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Scale your tech team from 0 to Series A
The document outlines strategies for scaling a tech team from pre-seed to Series A funding, emphasizing the challenges of tech hiring and the importance of an effective hiring process. It includes detailed sections on preparation, sourcing, assessment, and conversion, alongside recommendations for attracting and retaining talent in a competitive market. Key performance indicators (KPIs) are suggested to measure the effectiveness of hiring practices.
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Scale your tech team from 0 to Series A
- 1. Scale your techteam from 0 to Series A The Family – 2019/09/15
- 2. SCHEDULE 1 – Techhiring is tough & paramount 2 – Who Am I? 4 – Q&A 3 – The hiring process
- 3. TECH HIRING IS TOUGH& PARAMOUNT 1
- 4. LE PROBLÈMETECH HIRINGIS TOUGH Tech companies struggle to find good software engineers and traditional sourcing methods are outdated. Hires in Software Developers 2014 - 2024 Training of Software Developers 2014 - 2024 + 17% + 30% Source : US Labor of Statistics 2016 & People In Tech 2016
- 5. TECH HIRING ISPARAMOUNT 0 – 3 tech people: Pre-Seed, The founders onboard the first key people 3 – 8: Post-Seed, The founders & team build and iterate on the process 20+: Post Series B, The hiring team keeps on innovating & iterating 8 – 20: Post Series A/B, The hiring team scales the hiring machine
- 6. TECH HIRING ISPARAMOUNT 0 – 3 tech people: Pre-Seed, The founders onboard the first key people 3 – 8: Post-Seed, The founders & team build and iterate on the process 20+: Post Series B, The hiring team keeps on innovating & iterating 8 – 20: Post Series A/B, The hiring team scales the hiring machine
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- 8. TECHNOLOGYHIRESWEET: 3 YEARSOF EXPERIENCE HELPING 700 STARTUPS
- 9. TECHNOLOGYHIRESWEET: 3 YEARSOF EXPERIENCE HELPING 700 STARTUPS
- 10. TECHNOLOGYHIRESWEET: 3 YEARSOF EXPERIENCE HELPING 700 STARTUPS ROBIN@HIRESWEET.COM
- 11. SMART AND GETTHINGS DONE
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- 14. THE SALES ACCELERATIONFORMULA
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- 16. THE HIRING PROCESS ScoreCards, Job offers & Templates 1 - PREPARATION Hiring is selling 4 - CONVERSION Your team is your #1 unfair advantage 5 - RETENTION Inbound, Outbound & Referral 2 - SOURCING Building the process 3 - ASSESSMENT
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- 18. PREPARATION • Score Card« Who » • Daily missions, typical week • Differentiation • Arbitrages Offer & Profile • Angel List, Welcome To The Jungle • Unfair advantages Employer Brand & Unfair advantages • List the criterias • Prepare the stakeholders • Set the tempo Dra; the process KPIs : Time-to-hire, conversion after first call
- 19. JOB OFFER CHEATLIST Make sure no other company could use the posting
- 20. JOB OFFER CHEATLIST Avoid « Generic wording » Make sure no other company could use the posting
- 21. JOB OFFER CHEATLIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…)
- 22. JOB OFFER CHEATLIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…) Make it clear “what’s in it for them” and your unfair advantages
- 23. JOB OFFER CHEATLIST Avoid « Generic wording » Make sure no other company could use the posting Describe the person’s actual first month (time allocation, specific projects…) Make it clear “what’s in it for them” and your unfair advantages Describe the stack (what’s fixed, what’s moving) & technical challenges
- 24. TECH UNFAIR ADVANTAGESLIST 1. Team (Academics, previous successes, connexions) 2. Specific tech challenges (target top 3%) 3. Dedication to learning (training, books, events) 4. Package (above market salary, BSPCEs) 5. Work/life balance (Remote, flexibility) 6. Ecosystem connexions (Meetups, etc.) 7. Thought leadership (blogs, events) 8. Industry & mission (target top 3%) 9. Funding (top-VC, BA) 10. Traction (with figures) Rule of thumb: take your closest 5 tech startups – could they use that exact wording?
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- 26. SOURCING • Active Referral • Onboard your team Referral • Plateformes • Job boards • Agencies • Freelances Inbound • Definition • Identification (HireSweet, LinkedIn, GitHub etc.) • Scaling(PersistIQ, HubSpot, Reply) Outbound Outbound: 1 phone screen per 20 send Inbound & marketplaces: 2 phone screens per week
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- 28. ASSESSMENT • Sell &let speak • Look for huge mismatch • Aim #1 : convert in interview • Don’t try & assess at this point Screening Call • How to build the case study • Auto-feedback • Coaching • Rate the performance objectively Technical Interview • Score, score, score • Look for past perfomance • Give practical insights about your team Fit interviews KPIs : Time-to-offer, Churn rate during the process
- 29. THE ULTIMATE INTERVIEWPROCESS 1. Phone Screen (15 to 30 mins) (50% conversion) 2. Onsite Technical Assessment (1h00 to 2h00) (40% conversion) 3. Culture Interview (1h00) (80% conversion) 4. Team Meeting (1h00) (80% conversion) 5. Phone Offer (15 mins) (50% conversion) 16 Phone screens à 1 hire Total interview time = 4h00 – 5h00
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- 31. RESOURCES Online tests: CodinGame,Codility, HackerRank Process: Who, Smart & Gets Things Done, The Acceleration Formula Inspirations: Drivy/jobs, poteto/hiring-without-whiteboards
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- 33. CONVERSION • NPS /Why that score? • Concrete examples Reference check Toolkit • Design your process for selling • Go all-in • Explain what you can teach Conversion • No explosive offers • Be quick & followup gently • Pre-onboard Follow-up KPIs : Conversion rate
- 34. REFERENCE CHECK TOOLKIT 1. In what context did you work with this person? 2. What were her biggest strengths? 3. What were her biggest areas for improvement back then? 4. How would you rate her overall performance on a 1-10 scale? 5. Why? 6. What are examples of moments where she fought/ improved?
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- 36. TAKE AWAYS Hiring isparamount Hiring is selling Retention is paramount Unfair advantages matter
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- 40. The Family –2019/09/15 Scale your tech team from 0 to Series A