A straightforward rule for startups is to hire for the green flags rather than against the red flags.
You have a job that needs to be done. You can't pay FAANG wages. If you find a candidate capable of doing the job ask yourself how much those red flags really matter.
And just to be clear I'm not talking about 'horrible person' red flags but rather the 'other employers skip this person' red flags.
You're a startup. You can accommodate the burnout eng who wants to work 2 days a week for 2/5ths the pay. The only thing you need to worry about are the green flags. Are they capable of doing the job?
> You have a job that needs to be done. You can't pay FAANG wages.
There was an article some time ago (can't find it now) that posited that one of the only points you can beat FAANG on is speed of hire. Having worked on recruitment software for many years, I believe this is true - most people just aren't that focused on having a fast hiring process, so that can be your edge. If you manage to get the offer to the candidate many days - or weeks - before FAANG, you may be able to lock up the deal before there is any real competition.
I'd like to say it's easy but I'm not familiar with any companies that really live and breath this. But challenge yourself - why can't we fit more interviews into the day? Tell the candidate that there will be a panel decision within 30 minutes of each interview - if they pass, the next interview will follow right on, otherwise you'll wish them on their way. Why do an in person interview if you can do it virtually or over the phone? Why do two interviews when you could do one with both interviewers present? Why wait on references when you could make the offer dependant on getting them later? etc. etc.
A lot of people talk the talk about speed of hire but how many really measure it and track themselves against it?
Nice idea though what happens is you manage to quickly recruit the person and then a month later the other job that they’ve been slowly recruited on, eventuates and they walk off, leaving you worse off than if you never hired them.
Personally I just try to find people that have already experienced years of pain of big companies and rejoice in the freedom most startups offers.
You have a job that needs to be done. You can't pay FAANG wages. If you find a candidate capable of doing the job ask yourself how much those red flags really matter.
And just to be clear I'm not talking about 'horrible person' red flags but rather the 'other employers skip this person' red flags.
You're a startup. You can accommodate the burnout eng who wants to work 2 days a week for 2/5ths the pay. The only thing you need to worry about are the green flags. Are they capable of doing the job?