![]() ![]() For example, if you are hiring a business development person for the first time (see “how to hire great BD people,”), what should people look for in that person and role? An engineer on the interview panel might not know the difference between a business development and a sales person. As a company scales beyond individual contributors in a handful of functions, it is important for people hiring for a role to understand what is important in the person they hire. ![]() Many companies start off recruiting via personal networks for a small number of roles-e.g., engineers and designers. Recruiting best practicesĪs you scale from hiring 10 people a year to 10 people a week, a small number of recruiting processes can go a long way in maintaining a high bar and expediting key hires. In this chapter we cover these and other shifts required to hire and manage talent. In order to add 500 people a year you need to change the way you approach and scale your recruiting organization, you need to think deeply about employee onboarding, and you need to maintain and evolve your culture. By the time I left two and half years later, Twitter had grown to close to 1,500 people-93% of the employees were new. When Twitter bought my startup it had just 90 employees. One of the biggest challenges a company faces as it scales is to revamp its recruiting and employee onboarding processes. ![]()
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