How to recruit anyone for any position in your startup company

Marius Vetrici
CEO wpriders
Date
October 1, 2020

When we recruit somebody for a new position, we follow a certain process which so far yielded very good results. I’ve been honing on this process since I became an entrepreneur in 2003. Throughout the years I’ve interviewed more than 500 people using the steps outlined below.

This process proved to be useful for positions like Sales, Project Manager, Developer, Tester. But I’m sure it will work for other positions, like Marketing, Office admin, etc.

Here are the steps that we follow:

  • we start by writing down the Working Procedure – the steps the person will have to do to perform the job
  • we extract the skills and traits that the person executing the process will need to have to be successful in this position
  • we write the Job Description for the new position based on what he/she has to do and his skills
  • we compile the interview process, i.e. the questions and case studies/exercises we’ll have to go through during the interview. The interview should contain at least one question/discussion point/exercise for every trait and skill needed for this job
  • we write the Job Ad based on the Job Description and the needed skills. We always mention our company values in the Job Description – this seems to attract the right kind of people
  • we source the candidates by posting the Job Ad
  • we always add a question they have to answer when applying to one of our jobs. We don’t want to make it very easy to apply; rather we want thoughtful and committed candidates.
  • we do a short phone screening by asking a couple of key questions from the list of interview questions
  • we do a full interview, where we discuss past jobs (use the Top Grading technique) as well as about what’s important to him (his values) and look for alignment with our values
  • for some positions, we give them a homework assignment and then review it and provide feedback. The way the candidate responds to the feedback is an indicator in itself about how he handles feedback and criticism.
  • for some positions, we do a second interview with something very practical and hands-on (eg: a live coding session)
  • we shortlist the candidates
  • we meet and discuss with them our working proposal, answer any questions they may have.
  • we sign the contract and work together
  • after 3 months, we have a mutual feedback session and we evaluate if we continue working together.

Let me know in the comments how are you currently recruiting and what has worked for you.

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