What Do You Have that the Fortune 500s Don’t? Here’s How to Out-Recruit the Big Dogs

February 26, 2014 at 4:13 AM by Rob Stevenson

5 figure signing bonuses. Outrageous salaries. More perks than you can shake a ping pong paddle at. Every SMB recruiter has been there: chartbeat-the-bros-in-wayne-manoryou've got a great opportunity, but when it comes to going pound for pound with the big dogs, you just can't make some of the same offers.

Don't let it get you down. Naturally, candidates will be drawn to the high salary, stable position with an established company. But there are a handful of things you can offer that the Fortune 500s can't.

Recently, we surveyed professionals about what is most appealing about a new job opportunity, and many of the responses fell in line with items that the early-stage company can easily provide.

1. Sense of Mission

When it comes to cultural aspects, things like cafeterias, game rooms, and office amenities took a back seat compared to the importance of a close-knit team with clear goals and ambitious drive. Often, the red tape at large companies will prevent talent from taking risks or trying out a variety of exciting new solutions. At younger companies, you can stress the importance of your employees taking the ball and running with it.

Ultimately, people want their efforts at work to mean something, and in small-to-medium sized company, the fruits of your team's labor will be much more delineated. You can offer the candidate an opportunity to build something, rather than merely maintain something.

2. Access to Leadership

By a considerable margin, professionals report the importance of the involvement of the hiring manager in the recruitment cycle. At a smaller organization, it is not only more practical to include the hiring manager during the interviewing process, but the candidate can also expect to be working in much closer quarters with the leadership once they're on board. This fosters closer and clearer lines of communication amongst the team, as well as a more accessible and personal feedback loop.

Think of it this way: at your young company, a new Software Engineer can swivel in her chair and have a meaningful and detailed conversation about the product with the VP of Engineering. How often do you think something like that happens at Google?


3. Upwards Mobility

The likelihood of promotion and development also ranked high on the list of attractive aspects of new opportunities. In a smaller company, you can offer the candidate the chance to grow with the company and "climb the ladder" faster than they typically might at a more structured organization. Particularly for young professionals still forging the early stages of their careers, or more experienced candidates looking to step up rather than move laterally, this a crucial area of any potential job change.

4. Equity

Lastly, offering candidates a piece of the company puts them in a unique position, not just as a potential lottery winner, but in terms of their own motivation and drive. When a candidate has a literal stake in the company, they are likely to be more engaged and passionate about their work. Closely tied to the sense of mission, having equity in the organization puts a higher value on the work the candidate churns out.

What sort of tactics have you used to out-recruit the big dogs? Leave a comment or tweet @EnteloRob!
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