job is to get talent through the door. • Your pitch should be honest. • Every great pitch has a narrative arc. • There’s a big challenge; you’re uniquely qualified to help us achieve it; we can’t do it without you.
the top of the funnel so you can comparison shop. • Tools help you stay organized and cadence will define the quality of your hiring experience. • Your process is their first experience with you! • Your email inbox is not an option.
You can cast a wide net, but you need to know what success looks like. • Know when and why you’ll say no to a candidate. How difficult it is to join your team says something about how much you value the people who are already there.
ask and how you ask them. • Are you a good planner? “Yeah, I think so.” • Make them choose, then make them demonstrate. • If you end up hiring the candidate, your interview was actually your first 1:1.
as much as possible. • You want to encourage their best work. They won’t have the same level of support on their own. • A skills assessment can tease out soft skills, too. Does this person take feedback well when I poke at their work?
should have an even cadence to it, but the pace should pick up at the end. • There should be a momentum that drives toward a signed offer letter. • Hiring is really hard until it’s easy, and then it’s hard all over again.