It's a big step for any startup to hire its 1st recruiter. Here are 3 key things to know when you do:
It's a big step for any startup to hire its first recruiter. Here are three key things to know when you do. If your startup is growing, you’re hiring. And if you’re hiring senior-level talent, you probably need an outside recruiter. Few in-house recruiters have the expertise or network that a professional, third-party recruiter offers.
That’s the kind of deep expertise a specialist gets you. I refuse to work with recruiters who say “Call me for anything” because it’s impossible to excel at recruiting broadly. If you want to hire the best talent, you need to start by hiring the best recruiter in a particular specialty. A local recruiter is also plugged into the local network in a way that an outsider can’t be. I live in the Bay Area, so at every social function I attend, I see people who work in the tech sector. Recruiters will know and meet a lot more people in their hometowns than they would somewhere else. All that networking makes surfacing great candidates much easier.Recruiters either work exclusively for you, as part of a retained search, or they work on contingency.
A recruiter working on contingency can’t afford to do as much in-depth work on your search as a retained consultant. They might do a quick 15-minute call to understand the hiring company’s needs and its brand culture. After that, you have no control, or even insight into, how the recruiter represents your company to candidates. As I’ve before, every touchpoint in the recruiting process reflects on your brand. Make sure you’re making the best possible impression.
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