At RRE Ventures, an early stage venture capital firm in New York City, our founding teams always tell us that Talent is one of their biggest challenges. While it's gotten easier and less costly to start companies in the last few decades, getting the right team is still a major challenge and yet is a core differentiator for your company.
Given that Hiring and Talent can often seem unapproachable and complicated, we put this Talent Playbook together as a starting point to cover some of the fundamentals. We interviewed Heads of Talent in our network to highlight a few best practices. This also includes an excel template to get you started on hiring when you aren't at a point to invest in more sophisticated systems yet.
49. POST-IT CULTURE EXERCISE
49
2
1
3
4
HAVE YOUR TEAM WRITE ADJECTIVES
THAT YOUR COMPANY IS & IS NOT
SORT THROUGH TO FIND THEMES,
BE HONEST ABOUT HOW YOUR
COMPANY REALLY BEHAVES & ACTS
BOIL DOWN TO 3-5 MAIN VALUES
OF YOUR COMPANY
TRANSLATE EACH VALUE INTO
POSITIVE OR NEGATIVE INDICATORS
THAT REPRESENT EACH ONE
5 FIND WAYS TO REINFORCE &
RECOGNIZE CULTURE DAY TO DAY
50. FOLLOW US @RRE 50
EXAMPLE OF INDICATORS
SEE ABOVE FOR AN EXAMPLE OF POSITIVE &
NEGATIVE INDICATORS FOR TWO OF RRE’S VALUES
60. FOLLOW US @RRE 60
DEFINE THE “MOC”
MISSION
PURPOSE AND WHY THIS
ROLE EXISTS
OUTCOMES
3 – 8 MEASUREABLE RESULTS
TO ACHIEVE
COMPETENCIES
BEHAVIORS NEEDED TO
SUCCEED IN THIS ROLE
61. FOLLOW US @RRE 61
BREAKDOWN COMPETENCIES
WRITE DOWN ATTRIBUTES OF EACH COMPETENCY
THAT DEMONSTRATE IT AND CAN BE TESTED AGAINST
IN INTERVIEWS AND REFERENCE CHECKS
62. FOLLOW US @RRE 62
WRITE DOWN OTHER SPECIFICS
LIST OUT OTHER
DETAILS SUCH AS:
COMPENSATION
DIRECT MANAGER
LOCATION
HARD SKILLS
FIRST 90 DAY GOALS
63. NOW USE THIS INFORMATION TO
WRITE THE JOB DESCRIPTION
63
64. FOLLOW US @RRE 64
WRITE IT TO
ATTRACT AN IDEAL
CANDIDATE
65. FOLLOW US @RRE 65
BUT NOW, WHERE DO
YOU FIND THIS
PERSON?
66. FOLLOW US @RRE 66
THE NEED
- MOC FRAMEWORK
- COMPETENCIES
- JOB DESCRIPTION
ESSENTIALS
- EMPLOYER BRAND
- CULTURE
- LITTLE BLACK BOOK
- ONLINE
- RECRUITERS
- REFERRALS
SOURCING
- INTERVIEW PROCESS
- APPLICANT TRACKING
- REFERENCE CHECKS
INTERVIEWING
- MOTIVATION
- COMPENSATION
CLOSING
- ONBOARDING
- DEVELOPMENT
- HIGH PERFORMERS
- UNDERFORMANCE
- TALENT PLANNING
RETAIN & DEVELOP
67. HOW TO FIND AND ATTRACT A
POOL OF GREAT CANDIDATES
67
SOURCING
68. FOLLOW US @RRE 68
OUTBOUND SOURCING:
PROACTIVELY REACHING OUT
TO CANDIDATES
69. FIRST TYPE OF OUTBOUND:
YOUR LITTLE BLACK BOOK OF TALENT
69
70. FOLLOW US @RRE 70
IT’S AN ACTIVE LIST OF THE
MOST TALENTED PEOPLE YOU
KNOW & KEEP IN TOUCH WITH
72. 5 STEPS TO START
72
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LIST THE MOST TALENTED PEOPLE YOU
KNOW (IN EXCEL OR GOOGLE DOC)
