As the Director of Talent for OpenView Venture Partners, I’ve experienced a number of situations that have taught me what to do and what not to do when recruiting for high growth software companies.
I’ve seen the difficulty of recruiting exceptional software engineers. Struggles to find strong entry-level sales talent for well-funded companies with opportunity for career advancement. Terrific hires that have helped a company quickly accelerate its growth and failed hires that have disrupted corporate culture and stalled it. I’ve even seen some creative pleas to convince top talent to respond to an e-mail, agree to an interview, or consider a potential job opportunity.
It’s been a whirlwind; an exciting, rewarding, and at times stressful whirlwind. And if there’s one thing I’ve seen ring true the most, it’s this: The ability to efficiently attract, recruit, and retain the right kind of talent is absolutely critical to an expansion-stage company’s ability to scale.
Ultimately, that’s what led us to publish our most recent eBook, “Get More Talent! How to Build the Talent Factory Your Company Needs to Scale.”
The comprehensive guide was written to address the unique recruiting challenges that expansion-stage companies face as they begin to scale, and deliver a framework for building an in-house recruiting machine that is capable of managing those challenges.
More specifically, the eBook will help your business:
• Assemble and manage a successful, high-output talent team
• Execute the six phases of an effective recruiting process
• Leverage the best recruiting tools and technology
• Establish key metrics to regularly measure and improve your talent team
You may be wondering whether it would even be beneficial for your company to hire an in-house recruiting team to manage your hiring needs, or if you should instead leverage an external staffing agency or have each of your hiring managers hire directly for their own teams. And that’s a fair question.
Whether you hire through an in-house talent factory or an external recruiting agency, the reality is that recruiting top talent will never be a simple process. And that’s especially true if your company’s biggest hiring need is top software engineering talent (for more on that, see our most recent report, “How to Win the War for Top Tech Talent”).
In our experience at OpenView, however, the benefits of an internal talent factory far outweigh the cost of building one if you are scaling your team at the rate of an expansion or growth stage company. If you’re scaling at a rapid rate, hiring an in-house recruiting team can actually lower recruitment costs, while also helping you establish company culture and drive higher ROI on the myriad hires (sales, marketing, product development, etc.) your company must make to scale.
At the end of the day, your company needs talent to grow. And if you’re able to identify, attract, recruit, and retain that talent in the most efficient way possible, it can mean the difference between the success or failure of your company.
To download the eBook and get started building your own in-house talent factory, click here. After you’re done reading it, feel free to come back to this post and share your thoughts!
Diana Martz is the Director of Talent at OpenView Venture Partners, a Boston-based venture capital firm that invests in expansion-stage technology companies. You can follow Diana on Twitter (@dianawmartz) by clicking here.