Recruiting for an iot start up (00000003)
- 4. How will you recruit
them?
•I am a recruiter 4
the IOT
•Start ups require a
specific set of
steps
•Today we will go
over some specific
steps
•I am a volunteer
resource to you
- 5. “The hardest part of growing a blossoming
startup beyond infancy is recruiting talent.
The right team can take your venture to new
heights whereas the wrong one can push it
off a cliff.”
– Scott Gerber, founder,TheYoung Entrepreneur Council
- 6. 1. Hiring is the most important thing
2. Always be recruiting
3. Do not do what everyone else does
4. Get creative – promote brand/contests/etc
5. Use your network extensively
6. Work on your value proposition – why someone would come to
work here – culture
7. Get the word out – social media, video, blog, website, events,
networking
8. Carefully plan the candidate experience/ think outside of the
box/ followup/
9. Determine criteria for a “Good fit”
10. Involve various people in company for company culture
11.
– JeffWaldman, Head ofTalent/ Security Compass
- 8. Product Development/R&D
Enterprise-wide IT project management
experience
Sales and Marketing Automation/Cloud
Big Data Management/Analytics
Data Security/Governance
Compliance/Regulatory
MBA-level business knowledge
PhD or Masters- level knowledge in “new
school” biz IT
Leadership/Teambuilding
- 10. Resources for building your upper
management bench – CIO/CFO/CTO/CEO
No such thing as a “non-IT” hire for these
positions in IOT Start Ups
What your investors/partners want to see
Fortune 500 creds – even if you can only afford
middle-to-upper managers as placements-YOU
can be their promotion to C Suite
Small to medium business (SMB)
leadership/success
- 11. Functional IT
Product Level –support
and storage
Infrastructure
Product support
External IT
(Sales and
Marketing)
Big data analysis
Marketing automation
Channel/Partner/Market
Outreach support
Innovations IT
Product level
Business model
CIO-level
New business
opportunities
- 13. Employee Offer Letters
The primary purpose of an offer letter is to ensure that the employee and the employer are on
the same page about the position the employee has been offered and the responsibilities
and benefits that come with it.
One common area of confusion is whether you should use an offer letter or an employment
agreement. The key differences are that employment agreements tend to be much more
detailed and are used when hiring an employee for a set period of time. In practice,
employment agreements are typically only used with CEOs or other high-level executives.
Here's a list of the key topics covered by a good one:
- the position the employee is being hired for, including a description of his/her duties;
- the employee's salary, bonuses (if applicable), and a brief description of the benefits
he/she will be eligible for;
- if the employee is receiving equity, some basic information about the grant, including the
number of shares and the vesting terms;
- a reference to the NDA and Assignment of Invention the employee will be required to
sign (more on this below);
- a reference to the Form I-9 the employee will have to fill out to verify his/her eligibility to
work in the U.S.;
- a provision that makes clear that the employer-employee relationship will be at-will,
which means that either the employer or employee can terminate the relationship at any
time and for any reason; and
- other general contractual language. –www.legalhero.com
- 14. Non disclosure
NDA and Assignment of
Invention
NDA stands for non-
disclosure agreement and
refers to a restriction on the
employee's ability to
disclose sensitive
information about the
employer during or after
his/her employment with
the company.
The NDA and Assignment of
Invention also typically
includes non-solicit and
non-compete provisions.
- Legal Hero.com
- 15. Stock Option Grant
If the employee is receiving equity in the
company, then, along with the offer letter and
NDA andAssignment of Invention, you should also present him or
her with a stock option grant (or the equivalent document if you're
issuing restricted stock).The grant will detail the key terms of the
stock options being provided to the employee, including:
- the number of shares;
- the exercise price;
- the expiration date;
- the vesting schedule and start date;
- the procedures the employee must follow in order to exercise
the options; and
- what happens to the options if the employee leaves the
company
- 17. 1. Linkedin
OptimizeYour personal profile – use contact information and a clear CTA
Company Page - promote company/ create brand
LinkedinGroups – join and be active
Linkedin Pulse – Publish updates/ articles of Interest to your target market
- 19. 3. Google+
Optimize your profile/
Company Page / share updates and promote brand
Join communities/ share information
- 20. 5. Personal Website
Mobile Friendly/ list open positions/
Keep your openings page up to date
Have a clear CTA and easy apply button
- 21. 1. Achieve Expert Status
Use social media to help build a strong brand and then let the top talent come to you.The ideal situation is to
have others wanting to work with you, whatever the conditions, so by simply being great at what you do
and building your brand around that, you shouldn't have any trouble drawing in top talent (then make
them happy they contacted you!).