TELL THEM ABOUT YOUR COMPANY
ASK THEM WHO THEY THINK YOU
SHOULD GET TO KNOW
BLOCK OUT TIME EACH WEEK,
GET TO KNOW THEM & REPEAT
5 GROW LIST & MAINTAIN CONTACT
BRING IT
81. FOLLOW US @RRE 81
WHEN TO BRING ONE IN
IN HOUSE
RECRUITER
STARTUPS TYPICALLY HIRE AN
IN-HOUSE RECRUITER AT 30 PEOPLE
82. WHAT TO LOOK FOR IN YOUR
FIRST RECRUITER
82
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1
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4
CARES ABOUT PEOPLE
PROCESS-DRIVEN
VALUES CANDIDATE EXPERIENCE
USES TALENT METRICS
5 REPRESENTS YOUR BRAND WELL
83. RECRUITING FIRMS:
GREAT IF YOU ARE TRYING TO
FILL MANY ROLES QUICKLY OR
ARE STRUGGLING ON A SPECIFIC
KEY HIRE
83
84. FOLLOW US @RRE 84
~12 - 25% OF FIRST YEAR SALARY
PAID IF YOU HIRE
BETTER FOR JUNIOR ROLES
NOT EXCLUSIVE
CONTINGENT SEARCH FIRM
CONTINGENT
TIP: PAY THE HIGHER % FEE (SINCE NOT
EXCLUSIVE) TO SEE BETTER RESUMES
85. FOLLOW US @RRE 85
~33% OF FIRST YEAR SALARY
PAID REGARDLESS OF HIRE
BETTER FOR EXECUTIVE ROLES
EXCLUSIVE, QUALIFIED SEARCH
RETAINED SEARCH FIRM
TIP: NEGOTIATE FREE REPLACEMENT
SEARCH IF CANDIDATE LEAVES <90 DAYS
RETAINED
86. IF YOU USE A FIRM, GET
RECOMMENDATIONS FROM
INVESTORS AND FOUNDERS
86
87. FOLLOW US @RRE 87
INBOUND SOURCING:
APPLICANTS WHO COME
TO YOU DIRECTLY OR ARE
REFERRED TO YOU
88. FROM YOUR WEBSITE TO SOCIAL
MEDIA, THERE ARE MANY SOURCES
OF INBOUND
88
89. FOLLOW US @RRE 89
ONE INEXPENSIVE & HIGH QUALITY
INBOUND CHANNEL IS EMPLOYEE
REFERRALS
90. FOLLOW US @RRE 90
COMPENSATE YOUR
EMPLOYEES FOR
BRINGING IN TALENT
91. FOLLOW US @RRE 91
BUILD REFERRALS INTO YOUR
CULTURE SO HIRING GREAT PEOPLE
IS EVERYONE’S RESPONSIBILITY
92. TYPICAL AMOUNT IS $2-
$5K AFTER THE EMPLOYEE
HAS BEEN THERE 90 DAYS
92
93. FOLLOW US @RRE 93
ONE CAUTION WITH REFERRALS,
WATCH OUT FOR DIVERSITY SO YOU
DON’T HIRE MORE OF YOURSELF
CS
CS
120. TIPS TO SELL AND CLOSE THE
CANDIDATE
120
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1
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4
SOCIALIZE WITH THE CANDIDATE
UNDERSTAND FAMILY CONCERNS
ADDRESS ANY CONCERNS
HELP WITH RELOCATION
5 HAVE TEAM/BOARD REACH OUT
122. FOLLOW US @RRE
COMPENSATION BENCHMARKS
122
Average Base Salary For Engineers
By Company Stage & Level of Experience
AverageBaseSalary
$75,000
$106,250
$137,500
$168,750
$200,000
Funding Stage
Seed Funding Only Post Series B Post Series D Growth Capital Funding Only
1 Year Expereince 2 Years Expereince 3 Years Expereince
4 Years Expereince 5 Years Expereince Director Level
FOR EXAMPLE, HERE IS DATA RRE RECENTLY PULLED
FROM ADVANCED HR FOR A PORTFOLIO COMPANY
148. AS A STARTUP YOU CAN’T
AFFORD TO KEEP LOW
PERFORMERS
148
149. FOLLOW US @RRE 149
IF SOMEONE IS CONSISTENTLY
UNDERPERFORMING, TELL THEM
FORMALLY USING A PIP...
