As a tech company you basically care about two things, product development and growth. These are strategies on finding the people who make this happen: engineers, sales and growth marketeers.
The number one challenge for tech companies that are scaling is attracting the right talent.
In order to grow the business, you need to grow the team. But for many of the desired candidates the demand is higher than the supply of talent.
Therefore you need to adopt creative methods to source candidates and have them choose for you instead of the dozens of other companies that they could work for.
These are three hard to fill roles and strategies for recruiting them.
Engineers are self learning (44% of developers are self-taught) and they are excited about complex problems.
Most of them code not only for work but also as a hobby: 57% of developers learned to code as kids.
Developers prioritize good work-life balance over salary and benefits.
They value the people they work with: developers mostly leave jobs because of poor management.
Sales leads in tech are target driven and optimistic individuals.
They are tech savvy but mostly business minded.
SaaS sales leads get excited about progress and growth perspective like new markets or new offerings.
They like to work in a data driven way and setting up processes for repeatable revenue, the more time is left to talk to clients the better.
Growth marketeers are usually millennials or gen Z who adopt new technology fast.
They have a growth mindset, are fast learners, are autonomous and are used to a high paced work environment.
Growth marketeers are very active in communities and on social media platforms like LinkedIn, Twitter, Medium, Slack and adopt the newest social media channels and platforms in their life and work.
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Recruitment all starts with sourcing where candidates are found and attracted with a set of search and attraction tools and techniques.
The 360 recruitment cycle covers all the phases in recruitment including sourcing, interviewing, selecting and hiring.