Upgrade to Pro — share decks privately, control downloads, hide ads and more …

How to recruit talent for my startup?

Get on Board
October 13, 2022

How to recruit talent for my startup?

Get on Board

October 13, 2022

More Decks by Get on Board

Other Decks in Business


  1. The biggest IT recruitment platform in Latin America. 2 1,300,000+

    Sent applications 30,000+ Hiring processes
  2. 🚀 Startup 🏢 Classic corp Upside Stability Flexibility Perks Ownership

    Political power Potential Impact Coolness Reputation
  3. More and more enterprises are creating startup-like environments to attract

    talent: • Innovation labs/hubs • Corporate Ventures • Company Builders • Centers of Excellence
  4. Culture is the decisions you make. Who you hire and

    promote. Who you let go. Who and what you reward. How decisions are made. What happens when something bad happens. What happens if you criticize your superior publicly. How much autonomy an employee has. How many requests do you have to fill to get post-its. What perks do you, or do you not, offer.
  5. You just can’t unbundle comp from culture. And for your

    teammates, they are just the same thing.
  6. What kind of people has the best chance of feeling

    happy with your org’s culture?
  7. Offer equity. • You need to retain your key talent

    • It’s a great way of measuring risk appetite • It helps see clearly whether the person matches the startup’s potential and mission
  8. The main purpose of remote work is not to be

    a perk… …it’s amplifying your talent base 😉
  9. Remote work is your competitive advantage. While traditional companies shoot

    themselves in the feet with hybrid/local work, you have the entire world at your fingertips.
  10. Having remote teams forces you to be explicit about: •

    Culture (how we behave) • Values (what we prioritize) • Knowledge (what we assume as true)
  11. Inclusion does not mean “anybody”. It means that mission fit

    and talent are the two things you care about, and that gender, nationality, race, social background, or disabilities are not hiring criteria.
  12. Communicate in gender-neutral language. Don’t assume the gender of anyone

    on your team. Create a culture free of frat houses or cliques. Foster safe spaces from day 1.
  13. “We are a startup and just getting started” should be

    a competitive advantage to attract talent, not an excuse for not paying decently.
  14. What is “decent” pay? • Peace of mind: the person

    can cover all their needs • Market: according to seniority level and what companies that compete for the same talent as you are offering 👀 • Fair: proportional to what the rest of the company earns, including equity
  15. Equity does not replace cash. (Utility bills don’t accept stock

    options or your governance token as payment)
  16. Tech stack choice is strategic. It can make the difference

    between survival and failure. When there’s someone in the driver’s seat, making strategic decisions on the tech stack, it shows.
  17. There are so many ways your tech stack can make

    your startup fail: • Overly complex architecture • Exotic frameworks/programming languages • Premature optimization • Single points-of-failure • Too much overhead
  18. Friction and change are the bread and butter of a

    startup. The company will eventually cease to be the “dream place” for some.
  19. 100% retention is not only impossible but undesirable. Stay true

    to what the company needs to make its customers happy. That’s what’s truly important.