I work for a lot of startups. Many ask me for referrals. I play matchmaker when I can. But as the market continues to heat up, the demand for top talent is reaching a boiling point.
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1. It’s a sellers market
That means folks with technical skills across the spectrum are very indemand. How in demand? Check Angellist, Made In NY or Indeed.com. From SRE’s to full stack developers, devops & automation experts to DBAs. Java, Ruby, Python, PHP, node.js, and of course design skills too.
I was speaking with a recruiter just today, and heard the same refrain…
Top candidates are evaluating us just as we are evaluating you.
That means firms must go the extra mile to stand out, and draw in the best talent.
2. Open the glassdoor
That’s right, manage your social media presence. Sites like Glass Door provide forums where employees past & present can discuss the day-to-day work environment. This gives prospects a chance to peer behind the curtain.
Other social media can be avenues too, from Facebook to Twitter. Having someone on staff that monitors online reputation can be crucial.
Related: Are SQL Databases dead?
3. Host a tech blog & meetups
A lot of top firms have great tech blogs. Truth be told many are dormant as demands of the day trump these outward facing initiatives. But they also put a face on the technical side of working for a firm. What problems are they solving? How cutting edge is their team?
Meetups are also a limitless forum. Smart minds will be mixing, your company brand will be spreading. Hosting technical discussions brings your firm front & center in multiple ways. It also brings possible new hires to your living room.
4. Show warmth & transparency
I know everybody loves to grill candidates at interviews. But interviewees should be schooled on politeness & how to give a pleasant interview.
I remember one interview where I faced off with four other engineers at a round table. As the discussion unfolded, each aimed shots in succession, almost rapid fire at me. It was not only intimidating, but frustrating. Needless to say it made me a stronger more resilient interviewer, but it’s not a great way to welcome great talent. Buyer beware!
5. Show me the money
I know I know, for engineers it’s not all about the money. Or is it? Truth be told compensation is always something prospects will weigh. Equity is fine, for what it is. But it’s a promise into the future.
More senior talent who have been through a few startups or even dot-com 1.0, may be a bit more dubious of abstract compensation. In the end competitive real dollars will speak volumes.