Aevy Sourcing

Transcript

1. Sourcing made easy Aevy
2. Software is eating the world Computer, internet and smartphone usage is increasing exponentially, forcing most industries to rapid change. of the Fortune 500 has ceased to exist since 2000 52% estimated smartphone users by 2020 2.7B In 1994, technology stocks comprised 5% of the total value of the US stock markets, compared to 27% in 2019. 5% 14% 18% 27%
3. There's a war for engineers The number of software engineering positions in the world is increasing 12 times faster than for other professions. of IT leaders and professionals report they struggle to retain technical talent 40% yearly job growth for software engineering 22% Job openings Graduates Job openings Graduates Other engineering Software engineering 40k 125k 25k 55k
4. In 2019, 68% of all software engineering positions will have to be either filled by a non-qualified candidate, outsourced or postponed. Source: US Bureau of Labor Statistics (US-LBS)
5. 125k We've all understood that companies without good culture, salaries and employer brand are losing the war for engineering talent. But who is winning?
6. 125k Companies like EA Games, Amazon, Samsung, Palantir, Intel, Facebook, Airbnb, Uber, Google and Pinterest all have great employer brands, huge salaries and all aim to grow their engineering teams by at least 20% per year. Yet, only some of them are winning.
7. 125k 0% 10% 20% 30% 40% 50% EA Games Amazon Samsung Palantir Intel Facebook Airbnb Uber Google Pinterest Engineering Headcount Growth Per year. Source: LinkedIn Insights, Jan 2019 The engineering teams at Facebook, Airbnb, Uber, Google and Pinterest are growing 10x faster than their competition. What's their secret?
8. 125k 0 10 20 30 40 50 EA Games Amazon Samsung Palantir Intel Facebook Airbnb Uber Google Pinterest Number of technical sourcers Per 1000 engineers. LinkedIn Insights, Jan 2019 They focus on sourcing A staggering 5% of the entire Facebook tech team are technical sourcers.
9. 125k The 4 key aspects of sourcing
10. Writing a job ad to appeal to everyone Writing a targeted message to selected candidates Engineers are tired to be spammed with irrelevant job offers, but delighted to be hand-picked for a relevant request to have a chat over a cup of coffee. 1
11. Finding the most visible candidates Finding the most skilled candidates The best engineers are not the ones with the longest LinkedIn profiles. In fact, many great developers have left LinkedIn for good. 2
12. Using the channels you're used to Using the candidates' channels Engineers don't hang out on LinkedIn. They prefer places like GitHub, Bitbucket, Quora and Stack Overflow and are 250% more likely to respond to an email than an InMail. 3
13. Being represented by an external headhunter Representing themselves Engineers have learned to be wary about shady third- parties and always appreciate being able to talk to the CTO or another stakeholder early in the process. 4
14. Introducing Aevy
15. Our experience Aevy was founded in 2012 in Stockholm. During the last five years, we've worked closely with 100+ of Facebook's sourcers, as well as other world-class sourcing teams around the world. We've helped Coinbase grow from just 10 engineers to almost 200, and are proud have helped companies such as Google, Pinterest, Blockchain, Quora, Cloudflare, Medium and Amazon hire hundreds of brilliant engineers.
16. "Aevy has been incredibly valuable for me. They have mastered the art of identifying great talent. It has been a huge time saver." Peter Smith, CEO of Blockchain
17. Say hello to your new teammate With Aevy, you get the friendliness of a dedicated world-class human sourcer, and the power of intelligent machine learning and automation.
18. Open web magic We use 20+ data sources, 200M profiles and 1B data points to target the perfect match for your position. GitHub Ruby · 433 commits Clojure · 89 commits Hacker News ClojureScript in Action · 43 upvotes Why I don't use Stripe · 15 upvotes Stack Overflow Clojurescript IFV · 8 upvotes Facebook Developer at CloudGo · 2017-2019 Twitter Cook, indie musician, Clojure fan
19. Catch their attention With over five years of data-driven iteration, we've learned how to compose emails that average a response rate of over 25%. Using smart variables, we'll help you craft a compelling message, based on the unique qualities of your company. From: you@yourcompany.com Hi Paula! I noticed that you have quite some experience with Go and Scala. We're just about to grow our team and I think you might be a great fit. We're primarily looking for someone to build out our Ops architecture. Remote is OK, salary is ~$110-140k. I'd love to grab a coffee next week if you have time, or if you want to chat with our CTO right away?
