End-of-year hiring budgets are hot and cold. You’re either prepped to face the all-too familiar hiring freeze, the less than ideal allowance from the team’s talent heads, or on the flip side, the nice surprise of being told, “Here’s some dough – roll in it and go make some hires.”
If you’re hiring for a startup endowed with either proposition, however, these factors remain partially or altogether true: Your resources are limited, you’re strapped for hiring time, you don’t have enough bandwidth to screen dozens of candidates quickly enough, or maybe the talent you are coming across just aren’t the types who can wear the number of hats necessary to grow the company.
Where do you begin? As Jon Bischke said,
“There are no magic bullets. If you want to recruit an incredible team, it's going to be a lot of work. It's one of the reasons that talent acquisitions are often so expensive. If world-class talent was easy to come by do you think that talent acquisitions would often fetch eight-figure (or even nine-figure) amounts?”
We sat with Loni Spratt to get her take on the common hiring dilemma. Here’s what the Entelo recruiter and customer success director recommends for anyone hiring startup talent.