In a way, the “job opportunity is the product, and the customer is the candidate who’s buying it.” You have a “buyer persona” before recruitment begins, and your candidate is your customer throughout your hiring process. How then do you scope for and sell to your ideal candidate? Corresponding organizational culture and values. During the hiring process, the best thing for start-ups is to employ people who buy into the company’s visions and values and are just as passionate about the goal as the founder(s). This simple common ground helps in shared motivations, faster integration, and increased productivity. Once the organization expands, it becomes more difficult to “convert” workers. How then do you acquire this dream team?
They cover:
👉 Getro’s mission
👉 How Evan got his co-founder
👉 Evan’s team-hiring process for Getro
👉 Leveraging a company’s true network of advocates
👉 Talent-management problems faced in Getro’s early day
👉 Stage series as a determinant of hiring choices
👉 Trust and hiring funnel development
👉 Hiring in a post-COVID world
👉 The impact of remote work on organizational culture
👉 Creating guard rails around and taking ownership of the company’s culture
👉 Tactically hiring people with shared values
👉 Evan’s Getro legacy
If you’re at series A with your company’s growth, not sure when to use full-time or part-time workers, are looking to expand your network, or need smart tips on hiring people who share your values, tune into this episode of The Gradience Podcast, a Podcast by Build Talent
Connect with Evan here:
👉 LinkedIn: linkedin.com/in/evanwalden 👉 Website: getro.comAbout The Gradience
The Gradience” is a podcast by Build Talent & hosted by Nigel Robinson, wherein each episode, we’ll be speaking with a founder or expert as we discuss the art & science of hiring leaders, why it matters, and how you can keep up.
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Get in touch: podcast@buildtalent.io
