1/ The most common early-stage hiring mistake: Poor job / role definition
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2/ As an early-stage startup, no one knows who you are and folks are going to give you their attention. So if you want them to come work for you, you must be surgical in capturing their attention. There are two components to that: Your Employer Brand, and the Job Description
3/ You probably don't have an Employer Brand. You should probably start building it. But you DO have a JD , and it's probably terrible. Read your JDs. If you were a job seeker, would you want to do that job? How does the JD help you stand out from every other cold LI reachout?
4/ A good JD requires you to visualize the type of person that'd be AWESOME in the role. You can taste the impact this person would bring. When you visualize this person so clearly, it know which channels to pursue to find the right peeps. W/o a good JD, you waste a LOT of time
5/Without the right channels, you build a funnel of randos - this makes interviewing very frustrating; so you end up hiring someone suboptimal, or you delay hiring. Both are not great for a rapidly growing business.
6/ TLDR - get good at writing JDs! If you've never hired for the role before, go meet the best people in that role in your network. It will help you calibrate what skills to value in the role
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