—ColinWright, Exile Lifestyle
2.Tweet with Hashtags
When promoting any new openings at your startup, tweet out with special hashtags for #hiring,
#startupjobs and whatever industry or trade you're hiring from to get the attention of the right
candidates.
—DannyWong, Blank Label Group, Inc.
3.Twitter IsYour Best Friend
Scout for startup talent usingTwitter search with hashtags and terms relevant to your industry. Compile a list
of potential candidates and evaluate theirTwitter activity by looking at their number of followers as well
as the quality of their tweets. Use Follower Wonk's "Compare whom they follow" to compare candidates
with industry leaders and look at shared connections and "Wonk Score".
—Andrew Saladino, RTA Kitchen Cabinets
4. Pick the FolksYouWant
When you're still early in the startup process, you have to make sure that you've got the right team.That
means knowing as much as possible before even suggesting that you're looking ... social media makes it
easy to find out all sorts of [information].
—Thursday Bram, Hyper Modern Consulting
- 22. 5. Have a Contest
Choose an important trait you're looking for and host a contest via social media. Get creative with
submissions and guidelines. Share the contest with influencers and hubs and invite them to send talent
your way.
—Lisa Nicole Bell, Inspired Life Media Group
6. Get a Referral
Referrals are the lifeblood of many a business. It works the same when it comes to recruitment via social
media. Ask yourTwitter, Facebook and LinkedIn contacts for solid leads for the new position in your
company. By having someone come pre-qualified, you end up with (usually) a better candidate and
someone whom you can trust.
—Erin Blaskie, BSETC
7. Listen, Converse and Engage
Besides LinkedIn being amazing for recruiting startup talent, I’d say monitoring job trends onTwitter and
keeping your job board updated is also a great pull strategy. If you have a current job board and are
sending your opportunities through your social media channels, then your message will be heard and re-
posted in all the right areas.
Ryan Holmes, HootSuite
8.YouTubeYourVision
You have to get people to believe in your story. Especially when you're in startup mode. So record a short
video where you describe your vision, progress and motivations. Help prospective talent connect with
your deeper story. What's the next chapter they can help to create? Share that video across social media.
—Michael Margolis, Get Storied
- 23. Incubator
• Associations,VC orgs
• Market to them! Good comms, well done, personal
General
IT/Digital
Business
• Digital networking counts
• Friends of friends who work in this space
• Your recruiter connections in senior executive functions
Personal
/Profession
al
• Everywhere you have been (work, etc)
• Everyone you have ever met
Editor's Notes
- Can open the room for more subsets of skills—ask them what’s missing particularly for their product/service/brand. These will start a conversation of how these are the top line skills and everything else falls into them. Acknowledge that sometimes one
- Exercise for them to identify if they have these needs. Pass out blank worksheets for the exercise. These are functionally-oriented skillsets and as such are the “bare minimum” Some may be surprised to see “Digital Innovation” as a “bare minimum” however Start Up require CFOs, CIOs, COOs with innovation in their bloodstream. If it’s a small organization and is not fully staffed based on its place in the funding/adoption cycle
- Bill: I have resources for these types of recruits but I am not your resource for many of these positions. I can do IT leadership but have colleagues that specialize in other functional areas. Start ups usually don’t have the budget for the big guys in this space. I would suggest get your IT leader from me (CIO etc)
- Matrix—skills you need
Network– general call for candidates; personal calls to high value individuals
Recruiter– reasonably priced for your pay-out
No flying blind– create a process with documentation for legal review– airtight especially with stock options for payment; when you have to fire, etc.
Flywheel recruitment—hits network, matrix, process and all functional touchpoints so that you can be “always recruiting”
- These three slides should also be a hand out
- These should be talked through and should be a full color hand out
- Exercise for them to write it out