150. FOLLOW US @RRE 150
PERFORMANCE IMPROVEMENT PLAN
(PIP): SPECIFIES OCCURRENCES OF LOW
PERFORMANCE WITH ACTION PLAN
AND TIMELINE
151. FOLLOW US @RRE 151
A PIP SHOULD BE SIGNED
BY BOTH THE EMPLOYEE
AND MANAGER
152. KEY ADVANTAGES TO PIPS
152
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DOCUMENTS IN REAL TIME
RECORD IN CASE OF LEGAL ACTIVITY
DEMONSTRATES A FAIR PROCESS
SHOWS SEVERITY OF THE ISSUE
153. AFTER A PIP THE EMPLOYEE WILL
EITHER IMPROVE OR GET
TERMINATED
153
154. FOLLOW US @RRE 154
WITH ANY TERMINATION, RIF OR
LAYOFF, BE AS TRANSPARENT AND
QUICK AS POSSIBLE
156. FOLLOW US @RRE 156
TALENT PLANNING:
PLANNING FUTURE GROWTH &
REPLACEMENTS FOR KEY ROLES AS THE
COMPANY SCALES
157. LOOKING AHEAD IS CRITICAL AS YOU
GROW AND SCALE TO HAVE THE
TEAM YOU NEED AT EACH STAGE
157
158. FOLLOW US @RRE 158
YOU NEED ACTION & BACKUP PLANS
FOR SPECIFIC CRITICAL ROLES
159. FOLLOW US @RRE 159
TALENT PLANNING
FOR KEY ROLES, IDENTIFY TALENT THAT COULD STEP
IN NOW OR LATER, CREATE DEVELOPMENT PLANS
WHERE THERE ARE GAPS
160. NOW YOU ARE SET
TO HIRE & RETAIN
GREAT TALENT
OFF TO THE RACES
160
161. WE HOPE YOU LEARNED SOMETHING
ABOUT HOW TO GET & RETAIN GREAT
TALENT
161
162. FOLLOW US @RRE 162
IF YOU FOUND THIS USEFUL,
PLEASE CLICK LIKE & SHARE
163. FOLLOW US @RRE 163
DOWNLOAD ALL THE TEMPLATES USED IN THIS
DECK
@RRE
RRE VENTURES
PLATFORM@RRE.COM
MEDIUM.COM/@RRE
CLICK TO DOWNLOAD THE
TEMPLATES
164. FOLLOW US @RRE 164
BETH SCHEER
HOMEBREW
SPECIAL THANKS TO…
LORNA HAGEN
ONDECK
STEVE SCHLAFMAN
RRE VENTURES
AMY WOLF FORRESTER
MANAGED BY Q
NATALIE
WADSWORTH
SAILTHRU
JOY SUN
GROUPS
JACQUI MAGUIRE
GREENHOUSE
BRANDON LIPMAN
RRE VENTURES
166. FOLLOW US @RRE 166
OTHER GREAT RESOURCES
• 5 SIMPLE STEPS TO WRITING A CONCISE JOB
DESCRIPTION BY RECRUIT LOOP
• THE PROCESS FOR SOURCING TALENT BY HOMEBREW
• SNAPSTORMS ON RECRUITING BY MARK SUSTER OF
UPFRONT VENTURES
• DON’T FUCK UP THE CULTURE BY BRIAN CHESKY CEO OF
AIRBNB
• NETFLIX CULTURE BY REED HASTINGS CEO OF NETFLIX
• DIVERSITY AT STARTUPS BY HOMEBREW