20. They want you Engineers are tired of external recruiters, but appreciate talking to an interesting person at your company. The new way You* *Superpowers provided by Aevy. The old way
21. Meet interested, qualified candidates Aevy lets you spend time meeting pre-vetted and interested candidates. Thank you for your email. I'm happy at Amazon but it would be interesting to learn more about you. Can you Hi! Why not! I'm actually a big fan of the technologies you're using. I'm free Monday at 16pm-18pm.
22. Adjust and repeat 1. Deep talk We discuss your ideal profile and find your unique qualities to describe in the initial email. 2. Approval We present the suggested candidates and an email draft. You approve. What happens now? Our three-step process allows for quick iterations, while keeping you in full control. 3. Get results We start reaching out to a number of candidates each day. Responses land in your inbox.
23. Nurture your leads The match might be perfect, but the timing wrong. With Aevy, you get a second chance a few months later. First email 4 months later Day 1 Follow-up New attempt Follow-up
24. Code knows no bias Our algorithms look at code – not gender, background or skin color. Not only do we find candidates others can't find, we notice the skills others refuse to see.
25. "I highly recommend Aevy. I am sure you get bombarded with sales people pitching but Aevy is different. I believe it has strong potential to be a contender to LinkedIn." Tenzing Bhutia, Recruitment Manager at Quora
26. Revolutionary pricing We've spent more than five years building a product that automates most parts of the sourcing process. This way we can deliver great results, while completely disrupting traditional headhunting fees.
27. Full-time Sourcing Subscription One-time Role If you’re hiring for several roles If you’re hiring for 1 role €8000 Agency Success Fee / Hire Fff €8000 Agency Success Fee / Hire Fff €1950 per month €3500 per role Unlimited hires Unlimited hires Up to 10 roles 1 role Email copywriting Email copywriting Up to 150 candidates contacted per month Up to 150 candidates contacted 60 h/month can instead be spent meeting candidates 60 h/month can instead be spent meeting candidates Billed annually Billed monthly
28. In good company The world's most innovative companies, big and small, have made hires with Aevy
29. Case studies
30. Alfa Laval 20+ Accepted Introductions for Lead Data Scientist • Alfa Laval needed to find a Lead Data Scientist • Highly specialized role - hard to find suitable candidates • Introduced to 20 candidates within 4 days • Hire made within 4 weeks
31. Wonder Workshop Signed a Senior Backend Architect & Team Lead • Wonder Workshop is an education and robotics startup based in Silicon Valley. • Difficulty in finding qualified candidates for a role with limited candidate pool. • They accepted introductions to 14 candidates and made a successful hire • 0 hours spent on search and sourcing by Wonder Workshop
32. House of Radon Signed a Senior Frontend Dev in 4 weeks • House of Radon is one of Scandinavia’s leading marketing strategy agencies. • Had exhausted their usual channels for talents • Aevy found them a Senior Frontend Developer in four weeks, from start to finish. • Time spent on search and sourcing: • Client: 0 hours
33. Technogarden First 2 Hires within 4 weeks • Technogarden is a consultancy firm supporting companies in Automotive and Environment technology. • Needed to quickly hire several developers • First 2 Developers signed within 4 weeks
34. Tempo Automation Introduced to 20+ qualified candidates for a Senior Full Stack role within 3 weeks of starting. • Tempo Automation is a San Francisco startup building a manufacturing system that gets smarter, faster, and more precise with every cycle • Was getting a stable flow of inbound applications, problem was quality of the candidates. • Tempo Automation accepted introductions to 20+ qualified candidates within 3 weeks of starting. • 0 hours spent on search and sourcing by client
35. Thank you! Gustav Janevall janevall@aevy.com