At Bolt, we’ve hired 400+ exceptional people.
Even in our earliest days, we were hiring out of Facebook, Twitter, and Google.
The secret?
Let’s dig in:
Even in our earliest days, we were hiring out of Facebook, Twitter, and Google.
The secret?
Let’s dig in:
1/ Nail the vision
It’s day 1, and you might have nothing to your name.
But even still, you have something that no one else has.
That’s your vision.
How is this world going to change? How are you going to be a part of it?
In the early days, vision is your most lethal weapon.
It’s day 1, and you might have nothing to your name.
But even still, you have something that no one else has.
That’s your vision.
How is this world going to change? How are you going to be a part of it?
In the early days, vision is your most lethal weapon.
2/ Nail You
On top of vision, you have... You.
Your story, corks, values, passions.
In meetings, let your personality shine through.
Don’t hesitate to get vulnerable.
Ultimately, candidates are deciding if they believe in you as a leader.
Show them who you are.
On top of vision, you have... You.
Your story, corks, values, passions.
In meetings, let your personality shine through.
Don’t hesitate to get vulnerable.
Ultimately, candidates are deciding if they believe in you as a leader.
Show them who you are.
3/ Leverage the Warm Network
Relying solely on cold outreach is a mistake.
Some of the best talent comes from within your own network.
Be a relentless networker.
Organically connect with amazing people.
And remember, the best networkers don’t seem like networkers.
Relying solely on cold outreach is a mistake.
Some of the best talent comes from within your own network.
Be a relentless networker.
Organically connect with amazing people.
And remember, the best networkers don’t seem like networkers.
4/ Leverage Cold Channels
Relying solely on your network is also a mistake.
Cold can actually be quite effective!
It's repeatable and consistent.
If you have funding, use contingency recruiting firms.
Either way, start hitting inboxes!
Set a goal of 50 outreach emails/day.
Relying solely on your network is also a mistake.
Cold can actually be quite effective!
It's repeatable and consistent.
If you have funding, use contingency recruiting firms.
Either way, start hitting inboxes!
Set a goal of 50 outreach emails/day.
5/ Do Events
It’s possible to host awesome events on a shoestring budget. I certainly did.
Game nights, Happy hours, etc.
I’m sure the metaverse has a role to play here.
Get creative and get smart people to congregate!
More than ever, people are seeking community.
It’s possible to host awesome events on a shoestring budget. I certainly did.
Game nights, Happy hours, etc.
I’m sure the metaverse has a role to play here.
Get creative and get smart people to congregate!
More than ever, people are seeking community.
6/ Build Touchpoints
If you meet someone once, the depth of your relationship is only one meeting.
If you’ve met several times, hopped on calls, shared interesting articles with each other…
Now you’re rockin!
The more high quality touchpoints, the deeper your connection.
If you meet someone once, the depth of your relationship is only one meeting.
If you’ve met several times, hopped on calls, shared interesting articles with each other…
Now you’re rockin!
The more high quality touchpoints, the deeper your connection.
7/ Design an Incredible Interview Experience
So many companies have dull and boring interview processes.
Energy is contagious.
The amount of energy you put into interviews is the amount the candidate will get out.
Show them that your company is full of energy and life.
So many companies have dull and boring interview processes.
Energy is contagious.
The amount of energy you put into interviews is the amount the candidate will get out.
Show them that your company is full of energy and life.
8/ Always Leave a Positive Impression
Even if an interview is going terribly, that person still matters.
Leave a great impression on everyone who crosses paths with your company.
If you’ve done your job right, even if a candidate is rejected, they’ll be singing your praises.
Even if an interview is going terribly, that person still matters.
Leave a great impression on everyone who crosses paths with your company.
If you’ve done your job right, even if a candidate is rejected, they’ll be singing your praises.
9/ Be Clear on Credibility
Badges of credibility are important.
They establish trust.
Don’t be shy about bolstering yours in conversation.
If you have credible investors or a pedigreed team, share it it in a humble way.
Make candidates folks know who they’re talking to!
Badges of credibility are important.
They establish trust.
Don’t be shy about bolstering yours in conversation.
If you have credible investors or a pedigreed team, share it it in a humble way.
Make candidates folks know who they’re talking to!
10/ Make Everyone a Recruiter
Many companies make the mistake that it is only certain peoples’ jobs to be recruiters.
In startup land, everyone is a recruiter.
Establish this cultural precedent early.
Regularly check in with teammates on how recruiting is going.
Many companies make the mistake that it is only certain peoples’ jobs to be recruiters.
In startup land, everyone is a recruiter.
Establish this cultural precedent early.
Regularly check in with teammates on how recruiting is going.
11/ Internal Referral Programs
If done poorly, these can be ineffective.
If done well, these can be powerful.
Pay either in cash or equity for great referrals.
Even better? Offer your time if you can.
For referrals, offer teammates a fancy 1on1 dinner with the CEO.
If done poorly, these can be ineffective.
If done well, these can be powerful.
Pay either in cash or equity for great referrals.
Even better? Offer your time if you can.
For referrals, offer teammates a fancy 1on1 dinner with the CEO.
12/ Recruitathons
Ok, if there’s any silver bullet, this is the one.
Hackathons are popular, but what about Recruitathons!
Sometimes you just have to get everyone to sit down and start outbounding.
This can be both cold and warm outreach.
Buy everyone food. Make it fun!
Ok, if there’s any silver bullet, this is the one.
Hackathons are popular, but what about Recruitathons!
Sometimes you just have to get everyone to sit down and start outbounding.
This can be both cold and warm outreach.
Buy everyone food. Make it fun!
Recruiting is by far the hardest part of company building.
It is simultaneously the most important.
Great recruiting requires great discipline and attention.
It also requires great creativity.
Now, get after it and may the force be with you!
It is simultaneously the most important.
Great recruiting requires great discipline and attention.
It also requires great creativity.
Now, get after it and may the force be with you!
If you liked this thread, give me a follow at @ryantakesoff.
I am 27 and have built 2 unicorn companies. My mission is to get the world dancing & fix corporate culture.
Twitter is where I share my learnings.
Let’s take off together! 🚀
I am 27 and have built 2 unicorn companies. My mission is to get the world dancing & fix corporate culture.
Twitter is where I share my learnings.
Let’s take off together! 🚀
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