Our firm has built companies for over three decades. The need to fill critical hires imperative to business success is a truism in any economic climate. The impact of hiring the right talent in the right time frame can have a ripple effect throughout the entire organization and affect a business’s overall health. 

In a recent partnership with a young Bay Area client company, we were tasked with building and scaling a software and hardware-driven platform involving hires across engineering, clinical, quality, operations, and manufacturing. The competition in the heart of Silicon Valley for this talent had never been more challenging. To be successful, we had to rely on key rules of engagement to win this war on talent.

  1. Hiring is the number one priority. It is easy to say these words, yet harder to actHiring and interviewing must take precedence over everything else on an individual’s calendar. The hiring team is aligned on this priority and committed to the hiring goal. 
  2. Key stakeholders identified and assigned. The hiring team is chosen, and each is assigned a part in the hiring process.  
  3. Mandated and audited timeline for candidate review and feedback. When a candidate is presented for consideration, there is a 24-hour requirement for feedback. Required. Momentum is our greatest asset in attracting and landing top talent. 
  4. Hiring team strategy. Everyone on the interview team understands what they will look for in the candidate. This allows a 30-minute interview to be more valuable than an hour of “tell me about yourself.” 
  5. Start with Why. Each hiring team member should start the meeting by describing why they enjoy what they do, why it’s meaningful, and why they value their team. This sets the tone for a positive exchange in the interview.
  6. Simplified interview process. Minimal “steps”: maximize time onsite and Zooms/calls to allow for meeting key stakeholders.
  7. Set debrief meeting in advance. Within 24 hours after interviews conclude, have a debrief meeting scheduled with the hiring team. Upon decision, references are checked, and an offer is extended within two days. 
  8.  Competitive offers and internal parity. Handicapping today’s hires with yesterday’s salary data can cause you to miss out on critical skill sets. In some cases, we have seen specific technical roles jump by 20+ percent, and those companies who pass on talent lose the competitive edge. 
  9. Hire for the problem you want to solve and the individual who can solve it. Job descriptions can create tunnel vision. If we wait for someone to walk in with 100% prior experience, they often miss the ones with 80-90% and tremendous potential. If there is an understanding on both the candidate and client side of expectations, often, the individual taking a new challenge for the first time will overperform to get up to speed. 
  10. Collaboration with partners. Our client embraced a partnership with us and allowed us to become an extension of their representation in the marketplace. We created awareness and attention through search and media that had the industry’s best lean in and pay attention. Trust is deep that we are all operating in the best interest of the company’s success.

If an organization has a clear focus on hiring, with a dedication to the process, strategy, and plan for execution, you can create an experience for individuals that adds to your chances of landing the best players for your team.