I've been noodling a bit on the concept of Cause and Effect in this market and it's application to my line of work. Some thoughts to share: (note: these are broad themes and generalizations) ➡ Cause - Big tech continues to downsize - Mid to late stage companies are still in how do we get through this to grow again mode - Early stage in calculated build mode - Companies of all stages starting to revisit their 2024 growth plans (everyone created a staircase QoQ roadmap fyi) -> some on pace, most not? ➡ The Effect - Backfill budget granted only for p00 needs (notice the double zero) - Any open headcount is extremely critical - must get the perfect unicorn hire, can't afford not to, need Strong Yes' or Yes' across the board - Interview processes taking longer with ad-hoc rounds added on - Candidate & Company comp expectations are more wide apart - one side hasn't stepped close enough to the other. Which one? 🤔 If you're hiring, what are Solutions so that you can be successful in this Cause->Effect state? Some ideas: ➡ Solutions - Embrace a recruiting and hiring culture vs fear of hiring culture (recruiters, you now what I mean by this) - Invest time and effort in building out a structured interview process with interviewer roundtable debriefs for 360 convos -> walk off the need to have only Strong Yes' or Yes' -> some No's are actually healthy for debate, calibration, and collaboration in a hiring decision - Break status quo a bit in your motions because the playbook to hire now is very different than during the market boom era - Always be closing -> even today, the best and brightest talent need to feel wanted each and every step of the way #hiring #recruiting #jobs #talentacquisition
100% Kan Ta and excellent timing writing this post. Very different playbook. Pressure test the status quo in your hiring process. Optimize for speed and white glove experience as a startup to win. Review compensation philosophy frequently and try realtime data from candidates vs outdated comp benchmark platforms (especially for niche tech / ML roles) I’ll post a Podcast about this soon!
This is spot on.
Couldn't agree more! Good post!!
Brilliant and thoughtful as always!
Very well said, sir!
Senior Recruiting Manager at Salesforce
3moLove this, except for debriefs. Just an area to introduce bias to the interview process. 💯 agree to put the effort into the process ahead of time.