Closing candidates

“We see the actual offer stage as a big place you can stand out. We do a Zoom to surprise the candidate with everyone from their interview panel to share why they’re excited about the candidate potentially joining.”

Julianna LambStytch

Talking about your company

Almost every company describes themselves in the same way: open, transparent, collaborative, and hiring “only the smartest people”.

You need a differentiated pitch that tells candidates why they should join your company instead of many others.

When talking about culture, talk about the tradeoffs of your company culture. This will inevitably push some candidates away, but the right candidates will love it.

Selling fit is the most important. You need to show the candidate how their goals, talents and values fit into your mission, strategy and culture. The best people want roles where they can be A players. Help them see how that will happen at your company.

How small startups can compete with larger companies

• Undiscovered talent: Moneyball with tech employees.
• Hiring speed: Being faster and showing them you’re not bureaucratic.
• More personal: Get everyone they spoke to during the interview process to reach out and offer to have a conversation.
• Impacting customers: Big companies abstract customers away and often kill big projects.
• The mission: “Do you want to sell sugar water for the rest of your life or change the world?” (Steve Jobs)
• Career path: More responsibility, higher stakes, things can go wrong.
• Community: Like-minded people working together.

The perk war is for losers

Anybody who is swayed by free laundry pickup or pet day care would be a bad addition to your team.

Why own silver when you can rent gold

Some of the people you most want to hire won’t want to join because they want to start their own company. When someone tells you this, you should try even harder to hire them. They’re going to be super hungry, no-bullshit and ready to work their ass off.

The pitch to these pre-founders is simple: “Let me rent you for 6 months. You’ll learn an insane amount about building a startup from me that will help you prepare to start up your first company. You’ll have the pedigree of [company] standing behind you, and you’ll have some cash in your pocket.”

Letting these pre-founders know that you’re willing not only to let them go, but to help them go, will make a big difference in closing them.

The offer is only the beginning

Fundraising isn’t done until the money is in the bank. Hiring isn’t done until the day they start.

Be ready to put a LOT of effort into closing. Love bomb them. Talk to their friends and family. Discuss counter offers. Send swag. Take them through your fundraising pitch. Make the team available.

Do whatever you must to close them.