Philosophy
- Candidates have to be
- world class at something
- work ethic
- no asshole
During the hiring process it is really important to understand why you, the company, are a great fit for the person (this is your sales argument).
For the best candidates the hiring process is actually reverse (you are applying to them). Go to dinner as last step.
The best argument we have at Helmit: the problem is so important that it deserves the best talent working on it. really cool tech AND protecting kids online, maybe changing a couple of lives. that makes the conversation different.
Sourcing
Hiring is outbound. Hiring is competitive. You DON’T HAVE to hire the best in the world, but you HAVE to hire better people than your competitors.
→ Linkedin is the worst (because candidates that are there are easily reached by all competing companies)
→ go where others can’t go. unique access to talent
First Interview
If it is not a hell yes, it is a no.
Brutally set expectations here. Especially also regarding work ethic. Frame it positively. Extraordinary results require extraordinary effort.
Questions I like to ask:
- What lead you to join your last company? and what lead to your decision to leave? (look for patterns)
- What was YOUR contribution to project X?
- How must a work day go so that you are happy when you come home?
- What are 3 skills you are working on right now?
- What is something you know more about than we do?
- What is a question you would have liked me to ask, but I haven’t?
and always: ask a question I don’t know the answer to myself.
After Hiring
hiring is only the first half. → Leadership · Motivating Employees