Paraform

Remote work paved the downfall of many startups. But Zapier (and its valuation) has only been on the rise. This SaaS company has automated, streamlined, and integrated its way to becoming a billion-dollar enterprise, with exactly zero physical offices. How did Zapier’s team propel the company to SaaS success (and a $5 billion valuation) in just 10 years? Just as importantly, how did a scrappy startup build a cohesive team and strong company culture, with a talent moat as a competitive advantage, without ever opening a single office? Let’s dive into their hiring playbook: 1️⃣ Remote first and foremost 2️⃣ Doing the job vs owning the outcome 3️⃣ Learn to earn 4️⃣ Hire in public Read about Zapier’s talent strategy in more detail on our newest blog post (link in comments)! Some of these hiring principles can seem contrarian, especially to teams who prefer building in person. Would you adopt Zapier’s fully remote model for building effective teams?

Remote work paved the downfall of many startups. But Zapier (and its valuation) has only been on the rise. This SaaS company has automated, streamlined, and integrated its way to becoming a billion-dollar enterprise, with exactly zero physical offices. How did Zapier’s team propel the company to SaaS success (and a $5 billion valuation) in just 10 years? Just as importantly, how did a scrappy startup build a cohesive team and strong company culture, with a talent moat as a competitive advantage, without ever opening a single office? Let’s dive into their hiring playbook: 1️⃣ Remote first and foremost 2️⃣ Doing the job vs owning the outcome 3️⃣ Learn to earn 4️⃣ Hire in public Read about Zapier’s talent strategy in more detail on our newest blog post (link in comments)! Some of these hiring principles can seem contrarian, especially to teams who prefer building in person. Would you adopt Zapier’s fully remote model for building effective teams?

🎉 Katelyn Ewe, founder of Brisk Talent, made 2 founding engineer placements in a month on Paraform! Katelyn's a recruiter who’s done it all. She started as an in-house recruiter for Series C and later-stage startups, transitioned to agency recruiting, and now works freelance. She signed up to recruit on Paraform hoping to increase her client base and scale her business. She soon found that the extensive job opportunities, direct access to top startups, and support on the platform allowed her to match more of her candidates to suitable roles. If you were to ask Katelyn for advice on filling roles at ambitious startups, she’d share many concrete tips, like: 💡 Prioritize alignment with hiring managers to get a deep understanding of their preferences. 💡 Only submit candidates that meet 100% of the required criteria. 💡 Lean into your previous experience to position yourself as an expert in your niche. But her first step to success (and something that’s not as often discussed in such a fast-paced field)? Overcoming impostor syndrome and self-doubt in a hyper-competitive industry. Read about Katelyn’s story on our blog, including her key learnings for finding success on Paraform! Link in comments👇

Excited to host a webinar on Wednesday (9/4) with David Hanley, one of Paraform's top recruiters! If you've ever thought about freelance recruiting, starting your own agency, or want to learn how to recruit for tech startups, come join David in a conversation with Paraform's Chief of Staff Linus Lu with audience Q&A.

Are you a recruiter connected to exceptional talent, but occasionally struggle to find the optimal fit for each candidate? You’ve likely experienced these common scenarios: 1️⃣ You have outstanding candidates in your network, but you're unsure which opportunities would best suit their unique skills and aspirations. 2️⃣ You've identified an excellent candidate for a specific role, but it doesn’t quite work out. You know they'd be perfect for another position, if only you could find it. These situations often lead to missed opportunities – for you, your candidates, and potential employers. But what if there was a way to expand your talent pool’s options and match them to roles you’re not yet aware of? 🚀 Introducing Paraform’s General Submission feature, designed to help you leverage your candidate network and maximize your placement potential. 🚀 Key Benefits: ⭐ Monetize Your Network: Take full ownership of your candidates by submitting them for matching, regardless of whether there's a specific role in mind. This approach expands your potential for successful placements and increases your revenue opportunities. ⭐ Discover New Roles: We'll surface roles that align with your candidates' skills and preferences, helping you uncover opportunities you might have otherwise missed. ⭐ Maintain Control: You retain full control over the process. Review the matches we suggest and decide which opportunities to present to your candidates, so you feel confident in offering them the best possible options. Getting started with General Submission is simple — watch this video walkthrough to see in action: https://lnkd.in/gHxgv9iT

Earlier this year, thousands of people applied to Duolingo’s newest position: owl trainer. Responsibilities include giving bird baths (in Evian water only!) and coordinating Duo's luxury swimwear fittings. Unfortunately for all of us, this job posting isn’t real. But a fun and quirky employer brand is just one of the many things the company does right to attract and retain top talent. Duolingo has built a "talent vortex" as a place where smart people want to work, attracting even more talent in a self-reinforcing cycle most startups dream of. The bar is high, but the owl is friendly (at least off TikTok), and top candidates are eager to join Duo’s team. How did they do it? Why are so many people lining up to work for a quirky green owl? A few key things: 1️⃣ Using a gamified hiring process (mirroring core product) to assess both skill and culture fit. 2️⃣ Intentionally building a team as diverse as their users. 3️⃣ Loving their interns (yes, really.) 4️⃣ Turning their applicants into their advocates. Our blog post explains Duolingo’s hiring principles and offers concise tips to turn your own hiring process into a sustainable competitive advantage. https://lnkd.in/gQRFqwZj Founders and hiring managers: Which of their principles do you find most challenging to implement at a startup? Share with us in the comments!

Luis Pedemonte 🤝 Keeper.app

Can you really hire as quickly as you build product? 🛠 Monad is building a world-class product. To do that, they needed a world-class team. And they just pulled off what most hiring managers dream of: doubling their engineering team in under 2 months. In a brutally competitive field like cybersecurity. How? Not by sifting through endless resumes. Not by praying for inbound applications. Instead, they used Paraform. The result? 3 staff-level engineers across front-end, back-end, and infra/SRE, hired in an average of 23 days each. That's 5x faster than their previous methods. But speed wasn't everything. They got quality too. One hire built the frontend for a multibillion-dollar security company. Another solved data-intensive problems at scale. As Darwin Salazar, Monad’s Head of Product, told us, all hires have taken full ownership over their domains – and just as importantly – are also great additions to the culture. This is a huge win for Monad. But it’s also a wake-up call for every team lead struggling to build out their function. The right people are out there. You just need a better way to find them. Read the full case study here: https://lnkd.in/dRR7H-4F

🚀 Introducing: List View, a new way to visualize your open roles. Instead of scrolling through individual cards, you can now see all your roles in a compact, easy-to-scan list format. To use List View to streamline your search, look for the "List view" toggle next to the search bar. Simply toggle on to switch from Card View to List View, and customize your list of roles using any additional filters. With more roles visible on a single screen, you can more easily scan and filter roles by your specific preferences and get a bird's-eye view of your open positions at a glance. Try clicking on "Reward" to sort by placement fee, or on "Interviewing" to sort by number of candidates actively interviewing for the role. As always, we're constantly working to improve your experience. If you have feedback on List View, feel free to share your thoughts directly with us in the comments!

Love to see it! Special shoutout to Annabel Malayan who made it all happen on Paraform 🎉