Hi there.
Lorena here đ
I want to share some principles I have regarding Talent Acquisition. My main goal here is to attract, connect, engage, and retain the A-players to join startups like yours. To achieve this, I have to think and act strategically to ensure I am establishing genuine and enduring connections.
Sourcing and Reaching Out Strategy:
In terms of my sourcing and outreach capabilities, I like using a variety of sourcing and search tools like LinkedIn, Github, Google X-Ray Boolean search strings, and job posting websites. I can efficiently perform more than 50 high-quality reach-outs per day. This is the right amount of personalized connections, meaning, qualify connections. My InMail response rate on LinkedIn is 39%, well above the average rate of 13%. I'm not limited to LinkedIn; I also like to use other sourcing methods and tools, like Telegram groups specialized and tailored to specific roles or technologies.
When it comes to my outreach approach, I prioritize personalization over generic messages. I always begin conversations by referencing something from the candidate's profile or discussing their initial experiences in the industry. This personalized approach has proven to be quite effective in initiating meaningful dialogues.
I actively engage with posts from Founding Engineers and Engineers, leveraging these interactions to showcase the job opportunities I'm working on. It's really relevant to my interactions that I am active commenting and interacting with my target public and that what I share is interested for them. This strategy not only fosters engagement but also helps me build a network of potential candidates. Instead of solely focusing on reaching out, I also concentrate on being reached out to, creating a dynamic and two-way communication channel.
Reach out examples:
Connecting with candidates with experience with LLMs:
âHi! Today on the Nature Review Psychology issue, I read this about the intersection between LLM (your area) and Psychology (my area) - So I am eager to connect with you. https://www.nature.com/articles/s44159-023-00241-5#citeas
Being Really Specific:
"Hi XXXXX, I couldn't help but get excited when I saw your experience with Y and Z. We're building something (add the company mission) in the Web3 space and I am looking for Product Design Lead to drive our vision of becoming the one-stop solution for all token-based crypto. The role is based in NY and offers a competitive salary range of $100k - $220k. I'm eager to learn more about you.
Engaging:
"Hey XXXXX! I'm sure a lot has happened since your time at COMPANY back in YEAR, right? I'm currently on the lookout for a CTO, and your impressive track record at COMPANY and COMPANY suggests that we could explore some exciting opportunities together. How about we have a casual chat? It doesn't have to be formal; I'm here to have a genuine conversation.
Connecting with IOI/IMO medalists:
âHi CANDIDATE. Wow. Congrats on being a Gold Medal at International Mathematical Olympiad (IMO). I am loving to connect and get to know IMO and IOI medalists. I hope you have a lovely day!â
The startups that I work seek candidates with outstanding backgrounds, often from top-tier startups and that come from an Ivy League school. Those kinda of candidates are not actually looking for a job at the the time. Consequently, sending generic outreach messages isn't effective in this context; these candidates are less likely to respond to such messages. To address this employ a combination of passive and active outreach strategies. While I actively identify and initiate contact with potential candidates, I also focus on nurturing relationships with candidates that I've connected in the past. This approach has allowed me to build a robust pipeline of talented who are already familiar with my network and the companies I represent.
By maintaining an ongoing connection with this pool of high-caliber candidates, I can efficiently tap into a valuable resource whenever a relevant opportunity arises. This strategy not only saves time but also increases the likelihood of securing exceptional talent for my clients in all times.
How I build relationships after initial reach out:
Check this example of a recent reach out. From 1st message to scheduling interview:
A job description is kinda ofâŚpersonal.
One time, a fellow recruiter shared a really funny analogy about my type of recruitment.
"We have different types of recruitment. I am more of a McDonald's kind of recruitment, with lots of demand and various products available 24/7. You create craft burgersâorganic, grass-fed meat, seasonal. It's like people need to make a reservation for this kind of recruitment."
Well, I like to create a new recipe for every âorderâ. I follow the same process, but the recipe and ingredients are different because my clients and candidates are also different.
The job description (JD) is usually specific for each candidate. I enjoy combining their experience with what the company is looking for. Here is an example of the document I send to candidates, similar to the link I shared with the candidate in the image above:
Candidate and Company
Inside this document, I always add preparation tips for the interview with me and the company, like this:
Preparation for Interview with COMPANY
A relationship with a candidate is a forever kind of thing:
It's hard to forget the way we are treated in the first interaction with someone. Now, since Founding is working with companies that are usually in their months or first years and have about 1-20 employees, and have a lot of processes that are yet to be built, if you don't make sure to instill confidence, it's hard to connect. The first calls are crucial to the candidate's decision to keep going. The timing, organization, the tone... After all, it's a big risk - the perfect candidate loves to take risks, and as Arjun talks about Asymmetric Opportunities, it is a risk worth taking. But how can a candidate know that?
We can start by always having in mind that:
You. don't. stop. giving. reasons. to. be. trusted.
That means building a recruitment process that, as "tough" as it might be, is worth their time. This person will help create the culture of your company. This candidate will be a part of âmaking everything happenâ for the company so, of course, they need a steady and gentle hand guiding them throughout. The recruitment process for me is one of the things I most like to craft and upgrade. Interview-to-hire ratio and time in process steps are great metrics to understand if the process is as intended. Also, the feedback from the candidate of course.
Building a process is something to be analyzed with a lot of information, and I would love to talk about that with care and the right data. So for now, here's what I have hear about the way Founding creates a forever kind of relationship:
Kenzie was seeking to build its founding team of engineers. Our search wasnât just for technical knowledge in Elixir. We were looking for professionals who understood and lived the principles of our engineering culture, including practices like TDD, Clean Code, Pair Programming, and Story Slicing. Lorena grasped this deeply and managed to tailor her approach to this specific need, ensuring that each candidate not only fit technically but also culturally. Regarding the way the recruitment was conducted, she always maintained open and transparent communication with candidates, building a relationship of trust prior to technical interviews. This humanized approach not only facilitated a better understanding of the candidates but also resulted in a pipeline of highly qualified and engaged applicants. However, Lorenaâs work went beyond recruitment. She started functioning as a business partner, offering ongoing support in team member relationships, given her ability to connect and understand the needs of our engineering team. Therefore, I wholeheartedly recommend Founding for skill, passion, and understanding of both technical nuances and human demands, making a valuable addition to any team seeking excellence in technical recruitment.
Mauricio Head of Technology, Kenzie.
I hope this will helping you when crafting your reach out to potential candidates. If you have any questions on building this specifically for your needs and in the context of your startup, we can have a chat to start building this together.
Everything I shared here is a passion for me and fun to build, that is why I like to create the first TA strategies at no cost for early stage-startups. If you would like that, letâs connect here: