Neglecting talent discovery is the worst first hiring move you can make.
Your hiring success largely depends on how good talent discovery is. Because it's not just about who you hire, but who you discover in the first place. For startups, this discovery phase is both critical and challenging. Critical because your early tech hires shape your product and culture; challenging because top talent is scarce and in high demand.
We've heard this from hundreds of founders. And, we have helped them get this first part of hiring right with a 5-point checklist:
1. Source everywhere, but organize centrally
The hunt for top talent requires a multi-pronged approach. You need to tap into every possible channel, from job boards and social media to referrals and employee networks. However, managing a flood of applications from various sources can be overwhelming.
A centralized Applicant Tracking System (ATS) helps with this.
It serves as a single source of truth for all candidates, preventing them from falling through the cracks. It also allows for automating many of the mundane tasks.
2. Don’t underestimate the power of a quality JD
Most tech JDs suck. They are vague, lack structure, and are very subjective about expectations from a candidate. They fail to do one thing they're supposed to do: sell the job convincingly.
A standout job description is clear, concise, and engaging. It gives the candidate the context of what you do and where they fit it. It tells them the exact skills required for the role, not the functions of an entire IT department. It also spells out clear periodic goals - 1 week, 1 month, 3 months, 6 months.
A well-drafted JD can be a tool of trust. In the end, you are selling a role. And you are selling an idea of their future. Make it compelling.
Take a look at one of our JDs:
3. Automate data collection and focus on top candidates
Your HR need not review every resume to spot promising candidates. Because Reviewing hundreds of resumes is time-consuming and inefficient. Instead, the smart way to go about this is to gather more relevant information upfront. And review the targeted resumes with the most relevant information.
Here's how:
- Keep your initial application form simple (name, email, years of experience).
- Set up an automated email to send after application submission. This email should ask for:
- Specific technical skills relevant to the role
- Links to relevant projects or GitHub repositories
- Brief answers to role-specific questions
- Use these responses to filter candidates before you even look at resumes.
Now, you have context beyond the resume of the candidates who respond. It provides you with detailed, structured information that's easier to review than a standard resume.
Remember, your goal is to find the best talent for the role, not to review the most resumes. Do it smartly.
4. Referrals are great but do NOT make them your only source
Referrals often lead to great hires. But referrals are a matter of luck. They don't always work and hence are not reliable. To build the best tech team possible, you need more than luck.
After all, your product isn't built on chance, so why should your team be?
Always look beyond referrals. Let them be a part of your hiring strategy, just don't let them be the whole strategy. Diversify your sources. Tap into job boards, leverage social media, use niche tech hiring platforms, attend tech meetups (virtual or otherwise), etc.
Each of these channels can bring you candidates with unique skills and perspectives that might not exist within your immediate network. They make sure you do not put all your eggs in one basket.
5. Drip campaigns, but for talent
Most startups use drip campaigns to nurture leads and acquire customers. And they yield great results. The same logic can apply to your hiring efforts too.
We know top tech talent is constantly bombarded with job offers. And they can easily miss out on an email email. And that's where a well-crafted drip campaign comes in.
Set up a sequence of emails that go out to potential candidates. Each message should offer value - insights about your company, exciting projects, or details about your tech stack. Be aware that you don’t use marketing jargon here at all. Developers, by nature, are averse to marketing. So, aim to add value. This allows you to consistently engage top talent, not just those who happen to reply to one email. The idea is to keep your company top-of-mind and build a relationship before you even interview them.
After all, hiring, like sales, is not a one-time event. So, don't treat it like one.
Change how you discover, change how you build
While these steps aren't a replacement for a dedicated recruitment team, they're solid starting points for where you are right now: the early stages. They'll help you cut through the noise and find the talent your startup needs to grow.
Your future team is out there. Go find them, smartly.