Create a framework for recruiting for a high-growth early stage startup with 10-20 employees.
Based on the excerpts from Matt Mochary's work, a recruiting framework for a high-growth early-stage startup with 10-20 employees involves several key components, from defining the mission and methodology to the interview process, decision-making, and legal considerations. Here's a concise framework that encapsulates these elements:
Mission
- Objective: Hire only A players who fit the company culture and can accomplish the job that needs to be done.
Methodology
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Scorecard: Define clear outcomes and competencies for the role.
- Mission: Describe the business problem and solution.
- Outcomes: List measurable achievements with deadlines.
- Competencies: Define behaviors necessary for success.
- Alignment: Ensure the scorecard aligns with company and department roadmaps.
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Source: Proactively source candidates even before there's an opening.
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Select: Use structured interviews to assess candidates against the scorecard.
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Sell: Actively sell the role and the company to the candidate throughout the process.
Interview Process
- Top-Grading Interview: Collect references and understand the candidate's job history.
- Focused Interview: Involve team members to assess specific outcomes and competencies.
- Decision Meeting: Review written comments and rate candidates against the scorecard.
Decision Making
- Use a Skill-Will Bull's Eye to rate candidates on their ability and desire to meet scorecard outcomes and competencies.
- Beware of red flags such as lack of past failures, exaggeration, and poor references.
Selling to the Candidate
- Address candidate's concerns about Fit, Family, Freedom, Fun, and Fortune.
- Maintain frequent communication from the offer to the first 100 days on the job.
Implementation
- Announce the system to the company.
- Train hiring managers and interviewers.
- Set up the schedule and process in the ATS system.
- Include sourcing in everyone's quarterly objectives (e.g., OKRs).
Legal Considerations
- Avoid discrimination and ensure fairness and relevance in the hiring process.
- Use non-discriminatory language and avoid illegal questions.
Additional Notes
- Efficiency: Minimize time with candidates you won't hire and maximize time with those you will.
- Speed: A quick process from interview to offer can improve acceptance rates.
- Spouse: Address any concerns of the candidate's spouse to alleviate fears.
- Compensation: Offer a balance of cash and equity based on market compensation and living expenses.
For a startup with 10-20 employees, it's critical to be efficient and streamlined in the recruiting process to prevent it from halting other functions. The focus should be on hiring A players who not only have the skills but also align with the company culture and are excited about the company's mission. Implementing a structured and consistent recruiting process, as outlined above, can help the startup scale effectively while maintaining a strong team dynamic.