, and don't have time to look into you, and your company. And if they did you'd have to start questioning whether they really were the kind of people you wanted. After all why are they looking if they are so busy doing for their current employer what you want them to do for you? Sure, if their company is struggling then they might start looking, but guess what, quite often companies that have employees like this AREN'T struggling, because they have employees like this.
In my experience I have to say this is particularly true of technical talent. They tend to be self-starters who immerse themselves in what they do, this strength often means they don't see the bigger picture of how the company is actually performing. They also tend to be very wary of change since they value their work and the environment so much that they'll stay to the bitter end if those needs are fulfilled. Approaching this kind of person intelligently is quite simply the only way to get them into a conversation. The chances that they'll approach you usually require them to go through a life change like moving countries or cities or sudden redundancy.
"Steven you are too god-damned expensive and I can do it myself!"
Using a Recruiter or more importantly a Headhunter is not for everyone. If you're just starting your business and you can do this yourself I recommend it. But I really don't need to, because I know you already do! The majority of hires in a start-up are made by referral and personal networks, just as they should be. But if you're successful you'll eventually reach a point where personal networks run out, and where the value of using a professional who can identify, approach, learn the needs of a premium candidate and then present your case and close the deal starts to look attractive vs. the cost. When that time is reached, feel free to call me.
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