Glen Evans and Evan Reiser | Building Your Best Team (Audio) | Summary and Q&A

Transcript

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Summary

In this podcast episode, Glenn Evans, the head of core talent recruiting at Greylock, and Evan Reiser, the CEO and co-founder of Abnormal Security, discuss recruiting and hiring strategies for startups. They talk about the challenges of finding and hiring great talent in the current competitive market, the importance of having a scalable system in place, and the need to prioritize recruiting and talent development as a core value of the company. They also touch on the impact of the COVID-19 pandemic on the hiring landscape and the role of compensation in attracting top talent.

Questions & Answers

Q: How has the hiring and recruiting landscape changed due to the unexpected pandemic?

The pandemic has shifted the dynamics of talent and hiring. With most things now remote or remote-friendly, companies have had to change their approach to finding, assessing, and attracting talent. The competitive hiring market has also intensified due to larger funding rounds and companies needing to scale and hire quickly.

Q: How has the shift to remote work affected the talent market?

The shift to remote work has significantly expanded job opportunities for candidates. Previously, finding a place with a good team, culture, compensation, and mission was rare, especially if it was nearby. But now, candidates have multiple job options and are looking for more than just the basics. They want to know what sets a company apart and how it aligns with their goals and aspirations.

Q: How can companies build a scalable system for hiring as they grow?

Having a clearly defined process early on is crucial for successful hiring at scale. This includes defining interviewer roles, questions, and what constitutes a good answer. Documentation, interview training, and regular calibration meetings help maintain a high hiring bar and create a positive candidate experience. As the company grows, it's important to involve the hiring manager and align interviewers to ensure the process remains effective.

Q: What are the key factors to consider in the sourcing and searching phase for new candidates?

It's important to have a clear understanding of the skills and domain expertise required for the role. Mapping out where the best talent is working and devising a strategy to attract them is crucial in a competitive market. Leveraging personal networks, utilizing investor networks, and getting help from recruiting teams can be effective in sourcing candidates. Tailoring the approach to each individual and clearly communicating the job requirements and the company's unique value proposition are also important.

Q: How can companies ensure that they ask the right questions and provide a comprehensive view of the role and the company to candidates?

Having a defined and documented process is important, but alignment among interviewers is crucial. Holding meetings to ensure everyone is on the same page regarding the purpose of the hire and the role's responsibilities helps create a consistent and positive candidate experience. Post-interview discussions and calibration meetings further fine-tune the process. Building trust and making candidates feel heard and valued is essential during the interview process.

Q: How can companies learn from sales and marketing tactics when it comes to recruiting, while avoiding making the process too transactional?

Tailoring messaging and making it personalized and unique to each candidate can help increase response rates. Companies can also promote their employment brand and create a compelling story that differentiates them from other companies. However, it's important to remember that recruiting is a partnership and mutual exploration rather than a sales process. Building trust and connections with candidates is crucial for successful recruitment.

Q: How involved should the CEO be in the hiring process?

In the early stages of a company, the CEO is often heavily involved in recruiting, from cold calling candidates to conducting interviews. As the company grows, the CEO's involvement may shift to a more supportive role, such as assisting with evaluations, providing guidance and mentorship, and helping candidates make decisions. The CEO's passion for talent and involvement in the hiring process reflects the company's commitment to building a great team.

Q: How do startups assess their staffing needs when they are still in the early stages?

Startups should identify gaps in their skill set and seek guidance from talent partners, such as the Greylock talent team. They can provide strategic guidance on developing the organization and identifying new roles and functions. Leveraging personal networks and partnerships with investors can also help find early hires when the company is still in stealth mode. The goal is to find individuals who align with the company's mission and can contribute to its growth.

Q: How important is compensation in attracting top talent, and how has it changed over the years?

Compensation is crucial in attracting top talent, especially in a competitive market. Startups need to pay competitively to secure the best candidates. Having a clear and documented compensation philosophy helps ensure fairness and aligns compensation with market standards. However, compensation is just one dimension of what attracts top talent. Factors like mission, career growth, learning opportunities, and company culture also play a significant role.

Q: How does a company build a culture of recruiting and prioritize talent development?

Building a culture of recruiting starts with valuing talent and making it a priority. It is important for everyone in the company, including the CEO, to invest time and effort in recruiting. Behaviors and values should align with the focus on building a great team. Transparent communication about the importance of talent and the reasons why it matters helps create a culture that attracts and retains top talent.

Takeaways

Recruiting and hiring strategies for startups have changed due to the COVID-19 pandemic, increased competition for talent, and the shift to remote work. Companies need to adapt their approaches and have a clearly defined process to scale with the company's growth. Building a culture of recruiting and prioritizing talent development are essential for attracting top talent. Compensation is important, but companies should also emphasize mission, learning opportunities, career growth, and company culture to stand out in the competitive market. Effective sourcing, tailored messaging, and building trust with candidates are key elements of successful recruitment.